Policy Statement

As an employer and as a provider of health tech services, Awell is fully committed to ensuring fair and equal treatment of all Employees & contractors, Job applicants, Customers and potential Customers.

Equal opportunities as an employer

• We expect all people to have an equal opportunity for employment and advancement on the basis of ability, necessary qualifications and fitness for work irrespective of sex, age, gender reassignment, disability, marital status, civil partnership, sexual orientation, color, race, creed, religion, national or ethnic origin. As an equal opportunities employer, we recognize that diversity is a positive attribute and we understand and welcome the differences that a diverse culture brings.
• We value openness, accessibility, fairness and transparency.
• We will avoid unlawful discrimination in all areas of employment, including recruitment, promotion, training, discipline, redundancy and pay and benefits.
• Employees who become disabled will be given every reasonable and practicable consideration and opportunity to help them remain in employment.

Responsibilities

Awell

• To comply with the letter and spirit of this policy.
• To value diversity in society and in our workforce as a means of broadening Awell’s talent pool, achieving the highest levels of performance, and enabling all employees to reach their full potential.
• To identify the various behaviors and barriers that discrimination can take, and understand the negative effect these can have on Awell; its employees and customers.
• To dispel the myth that only certain types of people are suitable for certain types of jobs or training.
• To monitor the application of the Diversity, equity & inclusion (DE&I), and work towards eliminating any discriminatory practices which may be limiting our ability to achieve our objectives, thereby maintaining our reputation as a fair and responsible employer in the eyes of Awell’s Employees & contractors, Investors, Customers, and the public.

Employees & contractors

• We expect every employee to help us meet our commitment to creating a positive, diverse culture by upholding this policy.
• Special responsibility for applying this policy falls on those employees involved in the recruitment, selection, promotion and training of employees. These special responsibilities may give rise to training needs which we will provide for in our training and development plans.
• Any employee who believes they have been harassed or discriminated against has a duty to inform their line manager, see Anti-harassment
• Any complaint that is unfounded and not made in good faith, for example, a malicious complaint, will be treated as a disciplinary offense.
• Any employee who becomes aware of discrimination against another employee or customer has a duty to advise their line manager, Head of Operations, or CEO. They have a responsibility to investigate the matter and recommend appropriate action.