Equality & Diversity Policy

Sharing Similarities, Celebrating Differences!

At VIP Payments Ltd., our foundation and achievements stem from the individuals who collaborate with us. That’s why we actively promote equality, inclusion, and diversity. We strive to foster an environment where everyone has the opportunity to thrive, innovate, and above all, feel embraced.

Our Philosophy

inclusion, and diversity across all its business dimensions not only sustains longevity but also generates unparalleled value. This is why we are wholeheartedly dedicated to establishing ourselves as an organization that embraces intellectual, ethnic, and cultural diversity. These principles are fundamental to our success.

Equality, Inclusion, and Diversity Policy

VIP Payments Ltd. endeavors to cultivate a workplace that is equitable, inclusive, and diverse, ensuring every employee is valued and respected irrespective of gender, race, ethnicity, nationality, age, sexual orientation, identity, educational background, disabilities, or religious beliefs. We are committed to advancing and offering equal employment opportunities, eschewing discrimination in recruitment and throughout the employment journey, and celebrating the richness of diverse life experiences and backgrounds.

Purpose of Our EID Policy

VIP Payments Ltd. remains unwaveringly committed to fostering equality, inclusion, and diversity across all aspects of our operations. We actively address unlawful discrimination in accordance with the Equality Act of 2010, encompassing areas such as sexual harassment and targeted victimization. Upholding these values is the primary objective and guiding principle of our policy.

• This policy ensures that every hiring process reflects our dedication to diversity and fair opportunity. The policy covers all VIP Payments Ltd. employees, including those with fixed-term contracts and those on secondment from other companies.
• Show internal and external stakeholders the principles and standards that our organization upholds.
• Promote the development of a friendly, inclusive, and harassment-free workplace.
• This policy refers to reasonable and illegal discrimination when the word “discrimination” is used.
• In accordance with the Equality Act of 2010, we ensure that the following traits are safeguarded:
• Race
• Sexual orientation
• Age
• National origin
• Disability
• Socioeconomic status
• Gender
• Ethnicity
• Marital status
• Religion
• Parental status
• Veteran status

Principle of Our EID Policy

programs, VIP Payments Ltd. has established enduring policies aimed at fostering collaboration among communities. Integrating a multitude of perspectives and experiences will greatly enrich the core operations of VIP Payments Ltd. We are dedicated to embodying these principles through our cherished values. The purpose of this policy is to reaffirm the organization’s commitment to advancing equal opportunities within VIP Payments Ltd.

• Encourage a respectful, dignified, and equitable work environment for all workers. This comprises interns, consultants, board members, and volunteers.
• Eliminate harassment, victimization, exploitation, and prejudice. Every employee has a right to work in an environment free from discrimination and harassment.
• Wherever it occurs, confront discriminatory actions or attitudes, and take prompt, considerate action to address any prejudice or reservations.
• Encourage positive interactions among all employees. This entails being conscious of how our actions affect others.
• Celebrate a varied workforce to guarantee equal treatment. Ensure that no one is disadvantaged by conditions or criteria that cannot be proven related to performance.
• Appreciate everyone’s diversity and curate an inclusive atmosphere.

What Does Inclusivity Stand for in VIP Payments Ltd.?

At VIP Payments Ltd., we consistently uphold principles of fairness and equality across our organization. We foster an environment where everyone is provided with an equal opportunity to think, speak, present, and contribute. Additionally, we embrace and accept the unique and diverse traits of each individual.

We ensure fair and equitable treatment for all individuals, including employees, students, service users, contractors, and job seekers, regardless of their age, disability, race, religion, gender, sexual orientation, or other beliefs. VIP Payments Ltd. also commits to refraining from imposing any requirements or restrictions that would unfairly discriminate against individuals based on the aforementioned criteria, unless legally justified.

Responsibility for the EID Policy

Enforcing adherence to this policy falls under the primary responsibility of the Chief Executive Officer and the senior management team. Directors and employees with management or supervisory roles are tasked with overseeing, implementing, and promoting this policy within the workplace. It is incumbent upon every employee, individually and collectively, to adhere to the policy in all aspects of their work. Failure to comply with the policy’s requirements will be addressed through the disciplinary procedure. Employees must remain vigilant to avoid the following:

• Discrimination against anyone
• Sway or coerce another worker toward discrimination.
• Abuse, intimidation, or harassment of the public or other workers for any cause.
• Accept harassment.

VIP Payments Ltd.’s Commitment

VIP Payments Ltd. is committed to becoming a model organization in all aspects of policy and practice, showcasing excellence in addressing concerns related to equality, inclusion, and diversity. Through the rigorous standards we set, we aspire to positively influence others. Across every dimension of our business, we will:

• Fair
• Inclusive
• Diverse
• Accessible
• Responsive

The VIP Payments Ltd. team will collaborate to accomplish the following goals to achieve the vision statement:

• Promote equality, diversity, and inclusion in the workplace for the growth and benefits of both employees and VIP Payments Ltd.
• Provide a work atmosphere that values individual diversity and the contributions of all employees while being free from bullying, harassment, victimization, and illegal discrimination. As part of this commitment, managers and all other staff members will receive training on the rights and obligations outlined in the equality, inclusion, and diversity policy. All workers should be aware that they may be held accountable for illicit and unacceptable actions they commit against other employees, clients, vendors, or public members while working for their firm.
• Take seriously any allegations of victimization, bullying, harassment, and illegal discrimination made by staff members, customers, suppliers, visitors, members of the public, or anyone else at any time throughout the organization’s commercial activities. The organization’s grievance and/or disciplinary processes will be used to handle these activities as misconduct, and the relevant measures will be implemented. Especially severe complaints may constitute gross misconduct and result in immediate termination.
• Provide all employees with chances for training, growth, and advancement, supporting and encouraging them to reach their maximum potential. It is so that their skills and resources may be effectively used to increase the effectiveness of the company.
• Decide on hiring staff members based on merit (apart from any necessary and limited exemptions and exceptions allowed under the Equality Act).
• To maintain fairness, review employment practices and processes as needed. You should also amend the policy to reflect any changes to the legislation.
• To promote equality, diversity, and inclusion and to fulfil the commitments made in the EID policy, it is essential to keep an eye on the demographics of the workforce in terms of things like age, sex, sexual orientation, ethnic background, belief or religion, and disability. Monitoring will involve evaluating the effectiveness of the equality, diversity, & inclusion policy and any corresponding action plan, revisiting them yearly, and considering and resolving any difficulties

Recruitment, Selection, and Promotion

At VIP Payments Ltd., the hiring process solely evaluates applicants based on their skills and suitability for the position. Employment decisions are not influenced by factors such as gender, race, colour, religion, sexual orientation, nationality, ethnicity, or country of origin. Equal opportunities statements are included in all internal and public job postings.

Our policy strictly prohibits discrimination, whether direct or indirect, based on any of the aforementioned criteria at any stage of the hiring process, in accordance with both our policy and applicable laws. Definitions for both direct and indirect discrimination are provided. Our website openly encourages applications from all segments of the community and lists all available positions.

Job descriptions and advertisements clearly outline the knowledge, experience, and abilities required for each role. Candidates are selected based on relevant criteria, experience, skills, and aptitude.

According to the Rehabilitation of Offenders Act of 1974, VIP Payments Ltd. will not discriminate against anyone who has a spent conviction. A candidate will not necessarily be denied employment or access to VIP Payments Ltd.’s services if they have a criminal record. This will depend on the type of work and the specifics and history of the applicant’s offence (s).

Violation of the Policy

VIP Payments Ltd. ensures protection for employees who, in good faith and with reasonable belief, report incidents of harassment or discrimination that contravene this policy. Any form of suggested, threatened, or taken action, whether direct or indirect, aimed at harming an employee who has reported misconduct or is suspected of doing so, is defined as “retaliation” or “victimization.” Retaliatory measures against individuals reporting violations of this policy will lead to disciplinary measures, which may include termination.

Our Disciplinary and Grievance Procedures

VIP Payments Ltd. contains information on the organization’s complaints and disciplinary policies and processes. This also covers who an employee should address an issue with. Using the grievance or disciplinary procedures of the company has no bearing on an employee’s entitlement to file a claim with an employment tribunal within three months of the claimed discrimination. Our related policies are:

• Code of Conduct
• Safeguarding Policy
• Gender Policy
• Respect and Dignity at Work Policy

To express a concern, send an email to [email protected]