Anvalad  is committed to encouraging equality, diversity and inclusion among our workforce, and eliminating unlawful discrimination. 

 

The aim is for our workforce to be truly representative of all sections of society and our customers, and for each employee to feel respected and able to give their best.  

 

The organisation - in providing goods and/or services and/or facilities - is also committed against unlawful discrimination of customers or the public. 

 

 

Our policy’s purpose 

 

This policy’s purpose is to: 

 

1. Provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time 

 

2. Not unlawfully discriminate because of the Equality Act 2010 protected characteristics of: 

 

• age 
• disability 
• gender reassignment 
• marriage and civil partnership 
• pregnancy and maternity 
• race (including colour, nationality, and ethnic or national origin) 
• religion or belief 
• sex 
• sexual orientation 

  

 

 3. Oppose and avoid all forms of unlawful discrimination. This includes in: 

 

• pay and benefits 
• terms and conditions of employment 
• dealing with grievances and discipline 
• dismissal 
• redundancy 
• leave for parents 
• requests for flexible working 
• selection for employment, promotion, training or other developmental opportunities  

 

Our commitments 

 

The organization commits to: 

 

1. Encourage equality, diversity and inclusion in the workplace as they are good practice and make business sense 

 

2. Create a working environment free of bullying, harassment, victimization and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognized and valued.   

 

This commitment includes training managers and all other employees about their rights and responsibilities under the equality, diversity and inclusion policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination. 

 

All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public 

 

3. Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others in the course of the organisation’s work activities. 

 

Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice. 

 

Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence. 

 

4. Make opportunities for training, development and progress available to all staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation. 

 

5. Make decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act). 

 

6. Review employment practices and procedures when necessary to ensure fairness and also update them and the policy to take account of changes in the law. 

 

7. Monitor the make-up of the workforce regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality, diversity and inclusion, and in meeting the aims and commitments set out in the equality, diversity and inclusion policy. 

 

Monitoring will also include assessing how the equality, diversity and inclusion policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues. 

 

As a fundamental operating principle, we strive to respect human rights wherever we do business. We are committed to doing no harm, to avoiding infringing on the human rights of others, and to addressing adverse human rights impacts where they may be caused, contributed by, or linked to our activities. 

 

 

We will:  

• Seek to avoid causing or contributing to adverse human rights impacts through our own activities, and address such impacts if they do occur in a timely and appropriate manner; 
•  Seek to prevent or mitigate adverse human rights impacts that are directly related to our operations, products and services through our business relationships;  
•  If we identify that we have caused or contributed to adverse human rights impacts, provide for or cooperate in their remediation through legitimate processes; and, 
•  Continue to look for ways to support the promotion of human rights within our operations and our sphere of influence. 

 

Our commitment is guided by the principles set forth in laws of Switzerland governing human rights, as well as in the following international standards:  

• Universal Declaration of Human Rights; 
• International Covenant on Civil and Political Rights; 
• International Covenant on Economic, Social and Cultural Rights; 
• International Labour Organization’s (ILO’s) Declaration on Fundamental Principles and Rights at Work; 
• Guidelines for Multinational Enterprises of the Organization for Economic Cooperation and Development (OECD); 
• United Nations (UN) Guiding Principles on Business and Human Rights; 
• Voluntary Principles on Security and Human Rights (VPSHR) (relevant for mining companies). 
• Where national law and international human rights standards differ, we will follow the higher standard; where they are in conflict, we will adhere to national law, while seeking ways to respect international human rights to the greatest extent possible. 

 

 

Assessing human rights risks and impacts 

 

We recognize that we must take steps to identify and address any actual or potential adverse impacts with which we may be involved whether directly or indirectly through our own activities or our business relationships. We manage these risks by integrating the responses to our due diligence into our policies and internal systems, acting on the findings, tracking our actions, and communicating with our stakeholders about how we address impacts. 

  

 

Due diligence process to identify, prevent, mitigate, account and remediate human rights impacts 

 

We understand that human rights due diligence is an ongoing process that requires particular attention at certain stages in our business activities, such as when we form new partnerships or our operating conditions change, as these changes may create new potential or actual impacts on human rights. We understand that this means that we must put in place additional due diligence measures to assess these risks and address them effectively, where appropriate, using our leverage to work either in one-to-one relationships or in broad-based partnerships. We recognize the importance of dialogue with our employees, workers and external stakeholders who are or could potentially be impacted by our actions. We pay particular attention to individuals or groups who may be at greater risk of negative human rights impacts due to their vulnerability or marginalization and recognize that women and men may face different risks.  

 

 

Remedy  

 

We place importance on the provision of effective remedy wherever human rights impacts occur through company-based grievance mechanisms. We continue to build the awareness and knowledge of our employees and workers on human rights, including labor rights, by encouraging them to speak up, without retribution, about any concerns they may have, including through our grievance channels. We are committed to increasing the capacity of our management to effectively identify and respond to concerns. We also promote the provision of effective grievance mechanisms by our suppliers. 

 

  

 

Monitoring human rights impacts 

 

We seek to establish relationships with entities that share the same principles and values. We promote human rights awareness and respect along our value chain, including the adoption of legal contractual clauses. We will seek to monitor our human rights performance and the performance of our suppliers through audits.