Global Video Networx Diversity Policy
Global Video Networx and its affiliates (collectively “GLOBAL VIDEO NETWORX”) is a US company and the basis of our formal policy is our beliefs. All Global Video Networx employees are expected to follow our Diversity Policy.
This page contains the following sections :
- Commitment to Equal Opportunities
- Employment Practices
- Direct and Indirect Discrimination
- Harassment
- Duty of Directors, Managers, and Supervisors
- Monitoring & Review
- Grievance and Disciplinary
- Diversity Statement to Employees
Commitment to Equal Opportunities
Global Video Networx is committed to policies of non-discrimination to promote diversity in employment regardless of race, sex, parental or marital status, age, religion, sexual orientation, disability or any other criteria not specifically related to relevant aptitudes, potential, skills and abilities.
This is because we need to employ the best people for the job, make the best use of existing staff and create an atmosphere in Global Video Networx where people can give of their best. The best way of achieving this is to treat all employees fairly and to be seen to be doing that.
We value the diversity in society and the diversity amongst our employees, and we believe that by successfully managing this diversity, we can gain from it and become a more effective business.
- to eliminate discrimination on grounds of sex or marital status and promote equal opportunity in employment;
- to eliminate racial discrimination and promote equal opportunity in employment;
- not to discriminate against current or prospective employees with disabilities because of a reason relating to their disability;
- To make reasonable adjustments to our premises or employment arrangements, if these substantially disadvantage a disabled employee, or prospective employee, compared to a non-disabled person.
Employment Practices
Global Video Networx will actively promote diversity throughout the organization through the application of employment policies which will ensure that individuals receive treatment that is fair, equitable and consistent with their relevant aptitudes, potential, skills and abilities.
The principle of equal treatment applies in respect of all conditions of employment including recruitment, pay, hours, holidays, work allocation, sickness benefit, training and promotion. In particular, no job applicant will be placed at a disadvantage by requirements or conditions which are not necessary to the performance of the job or which constitute unfair discrimination. Staff responsible for recruiting and selecting staff in their area should be aware that non-employees can bring claims against Global Video Networx, if they feel they have been unfairly treated on non-job related criteria at the point of selection.
Direct and Indirect Discrimination
This section gives general guidance on the law relating to discrimination. It should not be regarded as definitive and if you require further information you should seek advice in the first instance from the Human Resources Department.
Unlawful direct discrimination is treating a person less favorably than another in any aspect of employment on the grounds of sex, marital status, race or disability.
An example would be a stated policy that certain jobs are open to men or women only.
Unlawful indirect discrimination can occur when an unjustifiable requirement or qualification for employment is imposed which on the face of it the same is apparently for all but which has a disproportionately adverse effect on one sex or racial group.
Another example of unlawful discrimination might be the use of word of mouth recruitment or waiting lists as the sole method of vacancy notification if this excludes members of ethnic minorities and racial groups because they are not currently represented in the workforce.
Victimization means treating a person less favorably than others in circumstances where the person has, in good faith, made a complaint or allegation of discrimination or is assisting another in any complaint or proceedings connected with a complaint of discrimination. Victimization is unlawful.
Harassment
Racial and sexual harassment are both forms of unlawful racial and sex discrimination and as a consequence unlawful behavior. It is also improper and inappropriate behavior which lowers morale and interferes with the effectiveness of people at work.
Sexual and racial harassment means unwanted conduct of a sexual or racial nature based on sex or racial abuse which is offensive to the recipient - it refers to behavior which is unsolicited, that is personally offensive and that fails to respect the rights of others.
Duty of Directors, Managers and Supervisors
Directors, Managers and Supervisors are responsible for eliminating any harassment or intimidation of which they are aware based on grounds of race, religious belief, gender, sexual orientation or any other personal characteristic not related to the individual's ability. Failure to do so will be treated as a failure to fulfill one of the responsibilities of their position.
Monitoring & Review
Global Video Networx recognizes that the regular monitoring of the ethnic origin and sex of employees and job applicants is essential to the effectiveness of this Policy and to this end Global Video Networx will initiate diversity monitoring.
The practical application of this Policy will be subject to regular review by the Human Resources Director and staff.
Grievance and Disciplinary
Appropriate disciplinary action including summary dismissal for serious offenses will be taken against any employee who violates Global Video Networx’s diversity policy.
Any employee who feels that he or she has been treated unfairly on grounds of non-job related criteria or who feels that he or she has suffered sexual or racial harassment should raise their grievance through the following procedure:
- In cases of harassment, the persons who believe they are the subject of such harassment should ask the person responsible to stop the harassing behavior. Where this does not stop or some employment consequences result then a report should be made under ii) below.
- Employees who believe they have been unfairly discriminated against or who believe they are the subject of sexual or racial harassment which has continued despite asking the harasser to stop, should report the alleged act(s) to the appropriate Manager. In cases where this is not appropriate such as where the Manager is the person against whom the complaint is being made, then the employee should report the alleged act to the Human Resources Director.
- A timely investigation will be conducted into the complaint in a confidential manner. All parties will receive a fair and impartial hearing
- If the investigation reveals that the complaint is valid, senior management will give it prompt attention and action will be taken to stop the unfair discrimination.
- Employees will be protected from intimidation, victimization or discrimination for filing a complaint and assisting in an investigation. Retaliation against an employee for complaining about discrimination or harassment is a disciplinary offense.
Diversity Statement to Employees
EQUAL EMPLOYMENT OPPORTUNITY POLICY
Global Video Networx is committed to providing an equal employment opportunity to all employees and applicants for employment in all job classifications on any legally recognized basis including, but not limited to: race, color, religion, creed, national origin, age, marital, veteran or citizenship status, physical or mental disability, handicap, pregnancy, sex, sexual orientation, genetic predisposition, carrier status, political beliefs, or any other legally protected characteristic or status. It is our obligation to base decisions on employment in such manner as to further the principle of equal employment opportunity. This obligation is to be fulfilled through recruiting, hiring, and training and promoting the best qualified people available, basing our judgment solely on job-related qualifications.
GLOBAL VIDEO NETWORX recognizes that the principle of equal employment opportunity begins before hiring; this statement of policy pertains to every personnel action and every condition of the employment relationship. Therefore, we will continue to direct our employment and personnel practices toward ensuring equal opportunity for all employees and applicants for employment.
Employees may discuss equal employment opportunity-related questions with their manager any other member of management.
Karl Bittner, Founder
