equality policy statement

Our Company respecting the following legal frameworks:

Organisation /
Country Name:
Document / Legislation Name:Part of the document /
legislation related to Equality
United NationsConvention on the Rights of Persons with
Disabilities (CRPD)
Article 5 – Equality and non-
European UnionCharter of Fundamental RightsChapter 3 – Articles 20-26
United KingdomEquality Act 2010Part 2 Equality: key concepts –
Chapter 1 Protected
characteristics & Chapter 2
Prohibited conduct
Cyprus RepublicNational Action Plan for Equality between
Women and Men 2019–2023 (NGEP)
Targets 1 – 7

firmly declares that:

  • We recognise that discrimination and victimisation is unacceptable and that it is in the interests of the Company and its employees to utilise the skills of the total workforce. It is the aim of the Company to ensure that no employee or job applicant receives less favourable facilities or treatment (either directly or indirectly) in recruitment or employment on grounds of the following protected characteristics:

    • age
    • disability
    • gender / gender reassignment
    • marriage / civil partnership
    • pregnancy / maternity
    • race
    • religion or belief
    • sex, or sexual orientation.

  • Our aim is that our workforce will be truly representative of all sections of society and each employee feels respected and able to give their best.

  • We oppose all forms of unlawful and unfair discrimination or victimisation. To that end the purpose of this policy is to provide equality and fairness for all in our employment.

  • All employees, whether part-time, full-time, or temporary, are treated fairly and with respect. Selection for employment, promotion, training, or any other benefit is based on aptitude and ability. All employees are helped and encouraged to develop their full potential and the talents and resources of the workforce are fully utilised to maximise the efficiency of the organisation.

  • Our staff does not either discriminate directly or indirectly nor harass customers or clients because of their age, disability, gender reassignment, pregnancy and maternity, race, religion or belief, sex, and sexual orientation in the provision of the Company’s goods and services.

  • Our policy and the associated arrangements operate in accordance with statutory requirements.

  • Ensuring that our Equality Policy Statement is not only internally visible (from all employees) the relevant document is freely accessible through Company’s website. By doing this we tend to promote transparency and allow clients, partners, and potential employees to understand our commitment to equality.


  • To create an environment in which individual differences and the contributions of all our staff are recognised and valued.
  • Every employee is entitled to a working environment that promotes dignity and respect for all. No form of intimidation, bullying or harassment will be tolerated.
  • Training, development, and progression opportunities are available to all staff.
  • To promote equality in the workplace which we believe is good management practice and makes sound business sense.
  • We biannually review all our employment practices and procedures to ensure fairness (more details are provided in the next section under the title: Equality Policy Review & Constant Update).
  • Breaches of our equality policy are regarded as misconduct and could lead to disciplinary proceedings.
  • This policy is fully supported by senior management.
  • The policy is constantly monitored and reviewed regularly.


This Policy is constantly being updated to improve our CSR efforts. More specifically:

  • A questionnaire is being released through e-mail to all employees [every 6 months] to further understand their attitudes and perceptions on equality matters.
  • Additionally, the Head of HR Department holds [every 6 months and after having completed the relevant questionnaire form] a personal interview session with each one of the Company’s employees to listen their potential concerns regarding equality matters and this procedure provides a true time feedback that is vital for targeted equality policy adjustments.
  • At the same time all employees are informed that whenever they feel that one of their colleagues has expressed a disrespectful behavior towards them, they should report it at once at the Head of HR Department and all necessary actions will be taken.
  • Each time a new adjustment is being made to our Equality Policy all employees are informed by email, and they receive attached a copy of the new Equality Policy Statement.


  • Responsibility for ensuring the effective implementation and operation of the arrangements rests with the Head of Human Resources Department, the Chief Executive / Business Owner and the Directors / Managers that ensure that they and their staff operate within this policy and arrangements, and that all reasonable and practical steps are taken to avoid discrimination. Each manager ensures that:

    • Company’s staff are aware of the Equal Opportunity Policy as long as the arrangements, and the reasons for the policy.
    • Equal Opportunities Policy grievances concerning discrimination are dealt properly, fairly and as quickly as possible.
    • Proper records are maintained.

  • The Human Resources Department is responsible for monitoring the operation of the policy in respect of employees and job applicants, including periodic departmental audits.


  • Responsibility for ensuring that there are no unlawful discrimination rests with all staff and the attitudes of staff are crucial to the successful operation of fair employment practices.

  • In particular, all members of staff should:
    • comply with the Equal Opportunity Policy and the relative arrangements.
    • not discriminate in their everyday activities or induce others to do so.
    • not victimise, harass, or intimidate other staff or groups who have, or are perceived to have one of the protected characteristics.
    • ensure no individual is discriminated against or harassed because of their association with another individual who has a protected characteristic.
    • inform the Head of the Human Resources Department if they become aware of any discriminatory practice.


  • Third-party harassment occurs where an employee of the Company is harassed, and the harassment is related to a protected characteristic, by third parties such as clients or customers. The Company does not tolerate such actions against its staff, and the employee concerned should inform its manager / supervisor at once that this has occurred. The Company will fully investigate and take all reasonable steps to ensure such a harassment will not happen again.


  • All employment policies and arrangements have a bearing on equality of opportunity. The Company policies are regularly reviewed, and any identified discriminatory elements are removed.


  • The Company attaches particular importance to the needs of disabled people.

  • Under the terms of its Equal Opportunities Policy, managers are authorised to:
    • make reasonable adjustments to maintain the services of an employee who becomes disabled, for example, training, provision of special equipment, reduced working hours etc. (NB: managers may seek advice and guidance from external agencies where appropriate to maintain disabled people in employment).
    • include disabled people in training/development programmes.
    • give full and proper consideration to disabled people who apply for jobs, having regard to making reasonable adjustments for their aptitudes and abilities to allow them to be able to do the job.


  • A series of regular briefing sessions are held every six months for staff on equality issues. Equality information is also included in induction programmes.

  • Training in terms of equality is provided also for managers. All managers who have an involvement in the recruitment and selection process receive relevant training too.


  • The Company deems it appropriate to state its intention not to discriminate and ensures that this is consistently translated into practice across the organisation. Accordingly, a relevant monitoring system measures the effectiveness of the Equal Opportunities Policy and all relevant arrangements. This monitoring system includes unnamed complaint sheets and questionnaires as long as hearings with the manager of the Human Resources Department concerning potential breaches of the Company’s Equality Policy.

  • The system involves the routine collection and analysis of information on employees by gender, marital status, ethnic origin, sexual orientation, religion / beliefs, grade, and length of service in current grade. Information regarding the number of staff who declare themselves as disabled are also maintained.

  • Regular assessments are also held to measure the extent to which recruitment to first appointment, internal promotion and access to training/development opportunities affect equal opportunities for all groups.

  • The Company maintains information on staff who have been involved in certain key policies: disciplinary, grievance and bullying & harassment.

  • Where appropriate equality impact assessments are carried out on the results of monitoring to ascertain the effect of the Company policies and our services / products may have on those who experience them.

  • The information collected for monitoring purposes are treated as confidential and they are not used for any other purpose.

  • If monitoring shows that the Company, or areas within it, are not representative, or that sections of our workforce are not progressing properly within the Company, then an action plan is developed to address those issues. This includes a review of recruitment and selection procedures, Company policies and practices as well as consideration of taking legal positive action.


  • Employees have the right to pursue a complaint concerning discrimination or victimisation.

  • Discrimination and victimisation are treated as disciplinary offences, and they are dealt with in accordance with the Company Disciplinary Procedure.


  • If an employee of the Company is being reported to the Human Resources Manager on having expressed a discriminatory behavior towards his/her colleague then both are interviewed in separate sessions. If the issue can be solved with mutual understanding, then no further inquiries are held.

  • If the issue is severe (i.e. body injury caused by aggressive behavior) and needs to be resolved through legal procedure, then the involved employees take a short leave until the issue is resolved. An independent lawyer is being hired and investigates the issue. If a legal procedure must be undertaken, then the Company covers all expenses. When the legal procedure has concluded the employee that is innocent normally returns to his/her working post and the employee that turns out to be guilty automatically is being fired without any previous notice.

  • If an employee of the Company is accused of improper behavior towards another Company / Organisation employee an interview with the Company’s Human Resources Manager is held on the Company’s premises. If the explanations that ought to be given are sufficient and solid, then a written report is prepared and sent to the other Company / Organisation. If the issue is not resolved and needs to be further examined, then the Company’s Law Department contacts the other Company / Organisation Law Department and tries to find a mutually accepted solution.

  • If the issue is severe (i.e. body injury caused by aggressive behavior) and needs to be resolved exclusively through legal procedure, then the involved employee takes a short leave until the issue is resolved. An independent lawyer is being hired and investigates the issue. If a legal procedure must be undertaken, then the Company covers all expenses. When the legal procedure has concluded, if the Company’s employee is innocent then he/she normally returns to his/her post. If the Company’s employee is convicted, then the necessary legal procedure is being followed and the employee is being automatically fired.

  • The Company treats the relevant complaint information if the name of the employee involved with strict confidentiality regarding third parties and ensures that the documents referred to are not seen by third parties.