EASYJOBHUNT PLATFORM EQUAL OPPORTUNITY POLICY
1. Introduction and Statement of Commitment
EasyJobHunt (“EasyJobHunt,” “the Company,” “we,” “our,” or “us”) is firmly committed to providing equal opportunity to all users of our digital employment platform and to maintaining an online environment that is free from all forms of discrimination, harassment, and retaliation.
This Equal Opportunity Policy for Platform Users (“Policy”) has been developed to articulate and formalize our unwavering commitment to ensuring that all individuals who access and utilize our services—including job seekers, employers, recruiters, freelancers, and visitors—are treated with dignity, fairness, and respect. EasyJobHunt believes that providing equal access to employment opportunities is not only a legal obligation but also a moral imperative that enhances the effectiveness of our platform and better serves our diverse user community. We are committed to developing and maintaining a digital environment where opportunities are presented based on relevant qualifications, skills, and criteria, without regard to protected characteristics.
Through the implementation and enforcement of this Policy, EasyJobHunt seeks to create an inclusive online ecosystem that facilitates meaningful connections between talent and opportunity while respecting the diversity of our users. This Policy reflects our dedication to compliance with all applicable federal, state, and local laws prohibiting discrimination in employment and public accommodations, while also establishing additional protections that may exceed minimum legal requirements. All users must understand and adhere to both the letter and spirit of this Policy as a condition of accessing and utilizing our platform. This Policy shall be reviewed periodically and revised as necessary to ensure continued legal compliance and alignment with best practices in equal opportunity.
2. Scope and Applicability
This Equal Opportunity Policy applies comprehensively to all aspects of the EasyJobHunt platform and to all individuals and entities that access or utilize our services. The protections and requirements established herein apply to all platform users regardless of their role, including but not limited to: job seekers creating profiles and submitting applications; employers and recruiters posting opportunities and reviewing candidates; freelancers offering or seeking services; career coaches and other service providers utilizing the platform; and visitors accessing publicly available content.
This Policy governs all interactions and content on the EasyJobHunt platform, including but not limited to: account registration and profile creation; job postings and descriptions; search functionality and results; candidate screening and selection processes; messaging and communication features; ratings and reviews; skills assessments and testing; resume and portfolio displays; career content and resources; user feedback and testimonials; and all other features and services offered through our platform. The provisions of this Policy apply to all methods of accessing the EasyJobHunt platform, including our website, mobile applications, application programming interfaces (APIs), and any other digital interfaces through which our services may be accessed. Additionally, this Policy extends to communications sent through or facilitated by our platform, even when such communications occur outside our immediate digital environment.
EasyJobHunt expects that all users will respect and comply with the principles outlined in this Policy when utilizing our services. While we recognize that we cannot control user behavior that occurs entirely outside our platform, we do require that any activities directly connected to or facilitated by our services conform to these equal opportunity standards. This Policy supplements and should be read in conjunction with our Terms of Service, Community Guidelines, Privacy Policy, and all other policies referenced therein. By registering for, accessing, or using the EasyJobHunt platform, users expressly consent to abide by this Policy. Failure to comply may result in corrective actions up to and including content removal, feature restrictions, suspension, or termination of account access, as further described herein.
3. Protected Characteristics
EasyJobHunt is committed to providing equal access and opportunity to all platform users without regard to protected characteristics, as defined and covered by applicable federal, state, and local laws. Within the context of our platform and this Policy, protected characteristics include, but are not limited to: race, color, ethnicity, national origin (including ancestry and ethnicity), religion, creed, religious beliefs or lack thereof, religious observance or practice, religious dress or grooming practices, sex (including pregnancy, childbirth, breastfeeding, or related medical conditions), gender, gender identity, gender expression, transgender status or transitioning status, sexual orientation, marital status, registered domestic partner status, civil union status, familial status, parental status, age (40 and over), physical or mental disability (including HIV/AIDS status), medical condition, genetic information or characteristics (or those of a family member), military service, veteran status, uniformed service member status, political affiliation, citizenship status (where legally permitted to work), victim of domestic violence, sexual assault, or stalking status, and any other characteristic protected by applicable federal, state, or local law.
EasyJobHunt acknowledges that protected characteristics vary by jurisdiction, and we are committed to complying with all applicable anti-discrimination laws in each location where our platform is accessible. This Policy provides protection that meets or exceeds the requirements of all applicable equal opportunity and anti-discrimination laws, including but not limited to Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act, the Americans with Disabilities Act, Section 503 of the Rehabilitation Act, the Genetic Information Nondiscrimination Act, and corresponding state and local anti-discrimination laws. Our platform is designed to serve a global user base, and we recognize that additional protected characteristics may exist under various international laws. Accordingly, we extend our non-discrimination commitment to include all legally protected characteristics in the jurisdictions where our platform operates.
EasyJobHunt recognizes that individuals may belong to multiple protected categories simultaneously and may experience intersectional forms of discrimination or bias. This Policy prohibits discrimination based on any protected characteristic, combinations of protected characteristics, perception that an individual has one or more protected characteristics, or association with individuals who have protected characteristics.
Our commitment to non-discrimination extends to the design and operation of our platform features, including search algorithms, matching systems, and recommendation engines, which we strive to develop and maintain in a manner that does not perpetuate bias or disadvantage individuals based on protected characteristics. The Company will regularly review and update this list of protected characteristics as laws evolve and as additional protections are enacted in jurisdictions where we operate, ensuring our ongoing compliance with all applicable equal opportunity laws and regulations.
4. Prohibited Conduct and Discrimination
EasyJobHunt expressly prohibits any form of workplace discrimination, harassment, retaliation, or other conduct that violates this Policy or applicable anti-discrimination laws. Prohibited conduct includes, but is not limited to, making adverse employment decisions or otherwise treating an individual differently because of one or more protected characteristics as defined in this Policy.
Specifically, this prohibition encompasses: direct discrimination, where an individual is treated less favorably than another person because of a protected characteristic; indirect discrimination, where a policy, practice, or procedure that appears neutral has a disproportionate negative impact on individuals with a protected characteristic and cannot be justified as a necessary business practice; associative discrimination, where an individual is treated less favorably because of their association with a person who has a protected characteristic; perceptive discrimination, where an individual is treated less favorably because they are mistakenly thought to have a protected characteristic; harassment related to a protected characteristic, which violates an individual’s dignity or creates an intimidating, hostile, degrading, humiliating, or offensive environment; victimization or retaliation against individuals who have made or supported a complaint under this Policy; and instructing, causing, inducing, or knowingly helping another person to commit an act of discrimination.
Prohibited conduct may be verbal, visual, physical, or expressed through electronic communications, and includes but is not limited to: making derogatory comments, slurs, jokes, or ridicule related to protected characteristics; displaying or circulating objects, pictures, cartoons, or other materials that could reasonably be considered offensive to individuals with protected characteristics; engaging in unwelcome physical conduct; making threats or engaging in intimidating behavior directed at an individual based on protected characteristics; expressing negative stereotypes regarding protected characteristics; making decisions about job assignments, performance evaluations, training opportunities, promotions, discipline, or termination based on protected characteristics rather than legitimate business factors; and implementing policies or practices that have a disproportionate adverse impact on individuals with protected characteristics without legitimate business justification.
This Policy applies to conduct in the workplace, at work-related events, and in other settings where employees are representing EasyJobHunt. It also applies to communications through EasyJobHunt’s information and communications systems, as well as personal devices used for work purposes. The Company reserves the right to take appropriate disciplinary action, up to and including termination of employment, against any employee who engages in prohibited conduct, regardless of job title or level within the organization.
5. Recruitment and Hiring Practices
EasyJobHunt is committed to implementing and maintaining recruitment and hiring practices that promote equal employment opportunity and prevent discrimination throughout all phases of the talent acquisition process. The Company will ensure that all job openings are publicized in a manner that provides reasonable opportunity for qualified candidates from diverse backgrounds to apply, including leveraging a variety of recruiting channels that reach historically underrepresented groups. All job postings, descriptions, and specifications shall be reviewed to ensure they reflect only the essential functions and legitimate qualifications necessary for successful job performance, avoiding language or requirements that could create barriers for qualified candidates with protected characteristics.
EasyJobHunt strictly prohibits the use of quotas, set asides, and other practices designed to give preferential treatment based on protected characteristics, while fully supporting lawful affirmative action programs and diversity initiatives designed to expand opportunity and address historical imbalances in the workforce. Selection criteria shall be objective, job-related, and consistently applied to all candidates, with standardized interview questions focused on assessing the knowledge, skills, abilities, and other qualifications that are necessary for the position. All individuals involved in the recruiting and hiring process, including hiring managers, interviewers, and Human Resources personnel, shall receive appropriate training on equal employment opportunity principles, unconscious bias mitigation, and lawful interviewing techniques, including guidance on questions that may not legally be asked during the interview process.
Background checks, when conducted, shall be performed consistently for all candidates for a particular position and only after a conditional offer of employment has been extended, with any adverse information evaluated on a case-by-case basis considering its job-relatedness, severity, recency, and evidence of rehabilitation. EasyJobHunt will maintain appropriate documentation of all recruitment and selection decisions to demonstrate compliance with this Policy and applicable laws, including records of job postings, applicant flow data (where required by law), interview notes, selection criteria, and final hiring decisions. Pre-employment testing, when utilized, shall be validated as job-related and consistent with business necessity, and shall be administered and evaluated uniformly for all candidates. In compliance with applicable laws, EasyJobHunt will provide reasonable accommodations to qualified applicants with disabilities to ensure they have an equal opportunity to participate in the application and interview process.
Talent acquisition metrics shall be regularly reviewed to assess the effectiveness of recruitment strategies in attracting diverse candidate pools and to identify potential barriers in the hiring process that may disproportionately impact individuals with protected characteristics. EasyJobHunt is committed to building a workforce that reflects the diversity of qualified talent available in our labor markets and will take proactive steps, consistent with applicable law, to expand outreach to underrepresented communities.
6. User Responsibilities and Prohibited Conduct
All users of the EasyJobHunt platform bear responsibility for contributing to an inclusive, respectful online environment that promotes equal opportunity. Users must comply with all applicable anti-discrimination laws and regulations while utilizing our platform and must refrain from engaging in prohibited conduct that violates this Policy. Prohibited conduct includes any actions, content, or communications that discriminate against, harass, denigrate, or show hostility toward individuals based on one or more protected characteristics as defined in this
Policy. Specifically, all users of the EasyJobHunt platform are prohibited from: posting content that expresses preference or limitation based on protected characteristics, including job postings that specify age ranges, gender preferences, or other protected characteristics unless such specifications constitute bona fide occupational qualifications as narrowly defined by applicable law; using search filters or screening criteria designed to exclude candidates based on protected characteristics rather than legitimate job-related qualifications; employing coded language or proxies for protected characteristics, such as specifying “digital natives” (age), requiring “native English speakers” rather than proficiency levels (national origin), or similar indirect discrimination; posting or sharing harassing, derogatory, demeaning, or offensive content related to protected characteristics, including discriminatory jokes, slurs, stereotypes, or hostile remarks; engaging in unwelcome conduct that creates an intimidating, hostile, or offensive environment for platform users based on protected characteristics; implementing application processes or assessments that disproportionately screen out protected groups without job-related justification; requesting or requiring information about protected characteristics during the application or screening process when not legally permitted or required; retaliating against any individual who reports, opposes, or participates in an investigation of potential discrimination or harassment on the platform; attempting to circumvent the platform’s equal opportunity protections through direct communications, alternative contact methods, or other means; and posting fraudulent opportunities designed to harvest personal information or that otherwise do not represent legitimate employment prospects. Employers, recruiters, and hiring entities have additional responsibilities to ensure their activities on the platform comply with equal employment opportunity laws applicable to their hiring processes.
This includes ensuring that qualification requirements, screening processes, and selection criteria are job-related and consistent with business necessity. Job seekers, while entitled to equal treatment, must also refrain from submitting content that violates this Policy when creating profiles, submitting applications, or communicating through the platform. All users must be aware that intent is not required for conduct to be considered discriminatory under this Policy; impact on affected individuals or groups is the primary consideration in determining whether a violation has occurred.
EasyJobHunt recognizes that some users may be unaware that certain terms or criteria have discriminatory effects. In these cases, we may provide educational resources rather than immediate penalties, though we reserve the right to remove content that violates this Policy regardless of intent. The Company reserves the right to make determinations regarding whether specific content or conduct violates this Policy, taking into account applicable laws, context, and best practices in equal opportunity.
7. Job Posting and Listing Requirements
All job postings, project opportunities, and work-related listings published on the EasyJobHunt platform must comply with applicable equal opportunity laws and the non-discrimination principles outlined in this Policy. Job listings must be based on bona fide occupational qualifications and legitimate business requirements rather than preferences related to protected characteristics. EasyJobHunt requires that all job postings focus on the skills, experience, education, and abilities necessary to perform the essential functions of the position, without unnecessarily limiting the potential applicant pool based on protected characteristics. To ensure compliance with this Policy, all job listings on our platform must adhere to the following specific requirements: Job titles, descriptions, and qualification requirements must use neutral, inclusive language that does not express preference based on protected characteristics.
This includes avoiding gendered terms (e.g., using “sales representative” rather than “salesman”), age-related language (e.g., avoiding terms like “young,” “energetic,” or “mature”), or other terminology that could discourage protected groups from applying. Images, videos, or other media associated with job listings must not depict stereotypes or convey preferences based on protected characteristics, and should, where possible, reflect diversity and inclusion.
Postings must not specify age ranges or maximum experience levels that could disproportionately impact older workers, nor may they target specifically “recent graduates” or use terms like “digital native” that serve as proxies for age discrimination. Requirements regarding physical characteristics, attributes, or abilities must be limited to those that are essential functions of the job, must be described with specificity rather than generalized statements, and must include language indicating that reasonable accommodations may be available for qualified individuals with disabilities.
When citizenship or immigration status requirements exist for a position due to legal or regulatory constraints, these requirements must be stated accurately and must not go beyond what is legally required (e.g., specifying “authorized to work in the United States” rather than requiring U.S. citizenship unless citizenship is legally required). Job postings requesting photographs, information about physical characteristics, family status, or other potentially discriminatory information during the initial application process are prohibited unless such characteristics constitute bona fide occupational qualifications as narrowly defined by applicable law.
Compensation information, when included, must comply with applicable pay transparency laws and should not reflect disparities based on protected characteristics. Listings for positions in jurisdictions with salary history bans must not request salary history information. Job listings that involve potential relocation must focus on the professional qualifications for the position rather than personal or family circumstances that could disparately impact protected groups. Religious organizations, under limited circumstances permitted by law, may express religious preferences in their job postings, but must clearly identify their status as religious organizations and limit such preferences to positions where religious affiliation is a bona fide occupational qualification.
EasyJobHunt reserves the right to review all job listings before or after publication and to remove or require modifications to any listings that violate these requirements. Posting entities are responsible for ensuring their listings comply with this Policy as well as with all applicable laws in the jurisdictions where they are hiring. To assist users in creating compliant job listings, EasyJobHunt provides guidance resources, templates, and automated detection tools that flag potentially problematic language for review before publication. These tools are designed to help users create inclusive job descriptions that focus on job-related criteria while avoiding potentially discriminatory language or requirements.
8. Platform Features and Algorithmic Fairness
EasyJobHunt is committed to designing, implementing, and maintaining platform features and algorithmic systems that promote equal opportunity and minimize the potential for bias based on protected characteristics. We recognize the importance of ensuring that our technology does not inadvertently perpetuate discrimination or create disparate impacts on users with protected characteristics. This commitment extends to all automated aspects of our platform, including but not limited to: search functionality, candidate matching algorithms, recommendation systems, skills assessments, resume parsing, application screening tools, and any other features that utilize algorithms or automated decision-making processes.
To implement this commitment, EasyJobHunt has adopted a comprehensive approach to algorithmic fairness that includes the following elements: Our development teams follow a “fairness by design” methodology that incorporates equal opportunity considerations throughout the product development lifecycle, from initial concept through design, development, testing, deployment, and ongoing refinement. This approach helps identify and address potential sources of bias before features are implemented. EasyJobHunt regularly conducts algorithmic impact assessments for new and existing platform features to evaluate their potential effects on different user demographics and to identify any disparate impacts that could disadvantage users with protected characteristics. When disparities are identified, we implement appropriate modifications to mitigate these effects.
Our matching algorithms and recommendation systems are designed to focus on job-relevant factors such as skills, experience, and qualifications rather than proxies for protected characteristics. These systems undergo regular testing and validation to ensure they do not systematically disadvantage users based on protected characteristics, with particular attention to intersectional impacts that may affect individuals belonging to multiple protected groups. EasyJobHunt implements diversity-aware design principles in our user interfaces and experience flows to ensure that all users, regardless of ability or protected characteristics, can effectively access and utilize our platform features.
This includes compliance with the Web Content Accessibility Guidelines (WCAG) 2.1 AA standards and other applicable accessibility requirements. Our platform provides transparency regarding how automated systems influence the opportunities presented to users, including clear descriptions of how matching algorithms function and what factors are considered in generating recommendations or search results. This transparency helps users understand and effectively navigate our systems.
EasyJobHunt does not permit targeting or exclusion criteria in job promotion or candidate search features that are based on protected characteristics, except in the limited circumstances where such criteria constitute bona fide occupational qualifications as narrowly defined by applicable law. Skills assessments, evaluation tools, and screening questionnaires available through our platform undergo validation processes to ensure they measure job-relevant abilities and do not create artificial barriers for qualified candidates from protected groups.
EasyJobHunt recognizes that achieving perfect algorithmic fairness is an ongoing challenge in the technology industry, and we are committed to continuous improvement in this area. We regularly update our algorithms based on emerging research, evolving legal standards, and feedback from our user community. We also engage independent experts periodically to review our systems and recommend enhancements to our fairness methodologies. Through these efforts, EasyJobHunt strives to ensure that our platform serves as an equitable conduit connecting talent with opportunity based on relevant qualifications rather than protected characteristics.
9. Accommodations for Disabilities and Religious Practices
EasyJobHunt is committed to providing reasonable accommodations to qualified employees and applicants with disabilities, as well as accommodations for sincerely held religious beliefs, observances, and practices, in accordance with applicable laws including the Americans with Disabilities Act (ADA), as amended, and Title VII of the Civil Rights Act of 1964.
A reasonable accommodation is a modification or adjustment to a job, employment practice, or work environment that enables a qualified individual with a disability to enjoy equal employment opportunities or that allows an employee to practice their religion without undue hardship to the Company. For individuals with disabilities, accommodations may include, but are not limited to: making existing facilities readily accessible to and usable by individuals with disabilities; job restructuring; modification of work schedules; reassignment to a vacant position for which the employee is qualified; acquisition or modification of equipment or devices; adjustment or modification of examinations, training materials, or policies; provision of readers, interpreters, or assistants; and other similar accommodations.
For religious accommodations, these may include, but are not limited to: flexible scheduling to accommodate religious observances or prayer times; modifications to dress codes or grooming requirements; adjustments to job duties that conflict with religious beliefs; and providing space for religious observance or prayer. EasyJobHunt has established an accommodation request procedure that is designed to be interactive and collaborative. Employees or applicants seeking an accommodation should notify Human Resources or their manager, though no specific language is required to make a request. Upon receiving an accommodation request, the Company will engage in a timely, good faith interactive process with the individual to identify workplace barriers and potential effective accommodations.
While EasyJobHunt will give careful consideration to the specific accommodation requested, the Company reserves the right to implement an alternative effective accommodation when appropriate. The Company may request reasonable documentation to support a disability accommodation request, but will not request medical information beyond what is necessary to establish the existence of a disability and the need for accommodation. For religious accommodations, the Company may seek information sufficient to verify the sincerely held nature of the belief, practice, or observance.
All medical information and documentation received during the accommodation process will be maintained in confidential files separate from the employee’s personnel file, with access limited to those with a legitimate need to know. An accommodation request may be denied if it would impose an “undue hardship” on the operation of the business, which involves significant difficulty or expense when considered in light of factors such as the Company’s size, financial resources, and the nature and structure of its operations.
Similarly, accommodations that would create a direct threat to the health or safety of the employee or others will not be implemented. EasyJobHunt will evaluate accommodation requests and make determinations on a case-by-case basis, considering the specific facts and circumstances of each situation. The Company will document the accommodation process, including requests, interactive discussions, implemented accommodations, and the basis for any denials.
EasyJobHunt prohibits retaliation against any individual for requesting an accommodation, participating in the interactive process, or otherwise exercising rights under disability or religious accommodation laws.
10. Reporting Violations and Concerns
EasyJobHunt has established multiple accessible channels through which users can report potential violations of this Equal Opportunity Policy or raise concerns regarding discrimination, harassment, or accessibility barriers encountered on our platform. We encourage prompt reporting of any issues to allow for timely investigation and resolution. Any platform user who believes they have experienced or witnessed conduct that violates this Policy is encouraged to report the matter through one of the following channels:
The “Report” function available throughout the platform, which can be accessed by clicking on the flag icon or “Report” button associated with specific content or user profiles; The dedicated Equal Opportunity reporting form available on our website at www.easyjobhunt.com/report-concern; Email to equality@easyjobhunt.com for general equal opportunity concerns or accessibility@easyjobhunt.com for accessibility-specific issues; Direct communication with our Customer Support team through the Help Center, live chat feature, or by calling (360) during business hours (Monday through Friday, 8:00 AM to 8:00 PM Pacific Time); or For serious violations requiring immediate attention, users may call our urgent response line at (360).
When submitting a report, users are encouraged to provide as much relevant information as possible to facilitate a thorough investigation, including: The specific content, feature, or behavior that appears to violate the Policy; The date and time when the issue was encountered; Screenshots, URLs, or other documentation of the potential violation; Names or user identifiers of individuals involved; and Any additional context that might be helpful in evaluating the report.
EasyJobHunt understands that reporting concerns about discrimination or harassment can be difficult, and we have implemented measures to protect users who make good faith reports. These protections include: Maintaining confidentiality to the extent possible, sharing information only with those who have a legitimate need to know in order to conduct a proper investigation; Allowing anonymous reporting through certain channels, though anonymous reports may limit our ability to conduct a complete investigation; Strictly prohibiting retaliation against any user who makes a good faith report or participates in an investigation, even if the investigation ultimately does not substantiate the concerns raised; and Providing follow-up information to reporters regarding the general outcome of investigations, consistent with privacy considerations and legal requirements. Reports will be acknowledged within two (2) business days, and EasyJobHunt will make reasonable efforts to complete investigations in a timely manner, generally within 30 calendar days, though complex matters may require additional time. Throughout the investigation process, we may contact the reporting user for additional information or clarification.
EasyJobHunt encourages users to report concerns promptly, as timely reporting facilitates more effective investigation and resolution. However, we recognize that users may not immediately recognize violations or may need time to determine whether to make a report, and there is no fixed deadline for reporting concerns under this Policy. The reporting channels described in this section are available to all platform users, including job seekers, employers, recruiters, freelancers, and visitors. EasyJobHunt is committed to reviewing all reports thoroughly and taking appropriate action based on the findings, as described in the Enforcement section of this Policy.
11. Investigation and Enforcement Procedures
EasyJobHunt takes all reports of potential Policy violations seriously and has established comprehensive procedures for investigating concerns and enforcing this Equal Opportunity Policy. Our enforcement approach is designed to be fair, thorough, and proportionate to the nature and severity of violations, while also providing appropriate educational opportunities and remediation paths when appropriate. Upon receipt of a report alleging a violation of this Policy, EasyJobHunt will promptly initiate an investigation process that includes the following elements: Initial Assessment: Each report undergoes an initial assessment by a trained member of our Trust and Safety team to determine the nature of the allegation, the potential severity of the violation, and the appropriate investigation path. This assessment includes reviewing the reported content or behavior against the standards established in this Policy and applicable legal requirements.
During this phase, interim measures may be implemented if necessary to prevent ongoing harm, such as temporarily removing disputed content or limiting certain account functions while the investigation proceeds. Investigation: Based on the initial assessment, EasyJobHunt will conduct an appropriate investigation, which may include: reviewing the reported content or behavior; examining account history and patterns of conduct; gathering additional information from the reporting party, the subject of the report, and other relevant sources; consulting with subject matter experts when necessary for evaluation of complex issues; and documenting findings in a systematic manner.
The specific investigative steps will be tailored to the nature of the allegations, with more comprehensive investigations conducted for serious or complex violations. Determination: Upon conclusion of the investigative process, EasyJobHunt will make a determination regarding whether a violation of this Policy has occurred. This determination will be based on the preponderance of evidence standard (i.e., whether it is more likely than not that the Policy was violated), taking into account the totality of circumstances, applicable legal standards, and the context in which the alleged violation occurred. Enforcement Actions: When a violation is substantiated, EasyJobHunt will implement appropriate enforcement measures based on factors including the nature and severity of the violation, pattern of behavior, impact on affected users, and response of the violating party when notified of concerns.
Potential enforcement actions include, but are not limited to: Educational intervention, including providing resources and guidance on compliance with this Policy; Warning notification with requirements for corrective action; Content removal or modification to bring it into compliance with this Policy; Temporary or permanent restrictions on specific platform features or privileges; Account suspension for a defined period; Account termination in cases of severe, repeated, or willful violations; Referral to appropriate legal authorities in cases involving potentially illegal conduct; and Other remedial measures designed to prevent recurrence and remedy the effects of the violation. Communication of Outcomes: EasyJobHunt will provide appropriate notification regarding the outcome of investigations and resulting enforcement actions to both the reporting party and the subject of the report. While specific details of enforcement actions may be kept confidential, we will provide general information sufficient to demonstrate that the report was taken seriously and addressed appropriately.
Appeals Process: Users who believe that an enforcement action was taken in error may appeal the decision by submitting a written appeal to appeals@easyjobhunt.com within 14 days of being notified of the action. Appeals should include the relevant account information, a description of the enforcement action being appealed, and a clear explanation of why the user believes the action should be reconsidered. Appeals will be reviewed by personnel not involved in the original determination, and decisions will be communicated within 21 days. EasyJobHunt maintains records of all investigations and enforcement actions, which are periodically reviewed to identify patterns or systemic issues that may require broader policy or platform changes.
We are committed to applying our enforcement procedures consistently and fairly across all users regardless of their role on the platform, account type, or subscription level. Through these investigation and enforcement procedures, EasyJobHunt demonstrates our commitment to maintaining an equitable platform that provides equal opportunity to all users while holding accountable those who engage in discriminatory or otherwise prohibited conduct.
12. Data Collection, Privacy, and Non-Discrimination
EasyJobHunt is committed to collecting, processing, and utilizing user data in a manner that respects privacy, promotes equal opportunity, and prevents discrimination based on protected characteristics. We recognize the importance of balancing legitimate data uses—such as improving user experience and facilitating appropriate matches between job seekers and opportunities—with the need to prevent discriminatory practices and protect sensitive personal information.
This section outlines our approach to data collection and use as it relates to equal opportunity principles. EasyJobHunt collects certain demographic information from users on an entirely voluntary and opt-in basis. When we request demographic information such as race, gender, disability status, or other characteristics related to protected categories, we clearly explain: that providing this information is completely optional; the specific purpose for which the information will be used; how the information will be protected; who will have access to the information; and how users can update or remove this information at any time. Any demographic information collected for diversity and inclusion initiatives or equal opportunity monitoring is maintained separately from information used in the job matching and recommendation processes, employing technical safeguards to prevent such characteristics from influencing algorithmic decision-making in ways that could lead to discrimination.
EasyJobHunt implements data minimization principles, collecting only information that serves legitimate purposes related to our platform’s functionality, legal compliance, or user-authorized uses. We avoid collecting unnecessary information that could facilitate discrimination or create privacy risks for our users. When processing personal data, we adhere to applicable data protection regulations, including but not limited to the General Data Protection Regulation (GDPR), the California Consumer Privacy Act (CCPA), and other relevant privacy laws in jurisdictions where our platform operates. For certain legitimate business purposes, including legal compliance, preventing fraud, and statistical analysis for platform improvement, EasyJobHunt may collect aggregate demographic data.
When using such data, we implement appropriate anonymization and aggregation techniques to prevent identification of specific individuals while still deriving valuable insights to improve our services. EasyJobHunt provides transparency regarding our data collection and use practices through our Privacy Policy, which details: the categories of personal information we collect; how we use this information; with whom we share information; how we protect information; user rights regarding their data; and how users can exercise these rights. Users maintain control over their personal information through access to privacy settings that allow them to determine what information is visible to other users, included in their profiles, or used for matching algorithms. This user control extends to demographic information collected for diversity monitoring purposes, which users may update or remove at any time without affecting their access to core platform features.
EasyJobHunt prohibits users from attempting to circumvent platform protections by using messaging, screening questions, or other communication features to solicit information about protected characteristics when such inquiries would violate applicable anti-discrimination laws. Our platform features are designed to discourage and prevent such misuse. EasyJobHunt regularly reviews our data collection and processing activities to ensure they do not create or perpetuate discrimination or bias based on protected characteristics. This includes conducting periodic assessments of how collected data influences platform features such as search results, recommended matches, and visibility in candidate listings.
Through these comprehensive data practices, EasyJobHunt strives to balance the benefits of data-driven features with our fundamental commitment to non-discrimination, equal opportunity, and user privacy. We recognize that these considerations must evolve as technology, laws, and best practices change, and we are committed to continuous improvement in this important area.
13. User Education and Resources
EasyJobHunt is committed to providing comprehensive educational resources to help all platform users understand their rights and responsibilities under this Equal Opportunity Policy and applicable anti-discrimination laws. We recognize that education is essential to prevention, and we have developed a multi-faceted approach to user education that includes resources tailored to different user types and roles within our platform ecosystem. For all users, regardless of their role on the platform, EasyJobHunt provides accessible, plain-language explanations of equal opportunity principles and how they apply in the digital employment context.
These resources include: a dedicated Equal Opportunity Resource Center on our website, featuring articles, guides, frequently asked questions, and best practices related to non-discrimination and inclusion; interactive tutorials integrated into the user onboarding process that introduce key concepts from this Policy in an engaging format; regular blog posts, newsletters, and platform notifications highlighting equal opportunity topics, legal updates, and success stories related to inclusive hiring; and a glossary of key terms related to equal opportunity and anti-discrimination to ensure common understanding across our diverse user base.
For employers, recruiters, and hiring managers, we offer specialized resources focused on their unique responsibilities, including: practical guides for creating inclusive, non-discriminatory job postings that comply with applicable laws while effectively attracting qualified candidates; educational materials on legally appropriate candidate screening and selection processes, including guidance on permissible pre-employment inquiries and interview questions; webinars and virtual workshops on topics such as recognizing and mitigating unconscious bias, implementing accessible application processes, and developing inclusive hiring practices; and jurisdiction-specific compliance information to help employers navigate the various state, local, and international laws that may apply to their hiring activities.
For job seekers and freelancers, we provide targeted resources addressing their specific concerns, including: information about their rights under equal employment opportunity laws and how to recognize potentially discriminatory practices; guidance on addressing potential discrimination or bias encountered during the job search or application process; accessibility resources, including tutorials on using assistive technologies with our platform and requesting accommodations during the application process; and career development resources designed to be inclusive and accessible to individuals from all backgrounds. EasyJobHunt also maintains a curated library of external resources from trusted sources such as government agencies, non-profit organizations, and academic institutions that provide additional perspective and guidance on equal opportunity topics.
These resources are regularly reviewed and updated to ensure they remain current with evolving laws, standards, and best practices. To maximize the effectiveness and accessibility of these educational resources, we provide them in multiple formats (text, video, audio), ensure they meet accessibility standards for users with disabilities, and make key resources available in multiple languages reflecting our global user base. We also incorporate equal opportunity messaging at relevant points throughout the user experience, such as during job posting creation, to provide context-specific guidance when users most need it.
Through this comprehensive educational approach, EasyJobHunt seeks to create a community of informed users who understand and embrace equal opportunity principles, contributing to a more inclusive and equitable employment ecosystem both on our platform and in the broader workplace.
14. Policy Updates and Modifications
This Equal Opportunity Policy represents EasyJobHunt’s current standards and commitments regarding equal opportunity for platform users. However, we recognize that equal opportunity law continues to evolve, best practices develop over time, and our platform functionality regularly expands and changes. Therefore, we are committed to maintaining this Policy as a living document that remains current, effective, and aligned with legal requirements, technological developments, and our organizational values. EasyJobHunt reserves the right to modify, update, or amend this Policy at any time, subject to the notification procedures described herein.
The Trust and Safety team, in collaboration with the Legal Department and other relevant stakeholders, will conduct a comprehensive review of this Policy at least annually to assess its continued effectiveness, legal compliance, and alignment with platform functionality and best practices.
This review will take into account: developments in equal opportunity law at federal, state, local, and international levels; changes in platform features, capabilities, or user interfaces that may affect Policy implementation; feedback from users, advocacy organizations, and other stakeholders regarding Policy clarity and effectiveness; patterns identified through reported violations, investigation outcomes, and enforcement data; and emerging issues or trends in online equal opportunity that may warrant policy attention.
Additionally, this Policy may be reviewed and updated on an ad hoc basis in response to significant legal developments, such as new legislation or court decisions that affect equal opportunity obligations in the employment context, or in response to specific incidents or patterns that indicate a need for Policy clarification or enhancement. When substantive revisions to this Policy are made, EasyJobHunt will provide reasonable notice to users through appropriate communication channels, which may include email notifications, platform announcements, or notifications when users next log in.
For significant changes that substantially affect user rights or obligations, we will typically provide at least thirty (30) days’ advance notice before the changes take effect, unless immediate implementation is required for legal compliance or security reasons. Along with notification of changes, we will provide a summary of significant revisions and their implications for different user types, as well as links to both the updated Policy and archived versions. Minor administrative changes, clarifications, or formatting adjustments that do not materially affect user rights or obligations may be implemented without formal notification.
The effective date of each Policy version will be clearly indicated at the beginning of the document, and archived versions will be available upon request to help users understand how our equal opportunity standards have evolved over time. EasyJobHunt welcomes user feedback on this Policy, including suggestions for improvement or clarification, which may be submitted to equality@easyjobhunt.com for consideration during the review process.
By continuing to access or use the EasyJobHunt platform after changes to this Policy take effect, users accept and agree to be bound by the modified Policy. If any user does not agree with the updated terms, they should discontinue use of the platform. Through this regular review and update process, EasyJobHunt demonstrates its ongoing commitment to maintaining effective equal opportunity standards that reflect current legal requirements, technological capabilities, and best practices in promoting non-discrimination in the digital employment marketplace.
15. Contact Information and Resources
EasyJobHunt is committed to providing accessible channels for inquiries, concerns, and support related to this Equal Opportunity Policy. The following contact information and resources are provided to ensure all employees, applicants, and other covered individuals can readily obtain guidance, report concerns, or access additional information regarding their rights and responsibilities.
The designated Equal Employment Opportunity Officer can be reached at eeo@easyjobhunt.com. This individual oversees our compliance efforts and is available to answer questions about this Policy, provide guidance on equal opportunity matters, receive reports of potential violations, and coordinate appropriate responses to concerns.
The Human Resources Department is accessible via hr@easyjobhunt.com or in person at the Company’s headquarters in Vancouver, Washington. HR personnel are trained to assist with Policy interpretation, receive complaints, facilitate the accommodation process, and address employment-related concerns in a confidential manner.
For situations requiring confidential or anonymous reporting, individuals may utilize the Company’s Ethics Hotline through our secure online portal at www.easyjobhuntethics.com. This reporting system is available 24 hours a day, 7 days a week, and allows for anonymous submissions when preferred.
The Legal Department (legal@easyjobhunt.com) provides specialized guidance for matters requiring legal interpretation or in situations where a conflict of interest may exist involving Human Resources or the Equal Employment Opportunity Officer.
This Policy is readily available in multiple formats—electronic copies on our intranet and public website, and print versions upon request to Human Resources. Alternative formats or translations can be provided to ensure accessibility for all individuals.
Additional internal resources include the comprehensive Employee Handbook, our intranet knowledge base containing all current policies and procedures, accommodation request forms, and regularly distributed communications featuring equal opportunity updates and guidance.
Employees may also find value in external resources such as the U.S. Equal Employment Opportunity Commission (www.eeoc.gov), the U.S. Department of Labor (www.dol.gov), state and local fair employment agencies, and nonprofit organizations specializing in workplace discrimination issues.
EasyJobHunt encourages all employees and covered individuals to utilize these resources whenever questions or concerns arise. We are committed to maintaining open communication channels and providing timely, thorough responses to all equal opportunity inquiries in a manner that respects confidentiality while addressing legitimate concerns.
Effective Date: April 16, 2025
Last Updated: April 16, 2025
Version: 1.0
