Commitment to Non-Discrimination and Anti-Harassment

It is Stericycle's policy to grant equal employment opportunity and non-discrimination to all team members and applicants. We are committed to providing equal opportunity in all areas of employment including but not limited to recruitment, hiring, assignments, transfers, promotions, demotions, compensation, benefits, working conditions and training.   We seek to select the best-qualified individuals based upon job related qualifications, regardless of any protected group status under local, state and federal law. Stericycle does not tolerate any form of discrimination based on protected status, workplace harassment or retaliation. Stericycle provides equal employment opportunity to all employees and applicants without regard to an individual's protected status: race/ethnicity, color, national origin, ancestry, sex/gender, gender identity/expression, sexual orientation, marital/parental status, pregnancy/childbirth or related conditions, religion, creed, age, disability, genetic information, veteran status, or any other protected status.

Stericycle is committed to complying with the Americans with Disabilities Act and the Americans with Disabilities Amendments Act, and applicable state fair employment laws, reasonable accommodations will be provided to qualified individuals with disabilities so that they may perform the essential functions of a job, compete for a job, and enjoy equal benefits and privileges of employment, unless providing such accommodations would create an undue hardship on the company or cause a threat to workplace safety. In addition, Stericycle is committed to providing reasonable accommodations to women with pregnancy related medical conditions or common conditions related to pregnancy which are necessary to perform essential functions of their positions.

If you believe that you need a reasonable accommodation for any part of the employment process, please call 888-879-8107 or email

Stericycle 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.

Affirmative Action Obligations

As a Federal Contractor, Stericycle is required to develop a written Affirmative Action Program which sets forth the policies, practices and procedures that Stericycle is committed to in order to ensure that its policy of nondiscrimination and Affirmative Action employs and advances employment of qualified minorities, women, individuals with disabilities, and protected veterans (including but not limited to, disabled veterans, recently separated veterans, Armed Forces service medal veterans, and active duty wartime or campaign badge veterans). This Affirmative Action Program is available for inspection by any team member or applicant for employment upon request to the Team Member Experience, HR department.