31.1 The Company shall not engage in or support discrimination in hiring, remuneration, access to training, promotion, termination, or retirement based on race, national or social origin, caste, birth, religion, disability, gender identity, family responsibilities, marital status, HIV/AIDs status, pregnancy, union membership, political opinions, or age.

31.2 The Company shall develop and implement a policy prohibiting such forms of discrimination referred to in paragraph 31.1 and outlining fair disciplinary measures to be taken against any Worker or manager found to engage in such practices.

31.3 The Company shall not engage in testing for pregnancy or HIV/AIDS status when hiring.

31.4 The Company shall not dismiss any woman for becoming pregnant or for taking or requiring maternity leave.

31.5 The Company shall provide at least two daily breaks for breastfeeding mothers for up to 1 year after the birth of a child.

31.6 The Company shall put in place a policy to prevent, mitigate, and sanction Sexual Harassment, Sexual Exploitation, and Sexual Abuse of and by its Workers.

31.7 The Company shall appoint a female ombudsman or female senior manager to receive Sexual Harassment grievances put forth by women and direct them to managers with disciplinary authority, ensuring that the identity of the survivor is not disclosed and her safety is guaranteed.

For more information: Convention No. 183 Convention Concerning the Revision of the Maternity Protection Convention (Revised), 1952, Article 4.