- About this policy
1.1 This is a global policy that sets out our global approach and commitment to the promotion of equal opportunities, the avoidance of discrimination at work, and the fostering of diversity, equity & inclusion (“DEI”) in DMT Solutions Global Corporation (d/b/a BlueCrest, “BlueCrest” or the “Company”). This global policy will be implemented in accordance with local laws in each jurisdiction. While it is an expression of our principles and our commitments, there may be circumstances where we have a legal duty to depart from our global approach. Our precise procedures will be governed by the local laws of the country in which we operate.
1.2 We aim to create a working environment that is inclusive and in which all individuals are treated fairly, with respect and can make best use of their skills, free from discrimination or harassment.
1.3 We are opposed to all forms of unlawful and unfair discrimination. We will take all reasonable steps to ensure that, in accordance with local laws and customs, all forms of discrimination (whether directly or indirectly or by association or by way of harassment or victimization) are prohibited at work. This could include discrimination on the grounds of gender, marital status, religion, race, caste, age, ancestry, nationality, language, ethnic origin, socio-economic status, physical appearance, disability, sexual orientation, pregnancy, marital status, or any other category protected by applicable local law.
1.4 Failure to comply with this policy may result in action under any local disciplinary procedure that may be in force from time to time.
1.5 This policy does not form part of any employee's contract of employment and we may amend it at any time.
- Scope
2.1 The policy applies to all employees, officers, consultants, contractors, interns, casual workers, and agency workers worldwide. This policy covers all aspects of employment with us, including recruitment, remuneration, training, appraisals, promotion, conduct at work, disciplinary and grievance procedures, and termination of employment.
2.2 This policy also covers all staff interactions or dealings with suppliers, clients, visitors to our premises, and any staff interactions with third parties in the course of work or at work-related social functions.
2.3 In certain countries where we operate, in order to comply with local law, a policy on DEI, Equal Opportunities Employer, Anti-bulling and Harassment, Code of Conduct, or a related topic may already exist. To the extent that there is a conflict between this global policy and any local policy, the provisions of the local policy will apply.
- Personnel responsible for implementing the policy
3.1 The BlueCrest Senior Leadership Team (the “SLT”) has overall responsibility for the effective operation of this policy and for ensuring compliance with applicable local laws.
3.2 Managers have a responsibility to ensure that they set appropriate standards of behavior and ensure that those they manage adhere to this policy and promote our global aims with regard to DEI.
3.3 This policy is reviewed annually by the Human Resources department to ensure it is meeting its objectives and where necessary, the Human Resources department shall recommend changes to the Board.
- DEI Commitments
4.1 We are committed to:
- Creating an inclusive work environment that encourages staff with different backgrounds, perspectives, and skills to collaborate and work together towards a common objective;
- Ensuring that our HR policies promote DEI in the workplace, as well as ensuring compliance with all local labor laws while encouraging the adoption of international best practices;
- Maintaining a workplace that is free of harassment and bullying and where everyone is treated with dignity and respect;
- Preventing unlawful direct discrimination, indirect discrimination, and victimization; and
- Supporting the needs of those with protected characteristics in accordance with applicable local law.
- DEI in Employment Practices
5.1 All employment and hiring practices (including but not limited to Talent Acquisition, Performance Management, Training, and Development) will be in line with our philosophy on DEI as set out in this policy.
5.2 Talent Acquisition
- 5.2.1 We will make reasonable efforts to advertise job vacancies to a diverse section of the labor market. Job advertisements should avoid using wording that may discourage particular groups from applying.
- 5.2.2 All recruitment decisions at all stages of the selection process will be made solely on performance, merit, competence, and potential, and any other objective parameters that may be specified in the respective country’s policy on ‘Eligibility of Employment’. Where possible, shortlisting should be done by more than one person and with the involvement of the Human Resources department, to prevent the risk of biases influencing the decision. In making the final selection for employment, the main aim will be to appoint the candidate who most closely matches the requirements of the role on an objective basis.
5.3 Talent Management
- 5.3.1 We believe in promoting a performance-driven culture. Decisions pertaining to performance evaluation, career progression, promotions, compensation, transfers, and role movement will be decided based on performance, merit, competence, and potential.
- 5.3.2 We may launch programs from time to time that is specifically targeted at groups with protected characteristics who may be underrepresented or disadvantaged. Any such programs will be conducted in accordance with local labor laws and shall be designed to support groups with protected characteristics rather than give them an unfair advantage over others.
5.4 Talent Management
- 5.4.1 We will ensure that disciplinary procedures and penalties are applied without discrimination, whether they result in disciplinary warnings, dismissal, or other disciplinary action.
- 5.4.2 We will ensure that redundancy criteria and procedures are fair, objective, and lawful and are not directly or indirectly or by association discriminatory against any particular group with a protected characteristic.
5.5 Disabilities
- 5.5.1 Any member of staff who is disabled or becomes disabled in the course of their employment is encouraged to inform the Company and to advise the Company of any reasonable adjustment they may require. Any request for reasonable adjustment will be carefully considered and reasonable efforts will be made to accommodate such an adjustment or explore an alternative solution where possible.
- Concerns about Discrimination
6.1 If you have any concerns regarding inequality of opportunity, discrimination, or bullying and harassment, you should pursue the matter through the grievance procedure or the whistleblowing policy applicable in your jurisdiction. We encourage employees to come forward in raising any complaints. No individual will be penalized for reporting legitimately held concerns, even if the subject matter of the report turns out to be incorrect.
- Monitoring and Review
7.1 We will establish appropriate information and monitoring systems to assist the effective implementation of this policy. The effectiveness of this policy will be reviewed annually by Human Resources and changes will be made as necessary.
