[Company Logo][Company Name]
- Policy No.:
- [Reference Number]
- Version:
- [Version Number]
- Effective Date:
- [Date]
- Policy Owner:
- Human Resources
1. Purpose
This policy prohibits discrimination at [Company Name] and sets out how complaints of discrimination are raised, investigated and remedied.
2. Scope
It protects applicants, employees, interns and contract staff and applies to all employment decisions and workplace conduct. Sexual harassment complaints are handled under the POSH Policy.
3. Definitions
- Protected grounds: gender, gender identity, sexual orientation, caste, tribe, religion, region, language, disability, age, marital or family status, pregnancy, HIV status, and any other ground protected by law.
- Direct discrimination: treating someone less favourably because of a protected ground.
- Indirect discrimination: applying a rule or practice that disadvantages people with a protected characteristic without a genuine, proportionate business reason.
- Victimisation: adverse treatment because a person complained or helped a complaint.
4. Policy
- No one may be discriminated against in hiring, pay, assignments, training, promotion, discipline or separation.
- Job requirements must be genuinely necessary for the role.
- Questions about caste, religion, marital status or family plans are not asked in recruitment.
- Victimisation is prohibited.
- Discriminatory remarks, jokes or exclusion are treated as harassment under the Anti-Harassment Policy.
5. Procedure
- The affected person submits a complaint to [HR Name / Complaint Officer] at [Email], describing the decision or conduct and why it is believed discriminatory.
- HR acknowledges within [Number] working days and appoints an impartial investigator or panel.
- The investigator reviews documents and data, interviews both parties and witnesses, and allows the respondent to reply.
- Findings are given in writing within [Number] days with reasons.
- Where discrimination is found, the company will take corrective steps, which may include reconsidering the decision, changing a practice, and disciplinary action.
- Either party may appeal within [Number] days to [Designation].
6. Responsibilities
- Decision-makers: base decisions on documented, job-related criteria.
- HR: audit practices, investigate complaints, maintain records.
- Employees: treat everyone fairly and report concerns.
7. Non-compliance
Employees found to have discriminated or victimised others will face action under the Disciplinary Policy, up to and including termination.
8. Review & Approval
HR will review this policy annually, including a summary of complaints and outcomes.
Approved by
[Authorised Signatory][Designation]Date:
[Date]Acknowledged by
[Employee Name]Date:
[Date]