1. Introduction

1.1 Purpose

The Management of HCC believes that its business is needed to be integrated with the society that surrounds them. The role of society is crucial as HCC draws resources from society to make the business a success. Thus, acceptance of the society, in other terms “social licensing” is considered an aspect that HCC should improve on a continual basis.

Providing employment to members of the society, which HCC considers as the catchment area for talent sourcing is identified as an important area of contributing to the economic wellbeing of people. Thus, HCC identifies that the general population of the catchment area, without any discrimination, is economically benefitted from the remuneration provided by the company.

At the same time, HCC expects that this economic benefit should be equally distributed to all groups of society, without discrimination. Thus, HCC expects to identify the diversities in society and include each segment to be befitted from the economic benefit that HCC is extending to society.

1.2 Rationale for Adapting this Policy

HCC is a market leader in the software industry and it has to set high standards for itself and for others to follow. The policy of diversity and inclusion is needed for several reasons, such as

1. The business strategy of HCC targets high-value markets. This requires HCC to develop and sustain a high level of capability to produce high-value products, which is not possible without developing a diverse team. A diverse workforce will help HCC attract and retain the best HR from the widest pool of available talent. Besides, diversity improves the quality of decision-making. Hence, HCC needs to have the policy to promote diversity in its teams.
2. Sustainable Development Goals (SDGs)1 has been approve by United Nations in 2016. The corporate sector of UAE Government is also contributing to the achievement of SDGs and HCC is also contributing to the achievement of SDGs. However, HCC needs to direct its deliberate efforts to contribute toward their achievement. Hence, HCC needs to have in place a policy of inclusion.
3. Among all of these SDGs, SDG 5 and SDG 10 need special attention. As mentioned earlier, SDG 5 refers to achieving gender equality and empowering all women and girls. In order to contribute toward the achievement of SDGs, it is crucial for HCC to have a policy for diversity and inclusion. This initiative will also contribute to the achievement of some other SDGs too. As far as SDG 10 is concerned, it calls for taking measures to reduce inequalities in income as well as those based on age, sex, disability, race, ethnicity, origin, religion, or economic status within a country. Hence, the need for having in place a policy of diversity and inclusion is further reinforced.
4. UAE is a signatory of several ILO conventions including C111 - Discrimination (Employment and Occupation) Convention, 1958. The Convention requires taking measures to eliminate discrimination in employment and occupation on the basis of race, color, sex, religion, political opinion, national extraction, or social origin. In view of that, it is crucial for HCC to have in place a policy of diversity and inclusion.
5. HCC is doing business with business concerns in Europe and USA. The customers of HCC require HCC to ensure compliance with ILO core conventions, especially C111.

The above mentioned reasons provide a strong rationale for having in place a policy of diversity and inclusion in HCC.

1.3 Policy Statement

HCC’s vision is to provide people the best possible working, health and wellbeing experience. HCC is an equal opportunity employer, meaning that we don’t discriminate anyone on the basis of gender, caste, creed, language, or religion. We are committed to fostering, cultivating and preserving a culture of diversity, equity and inclusion.

1.4 Definitions

Here are the definitions of important terms:

• Inclusion is the behaviors that ensure the team feels welcomed. It refers to organizational policies, practices and efforts which don’t discriminate people on the grounds of race, color, sex, religion, political opinion, national extraction or social origin. We strive to have an organization in which different groups or individuals having different backgrounds are culturally and socially accepted and welcomed. This excludes the opportunity to employ people below eighteen years of age and greater than sixty years of age.
• Bias: It refers to prejudice in favor of or against one thing, person, or group compared with another, usually in an unfair or negative way. Unconscious bias, also known as implicit bias, is defined as “attitudes and stereotypes that influence judgment, decision-making, and behavior in ways that are outside of conscious awareness and/or control”
• Diversity: Diversity is defined as the traits or characteristics of an individual. It refers to the condition of being different or having differences. Differences among people with respect to age, class, ethnicity, gender, health, physical and mental ability, race, sexual orientation, religion, physical size, education level, job and function, personality traits, and other human differences.

1.5 Principles of the Policy

HCC will follow the following principles:

1. All personnel actions, such as recruitment, promotion, compensation, benefits, transfer and other policies will be implemented without discrimination.
2. All employees will be treated with respect due to them as individuals and as valued members of the HCC family.
3. No employee will be excluded from participation in activities on the basis of race, color, religion, origin, disability or sex. However, this principle will not apply to children below the age of 18 years.
4. HCC encouraged all people representing all types of marginalized groups including religious minorities, people with disabilities, and transgender.
5. All cultures, languages, castes, creeds and religions are equally valued and respected.
6. A desirable work environment is that which is free from discrimination, harassment and bullying
7. Inclusive leadership behaviors value all perspectives and listen to diverse points of view.

1.6 Scope of this Policy

This policy covers the catchment area where HCC is sourcing the talent and all employees, and contractors engaged by HCC.

2. What Diversity & Inclusion Means to Us

2.1 What is Diversity and Inclusion?

At HCC, we are committed to a culture that embraces and fosters diversity and inclusion.

Diversity encompasses the differences between people in how they identify in relation to their social identity (e.g., cultural background, disability, gender, religion, sect, caste, language, and region) and their professional identity (e.g., education, work experiences). HCC ensures that individuals are provided with equal opportunity ensuring we consider equitable approaches for those groups that may be disadvantaged. The disadvantaged groups include women, people with disabilities, religious minorities, transgender and foreign returnee migrants.

Inclusion at HCC means that employees work in an environment where difference is respected and actively leveraged to challenge how our business better evolves to meet the needs of our customers. We ensure that employees can bring their whole selves to work.

2.2 Diversity in Managerial Positions

At HCC, the balance of diversity, background, knowledge, skills and experience are all important criteria we will take into account in the development of succession plans and appointment processes for our executive roles.

2.3 Supporting Policies

HCC’s approach to diversity is supported by a range of policies, including:

• Code of Conduct – HCC is committed to not only complying with its legal obligations but also acting ethically and responsibly. Our Code of Conduct sets out the minimum standards of behaviors and conduct expected of all HCC employees, contractors, and consultants.
• Compensation Benefits Policy - HCC determines the remuneration for all genders undertaking similar work of equal value (considering position range, performance, qualifications, experience and market considerations).
• Leave policies – A range of leave options are available to HCC employees to ensure they have appropriate options for time off work. This includes annual leave, casual leaves, medical leave, and maternal leave.
• Bullying, Harassment and Discrimination (Unacceptable Behavior) Policy – HCC is committed to creating an environment that is free from bullying, harassment, vilification, discrimination and victimization. HCC is committed to supporting and maintaining a healthy and safe workplace that promotes the physical and mental well-being of our employees.
• Grievance Policy - HCC is committed to providing multiple avenues for raising their grievances, with an aim to maintain a healthy and safe workplace.

3. Responsibility

3.1 Everyone – All Employees

• Understands the meaning of diversity and the actions that result in inclusion;
• Contributes to culture and work environment that is inclusive of all our people;
• Is fair and respectful, and valuing everyone’s contribution;
• Appreciates that we all bring conscious and unconscious bias and stereotypes to work, actively work to identify and address these; and respectfully challenge these when you see and hear them displayed;
• Ensures that our behavior is consistent with the principles set out in this policy;
• Is aware of all employees’ responsibilities under the Code of Conduct and Ethics and Discrimination, Harassment and Bullying Policy, and how these relate to the principles of diversity and inclusion; and
• Undertakes any mandatory training associated with these or related policies.

3.2 HR Department

• Drive performance by creating a strong and dynamic working environment that effectively accesses the potential of all employees.
• Ensure that management practices are consistent with the principles set out in this policy, including:
  1. Ensuring a fair and consistent merit-based selection process is applied when recruiting, selecting and promoting (including the setting of remuneration); and in leading, rewarding and developing people;
  2. Ensuring procedural fairness and natural justice is applied in performance management;
  3. Supporting different forms of leave, including the observation of cultural and religious holidays; and
  4. Implementing work practices that are flexible to the needs of our people and our business.
• Role modeling leadership behaviors that always support Diversity and Inclusion and promote appropriate standards of conduct; and
• Actively identifying and challenging barriers and developing a work environment that encourages open discussion and values diversity of perspectives and thought.