Zero Tolerance Policy

+ ZERO TOLERANCE

+ Background

Ulundi is committed to maintaining an inclusive and safe workplace that promotes respect, integrity, equal opportunity, and openness. To this end, Ulundi has adopted a zero-tolerance approach against any kind of discrimination and harassment. The purpose of this policy is to describe behavior and activity falling under the zero-tolerance concept. It also includes how to report violations of this policy and remedial actions.

+ Scope

This policy applies to all individuals involved, engaged, or associated with Ulundi, including Ulundi employees, partners and vendors, and other stakeholders. We expect everyone to adhere to this policy in all settings associated with Ulundi, such as offices, video and telephone conferences, media and online communication, events, and social outings. The behaviors falling under the zero-tolerance concept include discrimination, harassment, sexual harassment, and other unwanted behavior, which are described in more detail below. The conduct and acts mentioned are not exhaustive. There may be other behaviors, which by either nature or context will fall within the scope of this policy.

+ Discrimination

Discrimination is when an individual is treated unfavorably or when an individual's dignity is violated. There are several grounds for discrimination, including sex, transgender identity or expression, ethnicity, religion or other belief, disability, age, or other basis protected by law ('protected characteristics').

Direct discrimination occurs when someone is treated less favorably because of having one or more of the protected characteristics, compared to someone who does not have the same protected characteristic. Indirect discrimination occurs when a conduct or an act appears neutral but disadvantages specific individuals and cannot be objectively justified. Discrimination also occurs if an individual with a disability is disadvantaged due to not getting the same access as someone without the same disability.

Discriminatory behavior may include limiting opportunities to work for non-objective reasons, deliberate exclusion from attendance in a way that may constitute indirect discrimination, and instructing someone else to discriminate against another individual.

+ Harassment

Harassment is unwanted conduct or activities that an individual is subjected to, relates to a protected characteristic, and violates the victim's dignity or creates an intimidating, hostile, degrading, or offensive environment.

Harassment may include statements or remarks that are derogatory or demeaning about an individual, degrading images or material portraying stereotypes of an individual or marginalized group, racist or ethnic slurs, obscene or abusive language, or outing individuals against their will, e.g., sexual orientation and religion.

+ Sexual Harassment

Sexual harassment is harassment of a sexual nature or related to gender. Sexual harassment can take many forms and does not need to be motivated by sexual desire. Some acts may be considered sexual harassment by nature, while some acts may be considered sexual harassment based on the context.

Sexual harassment may include misogynistic comments or behavior, deliberate or persistent misgendering, sexual jokes, advances, propositions, touching, gestures, written and verbal abuse of sexual nature, or sexually degrading ways to describe an individual.

Conduct or act by an individual in significant power over the recipient, such as a senior staff member or a person who influences funding decisions towards a person seeking funding, is specifically included under this section.

+ Other Unacceptable Conduct and Acts

The above-mentioned conduct and acts are not exhaustive. Other behavior that the recipient may perceive as unwanted may also be considered as falling under the zero-tolerance concept such as - non-sexual physical touch, restraint, assault or threats, retaliation or the threat of retaliation against someone; - minimizing, excusing, and defending unacceptable behavior; and - criticizing the recipient of unwanted behavior for having an inappropriate emotional state of mind in response to unacceptable behavior.

+ Reporting

Ulundi strongly encourages its stakeholders to adopt a zero-tolerance approach to the conduct described herein and to implement processes to report and take appropriate measures against such behavior.

Ulundi also encourages reporting of violations against this policy. We specifically expect people in senior positions or positions of power to report violations they may encounter, as they are less vulnerable to retaliation or pressure.

Reporting can be made by email to Ulundi.

We take all complaints seriously and will investigate promptly. Every effort will be made to ensure the victim's privacy is maintained whilst protecting the rights of the accused. The information obtained in the investigation will be communicated on a "need to know" basis. For some complaints, third-party assistance may be required.

+ Remedial Action

Ulundi has zero-tolerance for violations of this policy, and if it is determined that a violation of this policy has occurred, effective remedial action will be taken. Such actions may include the following:

appropriate support to portfolio companies or other stakeholders to handle the violation;

informal or formal warning

removal of responsibilities;

suspension;

termination of employment or contract;

reporting to authorities; and

follow-up monitoring to ensure that the inappropriate conduct or act has ceased.

For more information concerning Ulundi's zero-tolerance policy, please contact Ulundi. This policy is reviewed on an annual basis.