Altos Web Solutions, inc. – 5725 Bravo Ave, Reno, NV 89506 USA

Inclusion Policy

  • Organization value 
    We value – and our clients benefit from having – the perspectives of attorneys with different backgrounds and experiences. We promote diversity, equity, and inclusion through participating in local initiatives, encouraging its members to participate in and support affinity groups, and implementing internal policies and practices aimed at ensuring that each individual has an equal opportunity to succeed regardless of their background and identity. We have diligently and deliberately worked to promote diversity throughout the firm, and ensuring that each individual has an equal opportunity for employment and success regardless of their background and identity.
  • Policy  Recruitment & Selection Policy
    We recruit diverse candidates by seeking out diverse applicant slates from a variety of sources. We retain diverse candidates by fostering a culture of equity and inclusiveness. To that end, when a position becomes available, we utilize the following practices for recruiting diverse candidates, in addition to commonly used channels:
    1. Publishn on our website all the open positions and anyone (internal or extraln collaboartor can submitt their candifatire using a blind resume
    2. Striving to have at least 35% of the applicant pool come from diverse backgrounds. If this objective is not met during the initial round of applications, making a more directed effort to achieve this percentage;
    3. Providing interviewers with training to help mitigate implicit bias and ensure that they are sensitive and aware of our goals regarding diversity, equity, and inclusion
    4. Refraining from considering salary history when screening candidates for a position and determining starting salary offers.
  • Flexible and Home Working Policy
    We perform better when it considers the perspectives of individuals with different backgrounds and fosters an overall culture that is equitable and inclusive, which includes providing reasonable accommodations as needed. We recruit diverse candidates by seeking out diverse applicant slates from a variety of sources. We retain diverse candidates by fostering a culture of equity and inclusiveness.
  • Retention & Workplace Inclusiveness
    We believe in an inclusive work environment where employees are welcomed, valued, respected, and heard.
    We believe that employees will be provided a safe work environment.
    We believe that diversity brings strength.
    We believe in equality of opportunity free from discrimination.
    We believe in hiring and promoting the most qualified candidate.
    We believe in employee development at all levels of the organization.
  • Commitment to Continued Progress on Diversity & Inclusion Matters
    We will continue to make our workplaces trusting places to have complex, and sometimes difficult, conversations about diversity and inclusion: We will create and maintain environments, platforms where our people feel comfortable reaching out to their colleagues to gain greater awareness of each other’s experiences and perspectives. By encouraging an ongoing dialogue and not tolerating any incongruence with these values of openness, we are building trust, encouraging compassion and open-mindedness, and reinforcing our commitment to a culture of inclusivity.
    We will implement and expand unconscious bias education.
    We will commit to rolling out and/or expanding unconscious bias education within our companies in the form that best fits our specific culture and business. By helping our employees recognize and minimize their blind spots, we aim to facilitate more open and honest conversations.
    We will share best—and unsuccessful—practices:
    We will create a workplace environment that reflects a healthy disposition toward difference, by:
    Motivating and empowering employees to take responsibility for their actions and to help positively influence the behavior and civility of their fellow employees;
    Sharing and implementing methods on how to best create a culture of accountability and respect when it comes to issues of diversity and inclusivity.
  • Alternative Work Arrangements
    Accordingly, the firm has gender-neutral flextime and parental leave policies.
    Such policies should include proportionality, pro-rated bonuses, true-up mechanisms, ramp up/down, and practices to avoid hours creep.
    The firm is also willing to negotiate with individual collaborator who have specialized needs.
  • Compensation
    1. We collect pay data by race/ethnicity, gender, and other factors so as to actively prevent pay discrimination and/or inequity within our firm/organization.
    2. We strive to create an environment that normalizes and destigmatizes open conversations regarding compensation, be it among employees or between employees and organizational management/ leadership.
    3. We make information about starting pay, promotions, bonuses, and other forms of monetary compensation publicly accessible and widely available to our employees.
  • Work-Life Policy
    Professional Development & Advancement
    We consider work quality, efficiency, client base, client satisfaction, positive workplace attitude, and services to our firm in making decisions regarding partners or shareholder candidacy and participating in firm leadership.
    We also assign all associates partners and shareholders mentor to help facilitate each associate’s growth and development and appoints a mentoring coordinator to oversee its functioning.
    Performance Reviews
    Any performance reviews will be completed in a manner that is constructive, collaborative, and fair.
    Diversity in Leadership
    We adopt the following measures regarding diversity in our leadership For all leadership positions and activities
    1. We strive to have at least 30% of those interviewed or considered to have a diverse background.
    2. Job descriptions for the leadership positions and activities shall be posted in our website in a way that ensures that the processes for election and/or appointment to these roles are transparent and accessible to all eligible candidates.
    3. To be defined by the firm or organization based on their business structure. Leadership positions may include equity partners, practice group and office head leadership.
  • Code of Conduct
    We encourage our shareholders, partners, and associates to become active members of, leaders in, and mentors within any collaborator.
Last Updated on May 6, 2024 by admin