code of practice for employers for promoting equality … · code of practice for employers on...

InternationalLabourOrganization

Indonesian Employers’ Association

Code of practice for employers for promoting equality and preventing discrimination at work in Indonesia

Code of practice for employers on promoting equality and preventing discrimination at work in Indonesia

Indonesian Employers Association (APINDO)International Labour Office (ILO), Jakarta

Code of practice and practical guide in five parts

Code of practice for employers

Practicalguideinfiveparts:

1. EqualityInEmployment:KeyConceptsAndPrinciples

2. BusinessCaseForEquality

3. EqualityInCompanyPractices

4. ManagingEqualityInTheWorkplace

5. External Support Resources For EqualityManagement AtCompanies


IndonesianEmployersAssociation

Copyright©InternationalLabourOrganization2013

Firstpublished2013

Publicationsof the International LabourOfficeenjoy copyright underProtocol2 of theUniversalCopyrightConvention.Nevertheless,shortexcerptsfromthemmaybereproducedwithoutauthorization,onconditionthatthesourceisindicated.Forrightsofreproductionortranslation,applicationshouldbemadetoILOPublications(RightsandPermissions),InternationalLabourOffice,CH-1211Geneva22,Switzerland,orbyemail:pubdroit@ilo.org.TheInternationalLabourOfficewelcomessuchapplications.


Code of practice for employers on promoting equality and preventing discrimination at work in Indonesia. Jakarta,InternationalLabourOrganization,2013

ISBN:978-92-2-128035-4(webpdf)

BahasaIndonesiaversion:Kode Praktik bagi Pengusaha untuk Mempromosikan Kesetaraan dan Mencegah Diskriminasi di Tempat Kerja di Indonesia; ISBN:978-92-2-828035-7(print);978-92-2-828036-4(webpdf);InternationalLabourOrganization;Jakarta,2013

ILO Cataloguing in Publication Data

ThedesignationsemployedinILOpublications,whichareinconformitywithUnitedNationspractice,andthepresentationofmaterial thereindonot imply theexpressionof anyopinionwhatsoeveron thepart of theInternationalLabourOfficeconcerningthelegalstatusofanycountry,areaorterritoryorofitsauthorities,orconcerningthedelimitationofitsfrontiers.

Theresponsibilityforopinionsexpressedinsignedarticles,studiesandothercontributionsrestssolelywiththeirauthors,andpublicationdoesnotconstituteanendorsementbytheInternationalLabourOfficeoftheopinionsexpressedinthem.

ReferencetonamesoffirmsandcommercialproductsandprocessesdoesnotimplytheirendorsementbytheInternationalLabourOffice,andanyfailuretomentionaparticularfirm,commercialproductorprocessisnotasignofdisapproval.

ILOpublicationsandelectronicproductscanbeobtainedthroughmajorbooksellersorILOlocalofficesinmanycountries,ordirectfromILOPublications,InternationalLabourOffice,CH-1211Geneva22,Switzerland.Cataloguesorlistsofnewpublicationsareavailablefreeofchargefromtheaboveaddress,orbyemail:[email protected]

PrintedinIndonesia

iii

Code

of p

ract

ice

for e

mpl

oyer

s

Foreword - APINDO vii

Foreword - ILO ix

I. Introduction 1

1. PurposeoftheCodeofpractice 1 2. Scopeandtermsusedinthecode 2

II. Guiding Principles to Promote Equal Opportunity and Treatment and Prevent Discrimination at Work 5

3. Keyprinciplesofequalopportunityandtreatmentand non-discriminationatwork 5 4. Fairrecruitmentpractices 6 5. Fairtreatmentduringemployment 9 6. Creatingaproductiveworkingenvironment 10 7. Equalityincompanybusinesspractices 12

III. Possible Methods of Implementation 13

8. Useofthecode 13 9. Commitmentandresponsibility 13 10. Humanresourcepoliciesandpractices 13 11. Communicating,raisingawarenessandbuildingcapacity 13 12. Monitoringandcorrectiveaction 14 13. Handlinggrievances 14 14. Transparencyanddialogue 14 15. Applicationtosuppliersandsubcontractors 14

ANNEX: Checklist for Employers on Working Principles for Equality Promotion 16

Contents

iv


Summary contents of the Code, the other Guide booklets and lists of cases, figures and tools

Practical guide in five parts:

Booklet 1: Equality In Employment: Key Concepts And Principles Foreword Introduction 1.Whatdoesequalityandnon-discriminationatworkmean? 1.1Whatisequalityandnon-discriminationatwork? 1.2Non-discrimination:KeyconceptsinILOConventionNo.111and Indonesianlaw

Booklet 2: Business Case for Equality1. Whyshouldemployerscareaboutequality?2. Whatcanemployersdotopromoteequality? Booklet 3: Equality In Company Practices 1. Fairrecruitmentpractices 2. Fairtreatmentduringemployment 3. Creatingaproductiveworkingenvironment 4. Equalityincompanybusinesspractices

Booklet 4: Managing Equality In The Workplace 1. Planningandimplementingequalitymeasures 2. Dealingwithdiscriminationrelatedcomplaints

Booklet 5: External Support Resources For Equality Management At Companies 1. Employers’organizations 2. Stateauthorities,workers’organizationsandcivilsocietygroups 3. Learningfromoverseasexperiences 4. ILOsourcesofinformation Bibliography

Case Studies

Booklet 2: Business Case for Equality 1. Caseexample1.Compellingbusinesscaseforworkplacepartnership,diversity and equality – Ireland 2. Caseexample2.Femaleleadershipandcompanyprofitability 3. Caseexample3.DiversitymanagementinEuropeancompanies

Booklet 3: Equality In Company Practices 1. Caseexample4.Discriminatoryuseofselectiontests–UnitedKingdom 2. Caseexample5.GenderstereotypesinIndonesia

v

Code

of p

ract

ice

for e

mpl

oyer

s

3. Caseexample6.GoodpracticesonmaternityprotectionfromPT.Dewhirst Company 4. Caseexample7.DhamawangsaHotelJakartaandpersonswithdisabilities

Booklet 5: External Support Resources For Equality Management At Companies 1. Caseexample8.HongKongEqualOpportunitiesCommission–HongKong,China

Figures

Booklet 1: Equality In Employment: Key Concepts And Principles 1. Figure1:ThreecomponentsofdiscriminationdefinitionunderConventionNo.111

Booklet 4: Managing Equality In The Workplace 1. Figure2:Basicstepsofequalitymanagement

Tools

Booklet 1: Equality In Employment: Key Concepts And Principles 1. Managementtip1.Prohibitedgroundsfordiscrimination 2. Managementtip2.Recognizedifferentformsofdiscrimination 3. Managementtip3.Equalityprovisionsinnationallaw

Booklet 2: Business Case for Equality 1. Managementtip4.Thinkaboutyourbusiness 2. Managementtip5.DiscriminationinSA8000andISO26000 3. Managementtip6.Checklist:Howwellisyourbusinessisdoinginequality management?

Booklet 3: Equality In Company Practices 1. Managementtip7.Criteriathatshouldnotbeinjobadvertisements 2. Managementtip8.Whencanapersonalcharacteristicbeaninherent requirementofthejob? 3. Managementtip9.Beawareofyourbias 4. Managementtip10.Interviewdo’sanddon’ts 5. Managementtip11.Howtodefine“value”ofajob?

Booklet 4: Managing Equality In The Workplace 1. Managementtip12.Non-discriminationroadmap 2. Managementtip13.Sampleequalopportunitypolicy 3. Managementtip14.Examplesofspecialequalitymeasuresadoptedatcompany level–NewZealand 4. Managementtip15.Remembertheroleofmiddlemanagersandsupervisors 5. Managementtip16.SampleProcedurefordealingwithdiscriminationrelated grievances

vi


vii

Code

of p

ract

ice

for e

mpl

oyer

s

Foreword APINDO

Principleofequalityandnon-discriminationattheworkplacearebasiclabourprinciplesthathavebeen included in theManpowerAct,LawNo.13,2003.Basically, theprinciplesaimtouphold theprinciplesofhumandignity in social andeconomic justice. In thebusinesscommunity,theprincipleshavealsobeenacceptedasuniversalstandardinachievingmarketefficiencyandsustainableeconomicdevelopment.

Policyarrangementshavebeenmadebythegovernmenttosupporttheapplicationoftheprincipleofequalityandnon-discrimination.Anumberofcompaniesalsohavespecificpoliciestoapplytheprinciples.However,somechallengesarestillpresentinpractice.Discriminatorypracticesattheworkplaceareoftenencountered.Women,minorities,andothervulnerablegroupsstillhavegreatpossibilitiestobetreatedindiscriminatorymanner.

ByissuingtheseCodeofPracticeandPracticalGuideforEmployersforPromotingequalityandpreventingdiscriminationatwork,APINDOhastakenapro-activeinitiativetoassisttheemployersinIndonesiatoapplytheprincipleofequalityandnon-discriminationattheworkplace.TheCodeofPracticecontainsgeneralprinciplestakenfromthelaborlawinIndonesiaaswell the ILOConventions, especially theDiscrimination (Employment andOccupation)Convention,1958(No.111)andEqualRemunerationConvention,1951(No.100).ThePracticalGuidecontainstheapplicationsuchgeneralprinciplesintopracticalsteps.ThisPracticalGuideisdividedinto5bookletsbythemesothatitiseasiertouse.

WewouldliketothanktheILOOfficeJakartaandtheILOMAMPUprojectthathaveprovidedtechnicalassistanceinthedevelopmentandpublicationofthisCodeofPracticeandPracticalGuide.WehopethatthesetwomaterialscouldofferadviceandbenefitnotonlyforemployersbutalsoforAPINDO’spartnersi.e.workersandgovernment,tojointlyimplementtheprincipleofnon-discriminationandequalityatwork.

Sofjan WanandiChairpersonNationalBoardoftheIndonesianEmployers’Association(DPNAPINDO)

Jakarta,October1st,2013

viii


ix

Code

of p

ract

ice

for e

mpl

oyer

s

Foreword ILO

Non-discriminationandequalopportunitiesandtreatmentinemploymentarebasiclabourrightsandarefundamentalfortheachievementofsocialjusticeandsustainableeconomicdevelopmentinIndonesia.Theprincipleoftherighttoequalityinemploymentopportunitiesandtreatmentenablespersonsofallraces,sexes,religions,socialorethnicorigin,healthstatusordisabilitytoworktheirwayoutofpovertyandtocarefortheirfamilies.

EqualityofopportunityandtreatmentinemploymentisanintegralpartoftheILO’sDecentWorkAgendaandtheDecentWorkCountryProgrammeinIndonesia.TheILOpromotesopportunitiesforwomenandmentoobtaindecentandproductiveworkinconditionsoffreedom,equity,securityandhumandignity.TheDiscrimination (EmploymentandOccupation)Convention,1958(No.111)wasadoptedbyILOmemberStatesin1958andwasratifiedbyIndonesiain1999. This remains themost comprehensive international instrumentdedicated to thepromotionofequalityofopportunityandtreatmentintheworldofwork.Followingratificationof the ILOConvention, Indonesiahas includedprinciplesof equality in employment in itsManpowerAct(LawNo.13of2003).ILOConventionNo.111andtheManpowerActprovidetheframeworkfortheguidanceprovidedinthisPracticalGuideandCodeofPracticeonequalityinemployment.

Successful employers understand that pursuing equality atwork provides a competitiveadvantageovercompaniesandemployerswhoengageindiscriminatorypractices.Throughthe application of principles of equality and non-discrimination, employers are able toattractandretainthebesttalent,supportgreaterinnovationandenjoyproductiveworkingenvironments.Theeliminationofdiscriminationinemploymentisalsoanintegraltopursingafairglobalization.

ThisPracticalGuideandCodeofPracticewasdevelopedthroughapartnershipbetweentheILOMAMPUprojectandAPINDO.TheGuideisdividedintofiveseparatebooklets.Ithasbeendesignedtosupportpracticalunderstandingbyemployersonhowtoapplyprinciplesofequalityinemploymentintheirworkplaces.

ItisourhopethatthisGuideandCodeofPracticeforemployersonpromotingequalityandpreventingdiscriminationatworkinIndonesiawillinspireemployerstopromoteandrealizeprinciplesofequalityandnon-discriminationintheirworkplaces.

October1st,2013

Peter van RooijDirector,ILOJakartaOffice

x


TheILOMAMPU–AccesstoEmploymentandDecentWorkforWomenProjectispromotingequalityinemploymentforwomenworkers.Thisisbeingpursuedthroughvariousstrategies,includingthroughpartnershipsandcapacitybuildingwithemployersinIndonesia.Employers’commitment to addressing discrimination in employment andactive promotion of equalemploymentopportunitiesarecrucialstepstowardsachievingsubstantiveequalityforwomeninIndonesia.

WomenwhoarefromminorityethnicorreligiousgroupsorwhohaveadisabilityorhealthissuesuchasHIVandAIDsareoftenvulnerabletomultipleformsofdiscriminationandfaceadoubledisadvantageinthelabourmarket.Recognizingtheparticularvulnerabilitiesofthesewomenandthatgender-baseddiscriminationisonlyoneofmanyformsofdiscriminationfoundinemployment,thispracticalGuideandCodeofPractice,developedwithAPINDO,provideguidancetoemployersonhowtopreventandaddressdiscriminationinemploymentbasedonarangeofgroundsincludingsex,ethnicity,religion,race,socialorigin,nationalextraction,healthstatus,disabilityandpoliticalopinion.

TheProjectwouldliketothankAPINDOforitscommitmenttopursuingequalityinemploymentandfortheleadroleithastakenindevelopinganddisseminatingpracticalguidanceonequalityofopportunitiesandtreatmenttoemployersinIndonesia.

Thedevelopmentofguidelinesforemployersonequalityandnon-discriminationinemploymentinitiallybeganinChinathroughtheworkofMsMarjaPaavilainen,MsNelienHaspelsandMrTimDeMeyer.TheMAMPUprojectwouldliketothankcolleaguesintheILODecentWorkTeamfortheircontributiontothedevelopmentofthisGuideandCodeofPractice.

WewouldalsoliketoexpressourgratitudetoAustralianAid,thedonoroftheILOMAMPUProject,fortheirgeneroussupportandcommitmenttopromotingequalityinemploymentforwomeninIndonesia.

ItisourhopethatemployerswillusethisGuideandCodeofPracticeintheirhiring,firingandhumanresourcedecision-makingprocessesinthefuture.

October1st,2013

Miranda Fajerman, ChiefTechnicalAdviserMAMPU–AccesstoEmploymentandDecentWorkforWomenProject,ILOJakarta

Foreword

1

Code

of p

ract

ice

for e

mpl

oyer

s

ItiswithgreatpleasurethattheIndonesianEmployers’Association(APINDO)incooperationwiththeInternationalLabourOffice(ILO),presentsthisCodeofpracticeandtheaccompanyingGuidebooklets, toassistemployers inpromotingequalityandpreventingdiscriminationatworkinIndonesia.

TheGuidecomprisesfivebooklets:

1. EqualityinEmployment:KeyConceptsandPrinciples

2. BusinessCaseforEquality

3. EqualityinCompanyPractices

4. ManagingEqualityintheWorkplace

5. ExternalSupportResourcesforEqualityManagementatCompanies

WehopethatyouusethisGuideandfinditeffective.Wewelcomefeedbackonsubsequentimprovementsinyourequalityandnon-discriminationpolicies.

1. Purpose of the Code of practice

ThisCodeofpractice(Code)articulatesasetofguidingprinciplesforemployersandbusinessonnon-discriminationandequalityatwork.TheCodeisissuedbytheIndonesianEmployersAssociation(APINDO)incooperationwiththeInternationalLabourOffice(ILO)tohelpAPINDOmembercompaniestotakemeasurestopromoteequalopportunityandtreatmentandeliminatediscriminationintheircompanypoliciesandpractices.

InIndonesia,employershavealegalobligationtoensurethattheirrecruitmentandemploymentpracticesare free fromdiscrimination. ThisCode is not a substitute fornational law, buta voluntary instrument that seeks topromoteprivate initiatives to foster corporate socialresponsibilityandcomplementcompliancewiththelaw.TheCodeisamanagementtoolthathelpsemployersinensuringthattherecruitmentandemploymentpracticesintheircompanyareinfullcompliancewithinternationalandnationalstandardsonnon-discriminationatwork.

Inadditiontolegalcompliance,adherencetotheguidelinessetoutinthisCodecandeliverbenefits to businesses. Thesebenefits include improvedability to attract a talentedandskilledworkforce,andensure increasedstaff retention,greaterworkforcesatisfactionandloweredemployeeturnoveraswellasavoidlegalprosecution.Enhancedemployeewellbeingalso reduces risksofworkplaceconflict. Inaddition,measures thatpromotediversityandequalitycanincreaseproductivity,innovationandcreativityinthecompany,openaccesstonewmarketsegments,andimprovecompanybrandimageandreputation.Compliancewith

I. INTRODUCTION

2


theCodemakesgoodbusinesssense,andfacilitatesthecompany’seffortstobeasociallyresponsibleemployer.

TheguidelinesofthisCodearedrawnfromIndonesianlegislationandtheILODiscrimination(EmploymentandOccupation)Convention,1958(No.111)andEqualRemunerationConvention,1951(No.100). IndonesiaratifiedConventionNo.100in1958andConventionNo.111in1999.

2. Scope and terms used in the Code

2.1 Scope of application

ThisCodeappliestobusinessownersandmanagers,supervisorsandallemployees,includingpart-timeworkers, casualworkers, subcontractors andagentsworking on commission Itcovers:

• Hiring.

• Remuneration.

• Definingandassigningwork.

• Accesstovocationaltraining,advancementandpromotion.

• Conditionsofworkincludinghoursofwork,overtime,restperiods,publicholidays,annualholidayswithpay,sickleave,occupationalsafetyandhealthmeasures.

• Granting of social securitymeasuresandwelfare facilities andbenefits provided inconnectionwithemployment.

• Securityoftenureofemployment,includingdismissalandretrenchment.

Ifemployersrelyontheservicesofemploymentagenciestofill jobvacancies,theyshouldrequiretheagenciestoabidebytheCode.ProvisionofservicesbyAPINDOaffiliatedemploymentagenciesshouldbe in linewith thisCode.Temporarystaffingagenciesand intermediariesoroutsourcingcompanieswhoremaintheemployerofworkersputatthedisposalofuserenterprisesshouldalsoabidebytheCode.

2.2 Terms used in the Code

Discrimination:

Discriminationmeansanydistinction,exclusionorpreferencemadeonthebasisofaperson’spersonal characteristicsnot related to the job,which impairs equality of opportunity andtreatmentinemploymentoroccupation.UnderthisCodediscriminationisprohibitedonthegroundsofsex(includingpregnancy,maritalstatusandfamilyresponsibilities),raceorethnicity,colour,religiousbelieforcreed,socialorigin,economicstatus,birth,nationalorigin,politicalopinion,disability,HIVstatus,membershipinatradeunionortheexerciseofunionactivities.

3

Code

of p

ract

ice

for e

mpl

oyer

s

(See Inherent requirements of the job, Special measures of protection, andAffirmative actionforexemptionsfromthisrule.)

Equal opportunity and treatment at work:

Equalopportunityandtreatmentatworkmeansthatrecruitmentandemploymentdecisionsaremadeandtermsandconditionsofemploymentdeterminedwithexclusivereferencetomerit,skills,experience,abilities,andthesuitabilityofapersonforsuchposition,withoutanyinterferenceofdiscriminatorybiasorassumptions.

• Equal opportunitymeanshavinganequalchancetoapplyforajoboraspecificposition,tomanageanenterprise,toobtaineducation,tohaveaccesstoprofessionaldevelopmentorpromotion,ortohaveaccesstomeansofproductionthatareessentialtoengagingineconomicactivity(e.g.accesstocredit).

• Equal treatmentreferstoequalentitlementssuchaspay,workingconditions,employmentsecurityandsocialsecurity.

Equal remuneration for work of equal value (Equal pay):

Equalremunerationforworkofequalvaluereferstoratesofremunerationestablishedwithoutdiscriminationonanyground.Thetermremunerationincludesthebasicwageandanyadditionalcashorin-kindemoluments,suchasbenefits,seniorityincrementsandbonuses,arisingoutoftheworker’semploymentandpayabledirectlyorindirectlybytheemployertotheworker.Theprincipleofequalremunerationforworkofequalvaluereferstoequalpayforworkthatisthesame,identicalorsimilarandforworkthatisdifferentbuthasthesamevalue.Theextenttowhichdifferentjobsconsistofworkofequalvalueisusuallymeasuredbyanalyzingjobcharacteristics,suchasskills,experience,efforts,responsibilitiesandworkingconditions.

Harassment:

Harassment consistsofunwelcomecommentsor conduct that violate theotherperson’sdignityasperceivedbyareasonableperson,and/orcreateanintimidating,hostile,degradingoroffensiveworkenvironment.Sexualharassmentreferstoconductofasexualnatureorotherconductbasedonsex,affectingthedignityofwomenandmen,whichisunwelcome,unreasonableand/oroffensivetotherecipient.Theactionsconstitutingharassmentcanbephysical(suchasviolence,touchingorkissing),verbal(suchasderogatorylanguageorjokes)ornon-verbal(suchasthreateningbehavior,gesturesoroffensivesuggestions).

Inherent requirements of the job (genuine occupational characteristics):

Inherentrequirementsofthejobrefertothenecessary,objectiveandproportionatequalificationsthatanapplicantoremployeeneedtohaveinordertoperformtheessentialjobfunctions,dutiesandresponsibilitiesadequately.Theyaremostlyrelatedtocertainabilitiesandskills,butmayinexceptionalcircumstanceincludealsopersonalcharacteristicsofapplicantsoremployees,suchassex,religionorabsenceofaspecificimpairmentordisability,ifdeemedessentialforadequateperformanceofthejob.Anydistinction,exclusionorpreferencebasedontheinherentrequirementsofthejobinquestionshallnotbedeemedtobediscrimination.

4


Reasonable accommodation:

Reasonableaccommodationreferstoanynecessaryandappropriatemodificationoradjustmenttotheworkingarrangementsorenvironmentthatdoesnotimposeadisproportionateburdenontheemployer,andthatenablesaqualifiedapplicantoremployeewithspecialneedsrelatingtohealth,disability,religion,familyresponsibilities,oranyothergroundtohaveaccess,ortoparticipateoradvanceinemployment.Reasonableaccommodationmeasuresmayincludee.g.rearrangementofworkingtimeorprovisionofspecialequipmenttoadisabledemployee.

Special measures

Specialmeasuresrefertosupportprovidedtocertaingroupsofworkersinordertohelpthemgainequalopportunityandtreatmentatwork.Twotypesofspecialmeasuresaregenerallyneeded:

• Special measures of protection: Specialmeasuresofprotectionrefer topreferentialtreatmentandprotectionprovided tocertaingroupsofemployees inneedofspecialsupport,suchaspregnantandnursingwomen,employeeswithdisabilitiesoremployeeswithfamilyresponsibilities.Specialmeasuresofprotectionarenotaformofdiscriminationagainstpersonswhoarenotinneedofspecialsupport.

• Affirmative action: Affirmativeactionmeasuresincludespecialtemporarymeasurestoredresstheeffectsofpastdiscriminationinordertoestablishequalityofopportunityandtreatmentinpracticebetweendifferentgroupsofemployees,orjobapplicants.Thesemeasurestargetparticulargroupsofapplicantsoremployees,suchaswomen,workerswithdisabilities,orethnicminoritiesthataredisadvantagedinaccesstoemploymentorspecificpositionsorintermsandconditionsofthework.

5

Code

of p

ract

ice

for e

mpl

oyer

s

3. Key principles of equal opportunity and treatment and non-discrimination at work

3.1 Legal compliance

Employersshouldcomplywithallnationallaws,regulationsandproceduresconcerningnon-discriminationandequalityinemploymentandoccupation.

3.2 Equal opportunity and treatment

(a) Employersshouldensurethatallrecruitmentandemploymentdecisionsintheircompanyaremadesolelywithreferencetomerit,skills,experienceandabilitiesoftheapplicantoremployeeinquestion,withoutanyinterferenceofdiscriminationorbias.Adequateattentionshouldbepaidtoteamdiversityandcompanyaffirmativeactionmeasures.

(b) Toensurethatallemploymentdecisionsaremadewithoutdiscrimination,theemployershouldestablishanduseobjective criteria for all aspects of employment, includingrecruitment,remuneration,benefits,termsandconditionsofwork,accesstovocationaltraining,advancementandpromotion,aswellasterminationofemploymentcontract.

3.3 Non-discrimination

(a) Employersshouldensurethatalltheirrecruitmentandemploymentpoliciesandpracticesarefreefromanydiscriminationonthe11groundscoveredbythisCode.

(b) UnderthisCode,directandindirectdiscriminationisprohibitedonthegroundscoveredintheIndonesianlegislationandtheILOConventionNo.111.Theseprohibited grounds ofdiscriminationare:

• Sex/gender (includingpregnancy,maritalstatusandfamilyresponsibilities).

• Raceorethnicity.

• Colour.

• Religiousbelieforcreed.

II. GUIDING PRINCIPLES TO PROMOTE EQUAL OPPORTUNITY AND TREATMENT AND PREVENT DISCRIMINATION AT WORK

6


• Socialorigin.

• Socialstatus

• Economicstatus

• Grouporfaction.

• Nationalorigin.

• Politicalopinion.

• Disability.

• HIVstatus.

• Membershipinatradeunionortheexerciseofunionactivities.

(c) Employers are encouraged to take further action to promoteequal opportunity andtreatmentandfightdiscriminationonanyadditionalgrounds,suchasplaceoforigin,age,physicalappearanceandsexualorientation.

4. Fair recruitment practices

4.1 Job descriptions and job advertisements

(a) Jobdescriptionsshoulddescribethemaintasksandresponsibilitiesofthejobandtheskills,abilities,knowledge,educationandexperienceneededtoperformthekeytasksandresponsibilitiesofthejob.

(b) Jobadvertisementsshouldincludeajobdescriptionandclearlystatetheselectioncriteriaprincipallyrelatedtoqualifications,skills,knowledgeandexperience.Criteriarelatedtojobapplicants’personalcharacteristics,suchassex,raceorethnicity,colour,religiousbelieforcreed,socialorigin,nationalorigin,socialoreconomicstatus,grouporfaction,politicalopinion,disability,HIVstatus,membershipinatradeunionortheexerciseofunionactivitiesshouldnotbeincludedinjobadvertisements.Personalcharacteristicsmayonlybereferredtoiftheyareinherentrequirementsofthejob.Anemployerwhoadvertisesapositionrequiringaspecificpersonalcharacteristicthatmaybeviewedasdiscriminatoryshouldstatethereasonforthisrequirementintheadvertisement.

(c) Whereappropriate, theemployer should state its commitment toequal employmentopportunityinthejobadvertisementandspecifythatvacanciesareopentoallqualifiedpersonswithoutanydiscriminationonthegroundsprohibitedunder thisCode. If thecompanyisimplementingaffirmativeactionmeasurestargetingparticularcategoriesofworkerstheseshouldbementionedinthejobadvertisement.

7

Code

of p

ract

ice

for e

mpl

oyer

s

4.2 Job application forms

(a) The jobapplication formsshouldonlyask jobapplicants toprovide information thatis relevant fordetermining theapplicants’ suitability for the job inquestion, suchasinformationonqualifications,skills,knowledge, relevantexperience,preparednesstoacceptcertainresponsibilitiesandwillingnesstoacceptparticularworkingconditions.Unlessobjectivelyrelevanttothenatureofthejob,theemployersshouldnotaskapplicantstoprovidepersonal informationrelatedtotheirsex,raceorethnicity,colour,religiousbelieforcreed,socialorigin,socialoreconomicstatus,grouporfaction,nationalorigin,politicalopinion,disability,HIVstatus,membershipinatradeunionortheexerciseofunionactivities.

(b) Applicantsshouldnotberequiredtosubmitaphotographwiththeirapplication,unlessphysicalappearancecanlegitimatelybeconsideredasaninherentrequirementofthejobinquestion.

4.3 Short listing

Employersshoulduseconsistentselectioncriteriaasthebasisforshortlisting,matchingtheseobjectivestandardsagainstthecorrespondingqualifications,skills,knowledgeandexperienceofeachapplicant.Effortstomakethecompositionoftheworkforcemorediversemaybeavalidselectioncriterion.

4.4 Selection and aptitude tests

Testsusedforselectionpurposeshouldbespecificallyrelatedtotherequirementsofthejobinquestionandobjectivelymeasureapplicants’actualorpotentialabilitytodoorbetrainedforthejob.

4.5 Job interviews

(a) Theinterviewersshouldonlyaskquestionsthatarerelevanttoassessinganapplicant’ssuitabilityforthejobinquestionanduseconsistentcriteriaforassessingeachapplicant’sabilitytomeettheselectioncriteria.Theinterviewpanelsshouldincludebothfemaleandmaleinterviewers.

(b) Interviewersshouldnotaskjobapplicantspersonalinformationrelatedtoapplicants’sex,raceorethnicity,colour,religiousbelieforcreed,socialorigin,socialoreconomicstatus,grouporfaction,nationalorigin,politicalopinion,disability,HIVstatus,membershipinatradeunionortheexerciseofunionactivities.

(c) Ifthepositionrequirespreparednesstoacceptcertainresponsibilitiesandwillingnesstoacceptparticularworkingconditions,interviewersshouldgivefulldetailsofthejobrequirementsandaskthecandidateiftheywillbeabletomeetalltherequirements.

8


4.6 Pre-employment medical examinations

(a) Employers should not use pregnancy tests as a condition for hiring or continuedemployment,exceptinthoselimitedsituationswheretheworkinquestionisprohibitedforpregnantwomenunderthelaworthereisarecognizedorsignificantrisktothehealthofthewomanandchild.

(b) HIV/AIDStestsorothertestsforinfectiousdiseasesmaynotberequiredasaconditionofhiringorofcontinuedemployment,exceptincaseswheretheoccupationalrequirementsforthejobinquestionhavebeenstipulatedinlawtoincludeabsenceofthedisease.MeasurestoencourageworkerstoknowtheirownHIVstatusthroughgenuinelyvoluntarycounselingandtestingarerecommendedtopreventthediseasefromspreading.

(c) Employersmayrequirejobapplicantstotakeamedicalexaminationtoassesstheirfitnessforthejobinquestion.Themedicalexaminationmaynotincludetestingforanydiseaseorillnessthatdoesnothaveanimmediateeffectonaperson’sfitnesstoperformthejob.

(d) Employersshallrespecttheconfidentialityofworkers’healthstatusandnotundertakeanyactionthatcouldleadtobreachofsaidconfidentiality.

4.7 Records

Employersshouldkeeprecordsof theassessmentmadeateachstageof therecruitmentprocessbythereviewersontheapplicant’sabilitytomeettheconsistentselectioncriteria.

4.8 Recruitment through employment agencies and employment services

WhererecruitmentisdonethroughapublicorprivateemploymentagencytheemployershouldadvisetheagencytocomplywiththisCode.Whereappropriate,employersshouldhighlighttotheagencythatvacanciesareopentoallqualifiedpersonswithoutanydiscriminationongroundsprohibitedunderthisCode.

5. Fair treatment during employment

5.1 Pay and benefits

(a) Employersshouldpayemployeesremunerationcommensuratewiththevalueofthejobtheyareperforming.Thevalueoftheworkshouldbedeterminedwithreferencetotheeffort,skill,responsibilityandworkingconditionsrelatedtothejobinquestion.Thereshouldbenodifferencesinpayduetosex,raceorethnicity,colour,religiousbelieforcreed,socialorigin,birth,nationalorigin,politicalopinion,disability,HIVstatus,membershipinatradeunionortheexerciseofunionactivitiesoftheemployeesinquestion.Detailsofthepayschemesshouldbeavailabletoallstaff.

9

Code

of p

ract

ice

for e

mpl

oyer

s

(b) Employersshouldmakesurethatcompanyrules,requirementsandpracticesonaccesstobenefits, suchas commission, bonuses, headof householdbenefits, allowances,performancepayoranyotherfringebenefits,donotdiscriminateagainstanygroup.Thisappliesalsotoold-agebenefits,medicalbenefits,maternitybenefitsandanyotherformofbenefitthatprovidesincomeprotectiontoemployeesandisfinancedbytheemployeror industry inwhichemployeeworks, i.e. isnotpaidoutofapublicsystemofsocialsecurity.

(c) Differencesinpayforworkofequalvaluemaybejustifiableonlyiftheyarerelatedtodifferentseniorityorperformanceratingsortoaspecificlabourshortageinaparticularjobclassification.Employersshouldensurethatperformanceappraisalsystemsappliedtodetermineperformancepayarefreefromdiscriminationandbias.

5.2 Terms and conditions of work

Employersshouldmakesurethatallemployeesenjoyequaltermsandconditionsofwork,includinghoursofwork,assignmentofworkandduties,restperiods,annualleave,occupationalsafetyandoccupationalhealthmeasures,equipmentandtools,withoutanydiscriminationonthegroundscoveredbythisCode.

5.3 Performance appraisals

Employersshouldadoptformalappraisalsystemswhicharebasedonfairandobjectivecriteriafree fromdiscriminatorybias,withmeasurable standards for evaluating jobperformance.Employersshouldkeeprecordsoftheiremployees’performanceandconduct.

5.4 Training, advancement and promotion

(a) Wheneveropportunitiesfortraining,advancementorpromotionarise,employersshouldinformall eligible employeesof the conditionsandprocedure for applying for theseopportunities. Employers shouldassessall interested candidatesbasedon fair andconsistentselectioncriteria,givingadequateconsiderationtothecompany’saffirmativeactionpolicies.

(b) Womenandmenshouldbeprovidedopportunitiestobenefitfromskillstraininginnon-traditionaltrades.Thespecialneedsofworkerswithfamilyresponsibilitiesshouldbetakenintoaccountwhenestablishingschedulesormakingotherarrangementsfortraining.

5.5 Termination of employment

(a) Decisions to dismiss or retrenchworkers should be free fromdiscriminatory bias.Employers shouldneverdismissor threaten todismissanemployeeon thebasisofpregnancy,maritalstatus,healthstatusordisability.

(b) Employersshallneverrefuserenewaloffixeddurationcontractsforreasonsrelatedtosex,pregnancy,maternityleave,temporaryabsencefromworkbecauseofillnessorinjury,

10


orunionmembershiporparticipationinunionactivities,oranyotherprohibitedgroundofdiscriminationcoveredunderthisCode.

(c) Whereretrenchmentsarenecessary,theyshouldbecarriedoutresponsiblyinconsultationwiththeconcernedworkers’organizationsandemployees.Selectionforretrenchmentshouldbedonebasedonfairandobjectivecriteriaprimarilyreferringtolengthofserviceandskillsandqualifications,andtakinganyaffirmativeactionmeasuresintoaccount.

(d) Theretirementageforwomenandmenemployeesshouldbedefinedinaccordancewithnationallawsandregulations.Wheretheregulationsallowdiscretionondeterminingtheretirementageofwomenemployees,employersshouldallowwomentocontinuetoworkatparwithmen,iftheywish.

6. Creating a productive working environment

6.1 Harassment

Employersshouldensure that theworkenvironment is free fromharassment.Any typeofviolence,harassment,bullyingorabuse,beitphysical,sexual,verbal,ornon-verbal,undertakenonanyofthegroundsreferredtointhisCodeisprohibited.Employersareencouragedtoadoptapolicyofzerotoleranceforharassmentandtocommunicatethepolicytoallstaff,andclients,customersandotherwork-relatedparties.

6.2 Maternity protection

(a) Employersshouldensurematernityprotectionforallpregnantwomenemployeesandnewmothersinaccordancewiththerelevantnationallaws.Thematernityprotectionshouldincludematernityleaveinaccordancewiththelaw,cashandmedicalbenefits,healthprotection,employmentprotectionandnon-discrimination,andbreastfeeding.

(b) Allpregnantwomenemployeesshallbeentitledtomaternityleaveforaminimumperiodof3months.Employersshallpaywomenworkerstheirfullsalaryduringthisleave.Thisappliestoallworkers,whetherpermanentortemporary.

(c) Iftheworkingenvironmentofapregnantorbreastfeedingwomaninvolvesrisks,suchasphysicalstrainorexposuretohazardousagents,thehealthofthewomanshouldbeprotectedbyeliminatingtheserisks,adaptationofworkingconditionsand/or,ifadaptationisnotpossible,temporarytransfertoanotherpostorpaidleave.Womenshouldnotbeemployedatnightduringpregnancyifadoctorperceivesthistobearisktothemotherorchild.

(d) Employersshouldnot,on thebasisofawoman’spregnancy,makeanyemploymentdecisions that negatively affect a pregnantwoman’s employment status, includingdecisions concerning dismissal, loss of seniority, or deduction ofwages.Maternityleaveshouldbecountedasworkforpurposesofcalculatingseniorityandretirementbenefits.

(e) Nursingmothers should beprovidedbreastfeeding breaksand facilities to support

11

Code

of p

ract

ice

for e

mpl

oyer

s

continuedbreastfeedinguponreturntowork.

6.3 Work-family balance

Employersshouldtaketheneedsofemployeeswithfamilyresponsibilitiesintoaccountintheworkplace.Family friendlyworkplacepractices,suchasflexibleworkarrangements, familycareleaveorchildcarefacilities,shouldbeadoptedasappropriate.

6.4 Reasonable accommodation

(a) Employers should takemeasures to reasonably accommodateworkerswith specialrequirementsrelatedtohealth,disability,religion,familyresponsibilities,oranyotherground.Reasonableaccommodationmeasurescouldincluderearrangementofworkingtime,theprovisionofspecialequipment,opportunitiesforrestbreaks,time-offformedicalappointments,sickleave,flexibleleavetoenablework-familybalance,part-timeworkandreturn-to-workarrangements.

(b) Failuretoprovidereasonableaccommodationshallbedeemeddiscrimination,unlessaccommodationwouldimposeasignificantexpenseordifficulty(unduehardship)totheemployer’sbusiness.

7. Equality in company business practices

Employers shouldpromoteequality andnon-discrimination in all their businesspracticesandwithin thecompany’sscopeofcontroland influence.Employersshouldcommunicatepositiveimagesaboutdiversityandequalityandensurethattheircustomers,subcontractors,suppliers,intermediariesorotherbusinesspartnersandstakeholdersaretreatedinafairandnon-discriminatorymanner.

12


13

Code

of p

ract

ice

for e

mpl

oyer

s

8. Use of the Code

EmployersmayputtheCodeintopracticeinmanydifferentways.Outlinedbelowaresomeofthemostcommonlyusedmethodsthathaveproventobesuccessfularoundtheworld.Thelistisnotexhaustive,nordoanyofthemethodshavetobefollowedinanyprescribedorder.Failuretofollowanyparticularmethodshouldnotbeconsideredasevidenceoffailuretopromoteequalityofopportunityortreatmentortocomplywithlegalobligationsassuch.Followinganyorallofthemethodsmay,however,supportclaimsthatlegalobligationshavebeencompliedwith.

9. Commitment and responsibility

(a) EmployersshouldfollowtheguidelinessetoutinthisCodeandformallyendorsethematthehighestmanagementlevelaswidelyacceptedgoodpractices.TheCodeshouldbeintegratedintocompanycoremanagementpoliciesandpractices,includingexistinghumanresourcepolicies.ResponsibilityfortheimplementationoftheCodeshouldbeassignedtoaseniormanagementrepresentative.

(b) Procedures should be established to encourage compliancewith theCode acrosscompanyhumanresourcemanagementandbusinessoperationsand,tothegreatestextentpossible,amongstsuppliers,subcontractorsandserviceproviders.

(c) Employers shouldconsultwithworkers’ organizationsand representativesofdirectlyconcernedemployeesaboutactivitiesrelatedtothisCodeanditsimplementation.

10. Human resource policies and practices

(a) Employers should follow the guidelines set out in this Code in all recruitment andemploymentdecisionsinthecompany,andaligntheirexistinghumanresourcepoliciesandpracticeswiththisCode.

(b) Employersareencouragedtoadoptspecificpoliciesandmeasurestopromoteequalityofopportunityandtreatmentatwork.

III. POSSIBLE METHODS OF IMPLEMENTATION

14


11. Communicating, raising awareness and building capacity

(a) CopiesoftheCodeshouldbepubliclydisplayedoncompanypremises,andinformationaboutitshouldbedisseminatedamongstallemployeesandworkers’representativesinalanguagethattheyunderstand.

(b) ActivitiesshouldbeundertakentoraiseawarenessontheCodeamongallemployeestofacilitateunderstandingandimplementationofitsprovisions.Allemployeesshouldbeprovidedwithinformationonwhatisandisnotacceptablebehaviororpracticeintheworkplace.Employeesshouldexercisetoleranceandunderstandingattheworkplacetoenhanceworkplaceharmony.

(c) Employersshouldprovidetrainingtomanagers,supervisorsandotherrelevantstaffontheirroleinimplementingthisCode.TheyshouldbeprovidedwithpracticalinformationonhowtoapplytheguidelinessetoutinthisCodeinhumanresourcemanagementandbusinesspracticesofthecompany.

(d) CommitmenttotheCodeshouldbecommunicatedtobuyers,customers,clients,suppliers,sub-subcontractors,businesspartners,and relevantstakeholders, includingworkers’organizationsandemployeerepresentatives,asappropriate.

12. Monitoring and corrective action

ImplementationofthisCodeshouldberegularlymonitoredtodeterminecompliancewiththeCodeandefficiencyofitsimplementation.Instancesofnon-complianceshouldbeaddressedasandwhentheyarediscovered,andstepsshouldbetakentoimplementchangeswherenecessarytoensurethatsuchinstancesdonotrecur.

13. Handling grievances

Employeesshouldhaveaccess to confidentialmeans to report grievances related tonon-compliancewiththisCode.Measuresshouldbeestablishedtoensurethatemployeesdonotsufferdisciplinaryactionforreportinggrievances.Employersshoulddevelopprocedurestodocument,handleandfollow-upongrievancereports.

14. Transparency and dialogue

ImplementationmeasuresshouldincludeperiodiccommunicationwithstakeholdersaboutperformanceandprogressrelatedtotheCode.

15

Code

of p

ract

ice

for e

mpl

oyer

s

15. Application to suppliers and subcontractors

CompliancewiththeCodeshouldbeaconditionofbusinessandintegratedintocontractswithsuppliers,subcontractorsandrelevantbusinesspartnerssuchasemploymentagencies.EmployersshouldmakecompliancewiththeCodeaconditionofevaluation,selectionandmaintenanceasasupplier.

16


ANNEX: CHECKLIST FOR EMPLOYERS ONWORKING PRINCIPLES FOR EQUALITY PROMOTION

Introduction

ThecurrentIndonesianbusinessenvironmentischaracterizedbyasearchfornewinnovationand increasing competition in both domestic and overseasmarkets. This puts growingpressuresonhumanresourcemanagementincompanies.Internationalexperiencesshowthatimplementationofmeasurestopromoteequalityanddiversityamongcompanyworkforcecanbringtangiblebusinessbenefitstoacompany,includingimprovedabilitytoattractcompetent,talentedandcommittedworkforce,increasedstaffretention,greaterworkforcesatisfactionandloweredemployeeturnover.Enhancedemployeewell-beingalsoreducesrisksofworkplaceconflictandlitigation.Inaddition,measuresthatpromotediversityandequalitycanincreaseproductivity,innovationandcreativityinthecompany,openaccesstonewmarketsegments,andimprovecompanybrandimageandreputation.

Think about your business…

Tounderstandtheimportanceandrelevanceoffairemploymentpracticesandseeinghowitfitsyourbusinessneeds,thinkaboutthesequestions:

• Does your business face problems in getting the right people to fill jobvacancies?

• Istherehighemployeeturnover?

• Areyouexpandingintonewmarketsegments,eitherlocallyorregionally?

• Do you feel that there is a shortage of new and creative ideaswithin theorganization?

• Areyourcustomersbeingtreatedwell?Canthisbeimproved?

• Doyouwanttoraiseemployeeengagementandmorale?

• Doyoubelieveincorporatesocialresponsibility?

Equality promotion helps you to make your business more productive and successful!

17

Code

of p

ract

ice

for e

mpl

oyer

s

Staff composition and workplace relations Yes No Not sure

Check how well your company is doing in equality promotion

Note!Seecommentsonyouranswersintheendofthechecklist!

1. Mycompanyhasadiverseworkforceincludingwomenandmenbelongingtodifferentethnic,religiousand/orsocialgroups.

2. Mycompanyemploysworkerswithdisabilitiesorhealthconditions.

3. Inmycompany,allworkersfeeltheyaretreatedfairlyandequally,withoutdistinctionsbasedontheirsex,raceorethnicity,colour,religiousbelieforcreed,socialorigin,socialoreconomicstatus,grouporfaction,nationalorigin,politicalopinion,disability,HIVstatus,membershipinatradeunionortheexerciseofunionactivities.

4. Inmycompany,womenandmenofdifferentethnicitiesandnationalitiesareequallyrepresentedindifferenttypesofjobsandoccupationalcategories.

5. Inmycompany,wehavebothmaleandfemalebossesandsupervisors.

Recruitment

6. Mycompany’sjobadvertisementsclearlystatetheselectioncriteriarelatedtoqualification,skills,knowledgeandexperienceneededforthejob,anddonotmentionanypersonalcharacteristicslikesexororiginthatarenotrelevantforthejob.

7. Inmycompany,shortlistingandselectionofcandidatesisdonesolelyonthebasisofobjectiveselectioncriteriarelatedtoqualifications,skills,knowledgeandexperiencerequiredforthejob.

8. Duringajobinterviewmystaffdoesnotaskjobapplicantsquestionsrelatingtochildbearing,familyresponsibilities,maritalstatusoranyotherpersonalissuesnotrelatedtothework.

9. MycompanydoesnotusepregnancytestingorHIVtestingasaconditionforrecruitment,exceptwhenhiringforjobswheretestsarerequiredbylaw.

18



10. Employmentcontractsusedbymycompanydonotincludeclausesrestrictingemployees’righttogetmarriedorbecomepregnant.

11. Allmymanagersandstaffinvolvedinrecruitmentprocessesaretrainedinmerit-basedandnon-discriminatoryselectionmethods.

12. Mycompanyimplementsspecificrecruitmentprogrammestopromoteworkforcediversityandhirepeoplefromcurrentlyunder-representedgroups.

13. Mycompanyemploysatleastonepersonwithadisabilityforevery100personsemployed

Pay and benefits

14. Inmycompany,womenandmenworkersfromalldifferentsocialgroupsarepaidequalpayforworkofequalvalue.

15. Inmycompany,allworkershaveaccesstosalaryincrements,benefits,facilitiesandservices(includinghousingandtransportallowancesandchildbenefitsetc.),withoutanydistinctiononthegroundsofsex,raceorethnicity,colour,religiousbelieforcreed,socialorigin,socialoreconomicstatus,grouporfaction,nationalorigin,politicalopinion,disability,HIVstatus,membershipinatradeunionortheexerciseofunionactivities.

16. Inmycompany,theperformanceappraisalsystemsusedtodefinesalaryincrementsforgoodindividualperformanceareobjective,unbiasedandappliedinanon-discriminatoryway.

17. Mycompanyrecognizesaccumulationofseniorityduringwomenworkers’maternityleaveanddoesnotreducetheirwagesorseniorityuponreturntowork.

Term and conditions of work

18. Inmycompany,assignmentofdutiesandallocationofhourofwork(includingovertime)isdoneinanequalandfairmannerwithoutdiscriminationonanyground.

19. Mycompanyprovidessafetyequipmentandarrangementstoallworkerswithoutdistinction

19

Code

of p

ract

ice

for e

mpl

oyer

s


basedonsex,raceorethnicity,colour,religiousbelieforcreed,socialorigin,socialoreconomicstatus,grouporfaction,nationalorigin,politicalopinion,disability,HIVstatus,membershipinatradeunionortheexerciseofunionactivities.

Training, advancement and promotion

20. Inmycompany,allcategoriesofworkershaveaccesstotrainingandcareerdevelopmentbasedontheirpersonalabilitiesandmotivation,withoutanydiscriminationonthegroundsofsex,raceorethnicity,colour,religiousbelieforcreed,socialorigin,socialoreconomicstatus,grouporfaction,nationalorigin,politicalopinion,disability,HIVstatus,membershipinatradeunionortheexerciseofunionactivities.

21. Inmycompanyallpromotionopportunitiesarewidelyadvertisedthroughouttheorganizationandselectionisbasedonabilities,currentjobperformanceandaspirationsoftheemployee.

22. Mycompanyprovidesspecialtraininganddevelopmentprogrammestargetingwomenandothergroupsofemployeesthatareunder-representedinhigherlevelsofpersonnel.

Termination of employment

23. Inmycompany,renewaloffixeddurationcontractisneverrejectedforreasonsrelatedtopregnancy,maternityleave,temporaryabsencefromworkbecauseofillnessorinjury,unionmembershiporparticipationinunionactivitiesoranyothergroundofprohibiteddiscrimination.

24. Retrenchmentsarealwaysconductedinanon-discriminatorymannerinmycompanywithoutanydisparateorunjustifiableimpactsonspecificgroupsofemployees(e.g.womenorethnicminorities).

25. Inmycompanywomenareneverforcedtoretireatan earlier age than men.

Harassment

26. Inmycompany,relationsbetweendifferentgroupsofworkersaregoodandeverybodyisalwaystreatedwithrespect.

20



27. Mycompanytakesactivemeasurestoensurethattheworkingenvironmentisfreefromharassmentand bullying.

28. Mycompanytakesactivemeasurestoensurethattheworkingenvironmentisfreefromsexualharassment.

Maternity protection

29. Inmycompanyspecialconsiderationisgiventowomenintheirlastmonthsofpregnancyandnursingmothersintermsofsuitabilityofjob,workloadandworkingconditions.

30. Mycompanyallowspregnantwomentotakepaidtimeoffforprenatalcheckups.

31. Inmycompanyallwomenworkersareprovidedwithpaidmaternityleaveandmedicalbenefits.

32. Mycompanypayspregnantwomenworkersmaternitybenefitsforthreemonthsofmaternityleave.

33. Mycompanyprovidesnursingwomenwithbreastfeedingbreaksandfacilities.

Work-family balance

34. Mycompanymakesitpossibleforbothmenandwomenworkerstobalancetheirworkandfamilylife(e.g.flexibleworkarrangementsorfamilycareleave).

Reasonable accommodation

35. Allworkspacesinmycompanyaremadeaccessibleforworkerswithphysicalandmentaldisabilities

36. Inmycompany,workerswithdisabilitiesareprovidedwithspecialworktoolsandequipmenttoaccommodatetheirspecialneeds.

37. Mycompanymakesefforttoaccommodateemployees’reasonableneedsandrequestsrelatedtoreligiousorethniccustomsorotherpersonalreasons(e.g.specificdietaryhabits,worktimeandleavearrangements).

21

Code

of p

ract

ice

for e

mpl

oyer

s


Company business operations

38. Mycompanyrespectstheprinciplesofequalityandnon-discriminationinallbusinesspractices,includingcustomerservice,marketingandsourcing.

39. Inmycompany,allcustomerservicepersonnelistrainedtotreatcustomersinarespectfulandnon-discriminatoryway.

Management of equality issues in the company

40. Theleadershipofmycompanyrecognizesfairnessandnon-discriminationaskeyvaluesinthecompanymanagementstyle.

41. Mycompanyhasaclearandexplicitpolicy,rulesand/orregulationstopromoteequalityandprohibitdiscrimination.

42. Mycompanyhasaclearandexplicitpolicy,rulesand/orregulationstoprohibit(sexual)harassmentand bullying.

43. Mycompanyhasaclearandexplicitpolicy,rulesand/orregulationsonmaternityprotection,paternityleave,andwork-lifebalance

44. Mycompanyhasidentifiedpaymentdisparitiesbetweenmenandwomen,andistakingactiontoclosethepaygaps.

45. Mycompanyhasconductedanequalityaudittoassessandmonitortheequalitysituationinthecompany.

46. Mycompanyhasnominatedamanagerresponsibleforequalityissues.

47. Incaseservicesofanoutsourcingoremploymentagencyareusedtorecruitworkers,mycompanyalwaysrequirestheentitytocomplywithourcompanyequalitypolicy.

Workplace cooperation and social dialogue

48. Inmycompany,policies,rulesand/orregulations(includingtheequalitypolicy)arepreparedinfullconsultationwithtradeunionsand/orworkers’representatives.

22



49. Inmycompany,employeeshavesuccessfullynegotiatedcollectiveagreementswithprovisionsonequality,maternityprotectionandflexibleworketc.

50. Allgroupsofworkers(women,men,ethnicminorityworkers,andworkerswithdisabilityorhealthcondition)arerepresentedbytheirownrepresentativesinconsultationsonissuesdirectlyconcerningtheiremploymentandworkingconditions.

51. Mycompanyhasasuggestionboxwhichanyemployeecanusetovoicetheirconcernsorinterests.

Awareness raising and equality training

52. Inmycompanyallstaffisawareofcompanypolicies,rulesand/orregulationsondiscrimination,harassment,maternityprotectionandwork-lifebalance.

53. Allstaffinmycompanyunderstandswhatisandwhatisnotacceptableandrespectfulbehaviorintheworkplace.

54. Allmanagershavebeentrainedontheirroleinimplementingthecompanyequalityandnon-discriminationpolicy.

55. Allstaffinmycompanyhasbeentrainedonequalityandwork-lifebalance.

56. Allstaffinmycompanyknowswhotheequalityofficerisandhowtocontacther/him.

Complaints mechanisms

57. Mycompanyhasaproceduretodealwithcomplaintsregardingunacceptablebehaviorsuchasharassment,unequaltreatmentorotherdiscriminatorypractices.

58. Allstaffinmycompanyknowshowtofileacomplaintusingthemechanism.

59. Thecomplaintsmechanismhasbeensuccessfullyusedtoinvestigateandsolveseveralcomplaintsinmycompany.

23

Code

of p

ract

ice

for e

mpl

oyer

s

Scoring

Thetotalscoreforthechecklistis80 points:

Forquestions1-40,each‘yes’answergivesyouone point.

Forquestions41-59,each‘yes’answergivesyoutwo points.

Comments on your checklist scores

0-10 yes’s Thereissomeunderstandingofequalityprinciplesinyourcompanybutrealawarenessondiscriminationatworkislacking.Readthis“Codeofpractice”andtherelated“Guideforemployers”togetmoreinformationonhowtoensureequalopportunityandtreatmentandeliminationofanydiscriminatorypracticesinyourcompany.

11-30 yes’s Yourcompanyisstartingtomakeprogressinimplementingequality,butyoustillhavesomeway togo.Reviewthis“Codeofpractice”and therelated“Guideforemployers”togetideasonhowtostrengthenequalityimplementationinyourcompany.

31-50 yes’s Progresshasbeenmadeinyourcompanyinunderstandingandaddressingworkplacediscriminationandpromotingequalityatwork.Yourcompanymaybereadytoadoptandimplementacompanyequalitypolicy.

51-70 yes’s Yourcompanyhasmadeagoodstartatimplementingequalitymeasures.Usethis“Codeofpractice”andtherelated“Guideforemployers”tocheckwhetheryouareontherighttrackandlearnhowtodealwithissuesthatarenotyetaddressed.

71-80 yes’s Yourcompanyisdoingverywell!Wesuggestthatyoucontinuethegoodworkby regularly reviewing your company equality policies andworkpractices.

24


NOTES

25

Code

of p

ract

ice

for e

mpl

oyer

s

NOTES

26


NOTES

code of practice for employers for promoting equality … · code of practice for employers on...

Documents