Policy
Equal Opportunity, Diversity and Inclusion Policy
1. Purpose and scope
Chronotope Labs, Inc. ("Chronotope") makes employment decisions on merit and builds a team where people of different backgrounds can do their best work. This policy applies to every employment decision at Chronotope and to everyone who takes part in one: directors, officers, employees, contractors, advisors and anyone recruiting or interviewing on our behalf, in every country where we work. It also applies to how we treat candidates, interns and the people of our clients and partners.
2. Equal opportunity in every employment decision
We do not discriminate, directly or indirectly, in recruitment, hiring, onboarding, training, job assignment, performance evaluation, promotion, career development, compensation, benefits, transfer, discipline, dismissal, retirement or any other term or condition of work.
This applies regardless of place of residence, sex, gender, gender identity or expression, sexual orientation, national or ethnic origin, race, color, skin tone, physical appearance, language or accent, religion or belief, marital or family status, pregnancy, maternity or paternity, caregiving responsibilities, disability, age, political affiliation or opinion, socioeconomic status, medical condition, genetic information, union membership, migration status where the person is legally entitled to work, or any other characteristic protected by applicable law. Where local law and this policy differ, the more protective standard applies.
Decisions are based on qualifications, demonstrated skills, performance and the requirements of the role. The only lawful exceptions are requirements that are strictly necessary for the job, such as a work permit for the country of employment or a certification required by a client site.
3. How we recruit and hire
- Job descriptions state the skills and experience the role needs and nothing else. We review them for language that would discourage qualified candidates from applying.
- We advertise openings beyond our personal networks, including through university programs and professional communities, so that the candidate pool reflects the places where we work.
- Candidates for the same role are assessed against the same criteria, through structured interviews and work-relevant exercises. We do not ask about age, marital or family status, pregnancy or plans to have children, religion, political views, sexual orientation, health or any other protected characteristic, and such information plays no part in the decision if we learn it.
- Age and the right to work are verified against official documents before an offer is made, as required by our Human Rights and Labor Policy.
- Hiring decisions and the reasons for them are recorded, so that they can be reviewed.
4. Pay, progression and development
Compensation is set by the role, its scope and market data for the location, and is reviewed for consistency across people in comparable roles. People doing the same work under the same conditions are paid the same, regardless of any protected characteristic.
The criteria for promotion and for an increase in responsibility are explained to everyone, and progress is assessed on results and demonstrated capability. Training, conference attendance, mentoring and stretch assignments are offered on the same basis to everyone whose role they fit. Discipline and dismissal follow a documented, consistent process and are never based on a protected characteristic or on having raised a concern.
5. Reasonable accommodation
We provide reasonable accommodation to candidates and personnel who need it because of a disability, a medical condition, pregnancy, nursing, religious observance or caregiving responsibilities, unless doing so would impose an undue burden on the company. Accommodation may include changes to schedules, equipment, the way interviews are run, the location of work, or time off. Requests go to the Chief Executive Officer, are handled confidentially, and are answered within ten business days.
6. Diversity and inclusion
Chronotope builds models for industries where women, Indigenous people, people with disabilities and people from rural and low-income communities have historically been underrepresented. We want our own team to look different from that history, and we take concrete steps toward it:
- We work in English and Spanish, and internal communication, policies and training are available in both.
- Interviews, meetings and company events are held in accessible formats and locations, and we provide the assistive tools people need.
- We review hiring, pay and progression outcomes each year for patterns that suggest bias, and we act on what we find.
- Managers are trained to recognize and interrupt bias in their decisions and to lead teams where everyone can speak.
7. Reporting, enforcement and review
Anyone who believes they or someone else has been treated contrary to this policy can raise it through the Speak-Up and Remediation Procedure, including anonymously and through a channel that does not involve the Chief Executive Officer. Harassment on the basis of any protected characteristic is addressed under the Anti-Harassment and Respectful Workplace Policy. Violations of this policy lead to corrective action up to and including dismissal or termination of contract. Retaliation against anyone who raises a concern in good faith is itself a violation.
The Chief Executive Officer owns this policy and reviews it at least once a year, together with the annual review of hiring, pay and progression outcomes. Everyone who works for Chronotope acknowledges this policy on joining and in the annual policy refresher.
Approved by Santiago Ampudia Castelazo, Chief Executive Officer, Chronotope Labs, Inc.