Human rights & equal opportunity for all employees is a mandatory requirement and Brand Atlas employs a zero tolerance for discrimination in the selection, retention, development, promotion and remuneration of employees by reason of race, colour, religion, nationality, origin, age or gender.

In addition, Brand Atlas has a zero tolerance for sexual and disability harassment, whether verbal, physical or environmental. It is the Company policy to foster and maintain a fair, open and amicable work environment for all employees.

Brand Atlas promotes respect to all employees irrespective of position, race, gender, sexual persuasion, age, educational level, marital status and religion. It is the Company policy that all employees are treated as individuals solely according to their abilities to meet job requirements.

Human Rights

Brand Atlas believes in respecting and promoting human rights in all aspects of both internal and external workforce relationships. These include:

1. The rights of employees to work within the moral and legal boundaries of local industrial relations systems;

2. The rights of members of the community to access responsible advice and to avoid human rights violations within Brand Atlas supply chain.

Brand Atlas stands by its commitment to guarantee that all of its employees are bound by employment contracts that provide for remuneration and other conditions that are equal to, or above the minimum requirements under local legislation.

It is Company policy to only employ individuals who are over the legal working age under current labour laws and that each and every employee is treated with respect due to them under the Human Rights and Equal Employment Opportunity Policy.

The Company’s policy regarding supply chain management addresses the requirements of its suppliers in relation to human rights expectations

Equal Employment Opportunity

Sexual harassment is defined as any unwelcome sexual advances, request of sexual favours, other unwelcome conduct of a sexual nature, or conduct of a sexual nature giving rise to a sexually hostile or intimidating work environment.

The following behaviour can be regarded as examples of sexual harassment:

1. Unwelcome sexual advances, such as leering and lewd gestures, touching, grabbing or deliberately brushing up against another person;

2. Unwelcome requests for sexual favours, such as suggestions that sexual co-operation or the toleration of sexual advances may further a person’s career;

3. Unwelcome verbal, non-verbal or physical statements of a sexual nature, such as sexually derogatory or stereotypical remarks; persistent questioning about a person’s sex life; and

4. Conduct of a sexual nature that creates a hostile or intimidating work environment, such as sexual or obscene jokes around the workplace; displaying sexist or sexually offensive pictures or posters.

Disability harassment is defined as unwelcome conduct (which may include oral or written statement) towards a person in relation to his or her disability, or towards a person on the ground of the disability of his or her associate, in circumstances where a reasonable person would have anticipated that the harassed person would be offended, humiliated or intimidated. Without limiting the meaning of harassment, the following behaviour can be regarded as disability harassment:

1. Insulting comments;

2. Offensive jokes;

3. Unnecessary gestures mimicking someone’s disability; or

4. Intentionally disclosing or threatening to disclose information on disability or medical history in circumstances that would offend, humiliate or intimidate the employees with a disability concerned.

It is the aim of the Company to promote workplace environments free of any form of discrimination and harassment, whilst ensuring the respectful and fair treatment of all employees.

All employees of Brand Atlas are bound by the terms and conditions in the Human Rights and Equal Employment Opportunity Policy. Failure to abide by these terms and conditions may lead to disciplinary action and in some cases, dismissal.