Below is our comprehensive non-discrimination process and management approach designed for East Africa seaweed Limited . It follows best practices from the UN Guiding Principles on Business and Human Rights, ILO Convention No. 111, and aligns with international labor standards.
East Africa Seaweed Non-Discrimination Management Approach
Purpose: To create and maintain a safe, inclusive, and respectful workplace free from discrimination based on color, sex, religion, political opinion, national extraction, social origin, age, disabilities, sexual orientation, or any other protected category.
1. Policy Commitment
Core Statement:
East Africa Seaweed is committed to ensuring equality of opportunity and treatment in employment and throughout all areas of its operations. We do not tolerate discrimination of any kind and actively promote a culture of diversity, equity, and inclusion.
- Align with ILO Conventions No. 100 and 111, UNGPs, and national labor laws.
- Policy shared with all employees, contractors, and partners.
- Translate into Swahili and other local languages for accessibility.
2. Organizational Measures
| Measure | Implementation Detail |
| Leadership Endorsement | The Board and Executive Team sign and review the policy annually. |
| Dedicated Focal Point | Appoint a Diversity & Inclusion Officer responsible for implementation and oversight. |
| Code of Conduct | Updated to include zero tolerance for discrimination and inclusive behavior expectations. |
| Inclusive Recruitment | Ensure job ads and hiring panels are gender-neutral, barrier-free, and prioritize merit. |
| Accessibility | Modify physical and communication barriers for employees with disabilities. |
| Training | Annual mandatory anti-discrimination and unconscious bias training for all staff and contractors. |
| Partnership Clauses | Include anti-discrimination clauses in supplier and partner contracts. |
3. Monitoring & Evaluation Tools
| Tool | Frequency | Responsible Party |
| Diversity Metrics Dashboard | Quarterly | HR & DEI Officer |
| Employee Surveys (Anonymous) | Bi-Annually | External or internal HR team |
| Workplace Climate Review | Annually | Independent HR consultant |
| Grievance Mechanism Analysis | Ongoing | Ethics Committee |
4. Grievance & Reporting Mechanisms
- Establish a confidential, anonymous grievance mechanism (via suggestion box, WhatsApp line, or email).
- Provide multiple safe channels for reporting (e.g., local supervisor, HR, third-party hotline).
- Ensure non-retaliation policy for whistleblowers is clear and enforced.
- All discrimination reports logged, investigated, and resolved within 30 days.
- Maintain and review a Discrimination Case Register.
5. Remediation & Corrective Action
If discrimination is confirmed:
- Conduct a fact-finding investigation with affected parties.
- Provide counseling or support to impacted individuals.
- Take appropriate disciplinary actions against offenders (warnings, suspensions, dismissal).
- Revise related policies or training based on lessons learned.
- Document and report corrective actions to senior management and stakeholders.
6. Performance Management & Accountability
| Level | Performance Expectation |
| All Employees | Measured on adherence to Code of Conduct and inclusive behavior. |
| Supervisors/Managers | Held accountable for creating inclusive team environments. Evaluated on team diversity and engagement. |
| HR & Leadership | Tied to annual KPIs: representation targets, zero confirmed discrimination cases, training completion. |
Annual staff performance reviews will include:
- Inclusion contributions
- Conflict resolution efforts
- Cultural competency development
7. Continuous Improvement & Stakeholder Engagement
- Partner with local NGOs and community groups to build inclusive hiring pipelines.
- Regularly benchmark against international DEI best practices.
- Invite feedback from staff and community through town halls or surveys.
- Update the non-discrimination strategy annually based on data and emerging needs.