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Unlawful discrimination interferes with the ability of iHeartMedia employees to perform expected job duties and is absolutely not tolerated. IHeartMedia expressly prohibits any form of unlawful employment discrimination based on race, color, religion, gender, sexual orientation, national origin, gender identity or expression, age, disability, pregnancy, veteran status, or any other protected classification. This policy applies to all terms and conditions of employment and employment decisions, including, but not limited to, recruitment, hiring, placement, promotion, termination, layoff, recall, transfers, leaves of absence, compensation, and training. iHeartMedia complies with applicable state and local laws governing non-discrimination for every location in which the Company has facilities. We provide equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, age, sex, sexual orientation, gender identity or expression, religion, creed, disability, pregnancy, ethnicity, national origin, citizenship status, marital status, veteran status, genetic information or any other legally protected classification or status in accordance with applicable federal, state and local laws. We hire employees based on their experience, talent, and qualifications for the job. Therefore, iHeartMedia strongly encourages people of all backgrounds to apply for positions for which they are qualified. We believe our creativity and productivity are best with a diverse workforce. IHeartMedia is an equal opportunity employer. The Transparency in Coverage Final Rules require certain group health plans to disclose on a public website information regarding in-network provider rates and historical out-of-network allowed amounts and billed charges for covered items and services in two separate machine-readable files (MRFs). Pay Transparency Nondiscrimination Provision (Spanish).Pay Transparency Nondiscrimination Provision (English).Employee Polygraph Protection Act (EPPA).Equal Employment Opportunity is the Law.We should remember that, even as we work to make our company stronger, we must think about what we can do to make our communities stronger, both on-air and off, and recognize and represent the diverse voices in all our communities – and within our company. Our stations and our company are integral parts of their local communities, as are each of us. When we invariably do make a mistake – yes, we will make some - it’s critical to spot it quickly - and then change or fix it as soon as we can, so a bias toward quick decision-making is also important because it will keep mistakes from becoming problems.Īs we develop new ideas, they’re often so new and different that they don’t yet have a structure around them. If we’re afraid to make mistakes, we will never take the chances necessary to achieve breakthrough ideas. Mistakes are often the byproduct of innovation – when we try new things, we have to be prepared that many will not work and accept that some mistakes made in the pursuit of new ideas are inevitable.
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Take Risks & Tolerate Well-Thought-Out Mistakes.This is a strong competitive advantage for us.
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We need to make decisions as soon as we have enough information, not wait until we have “all the information.” Everything is better done sooner. As a company we value diversity and respect all voices, both inside and outside our company. We must both represent those communities internally and commit to serving them externally. We should treat everyone as we’d like to be treated or how they would like to be treated and recognize that we are a company that serves all the diverse communities in America. Additionally, take the time to use precise communications so that everyone will know what they need to do and why, which is the starting point for collaboration. Except for information we must keep confidential for competitive or legal reasons, let’s be transparent about what we’re doing. Working as a team is always more powerful.