GENDER EQUALITY POLICY
1.
Introduction
1.1.
The present Gender Equality Policy (the “Policy”) is a ready reference and a summary of Onetech Group Limited, together with its subsidiaries and affiliated companies, (collectively the “Group”) guidelines on gender equality. It demonstrates the Group’s commitment to gender equality and reflects the Group’s stance against discrimination based on gender, sexual orientation, or gender identity. All employees of the Group (the “Employees”) are requested to read, understand, and follow the provisions of this Policy.
1.2.
This Policy is informed by applicable national and international legal frameworks and standards, including but not limited to applicable labour and employment legislation, anti-discrimination laws, the International Labour Organization (ILO) Conventions, and the United Nations Sustainable Development Goals (in particular Goal 5 on Gender Equality).
2.
Scope and Purpose
2.1.
Gender equality and promoting women’s empowerment are considered central for ensuring the effectiveness of the Group’s activities in serving its clients, fulfilling its purpose, and driving responsible growth. The Group is a dedicated employer in creating a workplace that values and respects the contributions of every employee, regardless of gender. It is the Group’s belief that gender equality is essential for the Group’s success and the well-being of the Group’s own people.
2.2.
The purpose of this Policy is to establish a clear vision, direction, common language, and consistent message to operationalize and communicate the Group’s commitment to the promotion of gender equality, and inclusion for all the Group’s Employees, at all levels, including directors, managers and senior leadership.
3.
Gender Equality, Principles and Guidelines
3.1.
Gender equality means that all people, regardless of their gender, enjoy the same status, have the same entitlements to all rights, enjoy the same level of respect, can take advantage of the same opportunities to make choices, and have the same amount of power to shape the outcomes of these choices. A gender equality approach is about understanding these relative differences, intersecting identities, and appreciating that they are not rigid and can be changed. Ultimately, promoting gender equality means transforming the power relations between women and men and individuals with different gender identities, to create an appropriate environment for all.
3.2.
The Group prohibits discrimination, harassment, or unequal treatment based on gender, gender identity, gender expression, or sexual orientation. All Employees, regardless of gender, will be treated with respect, fairly and equitably in all aspects of employment, including hiring, promotion, compensation, and career development.
3.3.
To effectively promote gender equality,
(a)
The Group follows principles on gender neutral recruitment, job adverts and job descriptions.
(b)
Equal opportunities are provided for all employees, regardless of gender, to participate in training, leadership development, and career advancement programs. Training and education programs are also provided to raise awareness about gender equality, diversity, and inclusion.
(c)
The Group follows gender neutral principles on performance reviews, ensuring that Employees are evaluated based on their skills, abilities, and performance, rather than their gender or gender identity.
(d)
The Group ensures that Employees are paid fairly and equitably for the same job, regardless of gender.
(e)
Pay equity reviews are conducted regularly to identify and address any gender-based pay gaps.
(f)
The Group uses gender-inclusive language in a way that does not discriminate against any sex, gender, or gender identity, and does not sustain or reinforce gender stereotypes.
(g)
Work-life balance is valued for all employees, supporting flexible work arrangements to accommodate needs related to gender and caregiving responsibilities.
(h)
The Group provides parental and carer leave to all employees, regardless of gender, to support them in balancing their work and family responsibilities.
(i)
The Group ensures that the Employees have sufficient knowledge and understanding of gender equality issues to successfully support gender mainstreaming, and the Group aims to further develop their knowledge through training activities.
(j)
The Group addresses any forms of gender discrimination and harassment and encourages its Employees to report any instances of unequal treatment based on gender, gender identity, gender expression, or sexual orientation to the Human Resources Department or through the reporting mechanisms provided under the Group’s Whistleblowing Policy. Appropriate and proportionate actions are taken without undue delay to address any complaints or concerns.
(k)
The Group engages in a dialogue on gender equality topics with partners, stakeholders, and in relevant networks and platforms. The Human Resources Department and the Senior Management are accountable to liaise with relevant stakeholders and partners on issues relating to gender equality, as well as to participate in relevant networks on gender equality, in accordance with their roles within the Group.
3.4.
The Group strictly prohibits retaliation against any employee who, in good faith, raises concerns, reports incidents, or participates in investigations relating to gender discrimination, harassment or unequal treatment.
4.
Implementation
4.1.
The Human Resources Department is responsible for the implementation, communication, and enforcement of this Policy. All Employees, regardless of function, company, or location, are responsible for ensuring its compliance and promoting a gender-inclusive and respectful work environment, following the principles and guidelines outlined in this Policy.
4.2.
The Group shall monitor the effective implementation of this Policy and may collect and review relevant data (in compliance with applicable data protection laws) to assess progress on gender equality, identify potential gaps and inform improvement measures.
5.
Revision
5.1.
This Policy shall be reviewed periodically by the Human Resources Department, in consultation with Senior Management, and updated as necessary to reflect legal developments, evolving best practices and the Group’s operational needs.