People policies
Mattermost is dedicated to fostering an inclusive workplace, and we prohibit harassment and discrimination of all staff and job applicants regardless of gender identity and expression, sexual orientation, disability, neurodiversity, physical appearance, body size, ethnicity, nationality, race, age, religion, veteran status, or other protected categories. We do not tolerate harassment or discrimination and take violations of our policy seriously and will respond appropriately.
Mattermost will ensure that all employment actions, including but not limited to recruitment, hiring, selection for training, promotion, transfer, demotion, layoff, recall, termination, rates of pay, or other forms of compensation, will be administered without regard to one’s protected class, including a disability or status as a protected veteran. Mattermost will also provide qualified applicants and employees with disabilities with needed reasonable accommodations, as required by law, and will ensure that all employment decisions are based only on valid job requirements.
Any employee or applicant who believes that they have been subject to harassment because of their protected status should promptly contact a manager in their chain of command, or promptly contact the Director of Human Resources at 650-667-8512 for assistance. Employees or applicants may also file a written complaint with the office of the Director of Human Resources, 530 Lytton Avenue, Second Floor, Palo Alto, 94301.

Anti-harassment procedures

Employees and applicants of Mattermost will not be subject to harassment because of any protected status, including disability and protected veteran status.
Harassment is not tolerated. Harassment includes, but is not limited to: verbal language that reinforces social structures of domination related to gender identity and expression, sexual orientation, disabilities, neurodiversity, physical appearance, body size, ethnicity, nationality, race, age, religion, or other protected categories; sexual imagery in public spaces; deliberate intimidation; stalking; following; harassing photography or recording; sustained disruption of talks or other events; offensive verbal language; inappropriate physical contact; and unwelcome sexual attention.
Any employee or applicant who believes that they have been subject to harassment because of their protected status should promptly contact a manager in their chain of command, or promptly contact the Director of Human Resources at 650-667-8512 for assistance. Employees or applicants may also file a written complaint with the office of the Director of Human Resources, 530 Lytton Avenue, Second Floor, Palo Alto, 94301.
Retaliation, including intimidation, threat, coercion, or discrimination, against an employee or applicant because they have objected to discrimination, engaged or may engage in filing a complaint, assisted in a review, investigation, or hearing or have otherwise sought to obtain their legal rights under any Federal, State, or local EEO law regarding protected veterans is prohibited. Any employee or applicant who believes that they have been subject to retaliation should contact the Director of Human Resources at 650-667-8512 for assistance.

Anti-harassment training

Training is provided annually on the identification and prevention of harassment based on disability and protected veteran status to all of Mattermost's employees.

Mandatory Manager responsibilities and training

All Mattermost Managers and Supervisors are responsible for helping to foster an inclusive, safe workplace that is free of harassment and discrimination.
Specifically, Managers and Supervisors are responsible to:
  • Assist in the identification of problem areas, formulate solutions, and establish departmental goals and objectives when necessary.
  • Ensure qualified applicants and employees are treated in a nondiscriminatory manner in all employment practices, including when making selection decisions, such as for hire, promotion, training, or to receive awards or bonuses.
  • Provide reasonable accommodation to the known physical or mental limitations of qualified individuals with disabilities unless such accommodation would impose an undue hardship on the conduct of its business.
  • Maintain confidentiality of any disability-related or protected veteran status information obtained regarding any applicant or employee; and
  • Ensure that nondiscrimination is adhered to in all personnel activities.
To enable Managers and Supervisors with these responsibilities, Mattermost provides the following trainings.
1. Affirmative Action Plan training.
  • Purpose: As a Federal Contractor, Mattermost is required to maintain an Affirmative Action Plan. Managers, supervisors, and human resources staff involved in recruiting, screening, selection, promotion, disciplinary, and other related employment processes will receive training regarding Mattermost’s Affirmative Action Plan and their role in its implementation.
  • Cadence: Annual training
2. Harassment prevention training
  • Purpose: All staff members in a supervisory role are responsible for helping to foster an inclusive, safe workplace that is free of harassment and discrimination. As part of this, Managers are required to complete a 2-hour Anti-Harassment Training online.
  • Cadence: Every 2 years
Mattermost's Affirmative Action Plan can be found here.
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Anti-harassment procedures
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