Equal Employment Opportunity and Affirmative Action Policy
Policy Overview
YKCA, Inc. publishes the Policy below with respect to Equal Employment Opportunity (EEO) and Affirmative Action (AA) compliance. It is the core policy of YKCA, Inc. to comply with all applicable federal, state, and local laws governing nondiscrimination in employment and to ensure equal opportunity in all terms and conditions of employment or potential employment.
Prohibited Discrimination and Harassment
YKCA, Inc. strictly prohibits discrimination and harassment against any employee or applicant for employment because of: Race (including hair texture and protective hairstyles such as braids, locks, and twists); Color, Religion, or Creed (including religious dress and grooming practices); Sex (including pregnancy, childbirth, breastfeeding, and related medical conditions); Gender, Gender Identity, and Gender Expression (including transgender status); Sexual Orientation; National Origin and Ancestry; Age (40 and over); Physical or Mental Disability; Medical Condition (including cancer and genetic characteristics); Genetic Information; Marital Status; Military or Veteran Status; Reproductive Health Decisionmaking; Or any other legally protected group status under applicable federal, state (California FEHA), or local law.
Affirmative Action Programs
YKCA, Inc. has established Affirmative Action Programs under Executive Order 11246, Section 503 of the Rehabilitation Act, and the Vietnam Era Veteran's Readjustment Assistance Act of 1974 ("VEVRAA"). YKCA, Inc. engages in proactive affirmative action measures to ensure that qualified applicants are employed, and that employees are treated during employment, without regard to their protected status. To ensure the effectiveness of these measures, YKCA, Inc. maintains a robust audit and reporting system to allow for the continuous measurement of its affirmative action activities.
Implementation Actions
To implement this policy, YKCA, Inc. will:
- Recruit, hire, train, and promote qualified persons in all job titles, without regard to any protected status mentioned above;
- Ensure that employment decisions are based solely on valid job requirements and merit;
- Administer all personnel actions, including but not limited to: compensation, benefits, promotions, transfers, layoffs, return from layoff, Company-sponsored programs, and tuition assistance, without regard to any protected group status.
Protection Against Retaliation
Employees and applicants for employment will not be subjected to harassment, intimidation, threats, coercion, or discrimination because they have engaged or may engage in:
- Filing a complaint;
- Opposing any act or practice made unlawful by, or exercising any other right protected by, any Federal, State, or local law requiring equal opportunity (including Section 503, VEVRAA, and EO 11246);
- Assisting or participating in an investigation, compliance evaluation, hearing, or any other activity related to the administration of equal opportunity laws.
Leadership Commitment and Accessibility
The Chief Executive Officer of YKCA, Inc. reaffirms full support for the EEO policy and the affirmative action program. Overall responsibility for the implementation of affirmative action activities is delegated to the President and the Executive Management Team.
YKCA, Inc. is committed to providing accessibility to employment opportunities for people with disabilities. If you need a reasonable accommodation or technical assistance with the application process, please call the YKCA, Inc. office at
To build a diverse and inclusive workforce, YKCA, Inc. encourages applications from individuals with disabilities, minorities, veterans, and women. We evaluate all qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, or other protected characteristics.
YKCA, Inc. is an Equal Opportunity/Affirmative Action Employer.