Affirmative Action Policy

One of the major objectives of Synopsys, Inc. is to follow both the spirit and the letter of the law and to maintain a reputation for high standards of business. Creative, enthusiastic employees are our most important resource and the basis for our success. We seek an environment characterized by respect for each individual, where cultural and ethnic diversity are blended by teamwork into a harmonious work force.

1.0 GUIDELINES

1.1 Equal employment opportunity is adopted to ensure the rights and dignity of each person.

1.2 Personnel actions, including recruitment, selection, training, compensation, corrective counseling, promotions, transfers, staff reductions and terminations shall be based upon individual initiative, interests, ability, performance results, and needs of the business.

1.3 All persons shall enjoy the benefits of decisions which are free of harassment, intimidation, threats, coercion or discrimination on the grounds of race, religious creed, color, national origin, ancestry, physical or mental disability, medical condition, marital status, gender, sexual orientation, gender identity, age, or veteran status.

1.4 For known limitations of qualified individual applicants or employees with disabilities, reasonable accommodation will be provided, except where the accommodation would impose an undue hardship on operation of the business.

1.5 Synopsys, Inc. does not discriminate on the basis of national origin or citizenship status as provided under the Immigration Reform and Control Act of 1986.

1.6 We will work cooperatively with governmental agencies, educational institutions and community action groups concerned with employment opportunities for women, minorities, veterans, or individuals with a disability, as well as with suppliers in sustaining and perpetuating equal employment opportunities.

2.0 RESPONSIBILITIES

2.1 Jan S. Collinson, Senior Vice President Human Resources, is appointed Director of Equal Employment Opportunity Programs and with the support of all management, is responsible for implementation of Affirmative Action.

2.2 All members of management are responsible for maintaining a discrimination-free work environment by inspirational leadership and personal example.

2.3 All employees share the responsibility for mutual understanding, a spirit of cooperation and high standards of non-discriminatory behavior.

3.0 OPEN DOOR POLICY

3.1 Employees are encouraged to seek assistance from their manager or anyone in management to assure that problems are prevented or promptly resolved, preserving a productive environment.

3.2 During normal business hours, you may review the Affirmative Action Program narrative in Human Resources.

 

Chi-Foon Chan
President & Chief Operating Officer