Equal opportunities

I. Equal opportunities and equal treatment policy - promoting equal opportunities and equal treatment, the elimination of direct and indirect discrimination and accessibility for elderly and disabled people

  1. appointment of the person responsible for the implementation of specific tasks in the field of equal opportunities and equal treatment, gender equality, non-discrimination and accessibility for elderly and disabled people:
    • the existence of an Equal Opportunities Officer.
  2. elaboration of the management commitment to the development of the plan for equal opportunities, non-discrimination and accessibility for elderly and disabled people:
    • the existence of a written commitment by the management of the undertaking.
  3. enterprise-wide communication on the development of the plan:
    • the existence of written communications to company staff.
  4. developing the policy on equal opportunities and equal treatment, gender equality, non-discrimination and accessibility for elderly and disabled people:
    • the existence of the policy of equal opportunities, non-discrimination and accessibility for elderly and disabled people.
  5. implementing the Action Plan:
    • analyzing the conformity of the action plans on the implementation of the principle of equal opportunities, non-discrimination and accessibility for elderly and disabled people with the existing and approved specific strategies.
  6. monitoring and evaluation:
    • the existence of evaluation reports.

II. Professional career - recruitment, remuneration, promotion and training of employees respecting the principles of equal opportunities

  1. review policies and procedures for the recruitment and selection of new staff to ensure equal opportunities and treatment, non-discrimination and accessibility for older and disabled people (periodic review):
    • percentage of women, men, older and disabled people employed.
  2. developing the internal procedure on promotion, including the filling of management positions in conditions ensuring equal opportunities and equal treatment, non-discrimination and accessibility for the elderly and people with disabilities:
    • the percentage of women, men, older people and people with disabilities in management positions.
  3. developing and implementing continuous training and career development plans without discrimination of any kind:
    • percentage of women, men, elderly and disabled people participating in training programs.
  4. developing the internal procedure on ensuring equal treatment in health and safety at work:
    • the existence of the internal procedure.

III. Work-life balance

 

  1. reviewing policies, procedures on work organization, working conditions and working environment to ensure equal opportunities and treatment, non-discrimination and accessibility for older and disabled people:
    • the existence of the internal procedure.
  2. reviewing policies, procedures and provisions on leave, special working time arrangements (part-time working, job-sharing, teleworking, flexible working hours, etc.):
    • the existence and number of measures taken to ensure work-life balance (e.g. flexibility of working time and space, days off, etc.);
    • The number of measures taken to create workplaces that respect equal opportunities and equal treatment between women, men, the elderly and people with disabilities (organization of offices, common areas, toilets, etc.).

IV. Prevention of harassment of any kind

 

  1. developing policy on preventing and combating harassment in the workplace:
    • the existence of the procedure.
  2. appointing the person responsible for identifying, preventing and dealing with harassment:
    • the existence of a person responsible for identifying, preventing and taking action in situations of harassment.
  3. the development of a confidential and secure system for filing complaints related to harassment and gender discrimination in the workplace, in order to ensure that victims have real access to all administrative and judicial stages provided by law and to provide them with guidance throughout the entire course of these procedures:
    • the existence of a confidential and secure system for filing complaints about harassment of any kind and gender discrimination in the workplace.
  4. taking action to prevent and eliminate harassment of any kind:
    • raising awareness to avoid harassment and discrimination by managers and staff;
    • number of people participating in actions/information sessions.

(*) The Director General/Administrator/Human Resources Department shall ensure the implementation of this Action Plan and its subsequent updates, in accordance with the legislation in force.

DEFINITIONS AND LEGAL FRAMEWORK

Equal opportunities - the concept that all human beings are free to develop their personal capacities and make choices without the limitations imposed by strict roles; that the different behaviors, aspirations and needs of women and men are equally considered, valued and favored means that women and men enjoy the same freedom to realize their aspirations. It refers to the absence of barriers to economic, political and social participation and equal treatment for all citizens irrespective of race, nationality, ethnicity, language, religion, social category, belief, gender, sexual orientation, age, disability, chronic non-contagious disease, HIV infection, membership of a disadvantaged group, and any other criteria.

 Equal opportunities for women and men - refers to the absence of barriers in terms of economic, political and social participation and equal treatment for women and men. Equal opportunities between women and men means "taking into account the different abilities, needs and aspirations of male and female persons respectively and their equal treatment" (Law 202/2002).

ORDINANCE no. 137 of August 31, 2000 (**repealed**) on the prevention and punishment of all forms of discrimination**)

https://legislatie.just.ro/Public/DetaliiDocument/24129

Article 2(1) According to this Ordinance, discrimination shall mean any distinction, exclusion, restriction or preference based on race, nationality, ethnicity, language, religion, social category, beliefs, sex, sexual orientation, age, disability, non-contagious chronic disease, HIV infection, membership of a disadvantaged category, and any other criterion which has the purpose or effect of restricting or nullifying the recognition, use or exercise, on an equal footing, of human rights and fundamental freedoms or of rights recognized by law, in the political, economic, social, cultural or any other field of public life.(2) A provision to discriminate against persons on any of the grounds referred to in paragraph. (1) shall be deemed to be discrimination within the meaning of this Ordinance. (3) ) Provisions, criteria or practices which appear to be neutral and which disadvantage certain persons on the basis of the criteria referred to in paragraph (1) shall be deemed to be discriminatory within the meaning of this Ordinance. (1), in relation to other persons, unless such provisions, criteria or practices are objectively justified by a legitimate aim and the methods of achieving that aim are appropriate and necessary.