Equal Opportunities Policy

PSA Groupe is committed to providing equal opportunities in employment and to creating an inclusive working environment, where you are encouraged and assisted to reach your full potential.

It is the Company's policy that there should be no discrimination, harassment or less favourable treatment of any employee or job applicant, either directly or indirectly, on the grounds of colour, race, nationality, ethnic origin, religion or belief, sexual orientation, gender, gender reassignment, marital, or family status, disability, trade union membership or activity, or age.

It is also Company policy that there should be no bullying or intimidation of one employee by another for any reason whatsoever.

This policy applies to all employees of PSA Groupe, regardless of length of service and to all job applicants. It applies to all areas of employment.

In issuing this policy, the Company has the following principal objectives:

The Company values the differences that a diverse workforce brings to the Organisation, and believes that you have the right to be treated with both dignity and respect at all times.

All employees, whatever their position within the Company, have a part to play in ensuring the effective implementation of this policy.


Discrimination can be either 'Direct' or 'Indirect'.

1. Direct Discrimination
Direct discrimination occurs when one person is treated less favourably than another, based on inappropriate factors (such as, for example, their sex or religion). Direct discrimination can occur unintentionally, and is often a result of ill-founded assumptions or judgements.

Examples of direct discrimination include:

2. Indirect Discrimination
Indirect discrimination occurs when a requirement or condition is applied equally to everybody, but the requirement adversely affects one group more than another, and cannot be objectively justified.

Examples of indirect discrimination include:

Bullying and Harassment

Bullying is offensive, intimidating, malicious, threatening or insulting behaviour, or an abuse or misuse of power which is meant to undermine, humiliate or injure the person at the receiving end.
Harassment is any unwanted conduct which has either the purpose of, or could reasonably be considered to have the effect of, violating a person's dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that person, even if that effect was not intended by the person responsible for the conduct.

Behaviour which may be considered to be “common-place”, which was intended as a joke, or was not intended to be offensive, may still amount to harassment or bullying. Harassment may be deliberate or unconscious, open or covert, an isolated incident or a series of repeated actions. It may also include, in certain circumstances, conduct outside of the working environment.
Harassment based on a person's sex, gender reassignment, race or ethnic or national origin, disability, sexual orientation, religion or belief, or age is viewed extremely seriously. Some examples of harassment are provided below.

Examples of racial harassment include:

Examples of sexual harassment include:

Examples of harassment on other grounds include:

While the above section gives examples of harassment, it is not intended to be exhaustive.
Harassment of any type can take many forms, from relatively mild comments to actual physical violence. Any incident will be considered on a case by case basis, taking into account all the relevant facts.

Making a Complaint

It is the duty and responsibility of the Company and every employee to stop all types of harassment, bullying, and discrimination in the workplace.
If you believe that you or a colleague is being harassed or discriminated against contrary to this policy you can invoke the Company's Grievance Procedure. Every complaint will be investigated and dealt with sympathetically, without bias, and as quickly as is reasonably practical.
Furthermore, every effort will be made to ensure that if you make a complaint in good faith you do not suffer any further detriment because of making such a complaint.

Remedial Action

Harassment, bullying, or any form of discrimination against any other person, whether or not they are a fellow employee, will not be tolerated under any circumstances. Any reported incident of such behaviour will result in the Company invoking its investigatory process and may result in disciplinary action, up to and including summary dismissal.
Persistent harassment or discrimination, or a single act of gross harassment or discrimination, is likely to be considered an act of gross misconduct and lead to summary dismissal. Furthermore, they can be held personally liable for any act of unlawful discrimination, and those who commit serious acts of harassment may also be guilty of a criminal offence.
In the event that the complainant is found to have brought a malicious claim, or to have contributed to the harassment, they themselves would be liable to disciplinary action, which may include summary dismissal.

Information and Monitoring

The Company will regularly monitor the effectiveness of this policy, and will update it as required.
To this end, job applicants may be asked to provide information such as their sex, ethnic origin, marital status, any disability, and age. The Company will seek to remain aware of any positive actions that could be taken to maximise the effective application of this policy.
Should you require further details about promoting equal opportunities within the workplace, the following sources of information may be useful: