1.              OBJECTIVE

OXFORD MEDWELL ACADEMY is committed to creating and maintaining a diverse, equitable, and inclusive workplace for all our employees, contractors, and business partners. We believe that a diverse and inclusive environment is critical to our success as a Company and is essential to creating a culture of innovation, collaboration, and respect.

We are committed to fostering a culture that is inclusive of different backgrounds, perspectives, experiences, and ideas, and that is free from discrimination, harassment, and bias. We will not tolerate any form of discrimination or harassment based on race, ethnicity, national origin, religion, age, sex, sexual orientation, gender identity, gender expression, veteran status, disability, or any other characteristic protected by law.

We are dedicated to promoting diversity, equity, and inclusion in all aspects of our business, including but not limited to:

·       Recruitment, hiring, and promotion

·       Professional development and training

·       Employee engagement and retention

·       Development of products and services

·       Community outreach and partnerships

2.              SCOPE

We acknowledge our inherent distinctions as individuals and the realization that each person is unique. Skills, experience, thought, gender, age, disability, ethnicity, cultural or socioeconomic background, religion, sexual orientation, political or ideological beliefs, as well as other aspects like lifestyle and family duties, can all be seen as sources of these inequalities.

OXFORD MEDWELL ACADEMY’s diversity initiatives are applicable, but not limited, to our practices and policies on recruitment and selection; compensation and benefits; professional development and training; promotions; transfers; social and recreational programs; layoffs; terminations; and the ongoing development of a work environment built on the premise of gender and diversity equity that encourages and enforces:

·       Respectful communication and cooperation between all employees.

·       Teamwork and employee participation, permitting the representation of all groups and employee perspectives.

·       Work/life balance through flexible work schedules to accommodate employees’ varying needs.

·       Employer and employee contributions to the communities we serve to promote a greater understanding and respect for diversity.

All employees of OXFORD MEDWELL ACADEMY have a responsibility to always treat others with dignity and respect. All employees are expected to exhibit conduct that reflects inclusion during work, at work functions on or off the work site, and at all other Company-sponsored and participative events. All employees are also required to attend and complete annual diversity awareness training to enhance their knowledge to fulfill this responsibility.

Any employee found to have exhibited any inappropriate conduct or behavior towards others may be subject to disciplinary action.

Employees who believe they have been subjected to any kind of discrimination that conflicts with the Company’s diversity policy and initiatives should seek assistance from a supervisor or an HR representative.

3.              EMPLOYEE RESPONSIBILITIES

At OXFORD MEDWELL ACADEMY, DEI is everyone’s duty. Every day, deliberate action is necessary. Each worker is accountable for:

·       Honoring the diversity and worth of every individual.

·       Fostering an inclusive environment free from harassment, bullying, and prejudice.

·       Raising people’s awareness of potential unconscious bias and how it could limit our capacity for inclusivity and cooperation.

·       Concentrating on conscious inclusion to take more deliberate action to promote belonging, equity, and diversity.

·       Making a commitment to a personal goal as part of creating annual goals and objectives to support the Company in fulfilling our DEI obligations.

4.              PEOPLE LEADER RESPONSIBILITIES

Additionally, as part of their job performance, people leaders are responsible for particular DEI duties and for accomplishing DEI results. These obligations include, but are not restricted to:

·       Ensuring that decisions pertaining to employment are made without discrimination.

·       Establishing personal DEI objectives to promote inclusiveness and a varied representation on their teams.

·       Practicing intentional inclusiveness and other actions that advance equity.

·       Reducing the possibility of unconscious prejudice in hiring procedures and talent practices (including performance and development, compensation, hiring).

·       Using a wide range of the region’s talent to build diversified slates, attract talent, and, ultimately, build a staff that reflects the communities we serve.

·       Making reasonable accommodations for people with disabilities who meet certain criteria and for people who have needs specific to their religious observance or practices in appreciation of individual religious expression. What qualifies as a reasonable accommodation is determined by the facts and circumstances of each individual instance.

·       Establishing a welcoming and secure work atmosphere that promotes DEI and actions that uphold our values.

·       Ensuring a work atmosphere free from harassment, bullying, and discrimination.

·       Consistently exhibiting inclusive leadership characteristics that value all points of view and pay attention to different viewpoints.

·       Setting an example of inclusive and courteous conduct in all workplace settings and activities.

·       Encouraging staff members to work together, offer ideas, and appreciate and pay attention to differing viewpoints.

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·       Fostering a work atmosphere where everyone is treated with respect, including clients, vendors, contractors, and coworkers.

·       When learning of an employee who may be a victim of discrimination, harassment, or bullying, whether through a complaint or other information, contacting Global Services – Human Resources (HR) or local HR.

·       Correctly handling any additional actions that are inconsistent with this Policy, other policies, or any applicable legislation pertaining to inclusion, diversity, equity, or equal opportunity.

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5.              OUR DUTIES

To support these commitments, we will:

·       Regularly review our policies, procedures, and practices to identify and address potential barriers to diversity, equity, and inclusion.

·       Continually educate and train our employees on issues related to diversity, equity, and inclusion.

·       Encourage and reward employees who actively promote diversity, equity, and inclusion in the workplace.

·       Provide a safe and confidential reporting mechanism for employees who experience discrimination, harassment, or bias.

·       Hold ourselves and others accountable for creating a diverse, equitable, and inclusive workplace.

6.              DISCRIMINATION, HARASSEMENT AND BULLYING

OXFORD MEDWELL ACADEMY provides equal opportunities for employment. We base employment decisions on merit, considering qualifications, skills, performance and achievements, and we do not tolerate discrimination against any employee or applicant for employment based on non-work-related personal characteristics, such as race, color, religious beliefs, pregnancy (including childbirth or related medical conditions, as well as breastfeeding needs), gender, sexual orientation, gender identity or expression, transgender status, national origin, ethnic origin or background, social origin, family or marital status, age, disability (physical or mental), medical condition, genetic information, union membership, veteran’s status, or military service.

We provide reasonable accommodation to qualified individuals with a disability as well as individuals with needs related to their religious observance or practice.

7.              REPORTING INAPPROPRIATE BEHAVIOUR

If an employee believes that they or another individual have been subjected to conduct prohibited by this Policy, the employee is urged and expected to report the relevant facts promptly. An employee may make a report either orally or in writing. Concerns can be raised to any member of the Company management or Human Resources Department by email or via phone through the contact number for the employee’s location, any other HR employee, or through the grievance/dispute resolution process available in the employee’s location.

We take allegations of discrimination, harassment and bullying seriously and ensure they are appropriately investigated. All reported incidents will be investigated with an effort to keep the source of the report confidential, with the disclosure of information as appropriate to facilitate the investigation or resolution of the matter.

The Company encourages employees to report in good faith any possible violation of this Policy.

8.              PROHIBITION AND RETALIATION

We will not tolerate threats or acts of retaliation of any kind against any individuals because they report conduct reasonably believed to violate this Policy, or in good faith provide information in connection with a report or investigation of any such conduct.

9.              CONSEQUENCES

Employees who do not comply with this Policy and/or are found to have engaged in discrimination, harassment or bullying, will be subject to appropriate disciplinary action, up to and including termination of employment.

10.           RIGHT TO TERMINATE AND AMEND THE POLICY

The Company reserves the right to modify, suspend, change or terminate this Policy at any time, in accordance with local law. This Policy does not create any contractual rights or obligations, whether expressed or implied. Subject to local law, the English-language version will prevail.

11.           CONTACT

Any questions about this Policy should be referred email OXFORD MEDWELL ACADEMY on [email protected] who is in charge of administering, enforcing and updating this Policy.