Consumer protection · Equal treatment
Non-Discrimination Policy
Respectful service and workplace conduct require clear standards, accessible reporting, fair review, and protection from retaliation.
Open the guideEvidence before reliance
Equal treatment is a service standard and a workplace responsibility.
The source policy covers clients, employees, colleagues, and vendors and addresses discrimination, harassment, sexual harassment, reporting, investigations, corrective action, and retaliation. This rebuild retains those topics while flagging language, protected-class lists, internal roles, and procedural promises that require current Mexican legal and operational review.
Source-informed consumer guide
Open the topics that require current evidence.
The policy below communicates a conduct standard, not a legal opinion or a claim that every property is physically accessible. Confirm applicable law, current reporting contacts, language access, accommodation steps, investigation roles, confidentiality limits, records, and remedies before production publication.
The source states that respectful, professional conduct supports service, productivity, dispute prevention, and reputation. It prohibits discrimination in employment and service and lists protected characteristics including race, color, religion, disability, national origin, sex, pregnancy, age, sexual orientation, gender identity and expression, marital status, and other characteristics protected by applicable law.
The complete protected-class language must be reconciled with current Mexican federal and Baja California Sur requirements. Terms that appear imported from another jurisdiction—such as protected-veteran, genetic-information, and citizenship-status formulations—should not be represented as a complete local legal statement without review.
Equal service also means applying consistent qualification, showing, offer, communication, privacy, and complaint processes while making reasonable communication or access arrangements where required and feasible.
The source prohibits verbal, physical, and visual harassment, discriminatory employment action, epithets, slurs, hostile jokes, stereotyping, intimidation, hostile materials, unwanted sexual advances, requests for sexual favors, sexual comments, degrading imagery, pressure, and offensive physical contact.
The standard applies even when conduct may not reach the legal threshold for an unlawful claim. It should cover offices, property visits, travel, events, electronic messages, social media, and interactions involving clients, vendors, contractors, and other third parties.
The source sentence referring to both welcome and unwelcome conduct appears erroneous. The rebuilt policy uses the durable intent—unwanted or discriminatory conduct is prohibited—while reserving exact legal definitions for qualified review.
The source directs employees to a manager, Human Resources, or a broker and asks supervisors to relay reports. Those roles and current contact channels must exist in practice before they are promised publicly.
A fair process should allow a person to report concerns without confronting the accused, identify conflicts, preserve relevant information, hear affected parties, use proportionate interim measures, and communicate what can lawfully be shared.
Confidentiality cannot be absolute when investigation, safety, due process, legal duties, or corrective action require limited disclosure. Information should be shared only with people who need it for the response.
The source states that discrimination, harassment, and retaliation may lead to corrective action up to termination. The appropriate response depends on the facts, authority, relationship, applicable law, and established procedure.
Retaliation concerns can include adverse assignments, exclusion, threats, pressure, loss of opportunities, hostile communications, or interference with a client or worker who reports or participates in a review.
Good-faith reporting does not require a person to prove a final legal violation before raising a concern. Deliberately false statements and ordinary performance or transaction decisions should be addressed through a documented process rather than assumed from an unfavorable outcome.
Private guidance
Confirm the rule, role, document, and current facts.
Prices may be displayed in DOLLARS (US Currency). Where the signed transaction documents or applicable requirements call for conversion into PESOS, confirm the controlling rate source, date, calculation, and recordation treatment with the responsible notary, closing professional, and qualified advisers. NOM 247 and other applicable rules may require peso-equivalent consumer information using an official exchange rate; the specific contract and current official requirements control.
Additional Non Discrimination Policy information and image references
A closer look at the market, the team, and the communities we know best.
Own in Cabo Real Estate believes that respectful, professional conduct furthers the Company’s mission, promotes productivity, minimizes disputes, and enhances our reputation. Own in Cabo expects every employee to show respect for all of our colleagues, customers, and vendors. Any form of discrimination is a form of misconduct that destroys our work environment and undermines the integrity of the employment relationship. The Company is committed to providing access for all people regardless of race, religion, handicap, income, gender or any other form of discrimination. We take it very seriously to provide a work environment that is free of unlawful discrimination, including harassment that is based on any legally protected status. The Company will not tolerate any form of discrimination or harassment that violates this policy.
Own in Cabo does not discriminate in employment opportunities or practices on the basis of race, color, religion, disability, national origin, genetic information, sex (including pregnancy), age, sexual orientation, gender (including gender identity and expression), marital status, protected veterans status, citizenship status or any other characteristic protected by applicable law.
Our policy of Non-discrimination in service and employment is defined as all people are equal in the eyes of our company.
Employees with questions or concerns about any type of discrimination in the workplace are encouraged to bring these issues to the attention of their Manager or the Human Resources department. Employees can voice concerns and submit reports without fear of retaliation. Any Own in Cabo employee found to be engaging in any type of unlawful discrimination will be subject to disciplinary action, up to and including termination of employment.
We will provide a safe and pleasant environment where everyone is treated with fairness and respect. It is against Company policy for any employee to verbally or physically harass or discriminate against any client or another employee on the basis of an individual’s race, color, religion, national origin, genetic information, sex (including pregnancy), age, sexual orientation, gender (including gender identity and expression), marital status, protected veterans status, citizenship status or any other characteristic protected by applicable law. Harassment of anyone in the workplace by any third party will not be tolerated either. Any employee who violates the company policy against harassment will be subject to corrective action, up to and including termination.
The conduct prohibited by this policy, whether verbal, physical, or visual, includes any discriminatory employment action and any welcome or unwelcome conduct that is inflicted on someone because of that individual’s protected status. Among the types of conduct prohibited by this policy are epithets, slurs, jokes, negative stereotyping, intimidating acts, and the circulation or posting of written or graphic materials that show hostility toward individuals because of their protected status. The company prohibits that conduct in the workplace, even if the conduct is not sufficiently severe or pervasive to constitute unlawful harassment.
Sexual harassment is defined as unwelcome sexual advances; requests for sexual favors and other verbal or physical conduct where:
- Submission to such conduct is either an explicit or implicit condition of employment.
- Submission to, or rejection of, such conduct is used as the basis for employment decisions affecting the person involved.
- Such conduct has the purpose or effect of substantially interfering with an individual’s work performance or creating an intimidating, hostile or offensive work environment.
This policy forbids harassment based on gender regardless of whether the offensive conduct is sexual in nature and regardless of whether it rises to the level of a legal violation. Any unwelcome conduct based on gender is also forbidden by this policy regardless of whether the individual engaged in harassment and the individual being harassed are of the same or are of different genders.
Examples of gender-based harassment forbidden by this policy include (1) offensive sex-oriented verbal kidding, teasing or jokes; (2) repeated unwanted sexual flirtations, advances or propositions; (3) verbal abuse of a sexual nature; (4) graphic or degrading comments about an individual’s appearance or sexual activity; (5) offensive visual conduct, including leering, making sexual gestures, the display of offensive sexually suggestive objects or pictures, cartoons or posters; (6) unwelcome pressure for sexual activity; (7) offensively suggestive or obscene letters, notes or invitations; or (8) offensive physical contact such as patting, grabbing, pinching, or brushing against another’s body.
Any employee who believes he or she has experienced or witnessed any conduct that is in violation of this policy should report that concern to the Broker immediately.
Complaints may be made orally or in writing. If a complaint is made orally, the employee may be asked for a written statement during the investigation. All complaints, to the extent possible, should include dates, times, location, details of the incident(s), names of the individuals involved and the names of witnesses to the incident(s). All complaints will be forwarded immediately to Broker. Any supervisor who is aware of conduct inconsistent with this policy or who receives or learns of a report of conduct inconsistent with this policy must report such conduct immediately to Broker.
All reports describing conduct that is inconsistent with this policy will be investigated promptly and thoroughly. Employees are required to cooperate in investigations. The Company is committed to maintaining confidentiality to the extent possible. The Company will take all reasonable measures to ensure that the situation is divulged only to those with a need to know.
We will not tolerate any harassment or discrimination in violation of this policy. If an investigation reveals that a violation of this policy or other inappropriate conduct has occurred, then the Company will take corrective action, including discipline, up to and including termination of employment, as is appropriate under the circumstances, regardless of the job positions of the parties involved. The Company may discipline an employee for any inappropriate conduct discovered in investigating reports made under this policy, regardless of whether the conduct amounts to a violation of law. If the person who engaged in conduct in violation of this policy is not a Own in Cabo employee, then we will take whatever corrective action is reasonable and appropriate under the circumstances.
Retaliatory treatment of any employee for reporting discrimination, harassment or other prohibited behavior or for cooperating in a harassment investigation is strictly forbidden. All employees who experience or witness any conduct they believe to be retaliatory should immediately report such conduct to their broker.
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