Parvana Strategic Sourcing

The aim of this policy is to ensure that no job applicant or employee is unfairly discriminated against on one or more grounds including, but not limited to, age, disability, marital status, colour, race, religion, ethnic and social origin, gender, pregnancy, conscience, belief, political opinion, culture, language, birth, sexual orientation, HIV status and family responsibility.

The main responsibility for ensuring equality of opportunity rests with the employer. Policies will be kept under review to ensure that individuals are selected, placed, transferred, promoted and treated on the basis of their respective merits, abilities, training and potential.
However, it is the responsibility of every employee to carry out their duties with regard to the Equal Opportunities Policy, deliberate acts of unlawful discrimination, derogatory racist or sexual harassment directed towards other employees, customers or visitors are treated as gross misconduct and may lead to dismissal. Any complaint of discrimination made by an employee via the Grievance Procedure will be promptly and thoroughly investigated.
Discrimination on the basis of such unlawful criteria is unacceptable. Such discrimination can take many forms.

Direct discrimination occurs when a person is treated less favourably than another on the grounds of his/her sex, sexual orientation, marital or family status, religious belief,political opinion, race, nationality or ethnic/national origin.

Indirect discrimination can occur when a requirement or condition, which cannot be justified on grounds other than sex, marital or family status, religious belief, political opinion, race, nationality or ethnic/national origin, is applied equally but has the effect in practice of disadvantaging a considerably higher proportion of persons in one or other of the above groups. In order to establish a complaint of indirect discrimination, an applicant must show the following: (i) that a requirement or condition has been applied; (ii) that the said requirement or condition adversely impacts against the person because of his/her religious belief, political opinion, sex, marital of family status, race, nationality or ethnic/national origin; (iii) that he/she has suffered detriment by reason being unable to comply with the condition or requirement.

Disability discrimination occurs when, for a reason related to his/her disability, a disabled person is treated less favourably than other people, and this treatment cannot be justified. It also occurs when an employer fails to comply with the duty to make a reasonable adjustment in relation to the disabled person, and the failure cannot be justified. An employer cannot justify less favourable treatment if, by making a reasonable adjustment, it would remove the reason for the treatment.

Victimisation occurs when a person is treated less favourably than another because that person has, for example, asserted rights under any of the discrimination laws or has helped another person to assert such rights or given information to the relevant statutory body, or because it is suspected that the person might do any of these things.

Employment Equity Act Applicability
Employment Equity Act