SoftConn is committed to providing a workplace free from discrimination, bullying and harassment of any kind. We believe that every employee has the right to work in an environment that is respectful, inclusive and safe. Discrimination, bullying and harassment are not tolerated and will be addressed promptly and effectively.

This policy covers bullying or harassment of or by anyone engaged to work at the Company, and also by third parties such as customers or suppliers. The policy encompasses bullying or harassment that occurs in the workplace, and also out of the workplace, such as on business trips or at work-related social events.

At SoftConn, we stand firmly against any forms of discrimination. Our belief is that everyone brings invaluable contributions to the table and that their unique individualities should be recognized, respected and nurtured. It is against our principles to show unfair or prejudicial treatment of any person based on aspects such as race, ethnicity, gender, age, sexual orientation, disability, religion, marital status or any other legally protected characteristics.

We pledge to ensure that our work environment is free from activities, decisions, comments, behaviours or treatments that amount to discrimination. Any such incidents originating from our staff, contractors, partners or anyone associated with SoftConn operations won't be tolerated and will be dealt with promptly and effectively.

In implementing our commitment to meritocracy, we ensure that all employment-related decisions, from recruitment to promotion, from training to compensation, are executed on the basis of individual merit, capability and qualifications. We are absolutely committed to removing any barriers that hinder equal opportunities.

SoftConn is committed to maintaining a supportive and respectful environment that brings the best out of everyone. The observance of these principles is not merely a goal; it is a fundamental directive ingrained in the culture of our company. We encourage all our stakeholders, including our employees, to respect these principles and help us in maintaining a workspace rooted in equality and fairness.

Bullying is a sustained form of psychological abuse. It is defined as offensive, intimidating, malicious or insulting behaviour, involving the abuse or misuse of power, which has the purpose or effect of belittling, humiliating or threatening the recipient. Workplace bullying usually takes one of three forms: physical, verbal or indirect. It can range from extreme forms such as violence and intimidation, to less obvious actions, such as professional or social exclusion.

Our stance against bullying signifies zero tolerance toward any form of abuse, be it consistent name-calling, mockery, threats, offensive comments, spreading malicious rumours or the display of offensive materials. These behaviours can have serious detrimental effects on the confidence and mental well-being of our colleagues, and directly conflict with our adopted values of respect, empathy, and unity.

All SoftConn employees, regardless of their position or seniority, are expected to maintain a standard of professionalism and courtesy while interacting with others. Everyone must treat their colleagues, clients, partners and any other person affiliated with SoftConn with respect and dignity, embracing the principles of equity and fairness in their conduct.

We will take all allegations of bullying seriously and will ensure that complaints are properly investigated and handled confidentially. Necessary actions within appropriate timelines will be taken to address reported bullying, following our established disciplinary procedures. These actions will be proportionate to the severity of the bullying and may extend up to termination of employment for serious or repeated offences.

It is our shared responsibility to create and preserve a business environment where everyone can work without fear of being bullied. Through our rigorous approach against bullying, we aim to maintain a work culture that fosters mutual respect, trust, and harmony among all members of the SoftConn family.

Harassment is any unwanted physical, verbal or non-verbal conduct that has the purpose or effect of violating a person’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that person. A single incident of this nature can amount to harassment if sufficiently serious.

Unlawful harassment may involve sexual harassment, or it may be related to any other of the Protected Characteristics detailed in our Equal Opportunities policy (age, disability, gender reassignment, marital or civil partner status, pregnancy or maternity, race, colour, nationality, ethnic or national origin, religion or belief, sex or sexual orientation). The Company’s stance is that harassment is unacceptable, whether or not it is targeted at any of these categories.

SoftConn stresses that any form of harassment, irrespective of whether it is related to these categories, is abhorrent, damaging and strictly unacceptable. This includes but is not limited to gender-based remarks, unwelcome sexual advances, innuendos, offensive gestures, or inappropriate physical contact, all of which qualify as sexual harassment and will not be tolerated under any circumstance.

Any instances of harassment should be reported promptly. All allegations will be taken seriously, handled confidentially and investigated thoroughly with utmost discretion. Swift and appropriate action will be taken to address and rectify such instances and penalties will be imposed as suitable, following our disciplinary procedures.

SoftConn is a place of inclusiveness, respect and dignity. We will uphold these values consistently in our actions and interactions, working unhindered and undeterred in a safe, comfortable and non-threatening environment.

Employees who experience or witness discrimination, bullying, or harassment are encouraged to report the incident to their supervisor, manager, human resources department, or another designated individual. Reports will be treated confidentially and investigated promptly and impartially. Retaliation against individuals who report discrimination, bullying, or harassment is strictly prohibited and will result in disciplinary action.

We encourage our employees to attempt to sort out matters informally. The person may not know that their behaviour is unwelcome or upsetting, so an informal discussion may help them to understand the effects of their behaviour and agree to change it. If you feel able to, tell the person what behaviour you find offensive and unwelcome and say that you would like it to stop immediately. You should keep a note of the date and what was said and done.

This will be useful if the unacceptable behaviour continues, and you wish to make a formal complaint. If this is too difficult for you, then please talk to your manager or a trusted colleague, for advice and assistance. They may for example speak to the person concerned on your behalf or accompany you when you speak to them. If the informal approach is not appropriate or has not been successful, you should raise a formal grievance.

When a team member feels that they need to deal with an issue of harassment or bullying formally, they report the incident to their supervisor, manager, human resources department or another designated individual. We will investigate complaints in a timely, confidential and sensitive manner. The investigation will be conducted where possible by someone with appropriate seniority and experience, and no prior involvement in the complaint.

Details of the investigation, and the names of the people involved, will only be disclosed on a ‘need to know’ basis. We will consider whether any steps are necessary to manage the ongoing working relationship between you and the person accused during the investigation. Once the investigation is complete, we will inform both parties (separately) of our decision. Whether or not your complaint is upheld, we will consider how best to manage any ongoing working relationship between you and the person concerned.

If after due investigation we consider that a team member has been harassed or bullied by an employee the matter will be dealt with under the disciplinary procedure as a case of possible misconduct or gross misconduct. The person concerned may be suspended on full pay during the disciplinary investigation until any eventual disciplinary proceedings have been concluded. If the complaint of bullying or harassment is upheld, a disciplinary penalty may be imposed up to and including dismissal, depending on the seriousness of the offence and all relevant circumstances. Additionally, individuals who engage in such behavior may be subject to legal consequences based on the severity of their actions.