3Core Systems is a 100% minority-owned business, certified by federal and state agencies. We believe that diversity drives innovation, equity ensures fairness, and inclusion creates belonging. Our commitment is to build a workforce that reflects a wide range of backgrounds, experiences, and perspectives.

We do not tolerate discrimination or harassment of any kind and are dedicated to providing equal opportunities in recruitment, development, compensation, and advancement. Our policies and practices are designed to remove barriers, ensure accessibility, and create fair pathways for growth.

We actively foster an inclusive culture where every individual feels respected, valued, and empowered to contribute fully. Through ongoing education, transparent practices, and accountability, we continuously strengthen our DEI efforts and hold ourselves responsible for progress.

Together, we are building a workplace where differences are celebrated, voices are heard, and everyone can thrive.

Workforce Diversity, Equity & Inclusion (DEI) Policy

1. Purpose
We believe that a diverse, equitable, and inclusive workforce is foundational to our mission, values, success, and the trust of our community. This policy sets out our commitment to fostering a workplace environment where all employees feel safe, respected, valued, and able to do their best work.

2. Scope
This policy applies to all employees, contractors, interns, volunteers, and applicants. It governs all aspects of employment, including recruiting, hiring, onboarding, training, promotion, compensation, benefits, and termination.

3. Definitions

• Diversity: representation of different identities, backgrounds, experiences, and perspectives (e.g. race, ethnicity, gender, gender identity, sexual orientation, age, disability, religion, socioeconomic status, etc.).

• Equity: fair treatment, access, opportunity, and advancement for all, recognizing that barriers exist, and taking steps to remove them.

• Inclusion: active, intentional, and ongoing efforts to ensure that people of all backgrounds feel welcomed, respected, heard, and able to contribute fully.

4. Our Commitments

a) Non-discrimination & Anti-Harassment

• We do not tolerate discrimination, harassment, or retaliation on any protected characteristic.

• We will maintain clear procedures for reporting concerns or violations.

• All reports will be investigated promptly, impartially, and confidentially, and appropriate corrective action will be taken.

b) Inclusive Recruitment & Hiring Practices

• Job postings will be designed to encourage applications from diverse talent pools.

• We will consider removing non-essential requirements that disproportionately exclude underrepresented groups.

• We will use diverse interview panels wherever possible.

• Ensure that our hiring processes are accessible (e.g. accommodating disabilities, remote assessments if needed).

c) Equitable Compensation & Advancement

• We aim for fairness in pay, promotion, recognition, and development opportunities.

• We will regularly review compensation and benefits to identify and remedy disparities.

• Career development and advancement processes will be transparent, with clearly defined criteria.

d) Training & Education

• Provide ongoing training on DEI-related topics, such as unconscious bias, cultural competency, inclusive leadership, microaggressions, etc.

• Manager and leadership training to ensure they can foster inclusive teams and handle DEI responsibilities.

e) Accessibility & Accommodation

• Ensure physical, digital, and procedural accessibility.

• Provide reasonable accommodations for employees (or applicants) with disabilities, religious beliefs, caregiving responsibilities, etc.

f) Inclusive Culture & Belonging

• Foster employee resource groups or affinity groups.

• Encourage open dialogue and feedback.

• Celebrate diversity (awareness days, events, cross-cultural learning).

g) Accountability, Feedback & Continuous Improvement

• Set measurable DEI goals and track progress (e.g. workforce demographics, retention, promotion).

• Incorporate DEI metrics into leadership performance evaluation.

• Regularly solicit feedback from employees (surveys, focus groups) about inclusion and equity.

• Review policy effectiveness annually and update as needed.

5. Reporting & Enforcement

• Employees, applicants, or stakeholders who observe or experience behavior inconsistent with this policy have the right to report it through established channels.

• No retaliation will be tolerated for reporting in good faith.

• Violations will lead to disciplinary action, up to and including termination.

6. Responsibilities

• Leadership / Senior Management: Set tone, allocate resources, model inclusive behavior, ensure accountability.

• Managers: Enforce policy in daily operations, promote inclusive practices, ensure team members are treated equitably.

• All Employees: Treat colleagues with respect, participate in training, support inclusive culture.

7. Legal Compliance
This policy is in addition to, and does not replace, obligations under applicable laws and regulations concerning non-discrimination, accessibility, wages, benefits, etc. We will comply with all legal requirements and strive to exceed them where possible.

8. Policy Review
We will review this DEI policy at least once per year, or more often if required by changes in legal, regulatory, or organizational context. We will adjust practices, metrics, or commitments as needed.