Prevention of Harassment Policy
Commitment
IsoGentiX is committed to maintaining a work environment — including offices, field operations, and any setting where IsoGentiX business is conducted — that is free from harassment, bullying, and victimisation. This commitment applies to all directors, employees, contractors, field partners, and any person associated with IsoGentiX's operations.
What constitutes harassment
Harassment is unwanted conduct related to a protected characteristic — including age, disability, gender reassignment, race, religion or belief, sex, or sexual orientation — that has the purpose or effect of violating a person's dignity or creating an intimidating, hostile, degrading, humiliating, or offensive environment.
Harassment includes but is not limited to:
- Unwanted physical contact or sexual advances
- Offensive jokes, comments, or banter relating to a protected characteristic
- Displaying or sharing offensive images or materials
- Persistent unwarranted criticism or undermining of a person's work
- Deliberate exclusion from work activities or communications
- Threatening or intimidating behaviour
Field operations
IsoGentiX operates in community settings in Madagascar. All field personnel must be aware that power differentials between company representatives and community members create heightened risk of harm. Any conduct by IsoGentiX personnel that could be perceived as coercive, exploitative, or disrespectful toward community members is prohibited and will be treated as a serious disciplinary matter.
Reporting
Any person who experiences or witnesses harassment should report it as soon as practicable. Reports may be made to any director or via the Grievance Policy process. All reports will be handled with discretion. No person will be penalised for making a report in good faith, and no person is required to confront the alleged harasser directly.
Investigation and consequences
All reported concerns will be investigated promptly and impartially. Where harassment is substantiated, disciplinary action up to and including termination of employment or engagement will be taken. In serious cases, matters may be referred to relevant authorities.
Non-retaliation
Retaliation against any person who raises a harassment concern in good faith — whether or not the concern is ultimately substantiated — is itself a disciplinary matter. IsoGentiX will take steps to protect anyone who raises a concern from adverse treatment.