It is the policy of the City of Memphis to prohibit illegal discrimination and harassment of any type. Discrimination is also strictly prohibited by a variety of federal, state and local laws, including but not limited to Title VII of the Civil Rights Act 1964; Equal Pay Act; the Age Discrimination in Employment Act of 1975; the Genetic Information Non-Discrimination Act of 2008; Americans with Disabilities Act of 1990; and City of Memphis Ordinance Section 3-8-4 and Section 3-8-6.
The City of Memphis defines diversity as those human qualities and characteristics that are different among individuals and groups of people. These differences may be race, religion, color, sex, national origin, sexual orientation, age, disability, or political affiliation.
are expected to:
Managers & Supervisors
- Be aware of how their past experiences, personal values and biases affect their working relationships
- Treat others with respect and dignity
- Work to build an inclusive environment in which all employees can fully participate
- Be open to learn about others
- Contribute ideas and draw on each other’s skills, knowledge and backgrounds
- Recognize and challenge harassment, discrimination and culturally biased behavior
are expected to:
Division Directors & Deputy Directors
- Lead by example, demonstrate a genuine commitment to workplace diversity
- Seek a diverse range of views on issues
- Learn about people we work with, get to know their skills, knowledge and backgrounds
- Actively encourage staff to contribute their ideas and provide opportunities for them to do so
- Identify and address barriers to diversity
- Support staff in balancing their work and personal lives
are expected to:
Respectful Workplace Policy (Key topics)
Accommodation for People with Disabilities:
- Be a visible champion by communicating and promoting the benefits of diversity for the business unit
- Ensure all policies, processes and procedures support the organization's commitment to diversity
- Promote and celebrate workplace diversity successes
It is the policy of the City of Memphis to provide reasonable accommodations that assist qualified applicants and employees with a disability to perform the essential functions of a job that they seek or currently hold. A reasonable accommodation may include, but not be limited to ergonomic equipment, schedule changes, documents in Braille, and listening devices for people who are deaf or hard of hearing. By their nature, accommodations that cause an undue hardship for a department, division or office are not reasonable and cannot be approved. Applicants that need a reasonable accommodation during the application or interview process should call or email the employment/recruitment contact identified in the vacancy announcement. Employees that need a reasonable accommodation should first discuss their request with their immediate supervisor. When the City Department or Division cannot reach agreement with the employee, the City of Memphis ADA Coordinator shall consult on and/or approve reasonable accommodations requests as appropriate.
The City of Memphis is an equal opportunity employer. It is unlawful to harass or otherwise discriminate against any applicant, current employee or retiree based on race, sex, age, disability, color, religion, national origin, genetic information, veteran status, political affiliation or other non-merit factor.
Duty to Report:
All City of Memphis employees have a duty to report conduct that is harassing or discriminatory in nature whether directed at themselves or their co-workers. You must report it to your supervisor or manager, the Equity, Diversity & Inclusion Office, or you may contact the City of Memphis fraud, waste and abuse hotline at https://cityofmemphis.alertline.com/
Harassment is Prohibited:
Harassment is defined as unwanted verbal or physical conduct that the person believes interferes with the ability to perform his or her job. Harassment may be sexual or racial in nature, or it can be based on other characteristics. It is inappropriate for City of Memphis employees to engage in any form of harassment.
The City of Memphis Lactation Policy acknowledges the importance of breastfeeding and strives to create an environment where employees can effectively balance family and work obligations. See Respectful Workplace Policy, PM-30-01.
Romantic or sexual relationships between a member of management and their “direct report” employees, vendors, contractors, volunteers, interns, or others in a subordinate position is strongly discouraged. Conflicts of interest must be avoided to the maximum extent possible. See Respectful Workplace Policy, PM-30-01 for a thorough discussion.
Retaliation against an individual who reports discrimination or harassment, files a complaint, or otherwise opposes discrimination or assist in the investigation of a complaint is prohibited.
Violence in the Workplace:
Workplace violence includes, but is not limited to bullying, intimidation, threats, stalking, physical attacks, domestic abuse, property damage and other actions intended to cause physical or mental harm. All actual and threats of workplace violence must be reported.