Manya Africa Tours — Code of Conduct: Anti Discrimination Policy
Purpose
Manya Africa Tours is committed to creating and maintaining a work and service environment in which everyone is treated with dignity, fairness and respect. Discrimination undermines our mission, harms individuals and damages trust with clients, partners and communities. This Code of Conduct sets out standards and procedures to prevent and address discrimination by and against employees, contractors, tour guides, suppliers, clients and other stakeholders.
Scope
This policy applies to:
All employees (full‑time, part‑time, temporary), contractors, consultants, tour guides and volunteers.
Interactions in the workplace, on tours, at company events, during recruiting and selection, and in business dealings with customers, suppliers and partners.
Conduct whether occurring on company premises, at client locations, online (including social media when representing the company), or off‑site during work‑related activities.
Core principles
• Equal opportunity: Employment, promotion, compensation, training and other workplace decisions are based on merit, qualifications and business needs — not protected characteristics.
• Respect and inclusion: Everyone has the right to be treated with respect, and to work and participate free from discriminatory treatment.
• Accountability: Individuals who engage in discrimination will be held accountable; managers have an obligation to act promptly.
• Confidentiality and protection: Reports will be handled confidentially and without retaliation to the fullest extent possible.
• Respect and inclusion: Everyone has the right to be treated with respect, and to work and participate free from discriminatory treatment.
• Accountability: Individuals who engage in discrimination will be held accountable; managers have an obligation to act promptly.
• Confidentiality and protection: Reports will be handled confidentially and without retaliation to the fullest extent possible.
Definitions
Discrimination is adverse treatment based on a protected characteristic, including but not limited to: race, color, ethnicity, nationality, tribal or indigenous status, religion or belief, gender, gender identity or expression, sexual orientation, marital or family status, pregnancy, age, disability (physical or mental), HIV status, socio‑economic status, language, political opinion, caste, or any other status protected by law.
Prohibited conduct (non‑exhaustive)
• Denying employment, promotion, training, or other opportunities based on a protected characteristic.
• Harassment, slurs, jokes, imagery or conduct that demeans, insults or isolates someone because of a protected characteristic.
• Segregation, exclusion or limiting duties or responsibilities because of protected characteristics.
• Using or imposing cultural or religious practices to disadvantage or pressure others to conform.
• Retaliation against anyone who reports discrimination or participates in an investigation.
• Discriminatory treatment of customers, suppliers or community members.
• Harassment, slurs, jokes, imagery or conduct that demeans, insults or isolates someone because of a protected characteristic.
• Segregation, exclusion or limiting duties or responsibilities because of protected characteristics.
• Using or imposing cultural or religious practices to disadvantage or pressure others to conform.
• Retaliation against anyone who reports discrimination or participates in an investigation.
• Discriminatory treatment of customers, suppliers or community members.
Examples (for clarity)
• Refusing to assign a guide to lead tours for clients of a particular nationality or religion.
• Making jokes or derogatory comments about an employee’s tribe or ethnic background.
• Basing hiring decisions on marital status or pregnancy.
• Offering different service standards to customers because of their race, sexual orientation or disability.
• Making jokes or derogatory comments about an employee’s tribe or ethnic background.
• Basing hiring decisions on marital status or pregnancy.
• Offering different service standards to customers because of their race, sexual orientation or disability.
Responsibilities
All employees and contractors must:
• Treat colleagues, clients and partners respectfully and without discrimination.
• Comply with this policy and participate in required training.
• Report suspected discrimination promptly through designated channels.
• Comply with this policy and participate in required training.
• Report suspected discrimination promptly through designated channels.
Managers and supervisors must
• Model inclusive behavior and enforce this policy consistently.
• Ensure team members receive training and understand reporting options.
• Take immediate and appropriate action when aware of potential discrimination, including interim protections for affected individuals.
• Ensure team members receive training and understand reporting options.
• Take immediate and appropriate action when aware of potential discrimination, including interim protections for affected individuals.
Reporting procedures
We encourage reporting early. Reports may be made:
We encourage reporting early. Reports may be made:
• To your direct manager or any manager you trust.
• To Human Resources: info@manyaafricatours.com
• To the Compliance Officer: vicentkaddu@gmail.com
• By phone or anonymous hotline: +256 777 195894
• In writing or in person. Anonymous reports will be accepted, but investigations may be limited by lack of information
• To Human Resources: info@manyaafricatours.com
• To the Compliance Officer: vicentkaddu@gmail.com
• By phone or anonymous hotline: +256 777 195894
• In writing or in person. Anonymous reports will be accepted, but investigations may be limited by lack of information
What to include in a report
• Names of those involved, date(s), time(s) and location(s).
• Description of the incident(s) and any supporting evidence (emails, photos, witness names).
• Description of the incident(s) and any supporting evidence (emails, photos, witness names).
Investigation process
• Acknowledgement: We will acknowledge receipt of a report within 2 business days.
• Interim measures: We may take interim steps (e.g., reassignments, no‑contact orders) to protect involved parties during investigation.
• Investigation: Investigations will be prompt, thorough, impartial and documented. Investigators will seek to be fair to all parties.
• Outcome: If a violation is found, corrective action will be taken, up to and including termination. We will communicate findings to relevant parties as appropriate while maintaining confidentiality.
• Timeline: Most investigations will be completed within 30 calendar days; complex matters may take longer and will be communicated.
• Interim measures: We may take interim steps (e.g., reassignments, no‑contact orders) to protect involved parties during investigation.
• Investigation: Investigations will be prompt, thorough, impartial and documented. Investigators will seek to be fair to all parties.
• Outcome: If a violation is found, corrective action will be taken, up to and including termination. We will communicate findings to relevant parties as appropriate while maintaining confidentiality.
• Timeline: Most investigations will be completed within 30 calendar days; complex matters may take longer and will be communicated.
Protection from retaliation
Retaliation against individuals who report discrimination or assist in investigations is strictly prohibited. Reports of retaliation will be investigated and disciplined where proven.
Discipline and corrective action
Consequences for violating this policy may include counseling, training, warnings, reassignment, restitution, suspension or termination. Where appropriate, we may also involve legal authorities.
Reasonable accommodations
We will provide reasonable accommodations for employees and customers with disabilities and make efforts to respect religious practices and cultural requirements consistent with operational needs and applicable law.
Training and communication
• All staff will receive anti‑discrimination and inclusion training at onboarding and at least annually thereafter.
• Managers will receive additional training on their obligations to prevent and respond to discrimination.
• The policy will be made available to all employees, contractors, partners and made visible to clients.
• Managers will receive additional training on their obligations to prevent and respond to discrimination.
• The policy will be made available to all employees, contractors, partners and made visible to clients.
Monitoring and review
• HR and Compliance will monitor incidents, analyze trends and report anonymized data to senior leadership regularly.
• This policy will be reviewed at least annually and updated as needed to reflect best practices and legal requirements.
• This policy will be reviewed at least annually and updated as needed to reflect best practices and legal requirements.
Legal rights
This policy complements, and does not replace, all legal rights available under local, national or international law. Where applicable law provides greater protection, that law will govern.
Contact and effective date
Questions or reports may be directed to info@manyaafricatours.com or vicentkaddu@gmail.com
Acknowledgment
Employees are expected to read, understand and acknowledge this policy. Managers must ensure team members do so.
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