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Advancing equity today.

And every day.

An equitable world is a better world. So we’re continuing to expand opportunities for Black, Hispanic/Latinx, and Indigenous communities. Our global efforts focus on three priority areas: education, economic empowerment, and criminal justice reform. Because creating meaningful change takes all of us.

Global Policy on Racial Equity and Justice

1. Introduction

1.1 Purpose

This policy establishes [Organization Name]’s commitment to fostering racial equity, justice, and inclusion across all operations worldwide. It aligns with international human rights standards, including the United Nations’ International Convention on the Elimination of All Forms of Racial Discrimination (ICERD), and ensures compliance with anti-discrimination laws in all jurisdictions where we operate.

1.2 Scope

This policy applies to all employees, contractors, suppliers, partners, and stakeholders engaged with [Organization Name]. It governs interactions, decision-making, hiring practices, promotions, compensation, and access to opportunities.

1.3 Definitions

  • Racial Discrimination: Any distinction, exclusion, restriction, or preference based on race, color, descent, national origin, or ethnic origin that nullifies equal rights.
  • Systemic Racism: Institutional practices, policies, or cultural norms that perpetuate racial inequities.
  • Equity: Fair treatment, access, and advancement for all individuals, accounting for historical disadvantages.

2. Legal Framework

2.1 International Compliance

[Zenova] adheres to:

  • ICERD (1965): Prohibits racial discrimination in all forms.
  • UN Guiding Principles on Business and Human Rights (2011): Obligates businesses to respect human rights.
  • ILO Discrimination (Employment and Occupation) Convention (1958): Ensures equal opportunity in workplaces.

2.2 Regional and National Laws

Examples include:

  • United States: Civil Rights Act (1964), Equal Employment Opportunity Commission (EEOC) guidelines.
  • European Union: Racial Equality Directive (2000/43/EC).
  • South Africa: Employment Equity Act (1998).
  • Brazil: Statute of Racial Equality (2010).

3. Policy Commitments

3.1 Non-Discrimination

  • Zero tolerance for racial slurs, microaggressions, or exclusionary practices.
  • Prohibition of discriminatory hiring, pay gaps, or biased performance evaluations.

3.2 Representation and Inclusion

  • Workforce Diversity: Annual goals for recruiting underrepresented racial/ethnic groups.
  • Leadership Equity: Ensure ≥30% of leadership roles are held by individuals from marginalized racial communities by 2030.

3.3 Equitable Access

  • Career Development: Mentorship programs for employees of color.
  • Supplier Diversity: Allocate 15% of procurement spending to minority-owned businesses.

4. Accountability Mechanisms

4.1 Reporting Violations

  • Confidential Channels: Submit complaints via ethics hotline ([[email protected]]), HR, or an independent ombudsman.
  • Protection Against Retaliation: Guarantee anonymity and disciplinary action for retaliators.

4.2 Investigations

  • Timeliness: Resolve complaints within 30 days.
  • Transparency: Share findings with affected parties (without breaching privacy).

4.3 Consequences

  • Violations: Mandatory anti-bias training, suspension, or termination.
  • Systemic Failures: Executive accountability and public disclosure.

5. Education and Training

5.1 Mandatory Programs

  • Annual Anti-Racism Training: Cover implicit bias, cultural competence, and allyship.
  • Leadership Workshops: Address systemic inequities in decision-making.

5.2 Resources

  • Toolkits: Guides on inclusive language, bias-free recruitment, and equitable promotion.
  • External Partnerships: Collaborate with NGOs like Race Forward and UNESCO.

6. Data-Driven Progress

6.1 Metrics

  • Workforce Demographics: Track racial/ethnic representation across roles.
  • Pay Equity Audits: Annual reviews to address racial wage gaps.

6.2 Public Reporting

  • Publish annual Global Racial Equity Report with progress, challenges, and goals.

7. Community Engagement

7.1 Reparative Actions

  • Investments: Fund education, healthcare, and entrepreneurship in historically marginalized communities.
  • Advocacy: Support legislation combating systemic racism (e.g., voting rights, criminal justice reform).

7.2 Partnerships

  • Sponsor initiatives like the UN Decade for People of African Descent (2015–2024).

8. Policy Review

  • Biennial Audits: Assess compliance and update policies to reflect evolving standards.
  • Stakeholder Feedback: Incorporate input from employees, NGOs, and racial justice experts.

Legal References

  • Full text of ICERD, ILO Conventions, and regional laws.
  • Contact details for legal counsel and compliance officers.

Training Materials

  • Sample anti-bias workshop agendas.
  • Case studies on addressing racial inequities.

Reporting Templates

  • Discrimination incident forms.
  • Diversity metrics tracking sheets.

Approved by:

[Kris], Chief Executive Officer

[jessica], Chief Human Resources Officer

[Li], General Counsel

Review Date: [January 1, 2022]

Notes for Implementation:

  1. Local Adaptation: Regional offices must align this policy with local laws (e.g., India’s SC/ST Act, Australia’s Racial Discrimination Act).
  2. Language Accessibility: Translate into all major languages spoken by employees.
  3. Continuous Improvement: Establish a Racial Equity Task Force to monitor progress.

                                               

Effective Date: [January 1, 2022]

Version: 1.0

Applicability: All Employees, Contractors, Partners, and Affiliates


We hold these truths to be self-evident, that all men are created equal

-- （The Declaration of Independence）