Diversity, Equity, Inclusion and Accountability

DEIA Policy

Being able to acknowledge diversity is one of the most crucial steps for an inclusive workplace. We believe any member of our team, whether internal, external, freelance or contract supplier should have the opportunity to bring their full self to work without fear of discrimination.  We believe this builds stronger connections, leads to a diverse and engaged workforce, and allow everyone to feel valued and a part of something bigger.

Diversity is the presence of difference within a given setting. It is not one person, but a group of unique people from different backgrounds. It encompasses protected characteristics (differences) such as age, gender, pregnancy, abilities, sexual orientation, religion, nationality, race, and ethnicity. When there is a lack of diversity, it simply means that the group is homogenous in one or more of these areas.

In the words of Verna Myers, “Diversity is being invited to the party. Inclusion is being asked to dance.”  Here’s how we like to think of it - we want everyone at ocean+main to feel comfortable bringing their full, true selves to work without fear of discrimination. Everyone has something that makes them unique, and we think that’s great!

We define discrimination as:

Behaviors on the basis of protected characteristics: age, gender, pregnancy, abilities, sexual orientation, religion, nationality, race, and ethnicity

And including, but not limited to:

  • Denial of benefits, appropriate compensation, or growth / promotion
  • Job refusal or exclusion from employment
  • Termination of employment
  • Denial of use of company facilities or property
  • Preferential treatment
  • Exclusion or isolation by co-workers
  • Hostile work environment
  • Failure to understand and provide necessary accommodations due to disability (physical or mental)

We define harassment as:

Treatment in a way that is offensive, humiliating, intimidating, or threatening because of protected characteristics: age, gender, pregnancy, abilities, sexual orientation, religion, nationality, race, and ethnicity

And including, but not limited to:

  • Jokes
  • Comments
  • Name-calling
  • Hate speech
  • Insults
  • Intolerance
  • Perpetuation of stereotypes
  • Physical assault or violence

At ocean+main, we believe that we are only as strong as we are different. We celebrate everything that makes our employees unique, and we love how our varied backgrounds improve our team and our product.

This means that we:

  • Celebrate what makes us different (we’d throw a party every day if we could).
  • Speak with kindness and curiosity when we discuss our differences (YES it’s okay - encouraged, even - to talk about it! We love a kind discussion about what makes us unique.)
  • Discuss and respect boundaries. 
    • If someone unintentionally says or does something that feels disrespectful, it’s your responsibility to speak up and let them know. 
    • It’s their responsibility to apologize and make sure they understand why it was disrespectful and avoid such language or behavior in the future. This should be an open discussion with both sides assuming good intent and a chance to educate and learn from each other.

If there is a clear, intentional disrespect, discrimination, or harassment based on protected characteristics, discuss (with specific references) what your teammate has done to make you uncomfortable with their direct manager or your manager.

Our goal is for everyone at ocean+main to be accepting and kind. We hold each employee to these standards. 

We will take action against any employee found guilty of discrimination or harassment on the basis of protected characteristics (such as age, gender, pregnancy, abilities, sexual orientation, religion, nationality, race, and ethnicity), up to and including termination of employment. 

Bottom Line:

We have zero-tolerance for discrimination and harassment at ocean+main.

Accountability

More than having a policy on paper, ocean+main is committed to putting this policy in action.  We have an open-door policy to employees, vendors or suppliers who think we are not doing enough.  Yearly, we will review our internal and external teams, suppliers, vendors to ensure inclusion, diversity and equity in all our business practices and report our progress.