Because we do business with the government, we must reach out to, hire, and provide equal opportunity to qualified people with disabilities.i To help us measure how well we are doing, we are asking you to tell us if you have a disability or if you ever had a disability. Completing this form is voluntary, but we hope that you will choose to fill it out. If you are applying for a job, any answer you give will be kept private and will not be used against you in any way.
If you already work for us, your answer will not be used against you in any way. Because a person may become disabled at any time, we are required to ask all of our employees to update their information every five years. You may voluntarily self-identify as having a disability on this form without fear of any punishment because you did not identify as having a disability earlier.
You are considered to have a disability if you have a physical or mental impairment or medical condition that substantially limits a major life activity, or if you have a history or record of such an impairment or medical condition.
Disabilities include, but are not limited to:
Federal law requires employers to provide reasonable accommodation to qualified individuals with disabilities. Please tell us if you require a reasonable accommodation to apply for a job or to perform your job. Examples of reasonable accommodation include making a change to the application process or work procedures, providing documents in an alternate format, using a sign language interpreter, or using specialized equipment.
i Section 503 of the Rehabilitation Act of 1973, as amended. For more information about this form or the equal employment obligations of Federal contractors, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at http://www.dol.gov/ofccp.
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Marsh & McLennan Companies and its operating companies (Marsh, Mercer, Oliver Wyman, Guy Carpenter and NERA) are committed to ensuring that it complies with all legislative requirements within the countries it operates.
Consistent with this, is the need to undertake pre-employment screening which assists us to ensure our compliance and risk management frameworks are maintained for the integrity of employees and service to our clients. By answering the questions below, you will be able to assist us in verifying whether there are any reasons which could prohibit you from working in a specific role with one of our companies. Accuracy of information will be verified prior to appointment; a positive response does not necessarily preclude you from employment. If we require any clarification on any of your responses, we will contact you.
Your responses are voluntary and you may skip directly to the next page if you wish.
At Marsh & McLennan Companies our fundamental aim is to increase diversity to create a balanced and inclusive workforce. We pride ourselves on our dedication to employ people irrespective of age, gender, race, religion or belief, sexual orientation, gender reassignment, marriage and civil partnership, and disability. We strive to adhere to all applicable laws in relation to equality and diversity.
To ensure that we are recruiting the best candidates whilst improving diversity in our workforce, you are kindly encouraged to provide the following data regarding your individual profile. The information you provide will be used solely to improve our understanding of the profile of candidates applying for our roles. Please note that this data will be treated in the strictest of confidence and protected from misuse. Additionally, the information you provide will not form any part of our selection process, and will not be made visible to anyone as part of the recruitment process.
Definitions
Race
In accordance with the Equality Act 2010, race includes-
Marsh & McLennan Companies, Inc. (and their affiliates) is a federal government contractor required to take affirmative action pursuant to the applicable federal contractor laws and regulations. As such, we are required to prepare and submit reports and maintain affirmative action plans. It is the Company’s policy, pursuant to such laws, to recruit, select and employ qualified candidates and not discriminate based on gender, race/ethnicity, disability or protected veteran status.
Providing the information requested below to the Company is voluntary, and failing to provide this information will not subject any individual to adverse treatment. The information will be used in ways consistent with the applicable laws and will be kept in strict confidence. The following may be informed pursuant to applicable law:
DEFINITIONS
Race
American Indian or Alaska Native: A person having origins in any of the original peoples of North and South America (including Central America), and who maintains tribal affiliation or community attachment.
Asian: A person having origins in any of the original peoples of the Far East, Southeast Asia, or the Indian subcontinent including, for example, Cambodia, China, India, Japan, Korea, Malaysia, Pakistan, the Philippine Islands, Thailand, and Vietnam.
Black or African American (not of Hispanic origin): A person having origins in any of the Black racial groups of Africa.
Hispanic or Latino: A person of Cuban, Mexican, Puerto Rican, South or Central American, or other Spanish culture or origin, regardless of race.
Native Hawaiian or Other Pacific Islander: A person having origins in any of the original peoples of Hawaii, Guam, Samoa, or other Pacific Islands.
White (not of Hispanic origin): A person having origins in any of the original peoples of Europe, the Middle East, or North Africa.
Two or More Races: All persons who identify with more than one of the following races: White, Black, Native Hawaiian or Pacific Islander, Asian, or American Indian or Alaskan Native. Note that Hispanic or Latino is considered an ethnicity and not a race.
Veteran and Disabled Veterans Identification
Protected Veteran: a disabled veteran, a recently separated veteran, an active duty wartime or campaign badge veteran, or an Armed Forces service medal veteran as these terms are defined below.
In connection with this, the Company has developed affirmative action programs to employ and advance in employment qualified Protected Veterans (i.e., a disabled veteran, a recently separated veteran, an active duty wartime or campaign badge veteran, or an Armed Forces service medal veteran). The Company will, where appropriate, consider reasonable accommodations for qualified disabled veterans. Appropriate definitions of the above terms are provided below for your convenience.
If you are a Disabled Veteran, you may choose to tell us about: (1) any special methods, skills, and procedures which qualify you for positions within the Company so that you can be considered for any positions of that kind; and (2) the reasonable accommodations we could make which would enable you to perform the job properly and safely, including special equipment.
Recently Separated Veteran: any veteran who was discharged or released from active duty within the past 3 years.
Active Duty Wartime or Campaign Badge Veteran: a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign has been authorized under the laws administered by the Department of Defense.
Armed Forces Service Medal Veteran: a person who, while serving on active duty in the Armed Forces, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.
Disabled Veteran: a veteran who is entitled to compensation (or who, but for the receipt of military retired pay, would be entitled to compensation) under laws administered by the Secretary, or was discharged or released from active duty because of a service-connected disability. If you select this option, see the Disability Status section and complete if applicable.
False answers or omissions to questions or false statements or omissions made on this application, during interviews or in your resume, or in supplement thereto, including, but not limited to, with respect to duties, responsibilities, job title, or education, may invalidate your application or, if you are hired, may be grounds for discharge from employment.
By agreeing to these terms and conditions, you are also agreeing to Candidate Privacy Notice.
False answers or omissions to questions or false statements or omissions made on this application, during interviews or in your resume, or in supplement thereto, including, but not limited to, with respect to duties, responsibilities, job title, or education, may invalidate your application or, if you are hired, may be grounds for discharge from employment.
By agreeing to these terms and conditions, you are also agreeing to Candidate Privacy Notice.
Falsche Antworten oder Auslassungen auf Fragen oder falsche Angaben oder Auslassungen in dieser Bewerbung, während der Interviews oder in Ihrem Lebenslauf oder ergänzend dazu, einschließlich, aber nicht beschränkt auf Aufgaben, Verantwortlichkeiten, Berufsbezeichnung oder Ausbildung, können ungültig werden Ihr Antrag oder, wenn Sie eingestellt werden, können Gründe für die Entlassung aus der Beschäftigung sein.
Indem Sie diesen Bedingungen zustimmen, stimmen Sie auch https://careers.mmc.com/global/en/candidate-privacy-notice
By checking this box, I consent to receive text messages from Whole Foods Market (and/or third parties on our behalf) for general job alerts and recruiting event invites as well as updates and other communications related to any job for which I have applied or shown interest in. I understand these texts may be generated using an automatic telephone dialing system. Consent is voluntary and not a requirement to be considered for employment. Text message and data rates may apply. I agree to Whole Foods Market’s Terms of Use and Privacy Notice. I may opt-out of receiving these job-related text message communications from Whole Foods Market at any time by replying STOP.
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At Marsh & McLennan Companies our fundamental aim is to have a balanced and inclusive workforce. We pride ourselves on our dedication to employ people irrespective of age, gender, race, religion or belief, sexual orientation, gender reassignment, marriage and civil partnership, and disability. We strive to adhere to all applicable laws in relation to equality and diversity.
To ensure that we are recruiting the best candidates whilst maintaining a diverse and inclusive workforce, we analyze our hiring process and the profile of candidates applying for our roles. To assist in this effort, you are kindly encouraged to provide the following data regarding your individual profile. The information you provide will be used solely to improve our understanding of the profile of candidates participating in our hiring process. Please note that this data will be treated in the strictest of confidence and protected from misuse, as set forth in greater detail in the Privacy Agreement you signed when you first logged into the recruiting system. Additionally, the information you provide will not form any part of our selection process, and will not be made visible to anyone prior to the conclusion of the recruitment process.
Your responses are voluntary and you may skip directly to the next page or skip any individual question if you wish.
At Marsh & McLennan Companies our fundamental aim is to have a balanced and inclusive workforce. We pride ourselves on our dedication to employ people irrespective of age, gender, race, religion or belief, sexual orientation, gender reassignment, marriage and civil partnership, and disability. We strive to adhere to all applicable laws in relation to equality and diversity.
To ensure that we are recruiting the best candidates whilst maintaining a diverse and inclusive workforce, we analyze our hiring process and the profile of candidates applying for our roles. To assist in this effort, you are kindly encouraged to provide the following data regarding your individual profile. The information you provide will be used solely to improve our understanding of the profile of candidates participating in our hiring process. Please note that this data will be treated in the strictest of confidence and protected from misuse, as set forth in greater detail in the Privacy Agreement you signed when you first logged into the recruiting system. Additionally, the information you provide will not form any part of our selection process, and will not be made visible to anyone prior to the conclusion of the recruitment process.
Information provided by Applicants Interviewed for Employment
In order to assist the employer in completing Form D of the Annual Employment Survey the job applicant will complete this form. The employer will keep the information provided on this form in confidence until the expiration of the third year from the date of that person’s interview. This form is to be used by applicants for employment in companies with ten or more employees.
Why Race? Race is an internationally recognized key item of demographic data, which allows for informed decisions to be made regarding equal opportunity in the workplace.
Survey Definition of Race: Webster’s New Twentieth Century Dictionary – Unabridged, Second Edition defines race as any of the three major biological divisions of mankind, the Caucasian (white), Negroid (black) and Mongoloid (yellow) each with various sub-divisions. The Survey categories used for the race question are based on Webster’s definition but are tailored to suit Bermuda’s racial composition. The seven categories used are: Black, White, Asian, Black & White, Black & Other, White & Other and Other Races.