Equality and Diversity Policy


This equal opportunities policy applies to all prospective or current employees of the company, as well as contractors and visitors, who are vulnerable to discriminatory treatment due to certain individual characteristics. 

Policy elements 

Discrimination in the workplace is any kind of direct or indirect negative action or attitude towards an employee that is founded in one or more characteristics of said employee which are subject to protection by law and that might create an intimidating, threatening or uncomfortable environment of employment. 

We will provide equality of opportunity and will not tolerate discrimination on grounds of gender, gender identity, marital status, sexual orientation, race, colour, nationality, religion, age, disability, HIV positivity, working pattern, caring responsibilities, trade union activity or political beliefs – or any other grounds. 

Discrimination can refer to different forms of diversity including but not limiting to: 

a) Gender 

b) sexual orientation 

c) ethnicity or nationality 

d) religion or beliefs 

e) age 

f) disability 

g) medical history 

h) marital status 

Areas where the company will engage in preventive as well as affirmative action to ensure equal opportunity include hiring, training, performance evaluation, promotions, compensation, benefits and termination. The list is by no means exhaustive and any other process or function will also be subject to dictations by law and company policy. 

The company will strictly refrain from demonstrating bias or prejudice towards individual differences which will be valued and protected. People will be given the chance to work in a discrimination-free environment which will help everyone feel that their worth and rights are respected. 


Actions aiming towards equal & diverse opportunity include the following: 

a) promote equality of opportunity and diversity within the communities in which we work and with all our partners and workforce 

b) use of inclusive, diversity-sensitive language in all official documents, signs etc. 

c) modification of structures and facilities to accommodate people with disabilities

d) leave and flexible work arrangement policies to provide for parental, medical or other needs 

e) hiring, training and evaluating processes that do not focus on characteristics irrelevant to employment, job specifications, qualifications, productivity etc. 

f) inclusion of religious or national holidays of all people that are part of the workforce in the company’s official schedule and arrange their leaves upon request 

g) educational sessions and groups on diversity for employees 

h) open door practices to make the reporting of unlawful discriminatory conduct easier 

i) active encouragement of employees to propose improvements 

j) explicit prohibition of discrimination and clearly defined consequences 

Grievance Procedures 

All supervisors and managers are responsible to ensure that policies of equal opportunity are applied at all times and that all procedures and practices are free of discrimination. All staff are obliged to follow legal guidelines and equal opportunity employer principles. In cases when these rules are violated, employees can address the offender directly. If the issue is not resolved they can report to Human Resources department or their immediate supervisor. The report will be investigated as soon as possible and all parties will be listened to. The employee that suffered the offence will be protected against harassment and victimization. 

Disciplinary Consequences 

The party which is guilty of any kind of discriminatory behaviour will be subject to disciplinary repercussions that vary in regards to the severity of the violation. Possible consequences will include reprimand, detraction of benefits for a definite or indefinite time, demotion, suspension or termination for more serious offences. Involuntary or indirect discrimination will be resolved through training, counselling and modification of procedures to ensure fair treatment.