Equal Opportunity Platform Policy
WorkSource Global, Inc. Version 2026-06-26.
Effective June 26, 2026.
WorkSource is designed as an equal opportunity hiring marketplace. The platform supports job-relevant matching, verified participation, employer accountability, and fair access to legitimate opportunities. WorkSource does not permit unlawful discrimination, exclusionary job criteria, misleading employment opportunities, or platform conduct that undermines fair hiring.
1. Purpose and Scope
This policy establishes WorkSource's equal opportunity standards for marketplace design, employer participation, job seeker access, job posting criteria, profile review, application workflows, communications, and verification or background-check features. It supports a marketplace where employment opportunities are presented and evaluated using lawful, job-relevant information rather than protected characteristics or proxy criteria that could create discriminatory outcomes.
2. Equal Opportunity Commitment
WorkSource is committed to equal opportunity in access to the employment opportunities presented through the Platform. WorkSource designs its marketplace so that opportunities are surfaced and evaluated using lawful, job-relevant information rather than protected characteristics. WorkSource itself does not make hiring or eligibility decisions; it provides neutral technology that helps verified employers and verified job seekers connect. Employers are solely responsible for their hiring decisions and for compliance with equal employment opportunity law.
3. Protected Characteristics and Prohibited Criteria
WorkSource prohibits job posts, account activity, messaging, filtering, screening, or hiring conduct that unlawfully targets, excludes, prefers, discourages, or disadvantages individuals based on protected characteristics. Protected characteristics may include, depending on applicable law: race, color, religion, sex, pregnancy, sexual orientation, gender identity, national origin, age, disability, genetic information, veteran status, military status, citizenship or immigration status where protected, marital status, or other legally protected status.
4. Platform Matching and Screening Guardrails
WorkSource matching is role-relevant and operationally auditable. The platform does not replace employer judgment or make final hiring decisions. WorkSource reduces irrelevant applicant volume and improves match quality through structured, verifiable profile information and employer-defined role requirements. The internal workings of the matching system are proprietary and are not disclosed.
WorkSource does not use protected characteristics, or data that serves as a proxy for protected characteristics, as matching inputs. The Platform does not screen out, reject, or rank job seekers for rejection, and no Platform output is a hiring or eligibility decision. Matching surfaces job seekers based on employer-defined, job-related criteria for the employer's independent human review.
5. Job Posting Standards
Employers must post legitimate, accurate, non-misleading employment opportunities. Job posts should clearly state role requirements, location or work arrangement, compensation information where required by law, experience or credential requirements, expected schedule, and any lawful eligibility criteria. WorkSource may reject, remove, suspend, or require edits to job posts that violate platform standards, legal requirements, or marketplace integrity rules.
6. Verification, Identity, and Background Check Features
WorkSource supports verified marketplace participation while separating verification status from employment eligibility decisions. Identity and business verification are provided through a trusted, secure third-party provider and are free to the user. Optional background-check functionality is a charged convenience feature supported by an FCRA-compliant third-party provider and appropriate user consent workflows.
7. Employer Responsibilities
Employers are responsible for ensuring that every job post and every requirement, criterion, parameter, or preference they enter is truthful, job-related, consistent with business necessity, lawful, and applied consistently. Employers are responsible for the design and effect of their own criteria, including any disparate or adverse impact. Where law governs the use of automated or algorithmic hiring tools, including bias-audit, notice, accommodation, or recordkeeping requirements, employers are responsible for determining applicability and complying. These responsibilities are detailed in the WorkSource Employer Terms and the WorkSource AI Hiring Compliance Addendum.
8. Job Seeker Protections and User Reporting
WorkSource maintains reporting pathways for job seekers and employers to raise concerns regarding discriminatory job posts, misleading opportunities, inappropriate communications, suspected fraud, verification concerns, or misuse of platform data. Reports may result in review, account warnings, content removal, suspension, escalation, or other appropriate action.
9. Governance, Review, and Enforcement
WorkSource maintains internal review of marketplace conduct and reserves the right to reject, remove, restrict, or require edits to job posts, criteria, or account activity that appear discriminatory, misleading, or inconsistent with this policy or applicable law. WorkSource may warn, suspend, or remove accounts that violate these standards. WorkSource periodically reviews its matching configuration to support job-relevant, lawful operation.
10. Scope and Application
WorkSource is launching this summer, beginning in Charlotte, North Carolina. This policy applies to all use of the Platform and is reflected in platform moderation, matching configuration, and account enforcement.
WorkSource's equal opportunity posture is built around verified participation, job-relevant matching, transparent employer requirements, prohibited discriminatory criteria, and operational review of marketplace conduct.