Download Policy for equality

Policy for equality
Policy for equality
Contents
Contents ................................................................................................................................................................. 2
1.
Scope and responsibilities ........................................................................................................................... 3
1.1.
Scope.................................................................................................................................................... 3
1.2.
Responsibilities .................................................................................................................................... 3
1.2.1. Collaboration................................................................................................................................... 3
1.2.2. Central and local responsibilities .................................................................................................... 3
1.2.3. Manager/supervisor......................................................................................................................... 3
1.2.4. Employees ....................................................................................................................................... 3
1.2.5. Union organisation .......................................................................................................................... 4
2.
Purpose and objective ................................................................................................................................. 4
3.
Definitions and explanations....................................................................................................................... 4
4.
Policy ............................................................................................................................................................ 5
5.
Rules and guidelines .................................................................................................................................... 5
5.1.
Discrimination ..................................................................................................................................... 6
5.2.
Victimisation/harassment..................................................................................................................... 6
5.3.
Sexual orientation, transgender identity or expression........................................................................ 6
5.4.
Disability.............................................................................................................................................. 6
5.5.
Age and gender .................................................................................................................................... 7
5.6.
Ethnic background and religion........................................................................................................... 7
5.7.
Information and training...................................................................................................................... 7
6.
Follow-up and breaches .............................................................................................................................. 8
7.
Approval, additions and deviations............................................................................................................ 8
Policy for equality
Entry into force: 01 Nov 2011
Policy number: KP.03.03
Document owner: HR specialist Work Environment and Health
2
1.
Scope and responsibilities
1.1. Scope
This policy applies to all companies and employees within the Axfood Group.
1.2. Responsibilities
1.2.1. Collaboration
The employer, union organisations and employees will work actively together to ensure a
workplace that is equal, that has a diverse range of people with different backgrounds and
experiences, and that is free from discrimination and harassment.
1.2.2.
Central and local responsibilities
The Head of Negotiation and Remuneration has overall responsibility for this policy.
Based on this policy, the company’s HR manager is to ensure that the company has:
•
Action plans that include activities to support equality work
•
Procedures for preventing and providing against any employee being subject to
discrimination, harassment or reprisals in relation to gender, transgender identity, age,
disability, sexual orientation or expression, skin colour, national or ethnic origin,
religion or other faith
•
An attitude that encourages a working climate of inclusion and respect
1.2.3. Manager/supervisor
The manager/supervisor is responsible for compliance and for implementing the practical
work of the policy.
The manager/supervisor is also responsible for actively following up the work, see more in
the section 5.
1.2.4. Employees
All employees must actively work to ensure an organisational culture that is equal and that
promotes a sense of security and a workplace free from prejudice.
Employees are obliged to follow the guidelines required to maintain a good working
environment (The employee shall assist in work relating to the working environment and shall
take part in the implementation of the measures needed in order to achieve a good working
environment, Swedish Work Environment Act, SFS 1977:1160, 3:4).
That includes the guidelines in this policy.
Policy for equality
Entry into force: 01 Nov 2011
Policy number: KP.03.03
Document owner: HR specialist Work Environment and Health
3
1.2.5. Union organisation
The role of the union organisations is, based on their experience and knowledge, to work
actively to ensure a workplace that is equal, that has a diverse range of people with different
backgrounds and experiences, and that is free from discrimination and harassment, by:
•
being familiar with the equality policy, legislation and what it means
•
working with the employer with a view to ensuring policy compliance
•
being able to give support and information about employees’ rights and obligations.
2.
Purpose and objective
The purpose of this policy is to clarify Axfood’s stance on equality and to clearly set out the
division of responsibility between the various functions/bodies within the Group.
The objective is to guide the actions of the companies and facilitate their everyday work on
equality.
3.
Definitions and explanations
Equality in working life means that everyone, irrespective of gender, has the same
opportunities, rights and obligations in regard to work, employment terms, working
conditions and development opportunities at work.
Ethnicity relates to an individual’s national and ethnic origin, skin colour or similar factor.
Everyone has one ethnicity or more. Ethnicity is based on self-identification, which means
that the individual defines his or her own ethnicity.
Sexual orientation means homosexuality, bisexuality and heterosexuality.
Transgender identity or expression means that someone does not identify themselves as a
woman or a man, or that someone, through their clothing or in some other way, expresses
identification with a gender other than their biological gender.
Disability refers to a person’s lasting physical, mental or learning limitations due to injury or
illness that occurred at birth, has occurred since birth or may be expected to occur.
Age refers to the number of years that a person has lived.
Policy for equality
Entry into force: 01 Nov 2011
Policy number: KP.03.03
Document owner: HR specialist Work Environment and Health
4
Victimisation means repeated unacceptable or negative actions that are aimed at an individual
employee in an abusive manner and that could lead to that person being placed outside the
social circle in the workplace.
Victimisation can include adult bullying, mental abuse, social exclusion and other types of
harassment such as sexual harassment. Such discriminatory actions might be carried out by
employees or by managers/supervisors.
4.
Policy
All forms of discrimination are forbidden.
We want to have proud and committed employees who feel good and enjoy their work.
We are in no doubt that a workplace that embraces diversity, whether of circumstance,
gender, ethnicity, age or experience, and that is free from discrimination or harassment creates
a good, developmental working environment, where employees’ skills are put to good use and
developed and the company’s customer offering and profitability are improved.
5.
Rules and guidelines
We work actively and systematically to achieve a mixed staff profile overall. This applies to
all workplaces at all levels.
We are target-driven and systematic in recruiting from the whole workforce and we work
objectively on selection, free from prejudice and stereotyping.
We are proactive in our work on the environment and corporate social responsibility, as part
of which we have a Code of Conduct and a Sustainability Programme which this policy has
also taken into account. Find more information about this under CSR on Axfood’s website at
www.axfood.se.
We follow all legislation, regulations and agreements in this area, including:
•
The Swedish Discrimination Act (SFS 2008:567)
•
The Swedish Work Environment Act (SFS 1977:1160)
•
The Swedish Ordinance on Victimisation at Work (AFS 1993:17)
•
The Swedish Prohibition of Discrimination of Employees Working Part Time and
Employees with Fixed-term Employment Act (2002:293)
•
The Swedish Parental Leave Act (SFS 1995:584)
•
Current collective agreements
Targets in this area are outlined in the Employee Guide.
Policy for equality
Entry into force: 01 Nov 2011
Policy number: KP.03.03
Document owner: HR specialist Work Environment and Health
5
5.1. Discrimination
All forms of discrimination are forbidden. This means that nobody may be discriminated
against on the grounds of gender, transgender identity, age, disability, sexual orientation or
expression, skin colour, national or ethnic origin, religion or other faith.
Any complaints to the Equality Ombudsman (DO) must always be followed up and analysed
with a view to preventing discrimination.
5.2. Victimisation/harassment
All forms of victimisation/harassment in the workplace are forbidden. Any complaints to the
Equality Ombudsman (DO) must always be followed up and analysed with a view to
preventing victimisation/harassment.
Victimising behaviour or conduct can never be accepted, no matter who is involved or who is
affected. Every employee must play their part in ensuring a good climate in the workplace and
across the whole Group.
Each company must have procedures in place to prevent and provide against any employee
being subject to discrimination, harassment or reprisals in relation to gender, age, sexual
orientation, transgender identity or expression, skin colour, ethnic origin, religion or other
faith.
Every workplace must embody an attitude that encourages a working climate of inclusion and
respect.
5.3. Sexual orientation, transgender identity or expression
Nobody is to be subjected to sexual harassment or other victimisation/harassment on the
grounds of their sexual orientation.
Nobody should be made to feel uncomfortable due to slogans, images or texts that are
displayed or visible in the workplace.
It is not acceptable to harass or discriminate against someone who does not identify
themselves as a woman or a man, or who, through their clothing or in some other way,
expresses identification with a gender other than their biological gender.
5.4. Disability
Discrimination on the grounds of disability is not permitted.
Policy for equality
Entry into force: 01 Nov 2011
Policy number: KP.03.03
Document owner: HR specialist Work Environment and Health
6
5.5. Age and gender
Discrimination on the grounds of age is not permitted.
Sexual harassment or victimisation/harassment on the grounds of gender is not permitted.
Nobody should be made to feel uncomfortable due to slogans, images or texts that are
displayed or visible in the workplace.
The working environment and working conditions (physical, mental and organisational) must
be adapted to both women and men and, if specific needs arise, measures must be taken to the
extent that this is practicable considering our resources and circumstances in general.
Pay differences due to gender are not permitted. A statutory systematic review is conducted to
ensure that no baseless pay differences occur between women and men. For more
information, see the policy on pay as described in the Employee Guide.
We will work actively to make it easier, in various ways, for women and men to combine
parenting and working life. Working conditions are to be such that parents’ work can be
reconciled with their parental responsibilities. This applies to working hours, staff
conferences, meetings, training and travel. It is particularly important that both women and
men are given the opportunity to take parental leave or take leave for the care of a child.
5.6. Ethnic background and religion
Discrimination on the grounds of ethnic background and/or religion is not permitted.
Working conditions are to be such that they are suitable for all employees, irrespective of
ethnic and cultural background, religion or other faith.
5.7. Information and training
All employees must be familiar with their company’s policy and action plans, and these are to
be made easily available to employees.
Managers and supervisors must be given training and guidance on issues concerning labour
law and regulations, and the way that different working conditions affect people’s
experiences, teamwork and risks of conflict.
Policy for equality
Entry into force: 01 Nov 2011
Policy number: KP.03.03
Document owner: HR specialist Work Environment and Health
7
6.
Follow-up and breaches
The agreed policy is to be the subject of annual updating in line with a set procedure.
There is to be an annual follow-up of compliance with the agreed policy and a special revision
if necessary.
The action plans are to be monitored on an ongoing basis. The targets and activities in the
action plans are to be evaluated at least once a year and adjusted accordingly.
All the companies must have a procedure for reporting and following up on incidents that
have occurred.
All breaches of this policy are to be reported to the respective company’s HR manager, who
can decide on what action should be taken.
7.
Approval, additions and deviations
This policy was sanctioned by Axfood’s executive committee on 13 October 2011.
Additions and changes to this policy may only be decided by Axfood’s executive committee.
No deviations from this policy are permitted.
Policy for equality
Entry into force: 01 Nov 2011
Policy number: KP.03.03
Document owner: HR specialist Work Environment and Health
8