.png)
CONTACT
JOINED
Joined on January 17, 2024
INDUSTRY
Business
BADGES
Badges are a great way to show the work done towards achieving DEIA goals. Learn more.
DESCRIPTION
The Modern Mechanical family of companies serves as your expert professional contractor for residential and commercial HVAC, Plumbing, and Electrical Services.
General Survey
Question: What percent of your organization identifies as part of the LGBTQ+ community?
Answer: 5%-10%
Question: What are your policies on LGBTQ+ trainings?
Answer: It is recommended, but not required.
Question: How often do you require or recommend LGBTQ+ inclusive training?
Answer: Annually.
Question: Which best describes your current policies and procedures for your LGBTQ+ staff?
Answer: We have policies written specifically for the protection of LGBTQ+ individuals.
Question: Which best describes your current policies and procedures for your LGBTQ+ clients?
Answer: We have policies written specifically for the protection of LGBTQ+ individuals.
Question: How do you create a positive space for the LGBTQ+ community?
Answer: We have year-round shows of support that are specifically affirming or positive for the LGBTQ+ community.
Industry Survey
Question: Which queer organizations have you worked with, donated to, or supported- now or in the past?
Answer: Washington Blade, Equality Loudoun
Question: How do you promote diverse employment among qualified job applicants?
Answer: Our organization is committed to cultivating a diverse and inclusive workplace that values and leverages the unique perspectives, talents, and backgrounds of every individual. This policy outlines our commitment to promoting diversity among qualified job applicants. Equal Opportunity Employer: We are an equal opportunity employer and do not discriminate on the basis of race, color, religion, sex, sexual orientation, gender identity, national origin, age, genetic information, disability, or any other legally protected status. Diverse Candidate Sourcing: We actively seek a diverse pool of qualified candidates for all positions. Utilize a variety of recruitment sources to attract candidates from different backgrounds. Engage with organizations, networks, and platforms that support underrepresented groups in our industry. Inclusive Hiring Practices: Ensure that our hiring processes are free from bias and designed to assess candidates based on merit, skills, and qualifications. Training and Awareness: Provide training to all employees involved in the hiring process on diversity and inclusion. Foster awareness of unconscious bias and its impact on hiring decisions. Employee Resource Groups: Support and encourage the formation of employee resource groups that celebrate diversity and provide a platform for sharing experiences and insights. Continuous Improvement: Regularly review and update our diversity and inclusion policies and practices to reflect changing needs and best practices.
Question: How do you try to create a queer-inclusive business space?
Answer: Queer-Inclusive Business Space Policy: Our organization is committed to creating a workplace that is welcoming, supportive, and inclusive of individuals of all sexual orientations, gender identities, and gender expressions. This policy outlines our commitment to fostering a queer-inclusive business space. Non-Discrimination: We are committed to a workplace free from discrimination based on sexual orientation, gender identity, and gender expression. All policies and practices, including hiring, promotion, and compensation, will be applied without bias. Educational Initiatives: Provide educational programs to raise awareness about LGBTQ+ issues, terminology, and the importance of allyship. Encourage open conversations to increase understanding and empathy among employees. Pronoun Inclusivity: Respect and use employees' preferred pronouns. Encourage the sharing of pronouns during introductions and in communication platforms. Inclusive Facilities: Ensure that all facilities, including restrooms, are accessible and inclusive for individuals of all gender identities. Display signage indicating a commitment to inclusivity. Anti-Harassment and Bullying: Clearly communicate a zero-tolerance policy for harassment and bullying based on sexual orientation, gender identity, or gender expression. Establish procedures for reporting and addressing incidents promptly and confidentially. Healthcare Benefits: Provide comprehensive healthcare benefits that cover the unique needs of LGBTQ+ employees, including gender-affirming care. Representation in Leadership: Strive for diversity in leadership positions, including representation of LGBTQ+ individuals. Ensure that decision-making bodies include voices from the queer community. Celebration of LGBTQ+ Events: Recognize and celebrate LGBTQ+ events such as Pride Month, National Coming Out Day, and other relevant occasions. Support employee participation in related events and activities. Employee Resource Groups: Encourage the formation of LGBTQ+ employee resource groups to provide support, networking opportunities, and a platform for advocacy. Continuous Feedback and Improvement: Regularly seek feedback from employees on the effectiveness of our queer-inclusive initiatives. Commit to ongoing improvement based on feedback and best practices.
Question: What are examples of your queer-inclusive policies? (Do you have all-gender restrooms? Do you have a trans-inclusive policy for your facilities? Do you allow customers and/or employees to change their information easily and confidentially?)
Answer: Trans-Inclusive Policy Objective: Our organization is committed to creating a workplace that is welcoming, inclusive, and supportive of individuals of all gender identities, including transgender individuals. This policy outlines the guidelines for promoting trans inclusivity within our organization. Non-Discrimination: We are committed to a workplace free from discrimination based on gender identity or expression. All policies and practices, including hiring, promotion, and compensation, will be applied without bias towards transgender individuals. Preferred Name and Pronoun Usage: Respect and use employees' preferred names and pronouns. Ensure that all official documentation, communication, and systems allow for the use of preferred names and pronouns. Gender Transition Support: Provide support for employees undergoing gender transition. Establish clear guidelines and procedures for employees to request accommodations related to gender transition, including changes in name, pronouns, and dress code. Privacy and Confidentiality: Respect the privacy and confidentiality of employees undergoing gender transition. Disclose information related to an employee's gender identity only with their explicit consent. Dress Code Inclusivity: Ensure that dress codes are inclusive and do not reinforce gender stereotypes. Allow employees to dress in a manner consistent with their gender identity. Facilities Access: Allow individuals access to facilities, including restrooms and changing rooms, that align with their gender identity. Ensure that all employees are aware of and supportive of this policy. Healthcare Benefits: Provide comprehensive healthcare benefits that cover the unique needs of transgender employees, including coverage for gender-affirming care. Training for Staff: Provide training for all staff on transgender issues, terminology, and the importance of creating an inclusive workplace. Ensure that staff are knowledgeable about the policy and can address any concerns or questions from employees. Zero Tolerance for Harassment: Establish a zero-tolerance policy for harassment based on gender identity or expression. Implement clear reporting procedures and ensure prompt and confidential resolution of complaints. Representation in Diversity Initiatives: Ensure that transgender individuals are actively represented in diversity and inclusion initiatives. Strive for diversity in leadership positions, including the representation of transgender individuals.
Comments