Everyone at Axelerant has a responsibility to ensure a safe space to engage with each other. Working remotely means that most of our interactions are by video call and written communication, such as email or shared documents, except for team summits, attending conferences together, and local team meetups. No matter the communication method, it is expected that everyone will contribute to an inclusive, collaborative working environment while respecting each other at all times.
Axelerant wants team members to feel confident, comfortable, and safe in communicating their concerns. Axelerant respects, appreciates and supports every aspect of diversity as we continuously foster a globally aware team.
This policy applies to all team members employed by any entity of Axelerant, whether contractor or employee, in all locations. There are local labor laws in every country, and for some states, that must be followed when handling, reporting and investigating incidents of harassment. The People Operations team and relevant legal counsel, when required, will ensure compliance that appropriate local legal processes and procedures are followed. All Axelerant team members will be subject to disciplinary action, up to and including termination, for any act of harassment they commit.
Any form of discrimination towards any individual is strictly prohibited. Types of discrimination may include:
Race; including color, nationality, ethnic or national origin
Religious belief or lack thereof
Bullying & Workplace Violence
Axelerant does not tolerate violent acts or threats of violence. The company will not tolerate fighting, bullying, coercion, or use of abusive or threatening words directed to, about, or against a co-worker, lead, manager, executive, candidate, client/customer, or vendor. No Axelerant team member should commit or threaten to commit any violent act or discuss committing such offenses, even in a joking manner.
Retaliation of any sort for filing a claim of harassment will not be tolerated.
When people believe they have been the target or witness safe space violations of any kind, they're encouraged to immediately and directly address the harasser, letting them know that their behavior is unwelcome or offensive and must stop immediately. Speaking up creates an opportunity in which all parties can learn from and promote understanding. Further, the harming source person can de-escalate the situation by apologizing and resolving the problem without escalation.
While speaking up may not remove all consequences, it does significantly reduce the chance of escalation and has the potential to return team members to a comfortable and inclusive environment.
When speaking up fails or isn't feasible in a harassment situation, please contact a People Operations representative within three months (3) of the incident to investigate the behavior.
All complaints or concerns about safe space violations or discrimination will be taken seriously and handled confidentially.
An impartial investigation committee will do its best to validate the violations before involving consequences for the reported people.
The Role of People Operations
Exploring informal means of resolving potential safe space violations when verbal complaints than formal, written objections are made.
Ensuring that people filing a complaint and any accused persons are made aware of the misconduct's seriousness.
Explaining Axelerant's safe space policy and investigation procedures to all complaint stakeholders.
Arrange for an immediate investigation of misconduct.
Prepare a written report summarizing the results of the investigation.
Make recommendations for remediation to designated company officials.
Notifying appropriate authorities (police, country-specific bureaus) when criminal activities are reported.
The Role of Leadership
When managers become aware of a safe space violation, they must act quickly, confidentially, and somewhat with any allegations, whether a written or formal complaint made to People Operations. Managers are expected to:
Take all complaints or concerns of safe space violations seriously.
Report violations immediately to People Operations.
Take appropriate action to prevent retaliation or misconduct from recurring.
Managers who knowingly allow or tolerate any form of safe space violation or retaliation, including the failure to report such misconduct to People Operations immediately, violate this policy and are subject to disciplinary action, including termination.
The Role of Team Members
All employees have a responsibility to create and maintain a safe space work environment by:
Being aware of how their behavior may affect others and changing it if necessary.
Treating their colleagues with dignity and respect.
Taking a stand if they think inappropriate jokes or comments are being made to others.
Making it clear to others where they find their behavior unacceptable.
Intervening, when possible, to stop safe space violations or bullying from occurring.
Reporting promptly to their manager or the People Operations department any witnessed bullying or safe space violations.