Equal Employment Opportunity and Anti-Discrimination Policy

Organization: Igzibo Engineering Solutions, Inc.
Version: 1.1
Status: Living policy
Effective Date: September 16, 2026
Owner: Igzibo Engineering Solutions, Inc.
Review Cycle: At least annually and after material legal, regulatory, organizational, or workforce changes.

1. Purpose

This policy establishes Igzibo Engineering Solutions, Inc.'s commitment to fair employment and recruiting practices and prohibits discrimination and retaliation in activities covered by applicable law.

The policy applies to recruiting, hiring, assignment, compensation, promotion, performance management, termination, and other employment-related activities to the extent required by applicable law.

2. Scope

This policy applies to:

• Employees.
• Applicants and candidates.
• Contractors where applicable.
• Interns and temporary workers.
• Recruiting personnel.
• Hiring managers.
• Managers and supervisors.
• Personnel participating in employment or staffing decisions.

Client-specific recruiting requirements may impose additional obligations.

Definitions

AI (Artificial Intelligence): A machine-based system capable of generating predictions, recommendations, decisions, content, or other outputs based on inputs.

Applicant: An individual who applies for a position or otherwise meets the applicable definition of an applicant under relevant law.

Candidate: An individual being considered for an employment, contract, consulting, staffing, or other work opportunity.

Igzibo: Igzibo Engineering Solutions, Inc.

Protected Characteristic: A characteristic protected from discrimination under applicable law.

Retaliation: Adverse treatment because a person engaged in protected activity under applicable law.

4. Equal Opportunity

Igzibo seeks to make employment and recruiting decisions based on legitimate job-related qualifications, business requirements, performance, and other lawful considerations.

Igzibo prohibits discrimination based on characteristics protected by applicable federal, state, or local law.

Because protected categories and requirements vary by jurisdiction, this policy is intended to apply the protections required by the law applicable to the relevant activity.

5. Recruiting

Recruiting personnel must:

• Use accurate job descriptions.
• Apply legitimate and consistently administered selection criteria.
• Avoid discriminatory screening.
• Protect candidate information.
• Follow applicable client requirements.
• Escalate concerns about potentially discriminatory requirements.
• Avoid making employment representations that have not been authorized.

Recruiting partners acting for Igzibo are expected to follow applicable anti-discrimination requirements and contractual obligations.

6. Hiring and Selection

Selection decisions should be based on legitimate, job-related factors.

Hiring personnel should document material selection requirements when appropriate and should avoid criteria that are unrelated to the position or prohibited by law.

7. Artificial Intelligence and Automated Tools

Igzibo may use approved AI or automated tools in recruiting or employment-related processes only when their use is authorized and consistent with applicable law.

Personnel must not assume that an AI system is neutral or legally compliant merely because it is automated.

Where AI or automated tools could materially affect candidates or personnel, Igzibo should apply appropriate review, validation, documentation, and human oversight.

AI use is also governed by the AI and Generative AI Usage Standard.

8. Disability and Accommodation

Igzibo will consider reasonable accommodations and other legally required protections for qualified individuals with disabilities, consistent with applicable law.

Accommodation requests should be directed through the appropriate Igzibo process.

9. Religious and Other Legally Protected Considerations

Igzibo will comply with applicable requirements concerning religious practices and other protected characteristics.

Personnel should escalate questions before making decisions where a protected characteristic or accommodation may be involved.

10. Harassment

Harassment based on a protected characteristic is prohibited to the extent prohibited by applicable law.

Personnel must maintain professional conduct and must not engage in unwelcome conduct that violates applicable requirements.

11. Retaliation

Igzibo prohibits retaliation against a person who, in good faith:

• Reports suspected discrimination or harassment.
• Requests a legally protected accommodation.
• Participates in an authorized investigation.
• Exercises a right protected by applicable law.

12. Reporting Concerns

Concerns should be reported promptly through the reporting channel designated by Igzibo.

Reports should contain enough information to permit reasonable review when possible.

Personnel should not attempt to conceal, destroy, or alter information relevant to an investigation.

13. Investigations

Igzibo may investigate reported concerns.

Investigations should be handled fairly and with appropriate confidentiality, while recognizing that complete confidentiality may not always be possible.

Personnel are expected to cooperate with authorized investigations.

14. Recruiting Partner Requirements

Recruiting partners must comply with applicable anti-discrimination and equal-opportunity requirements.

Igzibo may require contractual representations, training, or other controls when appropriate.

Recruiting partners must not knowingly submit candidates using discriminatory criteria prohibited by applicable law.

15. Records

Recruiting and employment records should be maintained according to applicable legal, contractual, and business requirements.

Access to personnel and candidate information must be limited according to the Data Classification and Handling Standard and Identity and Access Management Standard.

16. Enforcement

Violations may result in corrective action, training, removal from recruiting or management responsibilities, contractual remedies, employment action where applicable, or termination of a business relationship.

17. Exceptions

No exception may authorize discrimination or retaliation prohibited by law.

Other exceptions require documented authorization when legally permissible.

18. References and Research Basis

This policy should be implemented with reference to applicable federal, state, and local employment requirements.

Federal employment guidance is available from the U.S. Equal Employment Opportunity Commission, EEOC:

Recruiting practices involving automated systems may require additional legal review depending on the jurisdiction, role, and technology used.

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