Employment Policy

1. INTRODUCTION

At ACANEA (Afro-Canadian Entrepreneurs Association), we aim to have a diverse, inclusive workplace and equitable: where all staff, regardless of gender, race, origin, ethnicity/nationality, age, sexual orientation or gender identity, upbringing, disability or religious beliefs feel valued and respected. We respect and value diverse life experiences and legacies and are committed to promoting and providing equal opportunity in employment and avoiding discrimination during recruitment and employment. 

ACANEA recognizes that a diverse workforce contributes critically to the success of its programs and its ability to reduce malnutrition through sustainable strategies aimed at improving the health and nutrition of populations at risk. Drawing on the different perspectives and experiences of many people will add value to ACANEA’s core business. Issues of diversity (where everyone is invited), inclusion (where everyone contributes), and equity (where outcomes and benefits are distributed equitably) are intrinsically and instrumentally important in preventing and combating malnutrition. We are fully aware of this and seek to bring this knowledge through our common values. The purpose of the policy is to communicate the organization’s commitment to the promotion of equal opportunities in ACANEA among its employees, and its relations with other stakeholders. Now to know about ACANEA working policy in French click Download E-Book.

2. PRINCIPLES

Promote a work environment where all employees are treated fairly, with respect, and with dignity. This includes board members directors, consultants, volunteers, and interns;

► Prevent discrimination, harassment, and victimization. All employees have the right to a workplace free from harassment and discrimination;

► Challenge discriminatory behaviors or attitudes wherever they occur produce and respond quickly and sensitively to any instances of discrimination;

► Promote and foster good relationships within the workforce. That means being aware of the impact of our behavior;

► Ensure that no one is disadvantaged by conditions or requirements that cannot be demonstrated to be relevant to the performance ;

► Celebrate a diverse workforce to ensure fair treatment. Respect and value individual differences;

► Promote an inclusive culture

3. CONTENT

ACANEA’s Equality and Diversity (ED) policy applies to all those who work for (or apply to work for) ACANEA in all of its offices in Canada, whether full-time or part-time, temporary or permanent. This includes:  

a. Jobseekers

b. Employees or Contract workers

c. Temporary workers

d. Volunteers

e. Consulting

ACANEA will also apply the principles of its ED policy in its interactions with other stakeholders such as suppliers, donors, partners, and beneficiaries. It covers the following: 

a. recruitment, selection, and promotion

b. terms and conditions of employment vs. professional development

c. flexible work options

d. safe working environment

e. leadership, management, and accountability

f. grievances, disciplinary action, and termination In cases where the application of the policy conflicts with national law,

the law prevails.

4. RESPONSIBILITIES

ACANEA’s Board of Directors has overall responsibility for the operational effectiveness of this policy and to ensure compliance with the legal framework prohibiting discrimination in each of its fields of activity. The board of directors has delegated to the Executive Director day-to-day responsibility for implementing the policy and maintaining and reviewing it. The Director of Strategic Operations and the Head of Human Resources (HR) have particular responsibility for ensuring that all policies and HR procedures support the objectives of promoting equal opportunities and elimination of unfair or unlawful discrimination. Managers and supervisors are responsible for setting standards of behavior appropriate, eliminating discrimination, ensuring equality of opportunity within their teams, and promoting a culture of tolerance and respect. All ACANEA employees are expected to treat others with dignity and respect.

5. POLICY EFFECTIVENESS

ACANEA believes that a commitment to equity, diversity, and inclusion in the workplace creates a positive environment that fully uses a wide range of talents and staff resources. Providing the right environment will also foster effective employee relations within the organization. ACANEA’s goal is to make equal opportunities natural and integral to management. This means improving the quality of judgments made and actions undertaken by eliminating prejudices and stereotypes. ACANEA is looking for support and cooperation from all staff to make the policy work. All managers should be aware of their role in setting standards, creating an environment conducive to equal opportunities, and guaranteeing of commitment to politics. Managers will ensure that:

a. The standards referred to in this policy are adhered to in their own area of responsibility

b. Bring policy details to the attention of their team members vs. Ensure that information on equity, diversity, and inclusion is included in all onboarding processes

c. Ensure that their team members are available to monitor training programs relevant to equality. The Human Resources department is responsible for ensuring that this policy is effectively communicated to all employees and everyone involved in the organization at any level or position, and to provide advice and guidance if needed. In particular, it will offer training and initiation equal opportunities for all new employees. In addition, during any update important day, the policy will be presented to all staff or at meetings of department/office. Each staff member is responsible for: has. Cooperate with any measure put in place to ensure equal opportunities and prevent discrimination, harassment, or bullying

d. Report any discriminatory act vs. Treat others fairly, without bias

e. Promote a work environment where a person can feel valued and achieve their potential and encourage others to do so. The following sections describe how the policy is applied in ACANEA. Failure to comply with the policy, procedures, and practices described below will be taken into account within the framework of the disciplinary procedure of ACANEA.

6. RECRUITMENT, SELECTION, AND PROMOTION

The recruitment process should result in the selection of the most suitable person for the position in terms of experience, knowledge, skills, and qualifications. It is against ACANEA policy (and in some circumstances the law) to discriminate directly or indirectly on one of the grounds contained in the policy statement at any stage of the process of recruitment. The definitions of direct and indirect discrimination can be found below. ACANEA advertises all vacancies on its website and clearly states that it welcomes applications from all sections of the community. The job posting and job specifications will clearly state the knowledge, experience, and skills required by the candidate. Selection for employment will do on the basis of relevant criteria, experience, aptitude, and capacity. The selection of candidates will always be carried out by several people and never by an unmixed jury. For tracking purposes, applicants are required to complete form feedback; this information remains confidential and is not communicated to the responsible for pre-selection. Accessibility for applicants with special needs will be considered in the organization of the recruitment process. We will provide all adjustments and reasonable accommodations to people with disabilities to ensure they have access to our services and our jobs.

7. GENERAL CONDITIONS OF EMPLOYMENT

ACANEA is committed to the principle of equal employment opportunities and believes that, within the framework of this principle, all personnel should be classified in the same manner for the same job or for a job of broadly similar weight. ACANEA applies a job classification system that uses criteria specific to identify jobs of complexity and responsibility and to place in classification bands to identify work of value equivalent or identical. Salary is then determined by job the classification system. ACANEA believes that its remuneration system must be transparent, based on objective criteria, and free from bias. To achieve this, ACANEA will regularly review its existing compensation practices and future for staff, including those who are absent due to pregnancy and maternity. All individuals will be notified of how their salary arrived. ACANEA believes that it should fairly reward staff skills, experience, and contribution.

8. PROFESSIONAL DEVELOPMENT

ACANEA’s performance management process supports identifying professional development needs and opportunities and the identification of career development goals. ACANEA recognizes that training is an essential means by which staff can develop the knowledge, skills, qualifications, and experience necessary for the effective performance of its work. When training needs are identified as part of the performance management process, opportunities for training will be made available to all staff, subject to constraints financial and operational. It is against ACANEA policy and the law of discrimination directly or indirectly, either in the selection of candidates for courses of training or in the arrangements made for selection. Equal opportunity issues begin to be addressed at the induction stage and are reinforced by other means, including development programs management and professional training (for example, management of performance, recruitment, and selection). Training materials should be free from prejudice and non-discriminatory. Longer-term development opportunities are available for everyone. ACANEA will regularly review its learning and development strategy to identify and respond to training needs related to the achievement of gender equality odds.

9. FLEXIBLE WORK OPTIONS

ACANEA provides access to a range of flexible work opportunities to support employees with family responsibilities or other employees whose work can be done effectively at home.

10. SAFE WORKING ENVIRONMENT

ACANEA prohibits any form of physical or verbal harassment and discrimination.

11. LEADERSHIP, MANAGEMENT, AND RESPONSIBILITY

ACANEA aims for diversity in its leadership and governance structures. the human resources manager and human resources representatives are responsible for monitoring the policy and any complaints received

12. GRIEVANCE, DISCIPLINARY ACTION, AND TERMINATION

ACANEA will ensure that, where applicable, complaint procedures and disciplinary proceedings are conducted in a fair and consistent manner for all employees, whether they result in disciplinary warnings, dismissal, or other disciplinary measures. ACANEA will monitor dismissal criteria and procedures to ensure they are fair and objective and do not directly or indirectly discriminate against employees.

13. BREACHES

Staff should use the grievance procedure to lodge a complaint of any instance of harassment or discrimination. You will find more information about options and support for employees who feel harassed in the anti-harassment and bullying policy. Serious breaches of the Workplace Equality and Diversity Policy will constitute serious misconduct and will result in disciplinary action up to and including dismissal. Anyone found guilty will be dealt with according to disciplinary procedures. provided for by national legislation. ACANEA is committed to protecting against reprisals from staff members who report what they reasonably and in good faith believe to be harassment or discrimination under this policy. “Reprisals” or “victimization » refers to any direct or indirect action that could be recommended, threatened, or business to the detriment of an employee who has undertaken to report misconduct or who is suspected of having done so. Retaliation against a person reporting violations of this policy will result in disciplinary proceedings up to and including dismissal.

14. PROCESS IN PROGRESS

In order to implement this policy, ACANEA:

– Communicate the policy to staff, volunteers, interns, job applicants, and other data subjects (such as contractors or temporary workers)

– Provide policy information to all staff as part of their initiation

– Provide training to managers and staff in key areas of decision-making domains about the discriminatory effects that the provisions, practices, requirements, conditions, and criteria may have on certain groups, and on the importance of being able to justify the decisions to apply them

– Ensure that those involved in the assessment of candidates for recruitment or promotion are trained in selection techniques not discriminatory

– Collect and analyze information on ethnic and racial origin, gender, disability, sexual orientation, and age of each staff member and job candidate, to follow each step of the recruitment process. The information will be held in the strictest confidence and will only be used only to promote equal opportunity

– Adopt a flexible approach to working arrangements. The requests for modifications will be examined carefully and objectively

– Integrate specific and appropriate tasks concerning the implementation of the equity, diversity, and inclusion policy in job descriptions and work goals for all staff

– Ensure those team discussions on policy take place. These are important to ensure that key issues are explored locally and to create shared ownership of policy goals

– Incorporate equal opportunity notices into the general practices of communication (e.g. staff newsletters, intranet, posters, etc.)

– Obtain commitments from other people or organizations, such as subcontractors or agencies, that they too will abide by the policy in their dealings with our organization and our employees

– Consult with staff and their representatives regarding updates to the Politics

– Regularly review documents and processes for advertising, recruiting, and application, and this policy

– Ensure that adequate resources are made available to achieve the policy objectives.

WE CERTIFY that these internal regulations on the work environment and diversity were adopted by an extraordinary resolution of the members of ACANEA on April 22, 2021.

 April 22, 2021

Kalema Ernesto, P.Eng.

President