Anti-Discrimination Policy

 

I.            Policy Brief & Purpose 

Humanest Foundation is committed to maintaining a workplace free from discrimination, harassment, and unfair treatment. This policy aims to protect employees, customers, and stakeholders by fostering a safe, inclusive, and respectful environment. Humanest Foundation complies with all relevant Indian anti-discrimination laws, including the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013 and provisions under the Indian Constitution that prohibit discrimination. While this policy covers discrimination in all forms, please refer to our Anti-Harassment Policy for specific information regarding harassment, including processes for reporting and handling harassment cases.

II.            Scope 

This policy applies to all employees, contractors, visitors, customers, volunteers, and stakeholders of Humanest Foundation.

III.            Policy Elements 

Discrimination is defined as any negative action or attitude directed at an individual based on protected characteristics. At Humanest Foundation, protected characteristics include:

-          Age

-          Religion

-          Ethnicity or nationality

-          Disability or medical history

-          Marital or civil partnership status

-          Pregnancy, maternity, or paternity status

-          Gender identity or sexual orientation

 IV.            Discrimination and Conduct Expectations 

Humanest Foundation maintains a zero-tolerance stance against discrimination, which can create a hostile work environment. While harassment is addressed in our separate Anti-Harassment Policy, certain behaviours related to discrimination are highlighted here for clarity:

-          Unfair Hiring Practices: Disproportionately disqualifying job candidates based on protected characteristics.

-          Promotion Bias: Bypassing employees for promotions or job advancements without objective, documented, performance-based reasons.

-          Offensive Remarks: Making sexist, racist, or otherwise offensive comments or distributing material that disparages an individual’s ethnicity, religion, or other protected characteristics.

Employees found engaging in discriminatory behaviours will face disciplinary action, which may include reprimand, demotion, or termination, depending on the severity of the offense.

V.            Unconscious Bias and Training 

We recognize that discrimination can sometimes stem from unconscious biases. In these cases, employees will receive training and counselling to promote awareness and correct behaviour. However, repeated discriminatory behaviour or refusal to change will result in further disciplinary action.

VI.            Fairness in Salary Deduction 

Management or senior employees are prohibited from deducting the salaries of junior or subordinate employees for any personal reasons unrelated to company policies on leave, attendance, or performance. Deductions will be based solely on an employee's attendance, leave balance, and official disciplinary processes. Any salary deductions must be transparently calculated and strictly adhere to policy, ensuring no unjust or arbitrary deductions.

VII.            Salary Hike and Fairness

Salary hikes at Humanest Foundation shall be based on individual performance. These hikes will be determined based on measurable factors such as skills, competencies, achievements, and contributions to the organization. Contributions to the organization does not refer to working extra hours or overtime, but rather to the quality and impact of an employee's work, including innovation, problem-solving, teamwork, and achieving key performance goals. Salary increases shall not be granted based on favoritism or attempts to equalize pay scales across employees irrespective of their performance. Pay scales will reflect employees' respective qualifications, responsibilities, and individual contributions to the organization.

VIII.            Actions to Prevent Discrimination 

To uphold fair, lawful, and inclusive workplace conduct, we have implemented the following measures:

-          Using inclusive language in job advertisements and clearly stating our commitment to equal employment opportunities.

-          Establishing formal job-related criteria for hiring, promotion, and rewards based solely on position, qualifications, seniority, and performance, not on protected characteristics.

-          Requiring managers to maintain transparent records of decisions regarding team members and job candidates.

 IX.            Additional anti-discrimination measures include:

-          Adopting hiring practices that reduce bias, such as structured interviews and blind hiring processes.

-          Providing regular training on diversity, communication, and conflict management to enhance collaboration and understanding among employees from diverse backgrounds.

 X.            What to Do in Cases of Discrimination 

If you experience or witness discriminatory behavior, please report it to the Grievance Committee as soon as possible. The Grievance Committee is responsible for reviewing claims, investigating complaints, and determining any necessary disciplinary actions. Punishments for discriminatory behavior will vary based on the severity of the offense. Minor incidents may result in a reprimand, while serious, intentional discriminatory actions, such as bypassing an employee for promotion based on protected characteristics, may result in termination.

Humanest Foundation upholds a strict anti-retaliation policy, ensuring that no employee will face consequences for filing a legitimate claim with the Grievance Committee or a regulatory body, such as the National Human Rights Commission of India.

  XI.            How We Address Discrimination Complaints 

The Grievance Committee at Humanest Foundation is proactive and responsive in identifying potential discrimination. Our methods include:

-          Reviewing similar complaints about individuals or processes to determine whether discrimination is systemic.

-          Tracking metrics, such as hiring data, to identify any patterns of potential bias.

-          Considering public feedback, including testimonials from former employees, visitors, and job applicants.

-          Conducting confidential interviews and gathering relevant information to assess claims accurately.

All complaints will be handled with complete confidentiality, ensuring that the identity of individuals filing complaints remains protected.

At Humanest Foundation, each employee has a responsibility to prevent and address discrimination in the workplace. We encourage all employees to remain mindful of personal biases and to speak up if they experience or witness discrimination. If you have suggestions on enhancing fairness and equality in our workplace, we welcome your input.