A company is committed to promoting equal employment opportunities and a workplace that is free of all forms of discrimination. Equal opportunity means that all employees experience fairness, impartiality and equal access to all career initiatives in the workspace. A company’s commitment to equal opportunity promotes an inclusive work environment that values and accepts the diverse, cultural and social background of its staff.
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This policy covers rules to be followed with respect to:
Indian constitution encompasses social safeguard measures for all citizens of India in Article 15 and Article 16. Article 15 mandates prohibition of discrimination on grounds of religion, race, caste, sex or place of birth. Article 16 mandates equal opportunity in matters of public employment. Article 16(2) further states that no citizen shall, on grounds only of religion, race, colour, caste, sex, descent, place of birth, residence or any of them, be ineligible for or discriminated against in respect of any employment or office under the State. < Company Name Here > has endeavored to capture the spirit of the above national and international statues in EEO and Anti-Discrimination Policy. < Company Name Here > is committed to promoting equal employment opportunities and a workplace that is free of all forms of discrimination. Equal opportunity means that all staff experience fairness, impartiality and equal access to all career initiatives in the < Company Name Here >. < Company Name Here > commitment to equal opportunity promotes an inclusive work environment that values and accepts the diverse cultural and social backgrounds of its staff.
Applicable to HR and all the employees as well.
This policy is owned by < Name of the Person > and reachable @ < Contact Number > and < email address >
The objectives of this Equal Employment Opportunity (EEO) and Anti-Discrimination Policy are to ensure that all:
It refers to the principle which ensures that all employees and potential employees of < COMPANY NAME HERE > are treated equitably and fairly regardless of their race, sex or disability. Everyone has an equal chance when applying for jobs, IJPs, transfers, promotions, training opportunities and in their working conditions. The following activities shall be conducted in a uniform manner:
Discrimination occurs when someone is treated unfavourably because of a certain attribute. Discrimination may involve some or all of the following:
< Company Name Here > and its employees shall strive to create a workplace that is free from discrimination in their employment practices against any potential or existing employees, and shall not discriminate on a person’s:
A person wishing to make a complaint of discrimination can consult and file a complaint with the EEO & Anti-Discrimination Committee. The complaint should be made in writing and addressed to chairperson of the committee within 5 working days of any such incident of discrimination.
The constitution of the Committee shall be:
1 Chair Person 2 Presiding Officer 3 Internal Officer 4 Supporting Officer 5 Anonymous(Outsider / Lawyer)
Once a complaint has been filed with the EEO & AD Committee:
Once a complaint has been filed, an investigation will be undertaken immediately. In instances where there is an alleged respondent, the respondent will be notified immediately. The complainant and the respondent will both be interviewed along with any individuals who may be able to provide relevant information.
Where the alleged discrimination is an organizational practice or procedure, that practice or procedure will be investigated immediately. Where the investigation finds systemic discrimination within the organization, that practice or procedure will be changed promptly.
< Company Name Here > supports resolving matters through mediation provided that it is consistent with organizational duties, obligations and needs. Mediation can only be undertaken voluntarily. If both parties agree to participate, matters may be resolved through mediation in the following circumstances. Once the matter has been investigated and < Company Name Here > has determined the facts of the case, < Company Name Here > may use mediation to develop appropriate solutions to the complaint; and, in rare instances, where the incident is an isolated event and the parties do not dispute the facts, < Company Name Here > will act diligently to ensure that matters are dealt with in a manner that ensures the safety and protection of everyone within the organization.
< Company Name Here > will investigate all complaints immediately and will work towards the prompt resolution and prevention of discriminatory acts and practices. The first round of investigation and conclusion shall be arrived at within 10 working days from the date of filing of the complaint.
All complaints will be investigated in the same manner with the aim of promoting, fairness and equality.
< Company Name Here > will preserve the confidentiality of all individuals involved in a discrimination complaint. The preservation of confidentiality may be affected by the employer’s duty to prevent discrimination in/at < Company Name Here > and by the alleged respondent’s right to know the nature of the complaint being made against them and who has made it so that they can respond.
If the investigation fails to find evidence to support the complaint, no documentation concerning the complaint will be placed on the file of the respondent. < Company Name Here > will retain all documentation for 12 months for informational purposes in the event that there is an internal appeal or a complaint filed with an outside agency.
< Company Name Here > will act swiftly to ensure that the discriminatory practice is stopped as soon as possible and may remedy the situation in a number of ways. Where the investigation determines that discrimination has occurred or the matter has been successfully mediated, outcomes may include moving the respondent to another department, changing the respondent’s job duties, or a letter of apology. Actions taken to remedy a discriminatory situation should not have a negative effect on the complainant. The main concerns of the employer will be to ensure that the discrimination ends and to restore workplace harmony.
Within 10 days from the result of the first round of investigation, either the complainant or the respondent may make a written request that an investigation be reviewed stating which aspect of the investigation is inadequate. The request must be submitted to CEO of < Company Name Here >, who will determine if the investigation is to be re-opened in order to address the concerns raised.
In case the appeal is taken up, then the investigation shall be completed within 15 working days by the same committee with the inclusion of an independent member. The result of the appeal shall be binding on the complainant, respondent and all related parties concerned for all purposes.
No exception to this policy is allowed. Any Deviation from this policy has to be approved by HR. Any changes to the policy has to be approved by Legal and Compliance.
Any instances of discrimination or favouritism with proper evidence that comes to or is brought to the notice of the management will be dealt with strictly in accordance with the terms of this policy and any other appropriate policies of the company.