Introduction
Transition Industries (the “Company”), including its subsidiary Pacifico-Mexinol (“Mexinol”), is committed to providing all employees with the same opportunities for success, without regard to race, color, national origin, ancestry, citizenship, religious creed, physical or mental disability, medical condition, genetic information, marital status, sex, sexual orientation, gender, gender identity, gender expression, age, military status, political affiliation or any other characteristic protected by law.
Gender is defined as the social roles, behaviors, and responsibilities assigned to women and men in any society. Women’s and men’s roles, behaviors, and responsibilities change over time and are different in different societies. We recognize that high levels of gender inequality can be a significant constraint to economic growth and poverty reduction in the communities in which we operate. As such, the Company aligns with the International Labor Organization adopted Convention No. 190, IFC’s Environmental and Social Performance Standards, and IFC’s Gender Strategy (2017).
Furthermore, the Company recognizes that everyone has the right to live and work free from discrimination, violence and harassment. The Company strictly prohibits all forms of harassment, whether intentional or unintentional, that result in verbal or physical harassment, abuse, or intimidation against any person. We treat our coworkers, customers, suppliers, contractors, and community neighbors with respect, fairness, and dignity.
Scope
This policy applies to personnel, including employees as well as temporary or contingent workers. We expect our suppliers, contractors, and business partners to adhere to this policy.
Our gender equity and inclusion procedures outline the guidelines and processes to foster an inclusive work environment free of discrimination, harassment and violence; and advance women in the workplace; protect women in the communities in which we operate; and tackle gender-based violence and harassment (GBVH). We commit to preventing any act of violence and harassment in the workplace or as a result of our operations through awareness campaigns, training, discussion groups and forums, and appropriate grievance redress mechanisms.
Purpose
The purpose of this policy is to outline, inform and uphold our commitment to:
- Upholding gender equity as a universal human right and protecting the rights of women and other vulnerable groups;
- Fostering an organizational culture that promotes and maintains our commitment to and practices and principles of gender equity and inclusion;
- Ensuring non-discriminatory, transparent processes for recruitment and remuneration;
- Developing action plans in the areas of gender equity and inclusion for our workplace and the communities in which we operate;
- Fair and proactive handling of gender exclusion, harassment and violence incidents and reporting;
- Tackling all forms of discrimination, harassment, violence, including sexual harassment and GBVH, in our workplace and the communities in which we operate;
- Organizing forums and orientation meetings to increase awareness on GBVH for employees, contractors, third parties and our community neighbors.
Legal Frameworks
The policy is aligned with the following legislature and frameworks:
- International Labor Organization adopted Convention No. 190,
- IFC’s Environmental and Social Performance Standards, and
- IFC’s Gender Strategy (2017).
Policy Guidelines and Responsibilities
This policy is the joint responsibility of the Head of Corporate Affairs and Head of ESG and implemented and overseen at the project-level under the direct supervision of the Mexinol Community Relations Manager