Kaizen Recruitment Ethical Trade Policy
Kaizen Recruitment is committed to maintaining the highest standards of ethics and integrity and to conducting our business legally, honestly and fairly and requires all our employees to carry out their duties in accordance with these principles. The Company’s attitude to bribery, fraud, dishonesty, illegal or improper activity amongst its employees, partners, subcontractors or suppliers is that of zero tolerance. Management, consultants and employees are all responsible for ensuring Kaizen Recruitment adhere to our code of ethics.
Kaizen Recruitment Code of Ethics:
Inclusive work force:
We welcome and support people of all backgrounds and identities. This includes but is not limited to members of any sexual orientation, gender identity and expression, race, ethnicity, culture, national origin, social and economic class, educational level, color, immigration status, sex, age, size, family status, political belief, religion, and mental and physical ability.
Considerate work force:
We all depend on each other to produce the best work we can as a company and as an individual. Your decisions will affect clients and colleagues, and you should take those consequences into account when making decisions.
Always Be respectful.
We won’t all agree all the time, but disagreement is no excuse for disrespectful behavior. We will all experience frustration from time to time, but we cannot allow that frustration become personal attacks. An environment where people feel uncomfortable or threatened is not a productive or creative one.
Choose your words carefully.
Always conduct yourself professionally. Be kind to others. Do not insult or put down others. Harassment and exclusionary behavior aren’t acceptable. This includes, but is not limited to:
- Threats of violence.
- Discriminatory jokes and language.
- Sharing sexually explicit or violent material via electronic devices or other means.
- Personal insults, especially those using racist or sexist terms.
- Unwelcome sexual attention.
- Advocating for, or encouraging, any of the above behavior.
In general, if someone asks you to stop something, then stop. When we disagree, try to understand why. Differences of opinion and disagreements are mostly unavoidable. What is important is that we resolve disagreements and differing views constructively.
Strength in diversity
We can find strength in diversity. Different people have different perspectives on issues, and that can be valuable for solving problems or generating new ideas. Being unable to understand why someone holds a viewpoint doesn’t mean that they’re wrong. Don’t forget that we all make mistakes and blaming each other doesn’t get us anywhere.
Instead, focus on resolving issues and learning from mistakes.
The Employment Equality Acts 1998–2015 outlaw discrimination in a wide range of employment and employment-related areas. These include recruitment and promotion; equal pay; working conditions; training or experience; dismissal and harassment including sexual harassment. The legislation defines discrimination as treating one person in a less favourable way than another person based on any of the following 9 grounds:
- Gender: this means man, woman or transsexual
- Civil status: includes single, married, separated, divorced, widowed people, civil partners and former civil partners
- Family status: this refers to the parent of a person under 18 years or the resident primary carer or parent of a person with a disability
- Sexual orientation: includes gay, lesbian, bisexual and heterosexual
- Religion: means religious belief, background, outlook or none
- Age: this does not apply to a person aged under 16
- Disability: includes people with physical, intellectual, learning, cognitive or emotional disabilities and a range of medical conditions
- Race: includes race, skin colour, nationality or ethnic origin
- Membership of the Traveller community.
How to make a complaint under the Employment Equality Acts 1998 – 2015 (EEA)
Discrimination in the workplace can happen when your employer, workmate, or a company you are applying to, treat you less favourably than another person, because of who you are.
The EEA outlaws certain kinds of discrimination under nine specific grounds. It does not cover every form of discrimination.
If you believe you have been discriminated against under any of the nine grounds covered by the EEA, you can make a complaint to the Workplace Relations Commission.
You can do this in stages:
- Look for information to help you to decide whether to make a complaint
- Make sure you are within the time limits for making a complaint
- Make a complaint.
What happens when you make a complaint under the Employment Equality Acts 1998 – 2015 (EEA)
It is the Workplace Relations Commission which looks into claims under the Employment Equality Acts. They have two ways of doing this:
The mediation officer is a neutral person who will give both you and your employer equal time to give your side of the story. This might at a meeting, or through other means.
Mediation is voluntary. Mediation will not take place unless both you and your employer agree to attend. If you and your employer resolve your complaint through mediation, the terms of the agreement will be legally binding.
Mediation is held in private and is confidential. Anything said or recorded during mediation cannot be used in any court proceedings, unless the court case relates to a mediation agreement which has broken down.
Some claims are not suitable for mediation, or fail to be resolved by mediation. In those cases, an adjudication officer will investigate your complaint and make a decision. This is a private process. It may be based on written documents, or an oral hearing. Any decision that an adjudication officer makes is legally binding.
If there is a potential violation of labour standards and or human rights please feel free to contact any of the below for guidance
Workplace Relations Commission:
1890 80 80 90
Irish Human rights and Equality Commission