Diversity, Equity and Inclusion Policy

CPi Technology is committed to creating an environment that promotes equality, diversity and inclusion at work and to treating all of our employees, stakeholders and all other people involved in any aspect of our business equally, regardless of gender, civil status, family status, sexual orientation, religious belief, age, disability, race or membership of the Traveller community or socio-economic background.

This policy applies to all aspects of our business and covers CPi employees, our customers, partners, and suppliers.

CPi is an Equal Opportunity Employer and will always strive to maintain a work environment in which all staff are treated with respect and dignity.

We seek to create a culture that promotes equality, diversity and inclusion and this is reflected in our company core values of One Team, Best People, Customer First, Winning Mindset, Agility and Forward Thinking.

We will achieve this through actively promoting the following ethos:

Be respectful and mindful of others at all times.
Be actively aware of diversity / equality.
Understand your own hidden biases and prejudices.
Drive positive change in the company by speaking up!
Understand that everyone has a responsibility to ensure that behaviour in our workplace reflects our culture of dignity and respect.

Harnessing the wide range of perspectives this diversity brings promotes innovation and helps make us more creative and competitive.

Legislation

This policy is informed by the Employment Equality Acts 1998-2011(as amended) and the Equal Status Acts 2000-2012 (as amended) which prohibit direct and indirect discrimination, sexual harassment, harassment and victimisation in relation to nine specified equality grounds: gender, family status, civil status, sexual orientation, age, disability, religion, ethnicity and membership of the Traveller community.

The Employment Equality Acts prohibit discrimination in employment, including recruitment, promotion, pay and other conditions of employment.

This policy should be read in conjunction with other policies and procedures as set out in our company handbook and will be reviewed annually to ensure we are meeting the needs and demands of the changing environment in which we live. Thes include harassment and bullying policies, and disciplinary and grievance procedures. Employees who believe they have experienced discrimination, harassment or victimisation are entitled to raise matters through line management / the managing director. A copy of these policies/procedures are available on the company shared drive.

Complaints will be treated seriously and will be dealt with in a confidential, expeditious manner in as far as reasonably practicable. Employees who make complaints will not be victimised for doing so. Employees should be aware that making a false allegation deliberately and in bad faith will be treated as misconduct and dealt with under our disciplinary procedure. Pursuance of complaints through these internal procedures does not prejudice an employee in pursuing matters through other available means.

Other legislation includes the Irish Human Rights and Equality Commission Act 2014.

The sustainability team along with management are committed to measuring our performance as part of our management review meeting process, ensuring the initiatives are progressed in line with aims.

This policy will be reviewed annually.