CAREERS

AN INCLUSIVE CULTURE

Creating a diverse and equitable workplace and world for everyone. 

Telecel is an international telecom company with a disruptive approach rooted in African identity.  Telecel includes several employees from different backgrounds working together to achieve a common goal, Connecting Energies.

The Diversity & Inclusion Policy (D&IP) is part of the numerous guidelines and represents the common spirit of creating a safe space and a healthy work environment for every employee it hires.

Purpose of the Diversity & Inclusion Policy:

The D&IP aims to foster a workplace that embraces diversity, promotes equity, ensures inclusion, and cultivates a sense of belonging for all. This policy reflects the company’s dedication to creating an environment where every individual feels valued and empowered to thrive.

This policy aligns with the company’s mission, vision, and core values of respect, collaboration, innovation, and excellence. We believe diversity strengthens our organization and drives success.

The D&IP establishes three main objectives:

• Foster equal opportunities and eliminate all forms of discrimination.

• Promote the representation of diverse groups at every organizational level.

• Build an inclusive culture where everyone feels encouraged to contribute authentically.

Scope of the Diversity & Inclusion Policy:

The D&IP recognizes that everyone has developed prejudices and biases. To establish a healthy and inclusive workplace, this policy aims to abolish these ideas within Telecel across all relationships, whether between C-level employees and regular employees, full-time and part-time employees, or even employees within the same department or across different departments.

The D&IP applies as well, in every aspect of employment, including – but not limited to – recruitment, hiring, promotion, training, compensation and termination.

Important definitions:

1.     Diversity:

The range of human differences, including but not limited to race, ethnicity, gender, age, sexual orientation, disability, religion, culture, socioeconomic status, and national origin, that are protected under anti-discrimination laws. Diversity in the workplace ensures equal opportunity for all individuals, irrespective of their background, to participate fully in employment opportunities.

2.     Inclusion:

The active, intentional, and ongoing engagement of diverse individuals in a manner that fosters a sense of belonging, respect, and value. Inclusion requires creating equitable policies, practices, and workplace environments that ensure all employees can contribute and thrive without barriers based on legally protected characteristics.

3.     Equity:

The principle of fairness in treatment, access, opportunity, and advancement while addressing systemic barriers and historical disadvantages that disproportionately affect certain groups. In employment, equity ensures that policies and practices comply with anti-discrimination laws to provide fair treatment to all employees, regardless of protected characteristics.

4.     Bias:

A prejudice, whether conscious (explicit bias) or unconscious (implicit bias), that results in unfair treatment of individuals or groups based on characteristics such as race, gender, age, or other protected classes under anti-discrimination laws. Legal frameworks address bias to ensure it does not influence employment decisions.

5.     Discrimination:

The unlawful treatment of an individual or group based on protected characteristics such as race, gender, religion, disability, or age. Discrimination can be direct (explicit unfavorable treatment) or indirect (neutral policies that disproportionately affect certain groups). It includes actions that violate anti-discrimination laws in hiring, promotion, compensation, workplace harassment, or termination.

Prohibition of Discrimination as an Inalienable Right:

The D&IP recognizes the prohibition of discrimination as an inalienable right fundamental to human dignity and equality. This right is protected by international human rights standards and reinforced through national laws and regulations. It is non-negotiable and cannot be waived under any circumstances. 

This policy is committed to fostering a workplace where all individuals are treated with fairness, respect, and equity, ensuring that discrimination based on any characteristic—such as race, gender, age, religion, disability, or any other protected category—is strictly prohibited. This commitment underscores our dedication to creating an inclusive and equitable environment for all employees, contractors, and partners. 

Telecel’s Commitment to effective application of the Diversity & Inclusion Policy:

At Telecel, we are steadfast in our dedication to fostering an inclusive, equitable, and diverse workplace. Our commitment goes beyond mere compliance with policies; it is a promise to actively implement and advance practices that uphold the principles of diversity, equity, and inclusion at every level of our organization.

This involves embedding these principles into our corporate culture, ensuring fair treatment and equal opportunities for all employees, contractors, and partners, and continuously evaluating and improving our efforts to eliminate discrimination, promote representation, and cultivate a sense of belonging. Through these actions, we aim to create a thriving environment where everyone can contribute authentically and succeed.

The following are some of the steps are designed to implement this policy within the company:

1.     Inclusive Recruitment and Hiring Practices

• Develop diverse candidate pipelines through targeted outreach and partnerships with underrepresented communities.

• Use structured and unbiased interview processes to eliminate discrimination and unconscious bias in hiring decisions.

• Provide equal opportunities for candidates of all backgrounds, ensuring inclusivity at every stage of recruitment.

2.     Equitable Opportunities for Growth and Advancement

• Implement transparent promotion criteria to ensure all employees have equal access to career advancement opportunities.

• Offer mentorship and sponsorship programs to support underrepresented groups in reaching leadership positions.

• Regularly review and address pay equity gaps to ensure fairness in compensation.

3.     Fostering an Inclusive Workplace Culture

• Conduct mandatory training for all employees, with specialized programs for leadership to promote cultural competence and unconscious bias awareness.

• Celebrate cultural, gender, and diversity-focused events to enhance awareness and appreciation of different perspectives.

4.     Commitment to Workplace Accommodations

• Provide reasonable accommodations to employees with disabilities, religious practices, or other unique needs, ensuring inclusivity in the workplace.

• Establish clear procedures for requesting accommodations and ensuring they are addressed promptly.

5.     Zero-Tolerance Policy for Discrimination and Harassment

• Enforce strict anti-discrimination and anti-harassment policies with clear reporting mechanisms.

• Guarantee anonymity and protection from retaliation for individuals who report violations.

• Take swift and decisive action in response to any incidents of discrimination or harassment.

6.     Continuous Improvement and Feedback

• Conduct regular surveys and feedback sessions to evaluate the effectiveness of diversity and inclusion initiatives.

• Maintain a Diversity and Inclusion Committee tasked with reviewing policies, suggesting improvements, and monitoring progress.

• Update policies and practices based on employee feedback, evolving industry standards, and best practices.

To ensure effective application of the D&IP, Telecel through the HR department will provide ongoing training to all staff to raise awareness on discrimination and biases and help equip every employee with the appropriate tools to avoid misconduct or misunderstandings.

The company prohibits any form of retaliation against employees who disclose incidents in violation of this policy. Any report made in good faith will not impact an employee’s job security, promotion prospects, or performance evaluations.