Last Updated: March 20, 2023
At Datavant, to realize our mission of connecting the world’s health data to improve patient outcomes, we are committed to the principles of equal opportunity and affirmative action in building our inclusive and high-performing work environment.
We individually and collectively share the responsibility for ensuring that equal employment opportunity is embedded within the organization. Our business success depends upon the diverse strengths of our associates who represent a variety of backgrounds, perspectives, and skills. To support that, we believe in hiring and developing exceptional people who support our mission and our culture.
All employment decisions and practices, including hiring, recruiting, placement, training, promotion, termination, layoff, recall, transfer, leave of absence, compensation, benefits, leaves of absence, access to health insurance and health insurance coverage, and company-sponsored training are administered on the basis of individual merit and ability with due regard to job performance, experience, and qualifications. We do not tolerate any employment-related discriminatory practices based on an individual’s race, color, national origin, genetic information, religion or religious creed, sex (including pregnancy, childbirth and related medical conditions), gender, gender identity, gender expression, sexual orientation, age, marital status, physical or mental disability, citizenship status, ancestry, military and veteran status, reproductive health decision-making, or any other characteristic as protected by local, state or federal law.
In addition, Datavant is committed to working with and providing reasonable accommodations to people of all abilities, including individuals with disabilities, who can perform the essential functions of the job they hold or the job they are applying for.
As a government sub-contractor that complies with Executive Orders 11246, 13672, 13665, Section 503 of the Rehabilitation Act of 1973, as amended, and the Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended (VEVRAA), Datavant has developed affirmative action plans for minorities and women, qualified individuals with disabilities, and protected veterans.
No employee or job applicant shall be subjected to harassment, intimidation, threats, coercion, or discrimination because they have or may file a complaint; assist or participate in an investigation, compliance evaluation, hearing, or any other activity related to the administration of Section 503, VEVRAA, or any other federal, state or local law requirement equal opportunity for individuals with disabilities or protected veterans; oppose any act or practice made unlawful by Section 503, VEVRAA or their implementing regulations or any other federal, state, or local law requiring equal opportunity for individuals with disabilities or protected veterans; or exercise any other right protected by Section 503, VEVRAA, or their implementing regulations. Any employee or job applicant who feels that he or she has been subjected to harassment, intimidation, threats, coercion, or discrimination by employees, supervisors, management, officers, or agents of Datavant because they have engaged or may engage in any of the above activities is requested to report the incident or complaint directly to the People Team for prompt investigation and just resolution.
The company has designated the People Team Compliance Leader (or his/her/their designee) as the organization’s EEO Officer and has charged them with the responsibility to develop and maintain the necessary programs, records, and reports to comply with all government regulations, This role also ensures that the coordination, direction, and review of plans and policies are accomplished in alignment with the goals and objectives of our equal employment opportunity and affirmative action programs.
Datavant will not discharge or in any other manner discriminate against associates or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another associate or applicant. However, associates who have access to the compensation information of other associates or applicants as a part of their essential job functions cannot disclose the pay of other associates or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with Datavant’s legal duty to furnish information.
If you have questions regarding our commitment to equal opportunity, the affirmative action programs, or wish to view the available portion of the AA plans, please contact EEO Officer, Lori Kirsch – PeopleTeamCompliance@datavant.com
The continued success of our Affirmative Action Program requires maximum cooperation from every employee throughout our organization. Equal employment opportunity is not only the law, but it is a principle of Datavant. Your cooperation is expected to achieve this goal and I personally stand behind this principle.