Environmental, gender and social policies

ATEEC Environmental Policy

For Environmental Sustainability, ATEEC is committed and seeking to reduce our carbon footprint through prudent use of resource, energy and use of energy-efficient technologies wherever possible; encourage all staff to lift-share where appropriate and practical and to commit to reduce their greenhouse emissions in commuting to and from work;

Our policy is to reduce the impact of the firm’s operations on the environment, through its Green Agenda initiative. The goal is to promote sustainability and environmental awareness at all levels of the firm by:

• Complying with all applicable environmental legislation and sustainability commitments
• Measuring and analyzing the carbon footprint of our business activities in conjunction with other climate change mitigation and adaptation efforts
• Preventing pollution and reducing consumption of resources through waste management strategies that promote waste minimization re-use, recovery and recycling, as appropriate
• Incorporating energy efficiency measures into the firm’s facilities and promoting efficient energy use in all areas of business activity
• Promoting and continuing to invest in technologies that provide alternatives to business travel
• Adopting a procurement program which takes into account the environmental impact of products and services and supports the purchase of sustainable products
• Ensure our staff are aware of the environmental impacts of their work activities and encourage them through regular awareness and training to minimize those impacts.
• Promoting the protection and enhancement of biodiversity and ecosystems through employee awareness programs and stakeholder engagement
• Pursuing a program of continuous improvement by reviewing our Environmental Management System and related objectives and targets, policies and practices

In order to achieve the ATEEC’s goal of being ethical, as sustainable as possible and minimizing our negative impact on the environment, we will aim to;

• Increase the awareness and engagement of staff and clients through formal and informal projects and opportunities;
• Encourage good practice and sustainable lifestyles;
• Reduce consumption and costs whilst satisfying our needs for energy, water and ecosystem;
• Reduce our negative environmental impact through better management of our material resources;
• Integrate ethical, environmental and sustainable principles into our operational procedures and promote best practice at every level;
• Work closely with other organizations to share and implement best practice;
• Build partnerships with local community organizations to progress environmental principles and actions;
• Enhance the positive social impact of staff and clients in the community through volunteering and other opportunities.
• Fully comply with all environmental legislation and strive for best practice wherever possible;
• Reduce the amount of waste material produced to encourage greater reuse in recycling;
• Avoid the use of paper wherever possible and/ or reduce the paper used in printing (print on both sides);
• Reuse waste paper (from the printer) where possible, making use of the blank side for notes or to print drafts;
• Manage and monitor energy and water usage; and purchase products with a lower environmental impact.
• review environmental management procedures and this Policy bi-annually.

ATEEC Equal Opportunities Policy

ATEEC aims to achieve a harmonious workplace which values diversity and recognizes the right of all people who interact with us to be treated with fairness, dignity and respect. ATEEC is committed to:

• Equal Employment Opportunity and to compliance with all laws that prohibit employment discrimination;
• All persons have an equality of opportunity regardless of gender, marital status, religion, political opinion, race, ethnic origin, disability or age;
• Selection for employment and advancement will be on the basis of ability, qualifications and aptitude for the work;
• To provide a learning, working and social environment in which the rights and dignity of all its members are respected, and which is free from discrimination, prejudice, intimidation and all forms of harassment;
• Playing our part in removing barriers and redressing imbalances caused by inequality and unjustified discrimination.

All staff are required to ensure their behavior is consistent with this policy. We also require that clients, customers, partners and suppliers be made aware of this policy and operate within it. This policy applies to employment decisions including, but not limited to, hiring, training, promotions, benefits, facilities & pay, religion and belief, socio-economic background, disciplinary actions, health & safety, terminations or on any other grounds which are irrelevant to decision-making.

ATEEC Health & Safety Policy

ATEEC believes there is nothing more important than the safety, health, and well-being of our workers. ATEEC recognizes that all injuries and occupational illnesses are preventable, and there is no job worth doing in an unsafe work.

This policy has been developed in consultation with top management and staff, so it clearly captures ATEEC health and safety ethos.

ATEEC will strive to:

• Enable all work activities to be carried out in a safe working environment, and with all appropriate preventive and corrective measures to remove or at least to reduce the risks of the health, safety, and welfare of workers, clients, authorized visitors, and anyone else who may be affected by our operations;
• Comply with all applicable laws, regulations, and standards related to public health and safety and to maintain it;
• Promote awareness and positive culture towards commitment with health and safety laws and standards of all its employees and clients;
• Ensure that this policy is announced to public and understandable to all stakeholders;
• Encourage suggestions for realizing our health and safety objectives to create a safe working environment with a zero accident rate.

This policy applies to all business operations and functions, including those situations where workers are required to work off-site.

ATEEC Sustainable Procurement Policy

ATEEC recognizes that its procurement activities have a significant impact on the environment, society, and the economy and accepts that it has a responsibility to carry out its procurement activities in an environmentally and socially responsible manner. We will strive to incorporate environmental and social considerations into our services, materials and good selection process.

To achieve this, we will:

• Comply with all relevant procurement and environmental legislation;
• Make procurement decisions based on a balance between economic, social and environmental factors;
• Examine the need for the product or service, to avoid unnecessary consumption and manage demand;
• Encourage and persuade suppliers to supply more environmentally friendly products to minimize negative environmental and social effects associated with the products and services they provide;
• Ensure non-discrimination against local and smaller suppliers;
• Consider whole-life cost when making purchasing decision;
• Raise awareness of staff to adopt more sustainable purchasing practices to reduce costs and the environmental impact of goods and services we buy; and
• Encourage staff to review the consumption of goods and materials and adopt best practice (reduce, reuse & recycle) to help minimize environmental impacts;

We will regularly review this Policy and ensure corrective and preventive measures have been taken to ensure continual improvement.

ATEEC Child Protection Policy

ATEEC supports the rights of children and is committed to their safety and well-being.

ATEEC’ staff members and those working with ATEEC share a common responsibility and commitment to the awareness, prevention and reporting of and responding to child abuse in the course of their work. ATEEC’ Child Protection Policy sets out common values, principles, and beliefs and describes the steps that will be taken to meet our commitment to protect children.

This policy applies to all part-time, full-time, and casual ATEEC employees, freelance and other experts, interns and volunteers (hereinafter: ATEEC staff or staff) as well as associate firms and sub-contractors (hereinafter: partners) working with ATEEC on the implementation of development assistance projects. For the purpose of this policy, the definition of a child is “every human being below the age of 18 years unless under the law applicable to the child, majority is attained earlier”. This is in accordance with Article 1 of the United Nations Convention on the Rights of a Child. We define child abuse as all forms of physical or mental violence, injury or abuse, neglect or negligent treatment, maltreatment or exploitation, including commercial exploitation, sexual abuse while in the care of parent(s), legal guardian(s) or any other person who has the care of the child.

Principles and values

The following principles and values reflect ATEEC stance on child protection:

• Zero tolerance of child abuse: ATEEC does not tolerate any form of child abuse, nor does it tolerate possession or access to any material that is abusive towards children. ATEEC will not knowingly engage anyone who poses a direct risk to children.
• Recognition of children’s interests: ATEEC recognizes that some children are at greater risk of abuse. Of particular vulnerability are children with disabilities, children in conflict situations as well as migrant children or children without parents.
• Sharing responsibility of child protection: When bidding for projects in association with firms that do not have a child protection policy, ATEEC will ensure that associate firms, consultants agree to adopt ATEEC’ Child Protection Policy and the Child Safeguarding Standards as set out by the Jordanian Laws, International Standard of UN agencies and Europe.

The purpose of this Child Protection Policy is to:

• provide a management strategy to prevent child abuse and protect children in the course of our work;
• protect ATEEC staff and partners from unfair practices and processes; and
• provide ATEEC staff and partners with clear guidelines on what to do in the case of suspected child abuse.

ATEEC’ commitment

• ATEEC’ commitment to child protection will be guided by the following:
• Awareness: we will ensure that all ATEEC staff and partners as well as stakeholders involved in projects are aware of the problem of child abuse and the risks to children.
• Prevention: we will ensure, through awareness and good practice, that ATEEC staff and partners minimize the risks to children.
• Reporting: we will ensure that ATEEC staff and partners are clear on what steps to take where concerns arise regarding the safety of children.
• Responding: we will ensure that action is taken to support and protect children where concerns of abuse arise.
• Further to the above, ATEEC will:
• not permit a person to work with children if it has been identified that they pose an unacceptable risk to children’s safety or well-being;
• take all child abuse concerns raised seriously;
• take positive steps to ensure the protection of children who are the subject of any concerns;
• support children, ATEEC staff or other adults who raise concerns or who are the subject of concerns;
• act appropriately and effectively in instigating or cooperating with any subsequent process of investigation;
• guide through the child protection process by the principle of ‘best interests of the child’;
• listen to and take seriously the views and wishes of children; and
• work in partnership with parents/carers and/or other professionals to ensure the protection of children.

ATEEC Nondiscrimination/Anti-Harassment Policy and Complaint Procedure

ATEEC is committed to a work environment in which all individuals are treated with respect and dignity. Each individual has the right to work in a professional atmosphere that promotes equal employment opportunities and prohibits unlawful discriminatory practices, including harassment. Therefore, ATEEC expects that all relationships among persons in the office will be business-like and free of explicit bias, prejudice and harassment.

ATEEC has developed this policy to ensure that all its employees can work in an environment free from unlawful harassment, discrimination and retaliation. ATEEC will make every reasonable effort to ensure that all concerned are familiar with these policies and are aware that any complaint in violation of such policies will be investigated and resolved appropriately.

Any employee who has questions or concerns about these policies should talk with the director of human resources or a member of the personnel practices committee.

These policies should not, and may not, be used as a basis for excluding or separating individuals of a particular gender, or any other protected characteristic, from participating in business or work-related social activities or discussions. In other words, no one should make the mistake of engaging in discrimination or exclusion to avoid allegation of harassment. The law and the policies of ATEEC prohibit disparate treatment on the basis of sex or any other protected characteristic, with regard to terms, conditions, privileges and perquisites of employment. The prohibitions against harassment, discrimination and retaliation are intended to complement and further those policies, not to form the basis of an exception to them.

Equal employment opportunity

It is the policy of ATEEC to ensure equal employment opportunity without discrimination or harassment on the basis of race, color, religion, sex, sexual orientation, gender identity or expression, age, disability, marital status, citizenship, national origin, genetic information, or any other characteristic protected by law. ATEEC prohibits any such discrimination or harassment.

Retaliation

ATEEC encourages reporting of all perceived incidents of discrimination or harassment. It is the policy of ATEEC to promptly and thoroughly investigate such reports. ATEEC prohibits retaliation against any individual who reports discrimination or harassment or participates in an investigation of such reports.

Sexual harassment

Sexual harassment constitutes discrimination and is illegal under federal, state and local laws. For the purposes of this policy, “sexual harassment” is defined, as in the Equal Employment Opportunity Commission Guidelines, as unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature when, for example: a) submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment, b) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual, or c) such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive working environment.

Title VII of the Civil Rights Act of 1964 recognizes two types of sexual harassment: a) quid pro quo and b) hostile work environment. Sexual harassment may include a range of subtle and not-so-subtle behaviors and may involve individuals of the same or different gender. Depending on the circumstances, these behaviors may include unwanted sexual advances or requests for sexual favors; sexual jokes and innuendo; verbal abuse of a sexual nature; commentary about an individual’s body, sexual prowess or sexual deficiencies; leering, whistling or touching; insulting or obscene comments or gestures; display in the workplace of sexually suggestive objects or pictures; and other physical, verbal or visual conduct of a sexual nature.

Harassment

Harassment on the basis of any other protected characteristic is also strictly prohibited. Under this policy, harassment is verbal, written or physical conduct that denigrates or shows hostility or aversion toward an individual because of his or her race, color, religion, sex, sexual orientation, gender identity or expression, national origin, age, disability, marital status, citizenship, genetic information, or any other characteristic protected by law, or that of his or her relatives, friends or associates, and that: a) has the purpose or effect of creating an intimidating, hostile or offensive work environment, b) has the purpose or effect of unreasonably interfering with an individual’s work performance, or c) otherwise adversely affects an individual’s employment opportunities.

Harassing conduct includes epithets, slurs or negative stereotyping; threatening, intimidating or hostile acts; denigrating jokes; and written or graphic material that denigrates or shows hostility or aversion toward an individual or group that is placed on walls or elsewhere on the employer’s premises or circulated in the workplace, on company time or using company equipment by e-mail, phone (including voice messages), text messages, social networking sites or other means.

Individuals and Conduct Covered

These policies apply to all applicants and employees, whether related to conduct engaged in by fellow employees or by someone not directly connected to ATEEC (e.g., an outside vendor, consultant or customer).

Conduct prohibited by these policies is unacceptable in the workplace and in any work-related setting outside the workplace, such as during business trips, business meetings and business-related social events.

Reporting an Incident of Harassment, Discrimination or Retaliation

ATEEC encourages reporting of all perceived incidents of discrimination, harassment or retaliation, regardless of the offender’s identity or position. Individuals who believe that they have been the victim of such conduct should discuss their concerns with their immediate supervisor, any member of the personnel practices committee, human resources or any ombudsman. See the complaint procedure described below.

In addition, ATEEC encourages individuals who believe they are being subjected to such conduct to promptly advise the offender that his or her behavior is unwelcome and to request that it be discontinued. Often this action alone will resolve the problem. ATEEC recognizes, however, that an individual may prefer to pursue the matter through complaint procedures.

Complaint Procedure

Individuals who believe they have been the victims of conduct prohibited by this policy or believe they have witnessed such conduct should discuss their concerns with their immediate supervisor, human resources, any member of the personnel practices committee or any ombudsman.

ATEEC encourages the prompt reporting of complaints or concerns so that rapid and constructive action can be taken before relationships become irreparably strained. Therefore, while no fixed reporting period has been established, early reporting and intervention have proven to be the most effective method of resolving actual or perceived incidents of harassment.

Any reported allegations of harassment, discrimination or retaliation will be investigated promptly. The investigation may include individual interviews with the parties involved and, where necessary, with individuals who may have observed the alleged conduct or may have other relevant knowledge.

ATEEC will maintain confidentiality throughout the investigatory process to the extent consistent with adequate investigation and appropriate corrective action.

Retaliation against an individual for reporting harassment or discrimination or for participating in an investigation of a claim of harassment or discrimination is a serious violation of this policy and, like harassment or discrimination itself, will be subject to disciplinary action. Acts of retaliation should be reported immediately and will be promptly investigated and addressed.

Misconduct constituting harassment, discrimination or retaliation will be dealt with appropriately. Responsive action may include, for example, training, referral to counseling or disciplinary action such as a warning, reprimand, withholding of a promotion or pay increase, reassignment, temporary suspension without pay, or termination, as ATEEC believes appropriate under the circumstances.

If a party to a complaint does not agree with its resolution, that party may appeal to ATEEC’s executive director or the chief operating officer.

False and malicious complaints of harassment, discrimination or retaliation (as opposed to complaints that, even if erroneous, are made in good faith) may be the subject of appropriate disciplinary action.