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Reason Why.   The goal is to create a future that we will be proud of. To look back and see our children enter a fair, diverse and supportive workplace. An environment for people who share our values of tolerance, diversity and inclusivity.   VC is a people business. For that reason, we have committed to make our code of conduct a vehicle to foster and support people of all groups and minorities.   ACT is committed to maintaining the highest standards from staff in their general conduct. This includes a zero tolerance approach to discrimination, harassment, intimidation, regardless of an individual’s age, disability, sex, sexual orientation, race, religion or belief, gender reassignment, marriage or civil partner status, pregnancy and maternity (“protected characteristics”).   Acting Now.   We believe that these standards are the firm foundations to creating a fair working place and therefore expect everyone associated with ACT to abide by this code. This code of conduct applies to all of these people in any setting associated with ACT.   Things we will not stand for.    Discrimination   Direct discrimination occurs when a person is treated less favourably because they, or someone with whom they are associated, has one or more of the protected characteristics set out above, compared with someone who does not have that attribute.  This includes but is not limited to:  Racial or ethnic slurs  Homophobic or transphobic comments or slurs  Treating someone less favourably because of their age or sex  Discriminating against pregnant people or mothers Indirect discrimination occurs when a provision, criterion or practice (PCP) is applied but it has the effect of putting persons with a protected characteristic at a particular disadvantage when compared to others that do not have that protected characteristic and that PCP cannot be objectively justified.  This includes but is not limited to:  A requirement that attendees to an event do not wear garments that cover their face puts people of certain religions with mandatory dress requirements at a disadvantage  Requiring a minimum number of years’ experience to perform a certain role where such a requirement cannot be justified  Holding compulsory team meetings in the evenings when an employee who must care for family cannot attend   Harassment   Harassment occurs when an individual is subjected to unwanted conduct related to a protected characteristic or be of a sexual nature, which has the purpose or effect of violating the victim’s dignity or of creating an intimidating, hostile, degrading, humiliating or offensive environment.  This includes but is not limited to:  Bullying, nicknames  Unwelcome touching or flirtation  Sexual or sexually suggestive comments, jokes, insults, metaphors, pranks or gestures.  Unsolicited questions about someone’s marital or relationship status or sexual preferences, directly or indirectly   Reporting and enforcement   We encourage everyone to report any violations of this code of conduct in writing to our Committee. We expect people to be conscientious in reporting any violations they see, with the consent of the person involved.  Community members can report violations by email to info@actvc.ie.  All information obtained in the investigation will be communicated on a “need to know” basis consistent with a thorough and adequate investigation and appropriate action.  We have internal policies to address grievances and disciplinary issues, and we also have a responsibility towards third parties, as well as legal and regulatory requirements.  In keeping with those requirements and responsibilities, actions we might take in response to a reported incident include but are not limited to:  Verbal or written warning, permanent or temporary ban from certain spaces or suspension from the workplace, removal of responsibilities, termination of employment, report to legal authorities, termination of arrangements with third parties.  Monitoring and reviewing this code of conduct is reviewed from time to time by the HR team. We will continue to review its effectiveness to ensure it is achieving its objectives. We also review our policies with an employment solicitor on a regular basis to make sure that we are in line with the most recent legislation.  Act VC

Reason Why.

The goal is to create a future that we will be proud of. To look back and see our children enter a fair, diverse and supportive workplace. An environment for people who share our values of tolerance, diversity and inclusivity.

VC is a people business. For that reason, we have committed to make our code of conduct a vehicle to foster and support people of all groups and minorities.

ACT is committed to maintaining the highest standards from staff in their general conduct. This includes a zero tolerance approach to discrimination, harassment, intimidation, regardless of an individual’s age, disability, sex, sexual orientation, race, religion or belief, gender reassignment, marriage or civil partner status, pregnancy and maternity (“protected characteristics”).

Acting Now.

We believe that these standards are the firm foundations to creating a fair working place and therefore expect everyone associated with ACT to abide by this code. This code of conduct applies to all of these people in any setting associated with ACT.

Things we will not stand for.

Discrimination

Direct discrimination occurs when a person is treated less favourably because they, or someone with whom they are associated, has one or more of the protected characteristics set out above, compared with someone who does not have that attribute.

This includes but is not limited to:

Racial or ethnic slurs

Homophobic or transphobic comments or slurs

Treating someone less favourably because of their age or sex

Discriminating against pregnant people or mothers Indirect discrimination occurs when a provision, criterion or practice (PCP) is applied but it has the effect of putting persons with a protected characteristic at a particular disadvantage when compared to others that do not have that protected characteristic and that PCP cannot be objectively justified.

This includes but is not limited to:

A requirement that attendees to an event do not wear garments that cover their face puts people of certain religions with mandatory dress requirements at a disadvantage

Requiring a minimum number of years’ experience to perform a certain role where such a requirement cannot be justified

Holding compulsory team meetings in the evenings when an employee who must care for family cannot attend

Harassment

Harassment occurs when an individual is subjected to unwanted conduct related to a protected characteristic or be of a sexual nature, which has the purpose or effect of violating the victim’s dignity or of creating an intimidating, hostile, degrading, humiliating or offensive environment.

This includes but is not limited to:

Bullying, nicknames

Unwelcome touching or flirtation

Sexual or sexually suggestive comments, jokes, insults, metaphors, pranks or gestures.

Unsolicited questions about someone’s marital or relationship status or sexual preferences, directly or indirectly

Reporting and enforcement

We encourage everyone to report any violations of this code of conduct in writing to our Committee. We expect people to be conscientious in reporting any violations they see, with the consent of the person involved.

Community members can report violations by email to info@actvc.ie.

All information obtained in the investigation will be communicated on a “need to know” basis consistent with a thorough and adequate investigation and appropriate action.

We have internal policies to address grievances and disciplinary issues, and we also have a responsibility towards third parties, as well as legal and regulatory requirements.

In keeping with those requirements and responsibilities, actions we might take in response to a reported incident include but are not limited to:

Verbal or written warning, permanent or temporary ban from certain spaces or suspension from the workplace, removal of responsibilities, termination of employment, report to legal authorities, termination of arrangements with third parties.

Monitoring and reviewing this code of conduct is reviewed from time to time by the HR team. We will continue to review its effectiveness to ensure it is achieving its objectives. We also review our policies with an employment solicitor on a regular basis to make sure that we are in line with the most recent legislation.

Act VC

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