Good morning, everyone! I hope you are doing great.
I am developing and implementing a policy of "non-discrimination based on caste" and training in my organization, and our organization is in the US healthcare sector.
Could you please assist with the policy?
From India
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1I am developing and implementing a policy of "non-discrimination based on caste" and training in my organization, and our organization is in the US healthcare sector.
Could you please assist with the policy?
From India
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Dear Pandarinath,
You have asked for a policy on "non-discrimination based on caste." However, not just caste, there should not be discrimination on account of one's religion, region, language, skin color, gender, marital status, physical disability, etc. Therefore, when you create a policy, call it "Equal Employment Opportunities". Equality should be maintained in recruitment, transfers and postings, promotion, etc. Please note that for the sake of maintaining equality, merit cannot be given short shrift. Therefore, opportunities should be based on competence as well as equality.
Recently, news was published on how married women were denied employment in the Foxconn plant in Tamil Nadu. So, the policy on non-discrimination acquires paramount importance.
Thanks,
Dinesh Divekar
From India, Bangalore
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You have asked for a policy on "non-discrimination based on caste." However, not just caste, there should not be discrimination on account of one's religion, region, language, skin color, gender, marital status, physical disability, etc. Therefore, when you create a policy, call it "Equal Employment Opportunities". Equality should be maintained in recruitment, transfers and postings, promotion, etc. Please note that for the sake of maintaining equality, merit cannot be given short shrift. Therefore, opportunities should be based on competence as well as equality.
Recently, news was published on how married women were denied employment in the Foxconn plant in Tamil Nadu. So, the policy on non-discrimination acquires paramount importance.
Thanks,
Dinesh Divekar
From India, Bangalore
Acknowledge(0)Amend(0)
Adopt a DEI policy that emphasizes a commitment to Diversity, Equality, and Inclusion, ensuring a bias-free environment free from discrimination based on factors such as caste, religion, gender, or skin color. Consider seeking the assistance of a DEI consultant, as they are the best resource to guide you in this area.
From India, Mumbai
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From India, Mumbai
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Definition:
Discrimination is the unequal or unfair treatment of a person based on some personal characteristic. It is defined as the different treatment of two equally qualified individuals on account of their gender, race, age, disability, religion, national origin, ethnicity, pregnancy/parenthood. Not all distinction, exclusion, or preference constitutes discrimination. For instance, a merit or performance-based raise or bonus is not by itself discriminatory. Positive discrimination in favor of people from certain underrepresented groups is legal if it is mandated by law.
Objective:
The company is committed to the prohibition of discrimination based on race, color, national or ethnic origin, age, religion, disability, gender, sexual orientation, gender identity and expression, including transgender identity, political opinion, pregnancy/maternity status, diseases (any chronic illness like HIV/AIDS), membership in worker organizations, foreign/domestic migrant employee status, retaliation, Union Affiliation, or Sympathy, Family status, or partnership, etc., with regard to recruitment & hiring, salary, increments, incentives, promotion, demotion, discipline, transfer, and termination/separation or any other status protected by applicable law.
Scope:
This policy and procedure apply to all employees of the company and its supply chain. Any records and documents required shall be used in accordance with the policy and procedure.
I think it supports your discrimination policy preparation.
Jagadeeshwara
From India, Bengaluru
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Discrimination is the unequal or unfair treatment of a person based on some personal characteristic. It is defined as the different treatment of two equally qualified individuals on account of their gender, race, age, disability, religion, national origin, ethnicity, pregnancy/parenthood. Not all distinction, exclusion, or preference constitutes discrimination. For instance, a merit or performance-based raise or bonus is not by itself discriminatory. Positive discrimination in favor of people from certain underrepresented groups is legal if it is mandated by law.
Objective:
The company is committed to the prohibition of discrimination based on race, color, national or ethnic origin, age, religion, disability, gender, sexual orientation, gender identity and expression, including transgender identity, political opinion, pregnancy/maternity status, diseases (any chronic illness like HIV/AIDS), membership in worker organizations, foreign/domestic migrant employee status, retaliation, Union Affiliation, or Sympathy, Family status, or partnership, etc., with regard to recruitment & hiring, salary, increments, incentives, promotion, demotion, discipline, transfer, and termination/separation or any other status protected by applicable law.
Scope:
This policy and procedure apply to all employees of the company and its supply chain. Any records and documents required shall be used in accordance with the policy and procedure.
I think it supports your discrimination policy preparation.
Jagadeeshwara
From India, Bengaluru
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NO DISCRIMINATION PLEASE.doc
Discrimination in Private Employment Must Stop - Justice DY Chandrachud (TOI - 22-Jun-2022).pd f