The Brattle Group is an equal opportunity employer. Consistent with all applicable state and federal laws, The Brattle Group adheres to an employment policy which prohibits discriminatory practices or harassment against applicants or employees based on race, color, creed, religion, citizenship status, national origin, ancestry, sex, gender identity and expression, age, height, weight, domestic partner status, Acquired Immune Deficiency Syndrome or HIV status (AIDS/HIV status), genetic information, sexual orientation, disability (where the applicant or employee is qualified to perform the essential functions of the job with or without reasonable accommodation), marital status, veteran status, political affiliation, drug or alcohol abuse or alcoholism, or any other legally impermissible factor. The Brattle Group is also an Affirmative Action employer of minorities, females, protected veterans and individuals with disabilities.
Firm management fully endorses this policy, is committed to its principles, and supports its implementation in connection with all aspects of employment recruiting and of its relationship with all Brattle employees. The Vice President of Talent, supported by the Human Resources (HR) department, has been assigned overall responsibility for implementing this policy and Affirmative Action program fairly and consistently. In addition, all employees, regardless of position, are expected to take responsibility for assuring that their personal actions to support these policies.
Discrimination against any qualified employee or job applicant with respect to any terms, privileges, or conditions of employment because of a person’s physical or mental disability is prohibited. The Brattle Group will also make reasonable accommodations wherever necessary for all employees or applicants with disabilities, provided that the individual is otherwise qualified to safely perform the essential duties and assignments connected or associated with the job and provided that any accommodations made do not impose an undue hardship on The Brattle Group. In order to ensure reasonable accommodation for individuals protected by Section 503 of the Rehabilitation Act of 1973, the Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended by the Jobs for Veterans Act (JVA) of 2002, and Title I of the Americans with Disabilities Act of 1990, applicants that require accommodation in the job application process may contact +1.202.955.5050 (phone) or email HR@brattle.com for assistance.
The Brattle Group employees and applicants are also protected against retaliation; harassment, intimidation, threats, coercion and discrimination because of engagement in any of the following also violates this policy.
- The filing of a complaint;
- Assisting or participating in an investigation, compliance review, hearing, or any other activity related to the administration of Section 503 of the Rehabilitation Act of 1973, as amended (Section 503), the VEVRAA, or any other Federal, State or local law requiring equal opportunity for disabled persons and/or covered veterans;
- Opposing any act or practice made unlawful by Section 503 and or the VEVRAA and their implementing regulations in this part, or any Federal, State or local law requiring equal opportunity for disabled persons or covered veterans;
- Exercising any other right protected by section 503, the VEVRAA, or their implementing regulations in this part
Equal employment opportunity notices are posted near employee gathering places as required by law. These notices summarize the rights of employees to equal opportunity in employment and list the names and addresses of the various government agencies that may be contacted in the event that any person believes they have been discriminated against.
Any employee or applicant who has been discriminated against, harassed, or retaliated against in violation of this policy should promptly report the incident and the individuals involved. Please see Policy 2G for further information regarding reporting procedures.
Any employee who violates this policy will be subject to disciplinary action up to and including termination.
The Brattle Group reserves the right to change this statement from time to time, subject to applicable law.