Casa Amarás makes public its Equity of Labor Opportunities, Inclusion and Non-Discrimination Policy. This, in order for it to be publicly known and also to guarantee that there is no type of discrimination within the company and that if any is incurred; inside and external collaborators to the brand will be subject to corresponding sanctions.

Below you will find such policy:

 

  1. Overview

 Casa Amarás equity policy was made to promote and guarantee equal opportunities between men and women, non-discrimination, access to employment, prevention, care, and eradication of sexual and labor harassment, always in defense of human rights. Also, this policy encourages the respect for diversity, a healthy environment and favorable working conditions that promote a balance between work and personal life, through affirmative actions that encourage labor equality and non-discrimination in favor of collaborators.

As Corporate Social Responsibility, Casa Amarás seeks to promote actions that encourage non-discrimination and equality practices inside and outside the organization for all our stakeholders

Non-discrimination and equality policies are mandatory for all collaborators without exceptions , exclusions, restrictions or preferences that, by action or omission, with or without intention, is not objective, rational or proportional and is intended or result hinder, restrict, impede, impair or nullify the recognition, enjoyment or exercise of human rights and freedoms, when based on one or more of the following reasons: national origin, race/color, culture, sex, gender, gender identity and expression, age, disabilities, social, economic, health or legal status, religion, physical appearance, genetic information, immigration status, pregnancy, language, sexual orientation, political affiliation, marital status, family situation, family responsibilities, criminal record or any other reason. Discrimination will also be understood as homophobia, biphobia, transphobia, misogyny, any manifestation of xenophobia, racial segregation, anti-semitism, as well as racial discrimination and other related forms of intolerance.

Therefore, any act of violence, mistreatment, and segregation of any collaborator within the workplace towards the staff and among the staff who are inside Casa Amarás facilities is prohibited.

 

 

  1. Concept

 

  1. Affirmative actions: These are actions aimed at reducing and eliminating differences in social treatment between men and women. Affirmative actions are developed to guarantee the full incorporation of men and women into the workplace and correct any differences in opportunities, wages, hiring and occupation between men and women.
  2. Actions in favor of staff: These are actions that promote gender equality by improving the working conditions of men and women, which have an impact on the workplace, family, professional, economic, or cultural
  3. Collaborators: Any person, male or female, who works in the organization in technical, operative, and special positions.
  4. Leaders: Any person, man, or woman, who works in the organization in positions of Directors, Managers, Supervisors and Coordinators.
  5. Administrative act: A written warning with a copy to the collaborator’s file.
  6. Discrimination: For the understanding of this policy, discrimination shall be understood as any distinction, exclusion, restriction or preference that, by action or omission, with or without intention, is not objective, rational or proportional and has the object or result of hindering, restrict, diminish or nullify the recognition, enjoyment and exercise of human rights and freedoms, when based on one or more of the following reasons: national origin, race/color, culture, gender, gender identity and expression, age, disabilities, social, economic, health or legal status, religion, physical appearance, genetic information, immigration status, pregnancy, language, sexual orientation, political affiliation, marital status, family situation, family responsibilities, criminal record or any other reason. Discrimination will also be understood as homophobia, biphobia, transphobia, misogyny, any manifestation of xenophobia, racial segregation, anti-semitism, as well as racial discrimination and other related forms of intolerance.

 

Types of Discrimination

 

  1. Age: Age discrimination involves treating an applicant or collaborator less favorably because of his or her age. Harassment for age can include offensive or derogatory remarks about a person’s age and frequent or severe behaviors that creates a hostile or offensive work environment or when it results in an adverse employment decision.
  2. Race/Color: Race discrimination involves treating someone (an applicant or collaborator) unfavorably because he/she is of a certain race or because of personal characteristics associated with race (such as hair texture, skin color, or certain facial features). Color discrimination involves treating someone unfavorably because of skin color complexion and can involve treating someone unfavorably because the person is married to (or associated with) a person of a certain race or color.
  3. Gender: Gender discrimination involves treating someone (an applicant or collaborator) unfavorably because of that person’s gender. Discrimination against an individual because of gender identity, including transgender, bisexual status or because of sexual orientation is discrimination. It is prohibited to harass a person because of that person’s gender.
  4. Harassment: Is a form of employment discrimination. Harassment is unwelcome conduct that is based on race, color, religion, gender (including pregnancy), national origin, age (40 or older), disability or genetic information. Harassment becomes unlawful where 1) enduring the offensive conduct becomes a condition of continued employment, or 2) the conduct is severe or pervasive enough to create a work environment that a reasonable person would consider intimidating, hostile, or abusive. Anti-discrimination laws also prohibit harassment against individuals in retaliation for filing a discrimination charge, testifying, or participating in any way in an investigation, proceeding, or opposing employment practices that they reasonably believe discriminate against individuals, in violation of these laws.

Offensive conduct may include, but is not limited to, offensive jokes, slurs, epithets or name calling, physical assaults or threats, intimidation, ridicule or mockery, insults or put-downs, offensive objects or pictures, and interference with work performance.

Harassment can include “sexual harassment” or unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature. Harassment does not have to be of a sexual nature, however, and can include offensive remarks about a person’s gender. Both victim and the harasser can be either a woman or a man, and the victim and harasser can be the same gender.

  1. Sexual Harassment: It is prohibited to harass a person (an applicant or collaborator) because of that person’s gender. Harassment can include “sexual harassment” or unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature. Harassment does not have to be of a sexual nature, however, and can include offensive remarks about a person’s gender.
  2. National Origin: National origin discrimination involves treating people (applicants or collaborators) unfavorably because they are from a particular country or part of the world, because of ethnicity or accent, or because they appear to be of a certain ethnic background (even if they are not), also treating people unfavorably because they are married to (or associated with) a person of a certain national origin. This discrimination can occur when the victim and the person who inflicted the discrimination are the same national origin. It is prohibited to harass a person because of his or her national origin. Harassment can include, for example, offensive or derogatory remarks about a person’s national origin, accent or ethnicity. A leader can only require a collaborator to speak fluent English if fluency in English is necessary to perform the job effectively. An “English-only rule”, which requires collaborators to speak only English on the job, is only allowed if it is needed to ensure the safe or efficient operation of the employer’s business and is put in place for nondiscriminatory reasons.

A collaborator may not base an employment decision on an collaborators foreign accent unless the accent seriously interferes with the collaborators job performance.

  1. Religious: Religious discrimination involves treating a person (an applicant or collaborator) unfavorably because of his or her religious beliefs. The law protects not only people who belong to traditional, organized religions, such as Buddhism, Christianity, Hinduism, Islam, and Judaism, but also others who have sincerely held religious, ethical, or moral beliefs. Religious discrimination can also involve treating someone differently because that person is married to (or associated with) an individual of a religion and offensive remarks about a person’s religious beliefs or practices.
  2. Genetic Information: Genetic information includes information about an individual’s genetic tests and the genetic tests of an individual’s family members, as well as information about the manifestation of a disease or disorder in an individual’s family members (i.e. family medical history). It is prohibited to discriminate against collaborators or applicants because of genetic information and the use of genetic information in making employment decisions, restricts employers and other entities from requesting, requiring, or purchasing genetic information, and strictly limits the disclosure of genetic information.
  3. This policy forbids discrimination when it comes to any aspect of employment, including hiring, firing, pay, job assignments, promotions, layoff, training, fringe benefits and any other term or condition of employment.

 

  1. Equality: Ethical principle of justice related to the idea of social equality and the recognition and appreciation of social differences and individuality, reaching a balance between both dimensions.
  2. Gender equality: Ethical principle of justice that consists of eliminating the existing imbalances in the access and control of resources between women and men and achieving recognition of gender differences, in the same way it is understood as:

 

  1. A set of rules that allow equal participation of men and women in their organizational and social environment with a higher value than those traditionally established, thereby avoiding the introduction of stereotypes or discrimination; and
  2. Situation in which all human beings are free to develop their personal capacities and make decisions without the limitations imposed by traditional roles, and in which different behaviors, aspirations and needs are taken into account, valued and promoted equally of women and men.

 

  1. Labor moment: It is a continuous negative behavior on the part of one or more people that is carried out in a hierarchical way or between colleagues when actions are carried out that commit the work to be carried out consistently and with offensive characteristics, and it manifests itself in form of disqualification of the work performed, relegation to subordinate or degrading tasks in an unfair manner, segregation, wage and contractual discrimination, among others.
  2. Equality: Principle that recognizes in all people the freedom to develop their personal skills and make choices without being limited by stereotypes or prejudices, so that their rights, responsibilities and opportunities do not depend on their ethnic, racial or national origin, sex, gender, age, disability, social or economic condition, health conditions, pregnancy, language, religion, opinions, sexual orientation, marital status or any other similar one; that is, it implies the elimination of all forms of discrimination.
  3. Equal Opportunities: It is the situation in which women and men have equal opportunities to fulfill themselves intellectually, physically and emotionally, being able to achieve the goals they set for their lives developing their potential capacities without distinction of ethnic, racial or national origin, sex, gender, age, disability, social or economic condition, health conditions, pregnancy, language, religion, opinions, sexual orientation, marital status or any other similar one.

 

  1. Responsibilities

 

The Human Talent department is responsible for:

 

  1. Integrate an Equity of Labor Opportunities and Non-Discrimination Committee, at least formed by three people, and among them, there must be one or a person in charge.
  2. Investigate, analyze, and evaluate real reports regarding sexual harassment, inequal or discriminatory situations.
  3. Keep absolute confidentiality of reports and whistleblowers and take the corresponding actions to correct the situation.
  4. To promote a work environment that provides equality of opportunity for labor conditions for all collaborators.
  5. Promote a work environment that guarantee healthy relationships and wellbeing between collaborators.
  6. Directors, managers, and all positions within the Company should provide fair treatment, respect, legitimacy and authority between men and women.
  7. Any discriminatory practice is prohibited.
  8. For recruitment and selection processes, candidates and applicants for a position should be evaluated in equal conditions and terms, always considering education, experience, and responsibility.
  9. Job description of any position within the company should be indistinct to the gender of the person who is applying to the position.
  10. The training, formation, professional development, and promotion of collaborators must be equal for men and women.
  11. Remuneration and salaries for collaborators are based on a non-discrimination criteria, established by the company for all positions.
  12. Women and men must have the same opportunities to access and stay inside the company.

 

The Labor Opportunities Equity and Non-Discrimination Committee is responsible for:

 

  1. Supervise the development and implementation of labor equality and non-discrimination practices at Casa Amarás.
  2. Implement affirmative actions and actions in favor of staff.
  3. Design, implement, carry out and follow up the affirmative actions and/or actions in favor of the collaborators.
  4. Encourage and verify labor equality and non-discrimination policies and guarantee the respect of diversity in all departments of the company.
  5. Promote work and life balance between men and women within the company.

 

  1. Sexual Harassment

 

  1. All collaborators must desist from carrying out verbal, physical, or both, which may constitute acts of harassment and/or sexual harassment within the organization.
  2. That act contrary to promoting and ensuring a healthy and safe environment within the workplace, preserving physical and mental health, stimulating professional development and performance, may be considered an act of harassment and / or sexual harassment that affects the workplace.
  3. Everyone has the right to be protected against all acts that may affected its dignity and wellbeing.
  4. Both women and men can be affected by sexual harassment, it could happen at any level of the organization regardless the superior or inferior positions.

 

  1. Complaints

 

  1. Any person can make a report of an inequitable, discriminatory or harassment situation and/or sexual and/or labor harassment regardless of the level or department to which they belong.
  2. Complaints must be made based on a fact or a detailed suspicion.
  3. Complaints must be reported to the Equity of Labor Opportunities and Non-Discrimination Committee or to one of the people who comprise it and to the Human Talent department.

 

 

  1. Sanctions

 

Violation of the rules contained in this document will result in the following sanctions:

 

  1. Verbal Warning: It is imposed for minor offenses with low impact.
  2. Administrative Act: It is applied when the collaborator recurs in a fault previously indicated verbally, or when human error or negligence is more serious.
  3. Second Administrative Act: Applies to significant offenses or, for recidivism in serious conduct already sanctioned. The violation will constitute in a second warning to the collaborator to correct its behavior with the objective to avoid a labor suspension or the termination of the labor relationship in that case.
  4. Suspension from one to eight days without pay: It will be applied to profoundly serious offenses or for recidivism of conduct already sanctioned.

 

In case of being a victim of labor or sexual harassment and discrimination, the process must be carried out under the following instances:

 

  1. Report the situation to your direct Leader.
  2. The Area Leader must report the case to the Human Talent department.
  3. If the Area Leaders were involved, it should report directly with the Human Talent department.