WE EMPOWER EACH OTHER
WE'RE AT OUR BEST WHEN WE WORK TOGETHER.
A Respectful Workplace
At Donaldson, we're a team. We respect the dignity, privacy, and personal rights of every individual. We are committed to treating each other fairly and with respect.
- Am I speaking, communicating, and acting with respect, consideration, and kindness?
- How might my words and actions reflect on me, my team, and Donaldson?
- If others could hear and see me, or read what I am typing right now, what would they think?
Donaldson prohibits all forms of illegal discrimination. We understand that discrimination laws vary by country and may include discrimination based on race, religion, color, creed, national origin, age, sex, sexual orientation, gender identity or expression, marital status, physical or mental disability, genetic information, veteran status, or any other characteristic protected by these laws.
We don't engage in harassment, such as offensive comments or gestures, bullying, unwanted touching, unwanted sexual advances, or retaliation of any kind.
We don't ignore discrimination or harassment or allow anyone else to engage in it. If we see something, we Speak Up.
"Discrimination" is the unfair or prejudicial treatment of people and groups based on protected characteristics. Harassment is unwelcome conduct, pressure, or intimidation.
Yes. Regardless of their intent, comments of a sexual nature can contribute to a hostile work environment and may be considered sexual harassment. This can affect not only the individual being spoken about but also other colleagues who overhear the conversation. If you feel comfortable, you can address the behavior directly by asking them to stop. However, if you are not comfortable or if the behavior persists, it is important to report your concerns to your manager, the Compliance Committee, or another Speak Up resource.
Yes. When employment decisions, such as promotions, are based on an employee's willingness to have a romantic relationship or grant sexual favors, this is considered sexual harassment and should be reported immediately to Human Resources, the Compliance Committee, or another Speak Up resource.
