DIVERSITY, EQUITY, AND INCLUSION

Grief does not discriminate.

Valerie’s House is committed to fostering, cultivating, and preserving a culture of diversity, equity, and inclusion. We aim to treat everyone (staff, volunteers, supporters, and families) equally with the highest level of respect and care.

We embrace and encourage differences in age, color, disability, ethnicity, family and/or marital status, gender identity and/or expression, language, national origin, physical and/or mental ability, political affiliation, race, religion, sexual orientation, socio‐economic status, veteran status, and other characteristics that make everyone unique.

Grief is a universal experience, and Valerie’s House provides an inclusive and warm environment for families of all backgrounds to grieve together without prejudice.

Our commitment to diversity, equity, and inclusion allows us to better serve our community by providing a safe haven for families to heal after a loss.

HARASSMENT, DISCRIMINATION, AND DEFAMATION

VH does not tolerate discrimination or harassment based on gender, pregnancy, childbirth (or related medical conditions), race, color, religion, national origin, ancestry, age, physical disability, mental disability, medical condition, marital status, sexual orientation, family care or medical leave status, veteran status, or any other status protected by state and federal laws.

Under no circumstances may employees use the organization's information technology resources to transmit, receive, or store any information that is discriminatory, harassing, or defamatory in any way.

CONFIDENTIALITY

Each employee is responsible for safeguarding confidential information obtained during employment.

In the course of work, an employee may have access to confidential information regarding VH, its partners, its stakeholders, families, board members, or perhaps even fellow employees. It is the responsibility of the employee not to reveal or divulge any such information in any way unless it is necessary to do so in the performance of duties. 

Access to confidential information should be on a "need‐to‐know" basis and must be authorized by a manager. Any breach of this policy will not be tolerated and legal action may be taken by VH.