Equal Employment Opportunity
and Diversity Statement
INTRODUCTION
Paragon Digital Consulting, Inc. ("Paragon," "we," "us," or "the Company") is committed to equal opportunity across all of its professional relationships — with candidates, associates, advisors, clients, and vendors. This commitment is grounded first in legal compliance, and reinforced by the values that have defined how Paragon operates since its founding.
This Statement applies to all aspects of Paragon's operations in which individuals are assessed, engaged, or otherwise evaluated, including candidate placement, associate and advisor engagement, supplier selection, and client partnerships. It applies to Paragon's operations in Alberta and across all jurisdictions in which Paragon operates or serves clients.
1. OUR LEGAL COMMITMENT
Paragon is committed to full compliance with all applicable human rights and employment equity legislation in every jurisdiction in which it operates. This includes, without limitation:
Canada: The Alberta Human Rights Act, the Canadian Human Rights Act, and the Employment Equity Act, which prohibit discrimination on the grounds of race, colour, ancestry, place of origin, religious beliefs, gender, gender identity, gender expression, physical disability, mental disability, age, marital status, family status, source of income, and sexual orientation, among other protected grounds.
United States: Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act, the Age Discrimination in Employment Act, and applicable state-level human rights legislation, which collectively prohibit discrimination on the basis of race, colour, religion, sex, national origin, disability, age, and other protected characteristics.
European Union: The EU Equal Treatment Directives and applicable member state legislation prohibiting discrimination on the grounds of racial or ethnic origin, religion or belief, disability, age, and sexual orientation.
Singapore and South Africa: The Tripartite Guidelines on Fair Employment Practices (Singapore) and the Employment Equity Act (South Africa), and other applicable local legislation governing non-discrimination in employment and professional engagement.
Where Paragon operates as an Employer of Record, these obligations apply with full force to all individuals employed through that arrangement, and Paragon assumes the legal responsibilities of the employer of record accordingly.
2. WHAT THIS MEANS IN PRACTICE
Paragon does not discriminate against any individual on the basis of any protected characteristic — including but not limited to race, colour, ancestry, place of origin, ethnic or national origin, citizenship, religion or religious belief, gender, gender identity or expression, sexual orientation, age, marital or family status, physical or mental disability, or source of income — in any aspect of our professional relationships.
This applies without limitation to candidate assessment and placement, associate and advisor engagement and retention, supplier and vendor selection, compensation and benefits where applicable, access to professional development opportunities, and any other aspect of the professional relationship between Paragon and any individual or organization.
Decisions made by Paragon in all of these areas are based exclusively on merit — on an individual's demonstrated character, professional experience, performance record, and commitment to doing what is right. These are the only criteria that matter to us, and they apply equally to everyone without exception.
3. OUR VALUES POSITION
Compliance with human rights legislation is the floor, not the ceiling, of Paragon's commitment to fair and dignified treatment of every person we encounter.
We do not evaluate people on the basis of characteristics that have no bearing on their ability to do excellent work with integrity. Religion, racial or ethnic background, gender, sexual orientation, age, disability status, and all other protected characteristics are simply irrelevant to how we assess candidates, associates, advisors, and suppliers. What we look for — and what we hold everyone in our ecosystem accountable to — is character, experience, performance, and a genuine commitment to doing what is right, even when there is an easier option available.
We believe that a team built on those criteria, drawn from the full breadth of human experience and background, is a stronger team — not because diversity is a strategic objective, but because excellence is, and excellence does not belong to any particular demographic.
We treat every person we encounter with dignity. That is not a policy. It is a standard.
4. DUTY TO ACCOMMODATE
Paragon recognizes and accepts its duty to accommodate individuals with disabilities, religious beliefs, and other protected characteristics to the point of undue hardship, in accordance with the Alberta Human Rights Act and equivalent legislation in other applicable jurisdictions.
Where a candidate, associate, advisor, or EOR employee requires an accommodation in order to participate fully in Paragon's processes or to perform the functions of an engagement, we encourage that individual to make their needs known as early as possible. Accommodation requests will be considered promptly, handled with discretion, and resolved in a manner that respects the dignity and privacy of the individual.
Accommodation requests and related communications should be directed to: Privacy Officer Paragon Digital Consulting, Inc. Email: privacy@paragondigitalconsulting.com
5. RAISING A CONCERN
Paragon takes all concerns related to discrimination, harassment, or unfair treatment seriously. If you are a candidate, associate, advisor, client, supplier, or any other party who has experienced or witnessed conduct that you believe is inconsistent with this Statement or with applicable human rights legislation, you are encouraged to raise your concern promptly.
For concerns relating to the handling of personal information in connection with any assessment or engagement process, please refer to Paragon's Privacy Policy or contact our Privacy Officer directly: Privacy Officer Paragon Digital Consulting, Inc. Email: privacy@paragondigitalconsulting.com
For all other concerns relating to discrimination, harassment, unfair treatment, or any other matter covered by this Statement, please contact: Legal and Compliance Paragon Digital Consulting, Inc. Email: legal@paragondigitalconsulting.com
All concerns raised in good faith will be acknowledged promptly, handled with discretion, and investigated appropriately. Paragon does not tolerate retaliation of any kind against any person who raises a concern in good faith. Where a concern cannot be resolved internally to the satisfaction of the individual raising it, they retain the right to escalate the matter to the relevant human rights commission or regulatory body in their jurisdiction, including the Alberta Human Rights Commission, the Canadian Human Rights Commission, or the equivalent body in their country of residence.
6. SCOPE AND UPDATES
This Statement applies to Paragon Digital Consulting, Inc. and to all individuals and organizations operating within Paragon's ecosystem in any capacity. It is reviewed no less than annually and updated as necessary to reflect changes in applicable legislation or Paragon's operations.
Detailed standards governing conduct within formal client engagements are addressed within individual Master Service Agreements and engagement-specific documentation.
7. CONTACT US
For questions about this Statement or to raise a concern, please contact:
Paragon Digital Consulting, Inc. Email: legal@paragondigitalconsulting.com
This Equal Employment Opportunity and Diversity Statement was last reviewed and updated in May 2026 and supersedes all prior versions. It will be reviewed no less than annually thereafter.
Last Reviewed: 05 May 2026