ANTI-DISCRIMINATION CODE OF CONDUCT

 

Jobecam does not allow or tolerate any type of harassment, discrimination, prejudice or vexatious treatment between employees, service providers, contractors and users of the platform, therefore failure to comply with the practices guided in this code will result in the impossibility of using the platform as well as partnerships with Jobecam . _

 

"If you witness or are the victim of any behavior that violates this code of conduct, please report it immediately via our reporting channel contato@jobecam.com

 

Jobecam works daily to create an inclusive, respectful and safe work environment for everyone . We encourage collaboration, empathy and mutual respect between all members of our team, partners, candidates, managers, recruiters and the community in general.

We contribute to the following UN SDGs: Decent work, equality reduction, and gender equity, we are committed to promoting differences in organizations and the collaboration and sensitivity of all users as a whole.

 

Jobecam 's values are based on PRAIA and we dedicate ourselves daily to building an egalitarian world, without bias and prejudice.

 

P - PERFORMANCE

R – RESPECT FOR CANDIDATES

A - ANTIFRAGILITY

I - INNOVATION

A - ANTI-PREJUDICE

 

We guide all stakeholders to:

 

➔              Conducts periodic training with the team to align issues of gender, sexuality, racism, and all socially minoritized groups.

➔              Understands and works with identity or affinity groups;

➔              Prioritizes working with companies with the same concerns;

➔              Provides guidance materials for teams;

➔              Do not tolerate discrimination in your organization, environment, community.

 

 

Regarding the use of interview technology at Jobecam

 

Any and all information from candidates is confidential, including video CV, video interview and should not be considered in an anonymous selection process as an exclusion and evaluation criterion as these actions would go directly against Jobecam's principles and code of conduct .

 

Interactions between recruiters and candidates

 

 

·         Candidates must have their social names respected and considered in the registration and selection process.

 

It is strictly prohibited, in interactions using the interview rooms or the Jobecam tool in any way:

 

·           Jokes, intentional or not, that imply a negative message or offend a group or individual;

·           Verbal and/or physical aggression;

·           Aggressive and/or prejudiced manifestations related to any biases, whether gender, class, race, religious belief, region of origin.

·           Partisan political, religious, ethnocentric manifestations or that in any way exclude any type of individual identity and have any partisan or discriminatory nature on the part of the recruiters or candidates.

 

In addition to the recommendations shared above, there are laws that ensure that people from underrepresented groups are supported in the event of discriminatory acts.

 

Latin America is made up of several countries, and each country has its own specific laws and regulations related to discrimination and promoting equality. Here are some relevant laws and conventions in some Latin American countries:

 

·         Brazil

 

Law No. 7,716/1989: Prohibits the practice of racial or ethnic discrimination.

Law No. 12,288/2010: Establishes the Racial Equality Statute, with guidelines to promote racial equality and combat discrimination. It also provides protection against discrimination based on sexual orientation and gender identity.

Law No. 13,146/2015: Brazilian Law on the Inclusion of People with Disabilities, which aims to promote equal opportunities for people with disabilities and combat discrimination.

 

·         Argentina

 

Law No. 23,592/1988: Prohibits the practice of discrimination based on race, religion, nationality, political ideology or gender.

Law No. 26,485/2009: Establishes measures to prevent and punish violence against women.

 

 

 

 

·         Mexico

 

Federal Law to Prevent and Eliminate Discrimination (LEPRED): Prohibits discrimination in various areas based on ethnic origin, nationality, gender, disability, age, among others.

General Law on Women's Access to a Violence-Free Life: Establishes measures to prevent, combat and eradicate violence against women.

 

·         Chile:

 

Law No. 20,609/2012: Establishes measures against discrimination and promotes equal opportunities and non-discrimination.

Law No. 21,015/2017: Establishes equal pay between men and women who perform similar functions.

 

·         Colombia:

 

Law No. 1482/2011: Prohibits and sanctions discrimination and racism.

Law No. 1752/2015: Establishes measures to promote equality, combat discrimination and guarantee diversity.

 

These are just some of the laws that exist in some Latin American countries to combat discrimination and promote equality. It is important to highlight that each country may have other specific laws and regulations, in addition to international conventions to which they are signatories, which are also relevant to the protection of human rights and the promotion of equality in the region.

 

In the United States , there are laws that prohibit job interview discrimination based on certain protected characteristics. The main laws related to job interview discrimination in the United States are:

 

·         Civil Rights Act of 1964 act of 1964): This law prohibits discrimination on the basis of race, color, religion, sex, and national origin at all stages of employment, including the job interview. This means that employers cannot ask questions related to these protected characteristics during the interview.

 

·         Equal Employment Opportunity Act ( Equal Employment opportunity Act ): This law requires employers to treat applicants fairly and equally during the selection process, without discrimination based on race, color, religion, sex, national origin, age, disability, or genetic information.

 

·         Age Discrimination in Employment Act Act ): This law prohibits discrimination against individuals aged 40 and over during the interview process and at all stages of employment.

 

·         Disability Discrimination Act ( Americans with Disabilities Act ): This law prohibits discrimination on the basis of disability and requires employers to make reasonable accommodations for applicants with disabilities during the interview process and in the workplace.

 

It is important to note that laws may vary depending on the state and other factors, and there are other specific laws and regulations that may apply in different contexts. Additionally, there are guidelines and best practices issued by the Equal Employment Opportunity Commission (EEOC) that employers should follow to ensure compliance with anti-discrimination laws during the job interview process.

By accessing and using the Jobecam platform , you will automatically agree with all the points listed above, and will be part of a community that truly cares about promoting a diverse and inclusive world.