As a federal contractor, AAI participates in E-Verify to confirm identity and employment eligibility of all persons hired.
Our Diversity and Inclusion plan was developed to better our employees, our investors, our customers, and our business overall. By leveraging the effects of diversity, we can achieve a competitive business advantage. The Diversity and Inclusion plan, when done right, has many benefits for our organization. For example, higher employee productivity, increased employee morale, and lower employee turnovers are just a few examples of the benefits we have experienced.
Everyone within the organization has a part to play in our diversity and inclusion plans and initiatives. Many employees sometimes think this is something to be handled only by decisions made within Human Resources. However, our program started with our leadership team. As the CEO, I am intimately involved in this critical program and the decision-making of the program to show evidence of our leadership’s commitment to diversity. In the future, we will hire and pass this program and its development over to an appointed Director of Diversity & Inclusion. However, for this program to be successful, we rely on our employees. AAI is committed to supporting the principle of equal opportunities and opposes all forms of unlawful or unfair discrimination on the grounds of color, race, nationality, ethnic origin, sex, pregnancy, marital or civil partnership status, disability, religion, belief, age, sexual orientation, gender identity or expression, socio-economic status, trade union membership or on the fact that an individual is a part-time worker or fixed-term employee.
If you require a reasonable accommodation to apply for a position with AAI through its online applicant system, please contact AAI’s Corporate EEO Department at (770) 278-9438 . AAI is an affirmative action/equal opportunity employer – minorities, females, disabled and protected veterans are urged to apply. Upon request, AAI will make accessible to you its Affirmative Action Plan for protected veterans and individuals with a disability. If you are interested, please submit a written request to your Human Resources business partner during regular business hours, and we can schedule a time for you to review the Affirmative Action Plan.
We aim to recruit, train and promote the best person for the job with equal pay for those services, and to foster a working environment free from unlawful discrimination, victimization, and harassment in which all employees are treated with dignity and respect. All job applicants, employees, and others who work for us are treated fairly.
The goal of our Diversity and Inclusion program is to develop, engage, and motivate a diverse, results-oriented, high-performing workforce. To recognize, honor, and celebrate our diversity, the company celebrates nationally recognized heritage months. For example, Black History Month for February, Women’s History Month for March, Asian/Pacific Islander American Heritage Month (may), LGBT Pride Month in June, Hispanic Heritage Month (September to October), National Disability Employment Awareness Month is also celebrated in October, and Native American Heritage Month is celebrated in November. At AAI we believe by doing so, this will help colleagues learn about those different from them to be able to better understand their views, beliefs, and culture. Creating cultural intelligence gives individuals the ability to communicate positively with people from different cultures.
While promoting diversity, we plan endeavor to engage more with the communities in which we live, work and serve. Not only are we helping strengthen the diverse needs of the communities we serve, but we are also strengthening our diversity understandings, the way we work with others, and strengthening our teams. Our commitment to diversity and inclusion can be further reflected in the way we engage in the community through our innovative programs, partnerships, sponsorships, and volunteerism.
We aim to recruit, train and promote the best person for the job with equal pay for those services, and to foster a working environment free from unlawful discrimination, victimization, and harassment in which all employees are treated with dignity and respect. All job applicants, employees, and others who work for us are treated fairly and will not be discriminated against on any of the above grounds. All employees are made aware of the requirements of this policy from their initial screening throughout our recruitment and onboarding processes when joining AAI. All employees are obligated to cooperate and execute this policy to ensure that the policy is carried out effectively. Any form of discrimination is considered unlawful and will be treated as a disciplinary offense resulting, if appropriate, in disciplinary action.
AAI’s utilization of any external recruitment or job placement agency is predicated upon its full compliance with our equal opportunity/affirmative action policies.
AAI’s Diversity & Inclusion Policy applies to the advertisement of jobs, recruitment, terms, and conditions of employment, career development, counseling, training, promotion, grievance, disciplinary procedures, and all other aspects of employment. All employees are required to comply with the Diversity & Inclusion Policy when dealing with other employees (including temporary or agency staff and consultants), job applicants, clients, suppliers, customers and contacts of the Company, and anyone else with whom they come into contact during their employment.
In particular, all employees are trained to guard against more subtle and unconscious forms of discrimination that may not be immediately obvious. This may result from generalizations about the capabilities, characteristics, or interests of a particular group that influence the treatment of individuals.
Who is responsible for the enforcement of this policy? Our management has overall responsibility for the effective operation of this policy and for ensuring compliance with anti-discrimination laws. Day-to-day operational responsibility, including regular review of this policy, has been delegated to the Diversity, Inclusion, and responsible Program/Project Managers throughout the divisions of the company. All managers are required to comply and set an appropriate standard of behavior, lead by example and ensure that those they manage to adhere to the policy and promote our aims and objectives concerning equal opportunities. Managers are given quarterly training on equal opportunities awareness and equal opportunities recruitment and selection best practices.
AAI recruitment team ensures that information about vacancies will be circulated as widely as possible in the circumstances to ensure that it reaches all sections of the community regardless of color, race, nationality, ethnic origin, sex, pregnancy, marital or civil partnership status, disability, religion, belief, age, sexual orientation, gender identity or expression, socio-economic status, trade union membership or on the fact that an individual is a part-time worker or fixed-term employee. All applications will be welcomed and will be considered on the relative merits of the applicant against the job and/or person specification for the position. Job and person specifications only include criteria that are objectively required for the duties and responsibilities of the vacancy. If there is a genuine and lawful reason for limiting the vacancy to a particular group, this will be clearly stated, and the grounds for it, in any advertisements. Applicants are not asked about health or disability before a job offer is made.
AAI offers terms and conditions of employment that are free from all forms of direct and indirect discrimination and apply equally regardless of color, race, nationality, ethnic origin, sex, pregnancy, marital or civil partnership status, disability, religion, belief, age, sexual orientation, gender identity or expression, socio-economic status or on the fact that an individual is a part-time worker or fixed-term employee. No requirements or conditions will be imposed, directly or indirectly, which will or might place any group of employees at an unfair or unlawful disadvantage. Grievance and disciplinary procedures will be operated without discrimination on the grounds of color, race, nationality, ethnic origin, sex, marital or civil partnership status, disability, religion, belief, age, sexual orientation, gender identity or expression, socio-economic status, trade union membership or on the fact that an individual is a part-time worker or fixed-term employee or any other unlawful grounds.