Anti- Discrimination and Harassment Policy

Objective

The anti-discrimination policy is to establish clear guidelines aimed at preventing discrimination, safeguarding the well-being of our employees, candidates, customers, and stakeholders from any offensive or harmful conduct. This policy aligns with our broader commitment to fostering a safe and inclusive workplace environment for all individuals. 

Scope

This policy is relevant to all employees and mandates that they treat others with dignity and respect. 

Within the scope of this policy, the "world of work" encompasses all activities related to or arising from work. This includes, but is not limited to:

• Physical workplace locations like offices and production facilities provided by the employer.

• Activities during work-related trips, travel, training, meetings, events, or social gatherings.

• Work-related communication, whether through information and communication technologies, both during and outside regular working hours.

• Anywhere employees are representing Simulanis or conducting business on its behalf, including remote work arrangements.

Definition of Discrimination

Discrimination refers to treating an employee unfairly or unfavorably and making distinctions or exclusions based on the employee's "protected status" rather than considering their skills or qualifications in relation to employment terms, conditions, or benefits. Discrimination can encompass actions intended to hinder an individual's ability to fully exercise their human rights and fundamental freedoms in the workplace or that have the consequence of doing so. 

Definition of Harassment

Harassment encompasses a variety of inappropriate and unwelcome actions, as well as threats, whether occurring once or repeatedly. Regardless of intent, harassment can lead to physical, psychological, sexual, or economic harm. It disregards a person's dignity and emotions, and it fosters an environment in the workplace that is degrading, hostile, humiliating, intimidating, offensive, or unsafe. 

Definition of Sexual Harassment

Sexual Harassment can be described as any unwelcome sexual advance, solicitation for sexual favors, or verbal, physical, or any other behavior of a sexual nature that could reasonably be anticipated to cause discomfort or embarrassment to another person. This type of conduct becomes problematic when it interferes with work, is tied to employment conditions, or generates an atmosphere at work that is intimidating, hostile, or offensive. 

Definition of Physical Abuse

Physical abuse can be described as the intentional and non-accidental use of force or violent behavior, resulting in bodily injury, harm, pain, or impairment. This abuse can take various forms, ranging from severe acts like assault, violence, or threats to subtler actions involving physical force, such as unwanted contact or touching. 

Definition of Verbal Abuse

Verbal abuse refers to the inappropriate and excessive use of language with the intention to degrade an individual or diminish their dignity. This behavior encompasses actions like swearing, shouting, making derogatory remarks, insulting, name-calling, or any conduct that creates a climate of intimidation or fear through threats. 

Definition of Bullying

Bullying is when someone repeatedly uses their power to hurt others through actions like saying mean things, physical harm, or social exclusion. It's meant to make people feel bad about themselves or isolated. Bullying can take many forms, like making fun of someone, telling lies about them, or leaving them out on purpose. 

Roles and Responsibilities 

Employees

• Employees, including managers and supervisors, bear the responsibility of ensuring our work environment remains free from any actions that could be seen as workplace discrimination or harassment, which could make the workplace uncomfortable.

• All employees are accountable for their behavior, which should align with Simulanis Code of Conduct and Ethics, this Policy, and other related policies that contribute to a safe, healthy, and respectful workplace.

• If any employee believes they have experienced discrimination, harassment, or a violation, or if they have witnessed a potential violation of this Policy, they should promptly report the incident to the Simulanis.

• Managers and supervisors have a specific duty to actively uphold and promote this Policy. They should refrain from any actions that might suggest they are not taking it seriously. They must promptly report any suspected or confirmed violations of the Policy through formal channels, whether observed directly or learned about from victims or witnesses. Failure to report incidents in a timely manner may result in disciplinary action.

Company

Simulanis is committed to establishing a workplace that is devoid of discrimination or harassment. This commitment is demonstrated through proactive measures in implementing the Policy and procedures to address complaints related to Policy violations. Preventive measures, including those outlined above, are also integrated into our efforts to foster a discrimination and harassment-free work environment.