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Equal Employment Opportunity and Affirmative Action

ICF considers the attainment of equal employment for all a major corporate objective and is committed to providing Equal Employment Opportunity (EEO) to all qualified persons.

As an equal opportunity employer, the Company does not discriminate in employment opportunities or practices on the basis of race, color, creed, religion, sex, ancestry, age, physical and mental disability, pregnancy, childbirth or related medical conditions, marital status, citizenship status, national origin, genetic information, covered veteran’s or military status, sexual orientation, gender identity, participation in a protected activity, or any other characteristic protected by federal, state, or local law. All qualified applicants and employees must meet the minimum job requirements established by the Company, with or without a reasonable accommodation.

Equal opportunity and consideration will be given to all qualified applicants and employees in human resources actions that include, but are not limited to, recruiting and hiring, selection for training, promotion, rates of pay or other compensation, benefits, disciplinary actions, transfers, layoffs, or terminations.

Managers shall base employment decisions on the principles of EEO and with the intent to further ICF’s commitment to affirmative action and EEO. At no time will any covered employee, or covered applicant for employment, who exercises his/her rights pursuant to ICF’s Affirmative Action Plan (AAP) be subject to discipline or have his/her opportunities for employment adversely affected.

ICF will not discharge or in any other manner discriminate against any employee or applicant for employment because such employee or applicant has inquired about, discussed, or disclosed the compensation of the employee or applicant or another employee or applicant. This provision shall not apply to instances in which an employee who has access to the compensation information of other employees or applicants as a part of such employee’s essential job functions discloses the compensation of such other employees or applicants to individuals who do not otherwise have access to such information, unless such disclosure is in response to a formal complaint or charge, in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by ICF, or is consistent with ICF’s legal duty to furnish information.

ICF believes that employee diversity is an excellent way to live the Company’s core values and achieve a competitive advantage to accomplish its mission. ICF commits in practice and in its AAP, to dedicate resources and take specific actions that result in equal employment opportunities and outreach to minorities, females, covered veterans, and individuals with disabilities. The Executive Vice President and Chief Human Resources Officer serves as ICF’s Affirmative Action Officer with responsibility to administer policies and programs to ensure the success of the affirmative action program.

Managers should take action to ensure that all qualified employees, including minorities, females, disabled persons, and protected veterans, are introduced into the workforce, encouraged to aspire to career advancement, and considered as promotional opportunities arise.

ICF’s AAP details the Company’s affirmative action objectives, measure results, and comply with Executive Order 11246, as amended. Individuals covered by the Rehabilitation Act of 1973, as amended, who want to use the Company’s AAP for Individuals with Disabilities, are encouraged to notify an ICF recruiter, their manager, or Human Resources. Submission of this information is voluntary, and the decision to refrain from providing it will not subject individuals to adverse treatment. Information submitted will be kept confidential in accordance with the provisions of the Rehabilitation Act of 1973, as amended.

Employees and applicants shall not be subjected to any form of harassment, including sexual harassment, intimidation, threats, coercion, or discrimination because they have filed or may file a complaint; assist or participate in an investigation, compliance review, or hearing; or otherwise seek to obtain their legal rights related to any federal, state, or local law regarding equal opportunity for qualified individuals with disabilities or qualified covered veterans.

ICF invites any employee or applicant for employment to review the Company’s written AAP during regular business hours. Individuals interested in a review of ICF’s AAP should contact Human Resources so arrangements can be made to accommodate the request. Questions about the AAP should be directed to ICF’s Executive Vice President and Chief Human Resources Officer, ICF’s Affirmative Action Officer.

Reasonable Accommodations are available for disabled veterans and applicants with disabilities in all phases of the application and employment process. To request an accommodation please email icfcareercenter@icf.com and we will be happy to assist. All information you provide will be kept confidential and will be used only to the extent required to provide needed reasonable accommodations. Read more about non-discrimination: EEO is the law and Pay Transparency Statement.