Inclusion

At Symph, inclusion has always been a core value. But as our team grows and evolves, we recognized the need to formalize our commitment in policy.

This new Inclusion Policy codifies principles and practices that have long guided our approach. Our goal is to ensure that everyone at Symph feels respected, supported, and empowered to succeed, at every stage of our growth.

Prohibited Conduct

Symph prohibits discrimination, harassment, or retaliation based on protected status, including:

Race, color, ethnic or national origin

Age

Religion or religious creed (or belief, where applicable)

Sex, including pregnancy, childbirth, breastfeeding, or related medical conditions

Sexual orientation

Gender, gender identity, gender expression, transgender status, or sexual stereotypes

Nationality, immigration status, citizenship, or ancestry

Marital status

Protected military or veteran status

Physical or mental disability, medical condition, genetic information or characteristics (or those of a family member)

Status as a victim of domestic violence, sexual assault, or stalking

Any other basis prohibited under applicable law

Discrimination is any adverse action that affects the terms and conditions of employment based on someone's protected status. Examples include biased performance reviews, denied promotions, or selective disciplinary action.

Harassment is unwelcome conduct based on someone's protected status that creates an intimidating, hostile, or offensive work environment or interferes with work performance.

Equal Opportunity Commitment

Symph provides equal employment opportunities to all. We make employment decisions based solely on job-related criteria, not based on any legally protected status.

We're all responsible for upholding this commitment. Managers are accountable for ensuring their teams are diverse, inclusive, and bias-free.

Safe Words

If you feel uncomfortable in a situation, say one of these Symph-specific safe words:

"Dolphin": Language that not everyone understands is being used

"Urchin": You're being teased in a way that makes you uneasy

"Shark": Someone's tone feels aggressive or threatening

All Symphers and Symphterns are obligated to honor these words and adjust their behavior.

Reporting Concerns

If you experience or witness conduct that violates this policy:

Tell the person to stop, if you feel safe doing so. Explain how their actions impact you.

If the behavior continues, notify your manager or any company leader (as long as they aren't involved).

The Symph team will assemble an impartial committee to investigate, following due process:

The committee will represent a cross-section of the company and be at least 50% women

Investigations will conclude within 10 days

The committee will protect complainant confidentiality and prevent retaliation

If a violation is confirmed, the committee will determine appropriate consequences:

For Symphers/Symphterns: Verbal warnings, written warnings, suspension, performance rating impact, compensation impact, or termination

For external parties: Removal from premises/channels or contract termination

This policy also applies to off-duty conduct that materially affects the workplace, to the extent permitted by law.

Building a Culture of Belonging

At Symph, ensuring an inclusive workplace is everyone's job. If you have concerns, speak up. We'll handle all reports with care and urgency.