Diversity, Equity, and Inclusion

Policy
Scroll Down
Diversity, Equity, and Inclusion Admin March 6, 2025

(Including Bullying, Harassment, and Discrimination Provisions)

  1. Purpose

Africa Transcribe Enterprises (ATE) is committed to fostering a workplace and operational environment that values diversity, ensures equity, and promotes inclusion (DEI). This Diversity, Equity, and Inclusion Policy (the “Policy”) aims to create a respectful, safe, and equitable space for all individuals, free from bullying, harassment, and discrimination. It reflects our mission to empower communities and drive sustainable development across Africa through collaboration and mutual respect.

  1. Scope

This Policy applies to all ATE employees, directors, consultants, contractors, volunteers, partners, and third parties acting on behalf of ATE (collectively, “Covered Persons”). It extends to interactions with small-scale miners, rural communities, non-governmental organizations (NGOs), government agencies, and private sector partners, across all operational contexts.

  1. Policy Statement

ATE embraces diversity in all its forms – race, ethnicity, gender, age, religion, disability, socioeconomic status, and cultural background – as a strength that enriches our work. We are dedicated to ensuring equity in opportunities and treatment, and fostering an inclusive environment where everyone feels valued and empowered. ATE strictly prohibits bullying, harassment, and discrimination, and commits to addressing violations swiftly and effectively to uphold our values and legal obligations.

  1. Legal Framework

This Policy complies with:

  • Tanzanian Laws: Employment and Labour Relations Act, 2004 (prohibiting workplace discrimination and harassment), and the Constitution of Tanzania (equality provisions).
  • International Standards: UN Sustainable Development Goals (Goal 5: Gender Equality, Goal 10: Reduced Inequalities), ILO Equal Remuneration Convention (No. 100), and Discrimination (Employment and Occupation) Convention (No. 111).
  1. Definitions
  • Diversity: The presence of differences among individuals, including but not limited to gender, race, ethnicity, age, disability, and religion.
  • Equity: Fair treatment, access, and opportunities for all, addressing systemic barriers and individual needs.
  • Inclusion: Creating an environment where all individuals feel respected, valued, and able to contribute fully.
  • Bullying: Repeated, unreasonable behaviour directed toward an individual or group that creates a risk to health, safety, or wellbeing (e.g., intimidation, humiliation).
  • Harassment: Unwelcome conduct based on protected characteristics (e.g., gender, race) that creates a hostile or intimidating environment.
  • Discrimination: Unfair or unequal treatment based on protected characteristics, whether intentional or unintentional.
  1. Core Principles
    • Diversity
  • ATE celebrates and leverages diversity to enhance creativity, collaboration, and impact in our programs and workplace.
  • We actively seek diverse perspectives in decision-making and stakeholder engagement.
    • Equity
  • ATE ensures fair access to opportunities, resources, and advancement, removing barriers that disproportionately affect underrepresented groups.
  • Compensation, training, and support will be equitable, reflecting individual contributions and needs.
    • Inclusion
  • ATE fosters a culture where all voices are heard, respected, and integrated into our work.
  • We prioritize cultural competency to engage effectively with Africa’s diverse communities.
    • Zero Tolerance for Bullying, Harassment, and Discrimination
  • ATE prohibits all forms of bullying, harassment, and discrimination, whether verbal, physical, or psychological, in person or online.
  • Examples include derogatory remarks, exclusionary behavior, sexual advances, or unfair treatment based on protected characteristics.
  1. Commitments and Practices
    • Recruitment and Advancement
  • Implement unbiased hiring practices to attract diverse talent.
  • Provide equitable opportunities for training, promotion, and leadership roles.
    • Workplace Culture
  • Promote a respectful environment through regular DEI training and awareness campaigns.
  • Encourage open dialogue to address concerns and improve inclusivity.
    • Community Engagement
  • Design programs that reflect the diverse needs of African communities, ensuring equitable benefits.
  • Partner with local leaders to enhance cultural sensitivity and inclusion.
    • Prevention of Bullying, Harassment, and Discrimination
  • Educate Covered Persons on acceptable conduct and consequences of violations.
  • Establish clear reporting channels and protections for those raising concerns.
  1. Responsibilities
  • Leadership: Model DEI principles, allocate resources, and enforce the Policy.
  • Covered Persons: Act respectfully, support inclusivity, and report violations.
  • DEI Officer: Oversee Policy implementation, training, and investigations, reporting quarterly to leadership.
  1. Reporting and Resolution
  • Reporting: Any Covered Person experiencing or witnessing bullying, harassment, or discrimination should report it confidentially to the DEI Officer via [insert contact method, e.g., email or hotline].
  • Investigation: Reports will be investigated promptly, impartially, and confidentially, with findings documented.
  • Resolution: Violations may result in disciplinary action (e.g., warnings, termination) and, if applicable, referral to authorities under Tanzanian law.
  • Non-Retaliation: ATE prohibits retaliation against individuals reporting in good faith, with violations addressed separately.
  1. Training and Awareness
  • Mandatory annual DEI training for all Covered Persons, covering diversity appreciation, equity practices, and anti-bullying/harassment measures.
  • Tailored sessions for staff engaging with rural communities to enhance cultural competency
  1. Consequences of Non-Compliance
  • Internal: Violations may lead to disciplinary measures, up to termination, based on severity and impact.
  • Legal: Breaches may result in liability under Tanzanian law (e.g., Employment and Labour Relations Act penalties) or contractual repercussions with partners.
  • Third Parties: Non-compliant contractors or partners face contract termination.
  1. Monitoring and Review
  • The DEI Officer will monitor compliance, collect feedback, and report progress annually to leadership.
  • This Policy will be reviewed yearly or as needed to reflect legal updates, organizational growth, or stakeholder input.
  1. Commitment to Stakeholders
    ATE’s DEI commitment strengthens our ability to serve small-scale miners, communities, NGOs, governments, and private partners equitably. By rejecting bullying, harassment, and discrimination, we build a workplace and programs that reflect our vision of a thriving, inclusive Africa.
Scroll to Top