Anti-Discrimination Policy (Ireland)

ANTI-DISCRIMINATION POLICY [Organisation Name] (the "Organisation") is committed to promoting equality, preventing discrimination, and creating an inclusive workplace and service environment. This policy applies to all employees, directors, officers[Covers Contractors], and where applicable, to our customers and clients[Covers Customers]. This policy takes effect from [Policy Effective Date] and will be reviewed [Review Period]. Equality Contact: [Hr Contact Name] — [Hr Contact Email]

1.1 This policy is adopted in compliance with the Employment Equality Acts 1998–2015, the Equal Status Acts 2000–2018, and the Irish Human Rights and Equality Commission Act 2014. 1.2 The Organisation recognises that discrimination, harassment, and victimisation on any of the nine protected grounds are unlawful under Irish law. The nine protected grounds are: (a) Gender (including transgender identity and intersex conditions) (b) Civil status (single, married, separated, divorced, widowed, civil partnership) (c) Family status (parent or carer of a dependent person) (d) Sexual orientation (e) Religion (including no religion) (f) Age (persons over 16) (g) Disability (physical, intellectual, learning, cognitive, emotional, or other disability) (h) Race (race, skin colour, nationality, ethnic or national origins) (i) Membership of the Traveller community 1.3 The Organisation also complies with the Gender Pay Gap Information Act 2021 and reports gender pay gap data where required by law.

2.1 This policy applies to all aspects of employment including: recruitment and selection; terms and conditions of employment; pay and benefits; training, development, and promotion; disciplinary and grievance procedures; and termination of employment. 2.2 This policy applies to all employees of [Organisation Name], including full-time, part-time, temporary, and fixed-term employees. It also applies to contractors and agency workers: [Covers Contractors]. 2.3 The Organisation's obligations under the Equal Status Acts 2000–2018 in relation to the provision of goods and services extend to customers and clients: [Covers Customers]. 2.4 The Organisation prohibits discrimination, harassment, and victimisation whether occurring on its premises, at work-related events, or through electronic communications including social media.

3.1 DIRECT DISCRIMINATION: Treating a person less favourably than another person is, has been, or would be treated in a comparable situation, on any of the nine protected grounds. 3.2 INDIRECT DISCRIMINATION: Applying a provision, criterion, or practice that appears neutral but puts persons sharing a protected characteristic at a particular disadvantage compared to others, unless objectively justified by a legitimate aim and the means are appropriate and necessary. 3.3 HARASSMENT: Any unwanted conduct related to a protected ground that has the purpose or effect of violating a person's dignity and creating an intimidating, hostile, degrading, humiliating, or offensive environment, as defined in Section 14A of the Employment Equality Acts 1998–2015. 3.4 SEXUAL HARASSMENT: Any form of unwanted verbal, non-verbal, or physical conduct of a sexual nature that has the purpose or effect described in clause 3.3 above. 3.5 VICTIMISATION: Penalising or treating adversely a person who has made a complaint, given evidence in proceedings, or exercised any right under the equality Acts. 3.6 REASONABLE ACCOMMODATION: The Organisation shall take appropriate measures to enable persons with a disability to access, participate in, and advance in employment, unless such measures would impose a disproportionate burden, in accordance with Section 16 of the Employment Equality Acts 1998–2015.

4.1 INFORMAL RESOLUTION: Any employee who believes they have experienced or witnessed discrimination or harassment should, in the first instance, raise the matter informally with [Hr Contact Name] ([Hr Contact Email]). The Organisation will endeavour to resolve informal complaints within [Informal Resolution Days] working days. 4.2 FORMAL COMPLAINT: If the matter cannot be resolved informally, or if the employee prefers to proceed directly to a formal complaint, a written complaint should be submitted to [Hr Contact Name]. The complaint should describe the incident(s), the protected ground(s) involved, and any witnesses. 4.3 INVESTIGATION: The Organisation will appoint an impartial investigator and complete the formal investigation within [Formal Investigation Days] working days. Both the complainant and the respondent shall have the opportunity to present their case. All parties have the right to be accompanied by a colleague or trade union representative. 4.4 OUTCOME AND APPEAL: The investigator's findings and recommendations will be communicated in writing. Either party may appeal the outcome to the [Appeal Body] within 10 working days of receiving the decision. 4.5 EXTERNAL REMEDIES: Employees retain the right to refer a complaint to the Workplace Relations Commission (WRC) within six months of the last act of discrimination, extendable to twelve months for reasonable cause, under the Employment Equality Acts 1998–2015. 4.6 CONFIDENTIALITY: All complaints and investigations will be handled with strict confidentiality to the extent practicable and consistent with the requirements of natural justice.

5.1 The Organisation will provide equality and anti-discrimination training to all staff [Training Frequency]. Managers and HR personnel will receive additional training on conducting investigations and making reasonable accommodation assessments. 5.2 The Organisation monitors compliance with this policy through the following methods: [Monitoring Method]. 5.3 This policy will be reviewed [Review Period] and updated to reflect changes in Irish and EU equality law, WRC guidance, or organisational requirements. 5.4 The Organisation will publish this policy and make it accessible to all employees, whether in physical handbooks, intranet, or upon request.

6.1 Any employee found to have engaged in discrimination, harassment, sexual harassment, or victimisation contrary to this policy will be subject to disciplinary action under the Organisation's disciplinary procedure, up to and including dismissal. 6.2 Making a false or malicious complaint under this policy may also constitute misconduct subject to disciplinary action. 6.3 This policy does not limit the Organisation's obligations or an employee's rights under the Employment Equality Acts 1998–2015, the Equal Status Acts 2000–2018, or any other applicable legislation. Approved by: [Hr Contact Name] Effective Date: [Policy Effective Date]