Equal Gender Rights

Equal Gender Rights Policy

Purpose The purpose of this Equal Gender Rights Policy is to affirm Safehands Ltd.’s commitment to promoting gender equality and ensuring that all employees, clients, and stakeholders are treated with fairness, dignity, and respect regardless of gender. This policy outlines the responsibilities, principles, and actions adopted by Safehands Ltd. to eliminate gender discrimination and create an inclusive environment for all.

Scope

This policy applies to all employees, contractors, agents, clients, and stakeholders of Safehands Ltd., as well as all aspects of the company’s operations, including but not limited to:

Recruitment, hiring, and onboarding practices
Compensation and benefits
Career development and promotions
Workplace interactions and behaviour
Service delivery and client engagement
Vendor and third-party relationships

This policy covers all Safehands Ltd. operations and interactions.

Definition of Gender Discrimination

Gender discrimination refers to any behaviour, practice, or institutional policy that treats individuals unfairly based on their gender. This includes but is not limited to:

Direct discrimination: Treating someone less favorably because of their gender.
Indirect discrimination: Practices or policies that, while seemingly neutral, disproportionately disadvantage individuals of a specific gender.
Harassment: Unwelcome conduct, including verbal, physical, or written actions, that demeans or offends based on gender.
Pay disparity: Unequal pay for equal work due to gender.
Bias in promotions:Favoring one gender over another in decisions regarding career advancement.
Exclusion from opportunities: Denying participation in projects, committees, or training due to gender bias.
Unjustified scrutiny: Applying different standards or criticism to employees based on their gender.
Stereotyping: Assuming roles, abilities, or interests based on an individual’s gender.

Equal Gender Rights Policy

Safehands Ltd. is committed to:

Providing equal opportunities for all employees, regardless of gender.
Ensuring that workplace practices and policies are free from gender bias.
Promoting awareness and understanding of gender equality.
Taking immediate action to address and rectify instances of gender discrimination.

Responsibilities

Employees

Treat all colleagues, clients, and stakeholders with respect and dignity, irrespective of gender.
Report incidents of gender discrimination or harassment to management to the Director.
Participate in training programs on gender equality and inclusivity.

Management

Lead by example in fostering an equitable and inclusive workplace culture.
Address complaints of gender discrimination promptly and fairly.
Ensure that recruitment, promotions, and workplace policies promote gender equality.

Director

Act as the primary contact for reporting incidents of gender discrimination.
Oversee investigations into allegations and ensure fair and transparent outcomes.
Maintain records of incidents and review policies regularly for effectiveness.

Prevention Measures

Training and Education

Conduct awareness programs on gender equality.

Equitable Policies

Implement and regularly review policies to ensure they support gender equality.
Establish procedures to identify and eliminate pay gaps and biases in promotions.

Safe Reporting Channels

Provide a confidential and accessible mechanism for reporting gender discrimination.
Protect individuals who report incidents from retaliation.

Investigation Procedures

All reports of gender discrimination will be treated seriously and confidentially.
If necessary, a full investigation will be carried out in collaboration with legal counsel and relevant authorities.
Appropriate corrective actions, including disciplinary measures, will be taken based on the findings.

Reporting Gender Discrimination Any individual who witnesses or experiences gender discrimination should report their concerns through the following channels:

Consequences of Gender Discrimination Individuals found engaging in gender discrimination will face disciplinary actions, which may include:

Warnings
Suspension or termination of employment

In cases involving clients, vendors, or third parties, contracts may be terminated, and legal actions pursued if warranted.

Policy Review This policy will be reviewed and updated as necessary to ensure its continued relevance and effectiveness.

Approval This Equal Gender Rights Policy has been approved by Aneesh Toolsee (Director) on 6-Jan-25.