Objective, Scope and Applicability
Objective
Indian constitution encompasses social safeguard measures for all citizens of India in Article 15 and Article 16:
- Article 15 mandates the 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.
FTPL has endeavored to capture the spirit of the above national and international statutes in the EEO and Anti-Discrimination Policy. FTPL 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 FTPL. FTPL's commitment to equal opportunity promotes an inclusive work environment that values and accepts the diverse cultural and social backgrounds of its staff.
Scope and Applicability
The Policy applies to all directors, officers, employees, consultants, and contractors of FTPL. Each such person agrees to be bound by the provisions of this Policy upon notification.
Standards in Providing or Accepting Gifts or Hospitality
Directors, officers, employees, consultants and contractors, and their families will not give or accept gifts, gratuities, or entertainment in relation to FTPL or its business that may conflict with the provisions of this Policy. Requirements:
- The gift/hospitality is not given or accepted with the intention of influencing a party
- The gift or hospitality is customary to the industry
- The gift or hospitality does not violate any local laws
- Any gift or hospitality given is provided in the name of the Company
- The gift or hospitality does not include cash or a cash equivalent
- The gift or hospitality is of an appropriate type and value
- The gift or hospitality would be considered appropriate by an independent third party
- The gift/hospitality is given or accepted openly and not secretly
Policy and Process
Objective
The objectives of this EEO and Anti-Discrimination Policy are to ensure that:
- All employees or potential employees do not suffer unfair discrimination
- All individuals work in an environment where decisions are free of discrimination
- Employees are encouraged to take positive action towards promoting equal opportunity
- Personnel actions will be administered on a non-discriminatory basis
- Application of labor laws to be uniformly applied
EEO and Provisions of Service
Equal opportunity ensures all employees and potential employees are treated equitably regardless of race, sex or disability. Activities conducted uniformly:
- Recruitment procedure and selection criteria
- Promotion and transfer
- Training and staff development
- Terms of employment or any other employee-related activity
What is Workplace Discrimination?
Discrimination occurs when someone is treated unfavorably because of a certain attribute:
- Conduct that can be considered harassing, coercive or disruptive, including sexual harassment
- Making offensive jokes about another worker's background
- Expressing negative stereotypes about particular groups
- Judging someone on political or religious beliefs rather than work performance
- Using selection processes based on irrelevant attributes
Parameters of Discrimination
FTPL shall not discriminate on a person's:
- Age, Colour, Cultural or social beliefs, Educational Background
- Race/ethnicity/nationality, Spiritual/traditional beliefs, Political opinion
- Physical features or disabilities, Gender identity and expression
- Marital status, Pregnancy, Breastfeeding, Sexual orientation
- Health or disability, Medical record, HIV status
- Family responsibilities, Trade Union membership
Complaint Process and Procedures
A person wishing to make a complaint of discrimination can consult and file a complaint with the CEO or COO of the Company within 5 working days of any such incident.
Process: Once complaint filed, investigation undertaken immediately. Both complainant and respondent interviewed.
Mediation: FTPL supports resolving matters through voluntary mediation.
Timelines: First round of investigation and conclusion within 10 working days.
Fairness: All complaints investigated in the same manner.
Confidentiality: FTPL preserves confidentiality of all individuals. Documentation retained for 12 months.
Outcomes and Remedies: May include moving respondent to another department, changing job duties, or letter of apology.