I. Equality and Diversity Policy
The purpose of this policy is to provide diversity and equality to all in the employment of TÜV NORD Singapore, irrespective of their gender, race, ethnic origin, disability, age, nationality, national origin, sexuality, religion or belief, marital status and social class. We oppose all forms of unlawful and unfair discrimination.
All employees, whether part time, full time or temporary, will be treated fairly and equally. Selection for employment, promotion, training or any other benefit will be on the basis of aptitude and ability. All employees will be helped and encouraged to develop their full potential and the talents and resources of the workforce will be fully utilised to maximise the efficiency of TÜV NORD Singapore.
- Every employee is entitled to a working environment which promotes dignity and respect to all. No form of intimidation, bullying or harassment will be tolerated.
- The commitment to diversity and equality in the workplace is good management practice and makes sound business sense.
- Breaches of our diversity and equality policy will be regarded as misconduct and could lead to disciplinary proceedings.
- This policy is fully supported by senior management.
- The policy will be monitored and reviewed annually.
This policy will be implemented within the framework of the relevant legislation, which includes:
- Employment Act (Amendment) 2019
- Workplace Safety and Health Act 2006
- Protection from Harassment Act 2014
II. Disability Discrimination Policy
TÜV NORD Singapore fully supports the principle of equality and diversity in employment and opposes all forms of unlawful or unfair discrimination on the grounds of disability. No applicant or employee shall receive less favourable treatment because of disability. It is in the interest of TÜV NORD Singapore and those who work for it to ensure that all available employees talents are considered when employment opportunities arise. TÜV NORD Singapore is committed to maintaining and managing a diverse work force.
To ensure that TÜV NORD Singapore complies with the United Nations Convention on the Rights of Persons with Disabilities, ensuring that disabled people are treated equally and fairly.
Recruitment, training and promotion are carried out with clear job descriptions and person specifications are used (where appropriate) to ensure that decisions are made solely on objective and job related criteria. TÜV NORD Singapore will endeavour to give training and guidance to all relevant staff, to ensure that the risk of possible discriminatory attitudes affecting decisions are minimised. TÜV NORD Singapore operates a grievance procedure to enable grievances, including those relating to unfair discrimination on grounds of disability, to be formally heard. All reasonable and necessary changes will be investigated and any justified changes will be made to the workplace and to employment arrangements so that disabled people are not at any substantial disadvantage compared to non-disabled people.
When recruiting new staff TÜV NORD Singapore will modify selection techniques, where appropriate, and make any other reasonable changes to ensure that disabled people can be considered equally with non-disabled candidates. Disabled people will receive equal treatment in training and development, and, where appropriate, will be supplied with additional training.
A flexible approach will be adopted and, where possible and justified, consideration to reallocation of duties, time off for rehabilitation, assessment or treatment or other appropriate measures to ensure equal opportunity.
Every endeavour will be made to ensure that contract workers are not discriminated against because of their disability and will ensure that any contract workers and other agencies that may be used are aware of this policy.
TÜV NORD Singapore actively encourages promotion of this policy for its internal and external recruitment by ensuring that advertisements, job descriptions and person specifications do not in any way discriminate. We welcome applications from disabled people. TÜV NORD Singapore will ensure that all new employees are aware of this policy as part of their induction and will regularly review and monitor this policy to ensure its implementation and effectiveness.
III. Bullying and Harassment
Bullying can be defined as the persistent use of offensive behaviour which gradually undermines persons self esteem and confidence. Whilst bullying does not include constructive criticism of behaviour or performance by line managers or supervisors upwards, it should be recognised that such criticism can often be used as a way to further undermine the confidence of a person who is already under the cumulative effect of harassment and that such poor performance may well be a direct result of that harassment. Harassment can take the form of physical, verbal or non verbal conduct which is unwanted by the individual target. Conduct which makes the individual feel harassed is harassment even though that may not have been the intention of the harasser. In certain circumstances, harassment can be unlawful and can result in legal proceedings being taken against the harasser and often the employer as well who will be vicariously liable for the actions of any employee who is acting in the course of his or her employment.
TÜV NORD Singapore intends to be a company without any kind of harassment or/and bullying. It expects its employees to treat each other with dignity and respect. It will not tolerate harassment or/and bullying in any form by or of one of its employees. If any employee is experiencing or becomes aware of any kind of harassment or bullying he or she should report this directly to the managing director or the quality manager. The managing director or/and the quality manager are obliged to treat this as a formal complaint and instigate an investigation. The case has to described and recorded in writing in a formal report.