Equality & Diversity Policy

Sharing Similarities, Celebrating Differences!

Our existence and success begin with the people who work with us. This is why ValorPay UAB implements and encourages equality, inclusion, and diversity. We thrive on creating a place where everyone can excel, innovate, and, most importantly, embrace.

Our Philosophy

ValorPay UAB has long believed that a place that promotes equality, inclusion, and diversity in not one but all of its business aspects thrives longer and creates value like no other. That is why we are deeply committed to positioning ourselves as an entity that celebrates intellectual, ethnic, and cultural diversity. This is all very essential to our success.

Equality, Inclusion, and Diversity Policy

ValorPay UAB strives to establish an equal, inclusive, and diverse workplace where every employee feels appreciated and respected regardless of gender, colour, ethnicity, national origin, age, sexual orientation, identity, education, disabilities, or religious beliefs. We are dedicated to promoting and providing equal employment opportunities, avoiding discrimination during recruitment and throughout the employment process, and we appreciate and cherish varied life experiences and heritages.

Purpose of Our EID Policy

ValorPay UAB is steadfastly devoted to equality, inclusion, and diversity in all facets of our work. We combat unlawful discrimination with regard to the Equality Act of 2010. This includes everything from sexual harassment to targeted victimization. This is the sole purpose and principle of this policy.

• This policy ensures that every hiring process reflects our dedication to diversity and fair opportunity. The policy covers all ValorPay UAB employees, including those with fixed-term contracts and those on secondment from other companies.
• Show internal and external stakeholders the principles and standards that our organization upholds.
• Promote the development of a friendly, inclusive, and harassment-free workplace.
• This policy refers to reasonable and illegal discrimination when the word “discrimination” is used.
• In accordance with the Equality Act of 2010, we ensure that the following traits are safeguarded:
• Race
• Sexual orientation
• Age
• National origin
• Disability
• Socioeconomic status
• Gender
• Ethnicity
• Marital status
• Religion
• Parental status
• Veteran status

Principle of Our EID Policy

ValorPay UAB is aware that a varied staff is crucial to the success of its programs by implementing long-term policies that aim to enhance the collaboration of communities. The fundamental business of ValorPay UAB will benefit from incorporating the many viewpoints and experiences of many people. We strive to embody this understanding via our cherished ideals. The policy’s purpose is to convey the organization’s commitment to advancing equality of opportunity in ValorPay UAB .

• Encourage a respectful, dignified, and equitable work environment for all workers. This comprises interns, consultants, board members, and volunteers.
• Eliminate harassment, victimization, exploitation, and prejudice. Every employee has a right to work in an environment free from discrimination and harassment.
• Wherever it occurs, confront discriminatory actions or attitudes, and take prompt, considerate action to address any prejudice or reservations.
• Encourage positive interactions among all employees. This entails being conscious of how our actions affect others.
• Celebrate a varied workforce to guarantee equal treatment. Ensure that no one is disadvantaged by conditions or criteria that cannot be proven related to performance.
• Appreciate everyone’s diversity and curate an inclusive atmosphere.

What Does Inclusivity Stand for in ValorPay UAB ?

ValorPay UAB constantly ensures that everyone is treated fairly and similarly within the organization. We inspire and encourage a space where everyone is given an equal opportunity to think, speak, present, and contribute. Besides all these, we also ensure that this is everyone’s unique and different traits are embraced and accepted.

We treat everyone fairly and equitably, including employees, students, service users, contractors, and job seekers, regardless of their age, handicap, color, religion, gender, sexual orientation, or other worldviews. ValorPay UAB will also ensure that no requirement or restriction that would prejudice people only on one of the aforementioned reasons will be imposed without legal justification.

Responsibility for the EID Policy

Compliance and enforcing adherence to this policy is the chief executive officer and senior management team’s primary duty. The implementation, oversight, and promotion of this policy within the workplace are the duty of directors and other employees with management or supervisory responsibilities. Individually and collectively, each employee must follow the policy in all facets of their job. If an employee does not follow this policy’s other requirements, it will be dealt with under the disciplinary procedure. Employees must watch out to avoid the following:

• Discrimination against anyone
• Sway or coerce another worker toward discrimination
• Abuse, intimidation, or harassment of the public or other workers for any cause
• Accept harassment

ValorPay UAB’s Commitment

In all areas of policy and practice, ValorPay UAB will be an exemplary organization, exhibiting excellence in equality, inclusion, and diversity concerns. With the high standards we establish, we will also be able to influence others. In every facet of our business, we will:

• Fair
• Inclusive
• Diverse
• Accessible
• Responsive

The ValorPay UAB team will collaborate to accomplish the following goals to achieve the vision statement:

• Promote equality, diversity, and inclusion in the workplace for the growth and benefits of both employees and ValorPay UAB .
• Provide a work atmosphere that values individual diversity and the contributions of all employees while being free from bullying, harassment, victimization, and illegal discrimination. As part of this commitment, managers and all other staff members will receive training on the rights and obligations outlined in the equality, inclusion, and diversity policy. All workers should be aware that they may be held accountable for illicit and unacceptable actions they commit against other employees, clients, vendors, or public members while working for their firm.
• Take seriously any allegations of victimization, bullying, harassment, and illegal discrimination made by staff members, customers, suppliers, visitors, members of the public, or anyone else at any time throughout the organization’s commercial activities. The organization’s grievance and/or disciplinary processes will be used to handle these activities as misconduct, and the relevant measures will be implemented. Especially severe complaints may constitute gross misconduct and result in immediate termination.
• Provide all employees with chances for training, growth, and advancement, supporting and encouraging them to reach their maximum potential. It is so that their skills and resources may be effectively used to increase the effectiveness of the company.
• Decide on hiring staff members based on merit (apart from any necessary and limited exemptions and exceptions allowed under the Equality Act).
• To maintain fairness, review employment practices and processes as needed. You should also amend the policy to reflect any changes to the legislation.
• To promote equality, diversity, and inclusion and to fulfil the commitments made in the EID policy, it is essential to keep an eye on the demographics of the workforce in terms of things like age, sex, sexual orientation, ethnic background, belief or religion, and disability. Monitoring will involve evaluating the effectiveness of the equality, diversity, & inclusion policy and any corresponding action plan, revisiting them yearly, and considering and resolving any difficulties

Recruitment, Selection, and Promotion

ValorPay UAB only takes an applicant’s skills and eligibility for the position throughout the hiring process. No candidate is denied employment based on gender, race, color, religion, sexual orientation, nationality, ethnicity, or country of origin. All job openings posted internally or publicly will include an equal opportunities statement.

Discrimination, whether direct or indirect, on any of the reasons listed in the policy statement at any stage of the hiring process, is prohibited by Our policy and, in some instances, the law. These are definitions for both direct and indirect discrimination. On the website, ValorPay UAB declares that it encourages applications from all facets of the community and lists all available positions. The knowledge, experience, and abilities needed by the candidate will be clearly stated in the job description and job advertisement. Candidates for employment will be chosen based on pertinent criteria, experience, aptitude, and ability.

According to the Rehabilitation of Offenders Act of 1974, ValorPay UAB will not discriminate against anyone who has a spent conviction. A candidate will not necessarily be denied employment or access to ValorPay UAB’s services if they have a criminal record. This will depend on the type of work and the specifics and history of the applicant’s offence (s).

Violation of the Policy

Employees who report incidents of harassment or discrimination that they reasonably and in good faith believe to be in violation of this policy will be protected from reprisal by ValorPay UAB . Any direct or indirect action that may be suggested, threatened, or taken to harm an employee who has reported wrongdoing or is suspected of doing so is referred to as “retaliation” or “victimization.” Retaliation against someone who reports violations of this policy will result in disciplinary action, up to and including termination.

Our Disciplinary and Grievance Procedures

ValorPay UAB contains information on the organization’s complaints and disciplinary policies and processes. This also covers who an employee should address an issue with. Using the grievance or disciplinary procedures of the company has no bearing on an employee’s entitlement to file a claim with an employment tribunal within three months of the claimed discrimination. Our related policies are:

• Code of Conduct
• Safeguarding Policy
• Gender Policy
• Respect and Dignity at Work Policy

To express a concern, send an email to support@valorpayonline.com