Purpose and scope
The policy covers equal opportunity, dignity and freedom from harassment across recruitment, pay, work allocation, training, promotion, performance, discipline, termination and work-related settings including travel, accommodation, messaging and online communication.
Equality and fair treatment
Blue Palm prohibits discrimination based on personal characteristics unrelated to genuine role requirements, including sex, pregnancy or maternity, race, colour, nationality, national or social origin, ethnicity, religion or sect, age, disability or health status, marital or family status and lawful trade-union activity.
Prohibited conduct
Harassment, sexual harassment, bullying, violence or abuse, retaliation and third-party harassment are prohibited. Intent is relevant but not decisive; context, impact, frequency, power imbalance and reasonable perception are considered.
Reporting options
A person may, if safe and desired, tell the individual that conduct is unwelcome, but this is optional. Concerns may be reported to a manager, the Nominated Compliance Officer or an alternative speak-up route. Anyone involved or conflicted should be bypassed.
Assessment and investigation
Concerns are recorded respectfully, immediate safety is assessed, and an impartial investigator is appointed. Interim protective measures may be used without penalising the reporter. The respondent receives a fair opportunity to respond and evidence is preserved.
No forced confrontation and corrective action
Blue Palm does not require a complainant to confront the respondent or enter mediation. Corrective action may include coaching, training, workplace adjustments, warnings, removal of supervisory duties, discipline, dismissal or third-party contract action, subject to law and proportionality.
Legal & standards reference
This is a concise website presentation of the legal and standards references contained in the supplied policy. The official text, local legal advice and applicable entity or licence conditions should be checked before relying on a provision.
| Instrument | Relevance |
|---|---|
| Federal Iraq Labour Law No. 37 of 2015 | Discrimination, forced labour, sexual harassment/hostile environment and equal wage protections. |
| Iraq Labour Law No. 71 of 1987, as applied in the Kurdistan Region | Principal KRI employment framework referenced by the policy. |
| UAE Federal Decree-Law No. 33 of 2021, Articles 4 and 14, as amended | UAE discrimination, sexual harassment, bullying, violence and equal pay protections. |