What this policy sets out to do

The objectives of this Equal Employment Opportunity (EEO) and Anti-Discrimination Policy are to ensure that all:

• AMSC employees or potential employees do not suffer unfair discrimination in the workplace.
• Individuals and groups within AMSC work in an environment where all decisions are free of discrimination, where they have equal opportunity based on relevant abilities, skills and merit.
• Employees are encouraged to take positive action towards promoting equal opportunity throughout the organisation.
• Personnel actions such as compensation, benefits, transfers, layoffs, company-sponsored training programs and social and recreational programs are administered on a non-discriminatory basis.
• Application of labour laws is uniformly applied across the organisation.

EEO & provision of services

It refers to the principle which ensures that all employees and potential employees of AMSC are treated equitably regardless of their race, sex or disability. Everyone has an equal chance when applying for jobs, transfers, promotions, training opportunities and in their working conditions. The following activities are conducted in a uniform manner:

• Recruitment procedure and selection criteria, for appointment or engagement of a person as an employee.
• Promotion and transfer of an employee.
• Training and staff development for an employee.
• Terms of employment or any other employee-related activity.

What is workplace discrimination

Discrimination occurs when someone is treated unfavourably because of a certain attribute. Discrimination may involve some or all the following:

• Conduct that can be considered harassing, coercive or disruptive, including sexual harassment.
• Making offensive "jokes" about another worker's clan, ethnic background, colour, sex, appearance or disability.
• Expressing negative stereotypes about groups — e.g. "married women shouldn't be working."
• Judging someone on their political or religious beliefs rather than their work performance.
• Using selection processes based on irrelevant attributes such as ethnic or clan group, age, sex or disability rather than on knowledge, skills and merit.

Parameters of discrimination

AMSC and its employees shall strive to create a workplace that is free from discrimination in employment practices against any potential or existing employee, and shall not discriminate against a person's:

Complaint process & procedures

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 the chairperson of the committee within 5 working days of any such incident of discrimination.

The constitution of the Committee shall be:

• 1Chair of the "EEO & Anti-discrimination" Committee.
• 2Internal officers — 2 members from middle-level management (one female and one male).
• 3HR Department Head, Ace Management System Consultants.

Investigation

Once a complaint has been filed, an investigation is undertaken immediately. Where there is an alleged respondent, the respondent will be notified immediately. The complainant and the respondent will both be interviewed alongside any individual who may be able to provide relevant information.

Where the alleged discrimination is an organisational practice or procedure, that practice or procedure will be investigated immediately. Where the investigation finds systemic discrimination within the organisation, that practice or procedure will be changed promptly.

Mediation

AMSC supports resolving matters through mediation where consistent with organisational duties, obligations and needs. Mediation can only be undertaken voluntarily — if both parties agree to participate, matters may be resolved through mediation once the facts of the case have been determined, or, in rare instances where the incident is an isolated event and the parties do not dispute the facts. AMSC will act diligently to ensure matters are dealt with in a manner that protects the safety of everyone within the organisation.

Timelines

AMSC 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 arrive within 10 working days from the date of filing of the complaint.

Confidentiality & the right to privacy

AMSC will preserve the confidentiality of all individuals involved in a discrimination complaint. Confidentiality may be affected by AMSC's duty to prevent discrimination, and by the alleged respondent's right to know the nature of the complaint made against them and who has made it, so that they can respond.

Fairness

All complaints are investigated in the same manner, with the aim of promoting fairness and equality.

Outcomes & remedies

AMSC will act swiftly to ensure that a discriminatory practice is stopped as soon as possible, and may remedy the situation in several ways. Where the investigation determines 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 concern is to ensure the discrimination ends and to restore workplace harmony.

Appeal process

Within 10 days of the result of the first round of investigation, either the complainant or the respondent may make a written request that the investigation be reviewed, stating which aspect of the investigation is inadequate. The request must be submitted to the Chief Executive of AMSC, who will determine whether the investigation is to be re-opened to address the concerns raised.

Where the appeal is taken up, the investigation will be completed within 15 working days by the same committee, with the inclusion of an independent member. The result of the appeal is binding on the complainant, respondent, and all related parties for all purposes.

Special circumstance & exception

• 1No exception to this policy is allowed.
• 2Any deviation to this policy must be approved by HR. Any changes to the policy must be approved by Legal and Compliance.

Non-compliance & consequence

Any instance of discrimination or favouritism, with proper evidence, that comes to or is brought to the notice of management will be dealt with strictly in accordance with the terms of this policy and any other appropriate policies of the company.