Our Values start with our people. We succeed when we are the best team we can be - diverse, innovative and accountable.
At Danaher, we understand that, to succeed, we must attract and retain outstanding associates and create a work environment where they can thrive, collaborate and innovate. This means building teams that represent diverse backgrounds, perspectives, talents and experiences, and helping them to work together free from any fear of improper harassment and discrimination.
Do your part to help create a culture of respect, inclusion, collaboration, dignity and fairness
Take a clear stand against conduct and comments inconsistent with our culture and values.
If you are in a leadership role, make all employment decisions on job qualifications, and legitimate business considerations.
Danaher complies with all applicable employment, labor and immigration laws, and we expect all Associates to do the same. Regardless of geographic location, all employment-related decisions must be based on job-related qualifications, without regard to legally protected characteristics such as race, color, national origin, religion, sex, gender, age, marital status, disability, veteran status, citizenship status, sexual orientation, gender identity, gender expression or any other characteristic protected by law.
Diversity and Inclusion
We build our best teams by seeking out a wide range of unique backgrounds, perspectives, talents and experiences. This allows us to attract talent that is as diverse as the markets and embrace customers we serve. We create an inclusive culture when we respect the talents and abilities of others.
At Danaher, we define diversity as anything unique that makes us who we are, including how we think, our work ethic, where we are from, our experiences, what we look like, and how we identify. We do not discriminate based on legally protected characteristics.
We define inclusion as the process of creating a culture and environment that is open-minded, respectful, and accepting of all. Within this culture, every associate is empowered to harness his/her unique talents, is made to feel wholly included and is recognized as a valuable member of the team. Every associate should feel empowered to harness his or her unique talents and contributions as this is what allows us to build and maintain our inclusive culture.
- Value the input of others.
- Put yourself in the other person's shoes.
- Listen to the many voices that represent our customers and their needs.
- Help create a work environment where fresh ideas can drive innovative technologies and new products.
- Be committed to the ideals of diversity and inclusion, and to learning, improving and striving for better.
I believe that a vacancy in my team would not be suitable for a single parent, as it involves a lot of travel. This is not about prejudice, but practicality. Am I obliged to interview single parent candidates out of courtesy?
You are obliged to interview candidates whose qualifications meet the requirements of the job - not on the basis of personal opinion or preference. Making assumptions may represent the application of personal filters that could violate our principles of non-discrimination. Also, failing to interview a suitably qualified candidate risks missing out on appointing the best, most qualified person for the job.
One of my co-workers sends e-mails containing jokes and derogatory comments about certain nationalities. They make me uncomfortable, and I usually delete them. No one else has spoken up about them. Should I do more?
Yes, everyone has a role in ensuring we maintain our culture of respect. You should notify your manager and/or Human Resources or use any of the channels described above.
Although legal definitions of harassment may differ from country to country, "harassment", under Danaher's Code, includes any unwelcome conduct toward another person that creates an intimidating, hostile or offensive work environment. It is important to note that harassment can be physical, spoken, visual or written, and in-person or through other means, such as email. Harassment does not need to be sexual in nature.
Potentially offensive behavior includes sexual advances, racial slurs or negative comments or jokes about subjects such as race, religion, ethnicity or sexual orientation.
We will not tolerate such conduct, regardless of whether such conduct is illegal under local law in the country in which the conduct occurs.
While on a business trip, a colleague of mine repeatedly asked me out for drinks and made comments about my appearance that made me uncomfortable. I asked him to stop, but he would not. We were not in the office and it was "after hours" so I was not sure what I should do.
We do not tolerate this conduct, whether during working hours or in any work-related situation, including business trips. It is good to tell the colleague to stop (although an associate is not required to do so.) Whether or not you feel comfortable telling your colleague directly to stop these actions, you should contact any of the channels described above to discuss the conduct and obtain assistance. Doing so helps ensure prompt, effective action wherever there is conduct inconsistent with our culture and expectations. You should report the problem using any of the channels described above.
I just learned that a good friend and colleague has been accused of sexual harassment and that an investigation is being launched. I cannot believe it is true and I think it is only fair that I warn my friend so he can defend himself. Don’t I have a responsibility as a friend to tell him?
You should not give your friend warning about the investigation. A prompt and thorough investigation will be conducted. These are serious concerns, and it is important that the investigation is not compromised in any way. Alerting your friend could compromise the investigation.
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