What We Believe

At Pioneering Futures, we are committed to serving the needs of disadvantaged adolescent Future Pioneers. Additionally, we are grateful for the support of our community, volunteers, and donors. Our commitment to doing what is right, ethical, and in alignment with good governance provides Pioneering Futures advocates with understanding and peace of mind.

Diversity, Equity, Inclusion, and Belonging (DEIB)

We believe that by investing in an inclusive culture, we will attract the best and brightest talent, leading to more innovative solutions for our valued customers.  Building and sustaining an inclusive and diverse culture is essential for business success, and it is the right thing to do. We will continue to make our organization a trusted place to have complex, and sometimes difficult, conversations about diversity and inclusion. We will create and maintain environments, platforms, and forums where our people feel comfortable reaching out to their colleagues to gain greater awareness of each other’s experiences and perspectives. By encouraging an ongoing dialogue and not tolerating any incongruence with these values of openness, we are building trust, encouraging compassion and open-mindedness, and reinforcing our commitment to a culture of inclusivity. This is who we are at Pioneering Futures:

  • We believe in an inclusive work environment where employees are welcomed, valued, respected, and heard.

  • We believe that employees will be provided a safe work environment.

  • We believe that diversity brings strength.

  • We believe in equality of opportunity free from discrimination.

  • We believe in hiring and promoting the most qualified candidate.

  • We believe in employee development at all levels of the organization.

  • We believe in the power of belonging as an integral component in achieving diversity & inclusion and business success.

Conflict of Interest Policy

Employees and board members have an obligation to conduct business within guidelines that prohibit actual or potential conflicts of interest. This policy establishes only the framework within which Pioneering Futures wishes its business to operate. The purpose of these guidelines is to provide general direction so that board members and employees can seek further clarification on issues related to the subject of acceptable standards of operation.

An actual or potential conflict of interest occurs when a board member or an employee is in a position to influence a decision that may result in personal gain or gain for a relative as a result of Pioneering Futures’ business dealings. For the purpose of this policy, a relative is any person who is related by blood or marriage, or whose relationship with the board member or employee is similar to that of persons who are related by blood or marriage.

No presumption of a conflict is created by the mere existence of a relationship with outside firms. However, if a board member or an employee has any influence on any material business transactions, it is imperative that he or she discloses to an officer of the organization as soon as possible the existence of any actual or potential conflict of interest so that safeguards can be established to protect all parties.

Personal gain may result not only in cases where a board member, an employee, or a relative has a significant ownership in a firm with which Pioneering Futures does business, but also when a board member, an employee, or a relative receives any kickback, bribe, substantial gift, or special consideration as a result of any transaction or business dealings involving Pioneering Futures.

Whistleblower Protection

I. Pioneering Futures will not retaliate against a whistleblower. This includes, but is not limited to, protection from retaliation in the form of an adverse employment action such as termination, compensation decreases, or poor work assignments and threats of physical harm. Any whistleblower who believes he/she is being retaliated against must contact Human Resources/Executive Director immediately. The right of a whistleblower for protection against retaliation does not include immunity for any personal wrongdoing that is alleged and investigated.

II. Whistleblower protections are provided in two important areas: confidentiality and retaliation. Insofar as possible, the confidentiality of the whistleblower will be maintained. However, identity may have to be disclosed to conduct a thorough investigation, to comply with the law, and to provide accused individuals their legal rights of defense.

III. Individuals protected include:
a. the employee, or a person acting on behalf of the employee, who reports to a public body or is about to report to a public body a matter of public concern; or
b. the employee who participates in a court action, an investigation, a hearing, or an inquiry held by a public body on a matter of public concern.

IV. The organization may not discharge, threaten, or otherwise discriminate against an employee regarding the employee’s compensation, terms, conditions, location, or privileges of employment.

V. The organization may not disqualify an employee or other person who brings a matter of public concern, or participates in a proceeding connected with a matter of public concern, before a public body or court, because of the report or participation, from eligibility to bid on contracts with the organization; receive land under a district ordinance; or receive another right, privilege, or benefit.

VI. The provisions of this policy do not:
a. require the organization to compensate an employee for participation in a court action or in an investigation, hearing, or inquiry by a public body;
b. prohibit the organization from compensating an employee for participation in a court action or in an investigation, hearing, or inquiry by a public body;
c. authorize the disclosure of information that is legally required to be kept confidential; or d. diminish or impair the rights of an employee under a collective bargaining agreement.

VII. Limitation to protections
a. A person is not entitled to the protections under this policy unless he or she reasonably believes that that information reported is, or is about to become, a matter of public concern; and reports the information in good faith.

b. A person is entitled to the protections under this policy only if the matter of public concern is not the result of conduct by the individual seeking protection, unless it is the result of conduct by the person that was required by his or her employer.

c. Before an employee initiates a report to a public body on a matter of public concern under this policy, the employee shall submit a written report concerning the matter to the organization’s chief executive officer. However, the employee is not required to submit a written report if he or she believes with reasonable certainty that the activity, policy, or practice is already known to the chief executive officer; or that an emergency is involved.