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TITLE EQUAL OPPORTUNITY AND DIVERSITY POLICY

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									PERSONNEL POLICY – SIEMENS PLC                                                       CORPORATE PERSONNEL

Reference: H:/22             Version: 2.1                                                      Number of Pages 8


TITLE:             EQUAL OPPORTUNITY AND DIVERSITY POLICY

Authorised by:                                                                                 1 October 2006
                                                                    Effective Date:
Peter Merrick                                                                                  3rd January 2006
                                                                    Supersedes:
Director of Corporate Personnel

 Contents

 1.   Policy
 2.   Purpose
 3.   Guiding Principles
 4.   Application
 5.   Monitoring
 6.   Harassment
 7.   Complaints Procedure

 Appendix A – Glossary of Terms

                                             ---oo0oo---
 1. Policy

 Siemens believes the skills, capabilities and talents of its employees are the key to its success.
 The Company benefits enormously from the diversity and variety of its workforce and is fully
 committed to maintaining and encouraging this diversity. The richer the mix of people, skills
 and cultures in the Company, the greater the range of inputs, viewpoints and experiences.
 Because of this, Siemens is fully committed to being an equal opportunities employer, defined
 by its diversity and opposition to all forms of unlawful and unfair discrimination.

 Equality of opportunity refers to the fair treatment of individuals at work and employment
 decisions being made on relevant, objective criteria. The Company will not discriminate on the
 grounds of gender, race, disability, sexuality, religion, belief, trade union membership or age.

 Diversity is about bringing together a rich mix of people with differing perspectives and from
 different backgrounds, and creating an environment in which those differences are valued.
 Diversity improves competitiveness by enlarging the potential for ideas and innovation, one of
 Siemens key principles. It is therefore a business imperative and part of the Company’s
 corporate and social responsibility.




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PERSONNEL POLICY – SIEMENS PLC                                                     CORPORATE PERSONNEL
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 2. Purpose

 The purpose of this policy is to:

 •   Explain Siemens principles on equality and diversity;
 •   Provide a framework for putting these principles into practice;
 •   Explain the types of behaviour that are not acceptable and how the Company will deal with
     such behaviours.

 3. Guiding Principles

 Siemens in the United Kingdom operates in a variety of social structures, cultural structures and
 locations. Because of this variety, the Company promotes equality of opportunity and diversity
 in all its locations. The only requirements for successful employment will be ability and
 performance.

 As an employee of Siemens, you will be treated fairly and with respect. You will be encouraged
 to develop your full potential, ensuring your talents are fully utilised for the benefit of the
 organisation. To this end, Siemens has established the following guiding principles for
 managing equality of opportunity and diversity:

 •   The Company is committed to creating an environment in which individual differences and
     the contribution of all employees are recognised and valued;
 •   The Company is committed to providing every employee with a working environment that
     promotes dignity and respect for all;
 •   The Company will promote the employment of people with disabilities and support them to
     perform their work and develop their potential;
 •   For groups within society who have not had equal access to education and training, the
     Company will actively support partnerships to develop their talent and potential;
 •   Irrespective of their gender, age, race, disability, sexual orientation, religion, beliefs or trade
     union membership the Company is committed to:
         o identifying and developing high potential individuals within the organisation and
             externally
         o maintaining and improving employability through training and development
 •   The Company will monitor and benchmark equality of opportunity and diversity,
     encouraging continuous improvement throughout the business;
 •   The Company will not positively discriminate on any grounds, as equality is always about
     the best person for the role;
 •   The Company is opposed to all forms of intimidation, discrimination, bullying and
     harassment;

 These principles will be applied in our relations with customers, suppliers, contractors,
 shareholders and other stakeholders.




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PERSONNEL POLICY – SIEMENS PLC                                                    CORPORATE PERSONNEL
Reference:                        Version: 2.1                                           Number of Pages 8

 4. Application

 Throughout your career with the Company, you will be treated no less favourably, nor be
 disadvantaged by conditions, requirements or practices which cannot be shown to be just, fair
 and based upon your ability. This will be reflected in the application of the recruitment,
 selection, training, promotion, performance management, reward, disciplinary and grievance
 procedures.

 4.1 Recruitment and Selection

 To attract the most suitable candidates for the role, job advertisements will not be confined to
 areas or publications that would exclude or disproportionately reduce the number of applicants.
 When you apply for a job with or within the Siemens group of companies, your application will
 be matched against a clear role and person specification.

 Interviews and selection centres will be based upon the role description and person
 specification. Taken together, the role description, person specification and analysis of your
 application will form the framework for the selection procedure. You are expected to disclose to
 the Company details of any disability you may have. This is so any reasonable adjustments can
 be made to the recruitment and selection procedures.

 4.2 Promotion

 You will be subject to the same fair and objective selection criteria as applied in the recruitment
 and selection process for promotion or transfer opportunities.

 4.3 Training and Development

 Your training and development needs will be treated according to their individual merits, based
 upon business and individual requirements. You will be provided with equal and fair access to
 all training and development opportunities appropriate to your role, personal development and
 further career within Siemens.

 4.4 Performance Management

 The Staff Dialogue is a planned time for you and your manager to formally discuss your
 objectives, development and career aspirations. Your dialogue will be conducted fairly and
 objectively, based upon your achievements and ability, taking into consideration any factors
 which may have an impact on these.

 In the course of your career with Siemens, you are likely to have frequent discussions with your
 manager about work issues outside of the formal performance appraisal systems. These
 discussions will be subject to the same principles of fairness and objectivity, free of any
 unlawful or unfair discrimination, harassment or prejudice.



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PERSONNEL POLICY – SIEMENS PLC                                                    CORPORATE PERSONNEL
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 4.5 Reward

 You will be fairly rewarded for the work that you do, irrespective of gender or other unfair
 criteria. The Company will ensure this by operating and maintaining reward systems that
 provides all employees with the same pay and conditions for work which is the same or broadly
 similar, has been rated as equivalent and is of equal value in terms of effort, skill, knowledge
 and responsibility.

 4.6 Disciplinary & Grievance

 The disciplinary and grievance procedures will not discriminate, either directly or indirectly, on
 any of the grounds identified in the policy if applied to you or used by you.

 6. Monitoring

 The purpose of monitoring is to determine if the policy and the actions it generates are working
 effectively. The Company will establish structures and techniques to monitor ethnicity, race,
 gender and disability throughout the employment process. This information will only be
 collected in support of the Company’s aim of being an equal opportunities employer and will be
 consistent with the recommendations of the Commission for Racial Equality and Equal
 Opportunities Commission.

 The Company is committed to regularly reviewing the policy to determine its effectiveness.




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PERSONNEL POLICY – SIEMENS PLC                                                     CORPORATE PERSONNEL
Reference:                         Version: 2.1                                           Number of Pages 8

 7. Harassment

 Harassment is any unwanted conduct that has the effect of violating your dignity or creating an
 intimidating, hostile, degrading, humiliating or offensive environment. It is not the intention of
 the perpetrator that is important when considering whether harassment has taken place, but
 your perception of the behaviour.

 Harassment can range from extremes such as violence to less obvious forms, such as ignoring
 someone. Forms of harassment might include:

 •   Physical contact;
 •   Bullying;
 •   Unwelcome remarks about someone’s dress, appearance, race or marital / civil status;
 •   Persistent criticism;
 •   Jokes, offensive language, gossip, slander, sectarian songs and letters;
 •   Posters, graffiti, obscene gestures, flags, buntings and emblems;
 •   Isolation, non-co-operation and exclusion from social activities;
 •   Coercion for sexual favours;
 •   Pressure to participate in political or religious groups;
 •   Intrusion by pestering, spying and stalking;
 •   Failure to safeguard personal confidential information.

 (This list is not exhaustive).

 The Company views all incidents of harassment as very serious. In addition to being unlawful
 and a breach of Company policy, harassment causes long term damage to the reputation,
 productivity and effectiveness of the organisation. If proven, allegations of harassment will
 result in disciplinary action or dismissal of the individual or individuals concerned.

 8. Complaints Procedure

 If you feel you are the victim of harassment, you must a raise a grievance using the Company
 grievance procedure.

 The Company recognises that raising a grievance, especially if it concerns allegations of
 harassment, may be difficult and upsetting. However, it is very important that you raise your
 concerns as quickly possible. The Company will not ignore complaints of harassment and will
 ensure that they are investigated swiftly and confidentially.




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PERSONNEL POLICY – SIEMENS PLC                                                    CORPORATE PERSONNEL
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 Your HR Manager will be able to support you confidentially through this process. You should be
 assured that:

 •   All cases of alleged harassment or bullying will be dealt with promptly and efficiently to
     minimise the impact on the individuals concerned;
 •   All genuine complaints will be handled sympathetically, recognising that you may feel
     inhibited from raising a complaint against the individual or individuals concerned;
 •   Victimisation, in any form, will not be tolerated and will be treated as seriously as your
     complaint;
 •   Any discussions will remain confidential and information will only be disclosed to
     authorised personnel to ensure that a fair investigation is conducted;
 •   The appropriate action will be taken to put an end to any harassment;
 •   A full written record of events, dates and names of witnesses will be kept, in accordance
     with the Data Protection Act.

 8.1 Alleging Harassment or Discrimination with Malicious Intent

 Allegations of harassment or discrimination are very serious. If you allege harassment or
 discrimination with malicious intent or without justification, you will be subject to disciplinary
 action.




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PERSONNEL POLICY – SIEMENS PLC                                                     CORPORATE PERSONNEL
Reference:                         Version: 2.1                                           Number of Pages 8

                                   Appendix A – Glossary of Terms


 Equality of Opportunity

 Equality of opportunity refers to the fair treatment of individuals, irrespective of any differences
 on the grounds of gender, marital / civil status, race, ethnic origin, colour, nationality, national
 origin, disability, sexuality, religion, belief, trade union membership or age.

 Diversity

 Diversity refers to the invaluable contribution the differences between individuals brings to the
 organisation through talent, creativity and experience.

 Direct Discrimination

 Direct discrimination occurs when a person is treated less favourably than another on the
 grounds of their sex, marital / civil status, sexual orientation, disability, race, religion, colour,
 nationality, ethnic origin or age.

 Indirect Discrimination

 Indirect discrimination occurs when an unjustifiable requirement, condition or practice is
 imposed, apparently to all individuals, but has the effect that certain groups of individuals
 cannot comply with it.

 Positive Action

 Positive action is a lawful means of dealing with under-representation of a minority group or
 a particular type of person. It involves measures to encourage greater representation of these
 groups or individuals within an organisation. It does not involve any form of positive
 discrimination.

 Positive Discrimination

 Positive discrimination in the UK is unlawful. It occurs where particular individuals are treated
 more favourably on the grounds of sex, marital / civil status, sexual orientation, disability, race,
 religion, colour, nationality, ethnic origin or age, simply to satisfy measures to tackle under-
 representation of those individuals, regardless of ability and performance.

 Harassment

 Harassment is any unwanted conduct that has the effect of violating a person’s dignity or
 creating an intimidating, hostile, degrading, humiliating or offensive environment.



                   Printed copies are for information purposes only and are not maintained.

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PERSONNEL POLICY – SIEMENS PLC                                                    CORPORATE PERSONNEL
Reference:                        Version: 2.1                                           Number of Pages 8

 Victimisation

 Victimisation occurs when an individual is penalised or mistreated for reporting a legitimate
 act of discrimination or harassment, raising a grievance or giving evidence to support another
 complaint.

 Malicious Complaint

 Any complaint which is motivated by a purposeful intent to harm, upset or cause distress to
 another person.




                  Printed copies are for information purposes only and are not maintained.

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