Who We Are

Equal Opportunity Employer

We believe in each person’s uniqueness and his or her ability to bring valuable insights and perceptions to the DPR team. We also believe that each employee is essential to the success and growth of our company. Because of this, we take pride in being an Equal Opportunity Employer.

DPR is an Equal Opportunity Employer and Prohibits Discrimination and Harassment of Any Kind.

DPR is committed to the principle of equal employment opportunity for all employees and to providing employees with a work environment free of discrimination and harassment. All employment decisions at DPR are based on business needs, job requirements and individual qualifications, without regard to race, color, religion or belief, national or ethnic origin, sex (including pregnancy), age, physical or mental disability, HIV status, sexual orientation, gender identity and/or expression, marital, civil union or domestic partnership status, past or present military service, medical history or genetic information, or any other status protected by the laws or regulations in the locations where we operate. DPR will not tolerate discrimination or harassment based on any of these characteristics.

This policy relates to all phases of employment, including, but not limited to, recruiting, employment, placement, promotion, transfer, demotion, reduction of workforce and termination, rates of pay or other forms of compensation, selection for training, the use of all facilities, and participation in all company-sponsored employee activities. Provisions in applicable laws providing for bona fide occupational qualifications or business necessity will be adhered to by the company where appropriate.

As part of the company’s equal employment opportunity policy, DPR will also take affirmative action as called for by applicable laws and Executive Orders to ensure that minority group individuals, females, disabled veterans, recently separated veterans, other protected veterans, Armed Forces service medal veterans, and qualified disabled persons are introduced into our workforce and considered for promotional opportunities.

To assist our employees who are or become disabled or who need religious accommodations, we will make reasonable accommodations to enable such employees to continue performing the essential functions of their jobs. Consistent with this policy, we may modify job duties to comply with medical requirements or restrictions. Other accommodations, such as transfer to a vacant position for which the employee is qualified, may be appropriate, depending upon specific facts and circumstances of individual situations.

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