Discrimination and Harassment evaluates how a company prevents, detects, responds to, and remediates unequal or hostile treatment of workers based on protected characteristics - including race, ethnicity, gender identity, sexual orientation, age, disability, religion, nationality, marital or parental status, political opinion, union affiliation, or any other status safeguarded by law or internal policy. It covers:

• policy commitments & governance – board-approved zero-tolerance policies on discrimination, bullying, sexual or psychological harassment, and retaliation; clear assignment of executive accountability and integration into codes of conduct and supplier standards.
• bias-free employment practices – inclusive recruitment advertising, structured interviews, transparent pay-setting and promotion criteria, equitable performance management, and accessible accommodations that minimise systemic barriers.
• training & culture-building – mandatory anti-harassment, by-stander-intervention and unconscious-bias programmes, complemented by leadership modelling and employee-resource groups that foster safe, respectful workplaces.
• reporting channels & remedy – confidential, accessible grievance mechanisms (hotlines, digital portals, ombuds), prompt and impartial investigations, protection against retaliation, and corrective actions or restitution for victims.
• monitoring & disclosure – collection of voluntary demographic data, audits of hiring, pay, promotion and disciplinary outcomes, tracking of incident metrics, and public reporting of representation and resolution progress - aligned with frameworks such as ILO Convention 111, GRI 405-2, ISO 30415, EEOC guidelines, and forthcoming EU ESRS S1 requirements.