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Corporate Social Responsibility

Corporate Social Responsibility

un global compact

Quest International Supports the UN Global Compact

Quest International is dedicated to social responsibility and environmental sustainability. In 2010, Quest established ISO 14001:2015, a family of global standards related to environmental management that exists to help organizations minimize how their operations negatively affect the environment; comply with applicable laws, regulations, and other environmentally oriented requirements. This important certification is maintained through regular, third-party audits.

Quest International prides itself on continuous improvement and to further its commitment to social responsibility, Quest joined the UN Global Compact in 2021. Founded at the UN Headquarters in July 2000, the aim of the UN Global Compact is to mobilize a global movement of sustainable companies to implement universal sustainability principles and to take steps to support UN goals in the areas of human rights, labor, the environment and anti-corruption. It is the world's largest corporate social sustainability initiative with 13,000 corporate participants and other stakeholders in over 170 countries. Click here to visit Quest's company profile page on the UN Global Compact website, and for more information on the UN Global Compact and its Ten Principles, please click here.

Policy on Respect for Human Rights

Quest’s policy on respect for human rights stipulates respect for basic human rights and opposes child labor and forced labor. We embrace basic human rights, individuality, privacy, and a diverse set of values from all individuals, and refrain from human rights violations such as physical violence, sexual harassment, abuse of power (workplace bullying or harassment), and discriminatory remarks and actions against race, religion, gender, nationality, physical or mental disability, age, and sexual orientation.

We communicate regularly with stakeholders in order to comply not only with the laws and regulations of countries and regions in which we operate, but also with the international principles on human rights and demand our suppliers to take actions against basic human rights violations. We recognize the importance of implementing our human rights policies not only within the company but also throughout our supply chain.

Corporate Health & Safety Policy

Quest is committed to protecting both people and property. Management provides and maintains a safe and healthy work environment, in accordance with industry standards and in compliance with legislative requirements. We strive to eliminate any foreseeable hazards which may result in property damage, accidents, or personal injury/illness. We recognize that the responsibility for health and safety are shared. All employees are equally responsible for minimizing accidents within our facilities and on our work sites. Accidental loss can be controlled through good management in combination with active employee involvement. Safety is the direct responsibility of all managers, supervisors, employees, and contractors. All management activities comply with company safety requirements as they relate to planning, operation and maintenance of facilities and equipment. All employees are to perform their jobs properly in accordance with established procedures and safe work practices.

Affirmative Action & Equal Employment Opportunity Policy

Affirmative Action

It is the policy of Quest International to provide equal employment opportunities without regard to race, color, religion, sex, national origin, age, disability, marital status, veteran status, sexual orientation, genetic information or any other protected characteristic under applicable law. This policy relates to all phases of employment, including, but not limited to, recruiting, employment, placement, promotion, transfer, demotion, reduction of workforce and termination, rates of pay or other forms of compensation, selection for training, the use of all facilities, and participation in all company-sponsored employee activities. Provisions in applicable laws providing for bona fide occupational qualifications, business necessity or age limitations will be adhered to by the company where appropriate.

As part of the company's equal employment opportunity policy, Quest will also take affirmative action as called for by applicable laws and Executive Orders to ensure that minority group individuals, females, disabled veterans, recently separated veterans, other protected veterans, Armed Forces service medal veterans, and qualified disabled persons are introduced into our workforce and considered for promotional opportunities.

Employees and applicants shall not be subjected to harassment, intimidation or any type of retaliation because they have (1) filed a complaint; (2) assisted or participated in an investigation, compliance review, hearing or any other activity related to the administration of any federal, state or local law requiring equal employment opportunity; (3) opposed any act or practice made unlawful by any federal, state or local law requiring equal opportunity; or (4) exercised any other legal right protected by federal, state or local law requiring equal opportunity.

The above-mentioned policies shall be periodically brought to the attention of supervisors and shall be appropriately administered. It is the responsibility of each supervisor of the company to ensure affirmative implementation of these policies to avoid any discrimination in employment. All employees are expected to recognize these policies and cooperate with their implementation. Violation of these policies is a disciplinary offense.

Equal Employment Opportunity

Quest International is an equal opportunity employer. In accordance with anti-discrimination law, it is the purpose of this policy to effectuate these principles and mandates. Quest prohibits discrimination and harassment of any type and affords equal employment opportunities to employees and applicants without regard to race, color, religion, sex, national origin, disability status, protected veteran status, or any other characteristic protected by law. Quest conforms to the spirit as well as to the letter of all applicable laws and regulations.


The policy of equal employment opportunity (EEO) and anti-discrimination applies to all aspects of the relationship between Quest and its employees, including:

    Working conditions
    Wages and salary administration
    Employee benefits and application of policies

The policies and principles of EEO also apply to the selection and treatment of independent contractors, personnel working on our premises who are employed by temporary agencies and any other persons or firms doing business for or with Quest.

The officers of the Company will be responsible for the dissemination of this policy. Directors, managers and supervisors are responsible for implementing equal employment practices within each department. The HR department is responsible for overall compliance and will maintain personnel records in compliance with applicable laws and regulations.

Quest administers our EEO policy fairly and consistently by:

    Posting all required notices regarding employee rights under EEO laws in areas highly visible to employees.
    Advertising for job openings with the statement: "We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status, or any other characteristic protected by law."
    Posting all required job openings with the appropriate state agencies.
    Forbidding retaliation against any individual who files a charge of discrimination, opposes a practice believed to be unlawful discrimination, reports harassment, or assists, testifies or participates in an EEO agency proceeding.
    Requires employees to report to a member of management, an HR representative or the general counsel any apparent discrimination or harassment. The report should be made within 48 hours of the incident.
    Promptly notifies the general counsel of all incidents or reports of discrimination or harassment and takes other appropriate measures to resolve the situation.


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