Ascent is committed to our employees, our consultants and the clients we serve. Diversity is an integral part of all aspects within our operations. We are proud to say that our workforce has amazing diversity that is a result of our successful planning, recruiting, and development efforts. It is critical that our business initiatives and goals are met with the best talent and that equal employment opportunities are fully integrated into our processes.
Equal Employment Opportunity Statement
Ascent Services Group is an equal opportunity employer committed to a diverse and inclusive workforce. Applicants will receive consideration for employment without regard to race, color, religion, sex (including pregnancy), age, sexual orientation, national origin, marital status, parental status, ancestry, disability, gender identity, veteran status, genetic information, other distinguishing characteristics of diversity and inclusion, or any other protected status.
External hires must pass a background check/drug screen. Qualified applicants with arrest and/or conviction records will be considered for employment in a manner consistent with federal and state laws, as well as applicable local ordinances, including but not limited to the San Francisco and Los Angeles Fair Chance Ordinances.
At Ascent Services Group, we will accommodate the needs of any candidate who requests reasonable assistance under the Americans with Disabilities Act (ADA). To request a reasonable accommodation as you navigate the recruitment process visit our Accommodations page.
Ascent Services Group, as a federal contractor, will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.