Equal Opportunity Policy

The Mauritius Ports Authority (MPA) is an equal opportunity employer whose policies and practices aim to make full use of talents, skills, experience and competence and where the employees feel respected and valued, and can achieve their potential regardless of their status, that is, their age, caste, colour, creed, ethnic origin, impairment, marital status, place of origin, political opinion, race, sex, or sexual orientation.

The MPA adheres with the Equal Opportunities Act 2008 and endeavour to follow the recommendations of the Equal Opportunities Commission as set forth in its Guidelines for Employer (April 2013) in all employment policies, procedures and practices.

The main objectives of this Policy are to ensure that:

• No one receives less favourable treatment, by reason of his/her status (‘Status), that is their age, caste, colour, creed, ethnic origin, impairment, marital status, place of origin, political opinion, race, sex or sexual orientation, or is disadvantaged by any conditions, requirements, provisions, criteria, procedures or practices that cannot be justified on any or more of the above-mentioned grounds, or victimised for taking action against the employer for discrimination or for assisting a fellow employee in taking such an action;

• Opportunities for employment, training and promotion are open to all candidates irrespective of their Status, and

• Selection for employment, promotion, transfer, training and development, and access to benefits, facilities and services, will be fair and equitable, and based solely on merit and not on the Status of the employees or prospective employees.

This Policy Statement applies to all aspects of employment, from recruitment to termination of employment.

To achieve the intent of the Policy, the MPA is committed to: -

1. Ensure that this policy is a fundamental one for the MPA and the Director Human Resources endorses these practices and is responsible for the day-to-day operation of the policy.

2. Communicate to all employees this policy and same is posted on the organisation's website for the information of all employees and job applicants.

3. Conduct regular consultations with employees and their representatives as well as Trade Unions on the Policy Statement and on related action plans and strategies.

4. Ensure all employees will be trained on their rights and responsibilities under this Policy, and on how the Policy will affect the way they carry out their duties and also what constitutes acceptable and unacceptable conduct in the organisation.
5. Train Management representatives and employees in key decision-making areas on the discriminatory effects that certain provisions, practices, requirements, conditions and criteria can have on employees and the importance of being able to justify decisions to apply them.

6. Investigate complaints on discrimination and appropriate actions will be taken wherever applicable.

7. Ensure that opportunities for employment, promotion, transfer and training will be advertised widely, internally and externally except where a genuine requirement or statutory exception applies. All applicants will be welcomed, irrespective of their Status. Selection criteria will be entirely related to the job or training opportunities.

8. Monitor grievances, disciplinary action, performance appraisal and termination of employment. (The grievance reporting procedure is mentioned below).

1. Review & revise requirements, conditions, provisions and practices with a view to eliminating any form of discrimination at work

This Policy Statement has been endorsed by the undersigned and has the full support of Management and the Board of Directors of the Mauritius Ports Authority.

All staff are responsible for familiarizing themselves with this Policy Statement.  All Heads of Department/Section must also make sure their staff know about, and follow the Policy Statement.

S. SUNTAH

Director General

GRIEVANCE REPORTING PROCEDURE

• An employee who has a grievance about discrimination at work may report the matter in writing to the Director General. Upon receipt of the complaint, the Director General shall refer the matter to the Director Human Resources for examination.

• The Director Human Resources shall examine the complaint and carry out an investigation within a reasonable delay. The Director Human Resources may conduct meetings to hear the complainant and the employee against whom the complaint is made. The Director Human Resources may also attempt to reconcile the parties.

• In the event the complaint is well-founded, the Director Human Resources shall make recommendations on appropriate actions to be taken against the discriminator.

• If there is no sufficient evidence of discrimination, even after gathering more information from the complainant, no further action will be taken on the complaint.

• The Director Human Resources shall inform the employee concerned on the outcome of the investigations.

• In the event the complainant is not satisfied with the outcome of the investigation, he/she may have recourse to the Equal Opportunities Commission.

Confidentiality

Any matter raised by an employee and/or any investigation carried out in respect of a complaint of discrimination will be treated with utmost confidentiality.