Equal Employment Opportunity / Affirmative Action

At Simmons, we believe that our diversity is a strength, and that diverse backgrounds, experiences and cultures make us stronger as a company. We strive for a workplace that fosters this type of environment, and we seek to employ and retain individuals who not only respect these differences but thrive in an environment where they are abundant.

Equal Opportunity

We are an equal opportunity employer and make all employment decisions, including recruiting, hiring, training, promotion, transfers, terminations and compensation, without regard to a person’s race, color, religion, sex, ancestry, sexual orientation, gender identity, national origin, covered veterans, military status, physical or mental disability or any other legally protected classifications. We will not tolerate discrimination on the basis of any of these protected classifications nor against associates who inquire about, discuss, or disclose their own compensation or the compensation of another employee or applicant except as otherwise provided for herein.

Affirmative Action

We are an affirmative action employer. The entire management team is committed to the company’s affirmative action plans. We annually review, assess and audit these plans to ensure continued progress against our goals. In developing our Affirmative Action Plans, we work to correct any underutilization over a reasonable period of time. It is our desire that the combination of measurable goals and directed effort will make equal opportunity a reality at Simmons.

We have established various levels of responsibility to both direct and oversee our affirmative action efforts.

Human Resources is responsible for monitoring equal employment opportunity and affirmative action efforts and for providing training and resources on these topics. Human Resources also prepares the Affirmative Action Plans, prepares and files all related government reporting and engages in good faith efforts to support affirmative action and equal opportunity in our hiring, in the workplace and in the communities in which we operate.

Individual managers are responsible for ensuring that their employment decisions comply with the principles and specific requirements of all applicable state, federal, and local equal opportunity, affirmative action, anti-harassment, anti-discrimination and reasonable accommodation laws and regulations. They are also responsible for ensuring that no adverse employment action is taken against applicants and associates for asking about, discussing, making a complaint or otherwise sharing information about equal opportunity, non- discrimination, non-harassment or their pay or the pay of their co-workers. Provided however, that associates who become aware of pay information in the course of performing the essential duties of their position are not permitted to discuss or disclose this pay information.