Common use of Non-discrimination and equality Clause in Contracts

Non-discrimination and equality. Minimum requirements for partners The partner ensures that all employees are treated with respect and dignity in accordance with ILO Conventions No. 100 on Equal Remuneration and No. 111 on Discrimination in Employment and Occupation. The principle of equal pay for work of equal value regardless of gender must apply. The partner must guarantee equal opportunities in the workplace and prohibit all forms of discrimination. In particular, discrimination on the basis of gender, ethnicity, membership of certain population groups, skin colour, disability, trade union membership, political conviction, origin, religion, age, pregnancy or sexual orientation is not permitted. The partner must make appropriate regulations and clearly communicate these to all employees. Measures must also be taken to immediately end specific incidents of discrimination and protect those affected. Expectations for partners The partner should ensure that managers are adequately trained to recognise and prevent discrimination, especially in personnel decisions. All employees should be regularly sensitised on discrimination and harassment and steps to report violations should be explained, e.g. in the form of training. The partner should provide maternity protection (leave and benefits) in accordance with local laws or ILO Conventions (No. 183, 103 and 3), whichever provision is more extensive. The type of employment and salary shall be protected upon return to work. The partner shall aim to establish strategies to proactively support the individual life situations of its employees, including the creation of flexible working environments and working hours where the job performed allows. Diversity and inclusion in the workplace shall be promoted.

Non-discrimination and equality. Minimum requirements for partners The partner ensures that all employees are treated with respect and dignity in accordance with ILO Conventions No. 100 on Equal Remuneration and No. 111 on Discrimination in Employment and Occupation. The principle of equal pay for work of equal value regardless rega rdless of gender must apply. The partner must guarantee equal opportunities in the workplace and prohibit all forms of discrimination. In particular, discrimination on the basis of gender, ethnicity, membership of certain population groups, skin colour, disabilitydi sability, trade union membership, political conviction, origin, religion, age, pregnancy or sexual orientation is not permitted. The partner must make appropriate regulations and clearly communicate these to all employees. Measures must also be taken to immediately im mediately end specific incidents of discrimination and protect those affected. Expectations for partners The partner should ensure that managers are adequately trained to recognise and prevent discrimination, especially in personnel decisions. All employees employee s should be regularly sensitised on discrimination and harassment and steps to report violations should be explained, e.g. in the form of training. The partner should provide maternity protection (leave and benefits) in accordance with local laws or ILO Conventions (No. 183, 103 and 3), whichever provision is more extensive. The type of employment and salary shall be protected upon return to work. The partner shall aim to establish strategies to proactively support the individual life situations of its employeesempl oyees, including the creation of flexible working environments and working hours where the job performed allows. Diversity and inclusion in the workplace shall be promoted.