EEO Policy

/Our commitment

Nixon Peabody is committed to providing and supporting a work environment that:

• reflects a diversity of viewpoints, backgrounds, beliefs, and cultures;
• recognizes and embraces the value and benefits of cultural diversity and inclusion;
• promotes respect and fair and equitable treatment for all firm personnel; and
• is free from unlawful discrimination

Nixon Peabody is committed to Equal Employment Opportunity with respect to all personnel and applicants for employment through a positive and continuing affirmative action program consistent with all applicable laws. The firm prohibits discrimination based on all legally protected statuses including, but not limited to, gender, sex, race, color, religion, creed, national origin, ancestry, age, marital status, sexual orientation, pregnancy, physical or mental disability, citizenship, veteran status, gender expression and/or identity, or any other class protected by federal, state or local laws. The firm prohibits discrimination against its personnel and applicants in all aspects of their relationship with the firm including, but not limited to, recruitment, hiring, compensation, promotion, job assignment, transfer, demotion, training, leaves of absence, layoff, benefits, termination and participation in firm-sponsored activities, including social and recreational programs, use of firm facilities (including restrooms whereby individuals may use the facility that corresponds to their gender identity), and general on-the-job treatment of individuals.

Nixon Peabody will recruit, hire, train and promote qualified individuals without regard to race, color, religion, gender, veteran status, or disability in accordance with applicable laws, regulations and/or government agency orders and engage in affirmative action consistent with all applicable laws to ensure equal opportunity in all aspects of employment. The firm’s written Affirmative Action Plan is available for review by appointment during regular business hours. Personnel wishing to self-identify as a covered veteran or an individual with a disability may do so by contacting the Office Administrator or Regional Human Resources.

Additionally, to ensure equal employment opportunities to qualified individuals with disabilities, the firm will make reasonable accommodations as required by law for the physical or mental limitations of an individual with a disability who is an applicant or an employee unless undue hardship would result. Any applicant or employee who requires an accommodation should contact their Office Administrator or Regional Human Resources representative(s) to request such an accommodation. The firm reserves the right to request documentation from the employee’s health care provider certifying the necessity for, and duration of, any accommodation. The individual with the disability should specify the needed accommodation. If the accommodation is reasonable and will not impose an undue hardship, the firm will either make the accommodation or provide an alternative accommodation that will enable individuals to perform their essential job functions or an applicant to apply for employment.

Individuals who believe they have experienced or witnessed denial of equal employment opportunity, unlawful discrimination or bias are urged to report a complaint as soon as possible after a perceived violation of this policy occurs. Prompt reporting allows the firm to investigate while the facts are still fresh and to take prompt corrective action, when appropriate. The firm will handle the matter with discretion and as much confidentiality as possible under the circumstances and with due regard to the rights and wishes of all parties, recognizing that there are many circumstances where complete confidentiality is not possible. Upon receipt of a complaint, the firm will promptly review the concerns and/or undertake an investigation and, when appropriate, take appropriate corrective action. The firm will not retaliate in any way against any individual for filing a complaint and will not permit retaliation by other firm personnel.

All firm personnel and other members of the Nixon Peabody community have a responsibility to uphold and act in accordance with principles promoting cultural diversity, equity and inclusiveness, including identifying and bringing attention to acts of discrimination in any form. The continued success of this policy requires maximum cooperation from all firm personnel. If the firm determines that a violation of this policy has occurred, remedial action will be taken, commensurate with the severity of the offense. Appropriate action will also be taken to deter any future violations. Equal employment opportunity is not only the law, but it is a guiding principle for Nixon Peabody. The cooperation of all personnel is expected in order to achieve our goals.

Nixon Peabody’s full policy includes a robust complaint procedure with multiple avenues for raising and addressing concerns.