The purpose of this Equal Employment Opportunities Policy is to provide guidelines to ensure that the companies of Teleperformance Group (the “Companies” or, individually, “Company”) implement and enforce policies and procedures that effectuate their commitment to equal employment opportunities, nondiscrimination, diversity and inclusion, and, where applicable, affirmative action programs for all candidates and employees, as well as equal employment advancement opportunities for employees. In this regard, the Companies do not unlawfully discriminate on the basis of race, color, religion, sex, sexual orientation, national origin, citizenship, ancestry, age, disability, genetic information, family care status, military caregiver status, veteran or military service or obligation, reserve status, national guard status, or any other basis protected by applicable laws, and it is the policy of each such Company to fully comply with those laws that prohibit discrimination.
This Equal Employment Opportunities Policy concerns and applies to candidates/applicants for employment, all employees of the Companies, and certain third parties that can be affected because of their relationship with the Companies. This Equal Employment Opportunities Policy also addresses all of the Companies’ operations and every aspect of the employment relationship, including but not limited to personnel actions such as recruitment, selection procedures (such as hiring, work assignments, and shift selection), compensation decisions, employee development, training, performance evaluations, promotions, transfers, benefits, disciplinary action and Company social and recreational programs.
Discrimination means any distinction between individuals because of their national origin, sex, marital status, pregnancy, physical appearance, name, state of health, disability, genetic characteristics, cultural mores, sexual orientation or identity, age, political opinions, trade union activities, belonging to an ethnic group, nation, race or religion, or other characteristics or status.
In the employment context, unlawful discrimination means that because of applicants’ or employees’ protected status—meaning their race, color, religion, sex, sexual orientation, national origin, citizenship, ancestry, age, disability, genetic information, family care status, military caregiver status, veteran or military service or obligation, reserve status, national guard status, or any other basis protected by applicable laws—they are treated differently with respect to their compensation, terms, conditions, or privileges of employment (for example, they are not hired or are terminated from employment), or they are limited, segregated or classified in any way which deprives or tends to deprive them of employment opportunities or otherwise adversely affects their status as employees.
The commitment of the Companies to equal employment opportunities concerns all aspects of the employment relationship, including the following fields:
4.1. Recruitment & Hiring
Ensure methods for sourcing candidates for employment, and for deciding those candidates to whom an offer of employment will be extended, do not discriminate against groups of people based on protected status, and that they reflect the Companies’ policy of diversity and inclusion and, where applicable, affirmative action programs.
Each Company shall:
4.2. Promotions & Career Advancement
Incorporate measures to ensure equal employment opportunities in employee promotions and career advancement, including employee training and development.
Provide working conditions that are free of, and that prevent, any kind of unlawful harassment, including harassment because of race, color, religion, sex, sexual orientation, national origin, citizenship, ancestry, age, disability, genetic information, family care status, military caregiver status, veteran or military service or obligation, reserve status, national guard status, or any other basis protected by applicable laws, consistent with applicable law.
Ensure that no worker is unlawfully discriminated against in terms of salary, benefits, incentives, or other forms of compensation or remuneration.
4.5. Work Conditions
Ensure that every worker is treated with respect and courtesy. Promote policies and work arrangements that benefit the Company as well as employees in terms of their family, personal and work time. Encourage efficiency in the use of work time, making effective measures and tools available in the Companies for this purpose.
5. Training & awareness
Incorporate measures to ensure that all Company staff and management are aware of the Company’s commitment to equal employment opportunities, nondiscrimination, diversity and inclusion, and where applicable, affirmative action programs.
Managers: Not only must managers and supervisors conduct themselves in a manner consistent with this Policy, they are also responsible for establishing and maintaining a work environment free of unlawful harassment and discrimination. Managers must respond to any form of unlawful discrimination or harassment reported to them, or that they observe, in accordance with the Company policies, including by taking swift action designed to stop the conduct and reporting it to Human Resources Department management.
Human Resources: The Human Resources Department has the same responsibilities as all other employees relative to compliance with this Policy. At the same time, Human Resources Department personnel in the Companies have special responsibilities in preparing and implementing Company policies, identifying and conducting/arranging for training on such policies, conducting thorough investigations of the complaints that are brought forward by management or any employee under such policies; and providing appropriate coaching and support for all parties involved in possible harassment and discrimination situations. In cases where the employee is not responsive to coaching relative to Company procedure and policy, the Human Resources Department is obligated to elevate the situation to appropriate leaders of the Company for immediate action.
Employees: Employees are responsible for reviewing, understanding, and asking any questions needed to clarify this Policy and any Company-specific equal employment opportunity policies; promoting a workplace free of unlawful discrimination and harassment by conducting themselves in a manner consistent with such policies; attending all required training on the subject matter of such policies; and immediately reporting any possible violations of such policies in accordance with the procedures set forth in their Company policies to their Human Resources Department or the CSR Committee at firstname.lastname@example.org.