Occupational Health, Safety & Environment Training Consultants LLC. (Hereinafter referred to as `ohset`) recognizes that direct or indirect discrimination, harassment, third party harassment, victimization and bullying are unacceptable; believes that all individuals and organizations in contact with ohset have the right to be treated with dignity and respect and therefore aims for equality of opportunity in the delivery of its all services and equality and diversity in employment.

The aim of this policy is to ensure that all individuals and organization

s with which ohset has a relationship receive equal treatment regardless of their individual differences. These individuals and organizations can be job seekers, learners, suppliers, visitors, organizations seeking to set up partnership with ohset.

This policy relates to all activities carried out by ohset in order to ensure business continuity including employment, job advertisement, selection, recruitment, training and development. The principles apply equally to all dealings with learners for delivery of trainings, suppliers and business partners.

Ohset will treat every individual equally regardless of their disability, gender, civil status, pregnancy and maternity, race, religion, belief, sex, sexual orientation

Ohset is committed to Equal Opportunities by taking positive action to:

1-    Comply with the requirements of civil rights act currently in force and monitoring for any future revisions.

2-    Promote practices and procedures that give Equal Opportunities to everybody who wish to participate in our courses.

3-    Consider the needs of all potential learners when delivering courses to minimize any later need to make reasonable adjustments for learners with particular requirements.

4-    Guarantee fair assessment for all learners, including those with particular assessment requirements.

5-    Only use publications and material that are free from bias.

6-    Promote the principles of diversity and accessibility.

7-    Monitor and review our policy on a regular basis, taking into account all changes to current legislation.

Within the context of this policy, disability includes those with learning and physical disabilities/difficulties, sensory impairment and difficulties due to mental health. Ohset is committed to:

-        challenging discrimination due to disability of an individual;

-        eliminating discrimination against people with disabilities in its practices;

-        the provision of access, facilities, support and services to meet the needs of people with disabilities

While delivering services and conducting examinations, ohset will make reasonable adjustments to ensure that a learner with a disability is not at any substantial disadvantage when compared to non-disabled learner.

Reasonable adjustments are changes to any physical feature of a training and/or examination venue and can include making adjustments to access and egress points, seats, desks, visuals, and equipment.

As ohset, we will ensure that this policy is communicated to all our staff, partners and suppliers and assign responsibility to those dealing with customers, partners, and job applicants.

The main responsibility to ensure the implementation of this policy rests on the General Partner of ohset. The main responsibilities on the General Partner in this context are

-        ensuring this policy is understood and complied with by all staff and partners,

-        dealing with breaches and complaints seriously and confidentially

-        welcoming ideas for the advancement of diversity principles within the organisation

The company expects staff to behave in a professional manner at all times. Ohset will not tolerate behaviors such as:

•         Physical violence
•         Abusive language
•         Rudeness
•         Isolating, ignoring or refusing to work with or train certain people
•         Telling offensive jokes
•         The display of offensive material such as pornography or sexist/racist cartoons
•         Distribution of offensive material via email

DEFINITIONS

Direct discrimination occurs when a person is treated less favorably than others in similar circumstances. Indirect discrimination occurs when a condition or requirement is imposed which adversely affects a particular group considerably more than another and cannot be strictly justified in terms of requirements for performing the job.

Harassment is defined as unwanted, unreciprocated and/or uninvited comments, looks, actions, suggestions or physical contact that is found objectionable and offensive and that might threaten an employee’s job security, or create an intimidating working environment.

Indirect discrimination is when a rule or policy that applies to everyone but disadvantages a person with a protected characteristic.

Third party harassment applies to non-employees of the company, such as customers and clients.

Bullying is a form of harassment which is normally related to an abuse of power.

Victimization is treating a person less favorably because they have asserted their rights under this policy or equality legislation (i.e. made or assisted with a complaint).