番茄视频app

1. POLICY STATEMENT

1.1 番茄视频app(鈥淗ALO鈥�, 鈥淐harity鈥�, 鈥渨e鈥�) is committed to promoting equality, diversity, and inclusion. This policy represents HALO鈥檚 commitment to take a cohesive and coordinated approach to equality, diversity and inclusion and to strengthen efforts to promote these within the organisation and across all areas of HALO鈥檚 work.

2. SCOPE

2.1 This policy applies to all individuals working at all levels and grades of HALO, or any other person associated with HALO or its subsidiary, wherever located (鈥榚mployee鈥� or 鈥榮taff鈥�). This policy covers all persons of concern to HALO, and applies to all operations and headquarters in all areas of HALO鈥檚 work.

2.2 This policy should be read, implemented and reviewed with reference to all other relevant HALO policies, procedures and documents in place, including but not limited to:

• Code of Conduct
• Safeguarding Policy
• External Complaints Policy
• Whistleblowing Policy
• Recruitment Policy

3. DEFINITIONS

3.1 Equal Opportunities: The prevention, elimination or regulation of discrimination between persons on grounds of protected characteristics. Under UK legislation, protected characteristics are age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation.

3.2 Diversity: Diversity is all the ways we differ. Diversity includes differences such as gender, age, nationality, race, ethnicity, ability, sexual orientation, socio鈥恊conomic status, religious beliefs, political opinions, or other ideologies. These differences can make people more or less vulnerable and will impact a person鈥檚 needs, abilities, and priorities.

3.3 Inclusion: Inclusion is an organisational effort and practice in which different groups or individuals are culturally and socially accepted, and equally treated. Inclusion occurs when diverse people feel valued and respected, have access to opportunities and resources, and can contribute their perspectives and talents to improve their organisation.

3.4 Gender and Diversity Sensitive: An approach that takes into consideration the differentiated impact explosive risks and the response of mine action organisations have on diverse groups of people. It addresses gender norms, roles and access to resources to reach project goals.

4. GUIDING PRINCIPLES

4.1 HALO鈥檚 mission is to protect lives and restore the livelihoods of those affected by conflict. HALO recognises that a diverse workforce and inclusive interactions with all stakeholders are vital to achieving HALO鈥檚 mission and that all interactions should be based in mutual respect.

4.2 HALO recognises the importance of inclusivity in conflict and post鈥恈onflict settings and seeks to ensure that under鈥恟epresented groups, including women and minorities, are active participants in peace and security efforts.

4.3 HALO鈥檚 operations should do no harm and must be conflict sensitive.

4.4 HALO is committed to ensuring that it provides a safe and trusted environment which safeguards and promotes the welfare and wellbeing of anyone who comes into contact with the Charity, including beneficiaries, staff and volunteers.

4.5 HALO recognises its responsibility to act in compliance with all legal requirements in its areas of operations and under international human rights law.

5. COMMITMENTS

HALO is committed to:

5.1.1 Continuing to strengthen efforts to promote equality, diversity, and inclusion within our organisation and ensure equal opportunity for all employees, regardless of diversity status.

5.1.2 Building a representative and diverse workforce, including senior leadership. HALO will make every effort to reach gender equality across all programmes and levels of management, while recognising that in some countries there are cultural, political and/or security barriers, which might affect this goal. HALO will work to increase representation of
marginalised or under鈥恟epresented groups in its workforce.

5.1.3 Implementing appropriate measures to address imbalances in the workforce profile and promoting inclusion of under鈥恟epresented groups. These actions shall not be deemed discriminatory.

5.1.4 Facilitating the hiring and retention of under鈥恟epresented groups through tracking employee recruitment, retention, pay, training, promotions, barriers to entry, and reasons for exit.

5.1.5 Paying employees equal salary for work of equal value.

5.1.6 Not discriminating, directly or indirectly, against any member of staff including in recruitment, promotion, performance management, training and development.

5.1.7 Including diversity considerations through all relevant strategic planning documents, including the business plan and annual plans.

5.1.8 Reinforcing equality, diversity, and inclusion through all of its operations and programming, including design and implementation.

5.1.9 Ensuring all donor proposals are diversity sensitive and take into account the different needs of all groups.

5.1.10 Conducting context analyses, which include diversity and conflict sensitivity, and using this information to inform programme design.

5.1.11 Ensuring all data collected by HALO is disaggregated by gender, age group, and other relevant factors and analysed for relevant differences.

5.1.12 Ensuring all interactions with affected communities are open and inclusive with meaningful participation of diverse groups throughout the project cycle, including in planning, prioritisation, survey, clearance, and handover.

5.1.13 Employing materials and messages that respond to the needs of and highlight the capabilities of different at risk groups in all community facing activities, including Explosive Ordnance Risk Education (EORE).

5.1.14 Employing mixed gender teams for community facing activities, including EORE and Non鈥怲echnical Survey (NTS), wherever possible.

5.1.15 Implementing diversity sensitive monitoring and evaluation, including by using diversity sensitive indicators to monitor impact on different groups.

5.1.16 Ensuring external advocacy, policy, recruitment, and communications uphold HALO鈥檚 commitment to equality and diversity. This includes using positive and inclusive language and images, avoiding stereotypes, and amplifying rather than replacing the voices of vulnerable groups.

5.1.17 Ensuring that partner organisations and subcontractors operate in line with HALO鈥檚 guiding principles for diversity and inclusion, and/or support partners in developing their capacity in operating in respect of diversity principles.

6. RESPONSIBILITIES

6.1 All employees irrespective of their position in HALO are expected to promote equality and diversity in support of this policy. This applies in the workplace in any work鈥恟elated context (when dealing with beneficiaries, visitors, partners or other work鈥恟elated contacts) and on work鈥恟elated trips or events including social events.

6.2 Every employee will:

• Treat others with dignity;
• Co鈥恛perate fully with measures introduced by HALO to ensure equality of
  opportunity and celebration of diversity;
• Identify and inform management of any suspected discriminatory act or practice;
• Ensure that the principles of equality and diversity are applied in all dealings with
  members of the public, partners and beneficiaries;

6.3 Employees will not:

• Instruct, or pressure others to discriminate unfairly, or discriminate themselves in
  response to such instructions or pressure; and
• Victimise anyone who has made a complaint alleging that unlawful discrimination
  may have taken place.
  
  

7. BREACHES OF THE POLICY

7.1 HALO takes a strict approach to breaches of this policy. Such beaches will be dealt with in accordance with HALO鈥檚 disciplinary procedure and may amount to misconduct resulting in dismissal.

7.2 Employees who believe that they have suffered discrimination can raise the matter though HALO鈥檚 grievance procedure. Complaints will be treated in confidence and investigated as appropriate.

7.3 There must be no victimisation or retaliation against employees who complain about discrimination. However, making a false allegation deliberately and in bad faith will be treated as misconduct and dealt with under HALO鈥檚 disciplinary procedure.

8. IMPLEMENTATION AND ACCOUNTABILITY MECHANISMS

8.1 A copy of this policy will be published on the HALO website. HALO will promote this policy to all employees via its induction programme and through training for all employees. Training will be provided in the local language and made accessible to all employees. All staff will be given the appropriate training in order to carry out their responsibilities in implementing this policy. Targeted training relating to emerging diversity and inclusion issues will be provided
as required.

8.2 This policy will be supported by a diversity and inclusion action plan, which is to be reviewed and updated regularly.

8.3 The Senior Management Team have overall responsibility for the effective operation of this policy and for ensuring compliance with applicable laws. Directors will therefore actively promote and encourage the cooperation, involvement and participation of all staff and contractors in the implementation of this policy. All employees have personal responsibility for the practical application of this policy.

8. REVIEW OF THIS POLICY

Effective from 23rd February 2021. This policy will be reviewed at least annually by the Trustees or more frequently if required.