Equal Opportunities & Anti-Discrimination Policy
Tide Table Logistics Ltd
Purpose
Tide Table Logistics Ltd is firmly dedicated to fostering an inclusive, respectful, and discrimination-free workplace where all individuals—regardless of their background—are treated with fairness, dignity, and professionalism. The overarching goal of this Equal Opportunities and Anti-Discrimination Policy is to establish a framework that eliminates all forms of unlawful discrimination, harassment, bullying, and victimization, whether direct or indirect, intentional or unconscious.
This policy ensures that the principles of equity, diversity, and inclusion are not merely aspirational, but are actively embedded into the day-to-day operations and decision-making processes at all levels of Tide Table Logistics Ltd. The policy applies across the entire employment lifecycle and governs how all individuals—employees, seafarers, contractors, and agency staff—are treated, both within the organization and in their interactions with third parties. Areas of application include, but are not limited to:
Recruitment, Selection, and Onboarding:
All recruitment and selection procedures are conducted using objective, merit-based criteria designed to eliminate bias. Advertisements are worded inclusively, interview panels are trained on fair assessment, and onboarding programs are structured to be accessible and supportive for all new hires regardless of background.Assignment of Duties and Work Environments:
Work assignments are distributed fairly, ensuring that no individual is excluded from opportunities based on their gender, nationality, religion, disability, or any other protected characteristic. Tide Table Logistics Ltd commits to providing safe, inclusive, and accommodating environments both onshore and offshore.Training and Professional Development:
Equal access is provided to learning and development initiatives, leadership programs, and certification courses. The company strives to remove barriers that may prevent underrepresented groups from advancing in their careers and encourages continuous upskilling for all employees and seafarers.Compensation, Benefits, and Career Progression:
Remuneration and benefits are administered equitably, with regular reviews to identify and eliminate any pay disparities. Promotion and advancement decisions are made transparently based on performance, potential, and competencies, not personal characteristics.Performance Management and Disciplinary Actions:
Appraisals and feedback processes are carried out consistently and objectively. Any disciplinary actions are based solely on documented behavior or performance issues, and are conducted fairly, with the right to appeal. There is zero tolerance for retaliatory actions related to protected disclosures or complaints.Termination and Post-Employment Practices:
Decisions regarding contract termination, redundancies, or end-of-deployment processes are conducted in alignment with anti-discrimination principles. Separated personnel are treated with dignity, and appropriate mechanisms are in place to collect feedback without bias or prejudice.
Commitment to Diversity, Ethics, and Legal Compliance
Tide Table Logistics Ltd recognizes that workforce diversity is not only a reflection of global maritime realities but also a vital asset that drives innovation, problem-solving, and resilience across complex, multicultural operational environments. Diverse teams contribute a wider range of skills, perspectives, and cultural insights that enhance decision-making, improve crew cohesion, and strengthen the company’s adaptability in international waters.
Accordingly, this policy represents more than a procedural directive—it is a foundational element of Tide Table’s ethical framework. The organization maintains a zero-tolerance stance against all forms of discrimination, whether direct or indirect, intentional or systemic. Discriminatory behavior—including harassment, exclusion, stereotyping, or retaliation based on personal characteristics—will be met with firm corrective action in line with internal disciplinary procedures and legal requirements.
In addition to its ethical commitments, Tide Table Logistics Ltd affirms its responsibility to comply fully with applicable national and international legislation designed to uphold equality, fairness, and respect in the workplace. This includes the following key legal instruments and standards:
UK Equality Act 2010
This legislation offers protection against discrimination on the basis of protected characteristics such as age, gender, race, religion or belief, disability, sexual orientation, gender reassignment, marriage and civil partnership, pregnancy and maternity. It governs both employment and service delivery contexts, mandating equitable treatment across recruitment, promotion, and workplace conduct.Ghana Labour Act, 2003 (Act 651)
The Act guarantees fair employment practices for all workers within Ghana, including protections against unfair dismissal, equal pay for equal work, and freedom from discrimination in hiring and workplace conditions. Tide Table Logistics Ltd ensures that its operations in Ghana fully respect and apply these provisions.International Labour Organization (ILO) and United Nations Frameworks
Tide Table Logistics Ltd aligns its policies with international human rights instruments and labor conventions—including those issued by the ILO and UN—that affirm the rights of all individuals to work in environments free from discrimination, coercion, or abuse. These frameworks also guide the company’s practices around inclusive recruitment, ethical treatment, and respect for cultural and personal identities.
Through the consistent application of these legal and ethical standards, Tide Table Logistics Ltd aims to cultivate a work culture where equality, dignity, and respect are non-negotiable values—essential for both operational excellence and the long-term well-being of all maritime personnel.
Ultimately, this policy aims to foster and maintain a professional environment where every employee, contractor, seafarer, and partner agency member feels safe, valued, and respected. It strives to empower all individuals to contribute their skills and perspectives fully, free from any form of prejudice, discrimination, or disadvantage related to their identity, background, or personal circumstances. By embedding these principles into the company’s culture and operations, Tide Table Logistics Ltd commits to promoting equity, inclusion, and dignity for all members of its maritime community.
Scope
This policy applies comprehensively to all individuals engaged by or affiliated with Tide Table Logistics Ltd, including employees, contractors, consultants, seafarers, agency workers, recruitment agents, and third-party service providers. It governs all aspects of their professional engagement and interaction within the company’s operational framework. Specifically, the policy covers:
Recruitment and Selection Processes
Tide Table Logistics Ltd is committed to conducting recruitment and selection in a fair, transparent, and unbiased manner. From the initial job advertisement through candidate screening, interviewing, and final hiring decisions, all procedures are designed to provide equal opportunity to all applicants regardless of gender, age, race, religion, disability, nationality, or any other protected characteristic. Selection criteria are based solely on relevant skills, qualifications, experience, and suitability for the role, ensuring meritocracy and compliance with applicable equality laws and company standards.Employment Terms and Conditions
Tide Table Logistics Ltd ensures that all employees, contractors, seafarers, and agency workers receive equitable treatment throughout the duration of their service. This includes transparent communication of employment terms, fair remuneration, and consistent application of policies related to working hours, leave entitlements, benefits, and workplace accommodations. The company upholds non-discriminatory practices in contract negotiations, amendments, and renewals, guaranteeing that no individual is unfairly disadvantaged or treated differently based on personal characteristics or background. All contractual arrangements comply with relevant national labor laws, maritime regulations, and international standards to protect workers’ rights and foster a supportive working environment.Training, Professional Development, and Upskilling Initiatives
Tide Table Logistics Ltd is dedicated to fostering an inclusive culture that supports continuous learning and career advancement for all personnel, irrespective of their gender, age, ethnicity, nationality, disability, or other protected characteristics. The company provides equal access to training programs, professional development courses, certifications, and skill-building opportunities designed to enhance competencies and promote upward mobility within the maritime industry. Selection for such initiatives is based solely on merit, performance, and potential, ensuring unbiased support that empowers employees, seafarers, and contractors to reach their full professional potential. These efforts are aligned with both company growth objectives and international maritime workforce standards, reinforcing the company’s commitment to fairness and diversity in talent development.Job Assignments, Promotions, Transfers, and Related Decision-Making Processes
Tide Table Logistics Ltd is committed to ensuring that all decisions regarding job assignments, promotions, transfers, and related personnel movements are conducted transparently, fairly, and based strictly on merit, qualifications, and performance. The company actively promotes an inclusive work environment where opportunities for advancement and role changes are accessible to all eligible individuals without discrimination or bias related to gender, ethnicity, age, disability, religion, nationality, or any other protected characteristic. Managers and supervisors are trained to apply objective criteria and maintain consistent evaluation standards, supporting career development pathways that reward skill, dedication, and potential. This approach not only fosters employee motivation and retention but also strengthens the company’s operational effectiveness and reputation as an equitable employer within the maritime sector.Performance Management, Appraisal Systems, and Feedback Mechanisms
Tide Table Logistics Ltd ensures that all performance management processes—including evaluations, appraisals, and feedback—are conducted fairly, transparently, and without bias. Performance criteria are clearly defined, relevant to job roles, and consistently applied across all employees, contractors, and seafarers. Managers are trained to recognize and mitigate unconscious bias, focusing on measurable outcomes and professional development goals. Feedback is delivered constructively to support continuous improvement and career growth, with formal appraisal results linked to objective evidence rather than personal characteristics. The company provides accessible channels for employees to discuss appraisal outcomes and raise concerns about potential discrimination, ensuring accountability and reinforcing a culture of equity and respect throughout the organization.Disciplinary Actions, Grievance Procedures, and Conflict Resolution
Tide Table Logistics Ltd is committed to handling disciplinary matters, grievances, and conflicts with the utmost respect for confidentiality, fairness, and due process. All employees, contractors, seafarers, and partners have access to clear, well-publicized procedures for raising concerns or complaints related to discrimination, harassment, or any breaches of company policy. Investigations are conducted impartially, ensuring all parties have an opportunity to present their case. Disciplinary actions, when necessary, are proportionate to the severity of the issue and aligned with legal and contractual obligations. The company actively encourages early resolution of conflicts through mediation and dialogue, aiming to foster a respectful workplace culture. Throughout these processes, protection against retaliation is guaranteed to maintain trust and integrity.Workplace Conduct, Cultural Norms, Communication Standards, and Language Use
Tide Table Logistics Ltd promotes a workplace environment grounded in mutual respect, professionalism, and inclusivity. All employees, contractors, seafarers, and partner organizations are expected to adhere to conduct standards that respect cultural diversity and promote positive interactions. Communication—whether verbal, written, or digital—should be clear, courteous, and free from discriminatory language, harassment, or exclusionary remarks. The company recognizes the diverse backgrounds of its workforce and encourages practices that celebrate cultural differences while discouraging any behavior or language that could lead to misunderstanding, offense, or marginalization. Training programs and awareness initiatives are regularly conducted to sensitize personnel about respectful communication and cultural competency. These standards are integral to maintaining a safe and welcoming work atmosphere across all offices, vessels, and offshore sites.Contract Renewals, Terminations, and Exit Protocols
Tide Table Logistics Ltd is committed to managing contract renewals, terminations, and exit procedures with the utmost transparency, fairness, and respect for all personnel involved. Renewal decisions are made based on clear, merit-based criteria that reflect performance, compliance with company policies, and operational requirements, ensuring that no bias or discrimination influences the process. When contracts are terminated—whether at the employee’s request or due to company action—these processes are conducted in a manner that safeguards the dignity and rights of the individual, providing clear communication regarding reasons, notice periods, and entitlements. Exit protocols include comprehensive debriefings, the opportunity to provide feedback, and assistance with any necessary administrative or welfare arrangements, such as repatriation or certification documentation. By fostering openness and respect throughout these stages, the company aims to maintain trust and uphold its ethical and legal obligations under applicable labor laws and maritime conventions.
This policy is mandatory and fully enforceable across all operational settings under the jurisdiction or influence of Tide Table Logistics Ltd. This includes, but is not limited to, the company’s corporate offices, seagoing vessels, offshore installations, and every international region where Tide Table Logistics Ltd or its authorized agents engage in the placement, management, or oversight of maritime personnel. Compliance with this policy is a condition of engagement for all employees, contractors, recruitment agents, and partner organizations involved in the company’s maritime operations.
Policy Statement
Tide Table Logistics Ltd is firmly committed to fostering a workplace culture free from discrimination, bias, and exclusion. The company expressly prohibits any form of discrimination—whether direct, indirect, intentional, or inadvertent—on any grounds, including but not limited to:
Gender, Gender Identity, or Gender Reassignment
Tide Table Logistics Ltd is dedicated to fostering an environment of respect and equality for all individuals, regardless of their gender or gender identity. This includes affirming the rights of employees and seafarers to express their gender freely, whether it aligns with their sex assigned at birth or not. The company prohibits any discrimination, harassment, or unfair treatment based on gender identity or the process of gender reassignment or transition.
We recognize the importance of supporting transgender and non-binary individuals through inclusive policies, respectful communication, and by providing appropriate workplace accommodations. This commitment ensures that every person is treated with dignity and given equal access to opportunities for recruitment, training, promotion, and career advancement without fear of bias or prejudice linked to their gender identity or reassignment status.Age
Tide Table Logistics Ltd is committed to preventing any form of age-related discrimination or bias in all aspects of employment and personnel management. This policy ensures that individuals are evaluated and treated fairly regardless of their age, whether young, middle-aged, or older.
Age shall never be a barrier to recruitment, training, promotion, or continued employment. Decisions related to job assignments, career development, and workplace benefits will be based solely on an individual’s skills, experience, qualifications, and performance, rather than assumptions or stereotypes associated with age.
The company also recognizes the value that employees and seafarers of all ages bring to the workforce, including diverse perspectives, knowledge, and mentoring opportunities. We actively promote an inclusive culture where employees of varying age groups feel respected, supported, and empowered to contribute fully throughout their careers.Race, Ethnicity, or National Origin
Tide Table Logistics Ltd recognizes and values the rich cultural diversity that employees and seafarers from different racial, ethnic, and national backgrounds bring to the organization. The company is firmly committed to providing a workplace and maritime environment free from racial or ethnic discrimination, prejudice, or bias.
All individuals, regardless of their race, skin color, ethnic heritage, or country of origin, shall be treated with respect, dignity, and fairness. Recruitment, hiring, promotion, compensation, and all other employment decisions will be based on merit and qualifications, without regard to race or ethnicity.
The company actively fosters an inclusive atmosphere that celebrates diversity, encourages cross-cultural understanding, and ensures equal access to opportunities for professional growth and development. Discriminatory behavior, racial harassment, or any form of xenophobia is strictly prohibited and will be addressed swiftly and decisively in accordance with this policy.Religious or Philosophical Beliefs
Tide Table Logistics Ltd is committed to respecting and protecting the freedom of religion and belief for all employees, seafarers, and contractors. The company acknowledges the importance of diverse religious, spiritual, and philosophical views and strives to create an environment where these beliefs can be freely expressed without fear of discrimination, harassment, or disadvantage.
All individuals have the right to practice their religion or belief, or to hold no religious beliefs, without prejudice. Reasonable accommodations will be made, where practicable, to support religious observances, dietary requirements, dress codes, and other related needs, provided these do not compromise safety or operational effectiveness.
The company strictly prohibits any form of intolerance, proselytizing, or disparagement related to religion or philosophy. Differences in worldview and practice are respected as part of the organization’s commitment to inclusion and human dignity. Any incidents of religious discrimination or harassment will be promptly investigated and addressed in accordance with company policies and applicable laws.Disability or Chronic Illness
Tide Table Logistics Ltd is dedicated to fostering an inclusive workplace that fully supports individuals with disabilities or chronic health conditions. The company recognizes the diverse range of physical, sensory, intellectual, and mental health impairments and is committed to providing equal opportunities and access to all employees, seafarers, and contractors, regardless of any disability or chronic illness.
Reasonable accommodations will be provided to enable affected individuals to perform their duties effectively and safely. This may include adjustments to workstations, schedules, duties, or provision of assistive devices, in line with medical recommendations and operational feasibility. The company will actively engage with the individual to identify and implement suitable support measures.
Discrimination, harassment, or stigmatization based on disability or health conditions is strictly prohibited. Tide Table Logistics Ltd also promotes awareness and sensitivity training to ensure all staff understand the challenges faced by colleagues with disabilities and contribute to a supportive working environment.
Confidentiality concerning medical information is rigorously maintained, and all requests for accommodations or disclosures will be handled with respect and discretion in compliance with relevant privacy and labor laws.Marital or Civil Partnership Status
Tide Table Logistics Ltd is committed to ensuring that all employees, seafarers, and contractors receive fair and equal treatment regardless of their marital or civil partnership status. This includes individuals who are single, married, divorced, widowed, separated, or in a registered civil partnership.
Decisions related to recruitment, career progression, benefits, work assignments, or any other employment-related matters will be made solely based on merit, skills, and qualifications, without any bias or discrimination linked to an individual’s relationship status.
The company acknowledges that marital or partnership status should not influence workplace opportunities or conditions, and it actively works to prevent any form of favoritism, stereotyping, or prejudice that may arise from assumptions about family responsibilities or lifestyle choices.
Additionally, policies regarding leave entitlements, flexible working arrangements, and support programs are designed to accommodate diverse personal circumstances fairly and consistently, respecting the varying needs of employees and seafarers in different relationship situations.
Tide Table Logistics Ltd fosters a workplace culture where personal life choices do not affect professional respect or advancement, ensuring all personnel are valued and supported equally.Pregnancy or Maternity
Tide Table Logistics Ltd is firmly committed to protecting the rights, health, and wellbeing of employees and seafarers who are pregnant, on maternity leave, or returning from maternity leave. The company ensures full compliance with all relevant national and international laws, including provisions for maternity protection, leave entitlements, and workplace accommodations.
Pregnant employees will be provided with a safe and supportive working environment, with necessary adjustments made to duties or working conditions to minimize health risks for both mother and child. This may include modified tasks, flexible schedules, or temporary reassignment to less hazardous roles onboard vessels or offshore facilities.
The company guarantees that no adverse decisions—such as denial of promotion, dismissal, or unfavorable work assignments—will be made on the basis of pregnancy or maternity status. Maternity leave will be granted in accordance with statutory requirements, with clear communication about rights and benefits.
Upon returning to work, support will be offered to facilitate a smooth transition, including considerations for breastfeeding or childcare needs, flexible working options, and reintegration into the workforce.
Tide Table Logistics Ltd recognizes the importance of safeguarding maternal health and promoting a culture of respect and dignity, ensuring pregnant employees and new mothers feel valued, protected, and empowered throughout their employment lifecycle.Sexual Orientation
Tide Table Logistics Ltd is dedicated to upholding the rights and dignity of all individuals, regardless of their sexual orientation or identity. The company prohibits any discrimination, harassment, or unfair treatment based on a person’s sexual preference, including but not limited to heterosexuality, homosexuality, bisexuality, or other identities.
All employment decisions—including recruitment, promotion, training, and workplace conduct—are based solely on merit and qualifications, ensuring equal opportunity and fair treatment. The company fosters an inclusive culture that supports diversity and encourages respect for all orientations, contributing to a safe and supportive work environment for employees, seafarers, and partners alike.
Any incidents of discrimination or harassment related to sexual orientation will be taken seriously, promptly investigated, and addressed with appropriate corrective actions in line with company policy and applicable laws. Through ongoing awareness and sensitivity training, Tide Table Logistics Ltd actively promotes understanding and inclusion to ensure that every individual feels valued and empowered to thrive professionally.Language, Culture, or Socio-Economic Background
Tide Table Logistics Ltd recognizes the rich diversity brought by individuals from various linguistic, cultural, and socio-economic backgrounds. The company is committed to fostering an inclusive environment where differences in language, traditions, beliefs, and economic status are respected and valued as strengths that contribute to innovation, collaboration, and operational excellence.
Efforts are made to minimize barriers caused by language differences through clear communication, provision of translation or interpretation support where necessary, and promotion of multilingual resources. Cultural awareness and sensitivity are actively encouraged to prevent misunderstandings, exclusion, or unconscious bias in the workplace and onboard vessels.
The company also acknowledges that socio-economic disparities should not limit access to opportunities or fair treatment. Tide Table Logistics Ltd ensures equitable recruitment, training, and career progression for all personnel, regardless of their economic background, by applying transparent, merit-based processes and providing support where needed.
By promoting inclusiveness across these dimensions, the company strives to create a respectful and empowering environment where every individual feels valued and able to contribute fully, strengthening the collective workforce and upholding the highest standards of dignity and fairness.
At Tide Table Logistics Ltd, all employment-related decisions—including recruitment, hiring, training, promotion, compensation, and termination—are grounded firmly in objective, merit-based criteria. These criteria are carefully designed to reflect the specific qualifications, competencies, skills, experience, and demonstrated performance necessary to fulfill the requirements of each position or responsibility. By applying such rigorous and transparent standards, the company ensures that decisions are free from bias, favoritism, or discrimination, thereby promoting fairness and equal opportunity for every current employee and prospective candidate.
This commitment to meritocracy is integral to fostering a workplace culture that values individual excellence and potential above all else. Tide Table Logistics Ltd recognizes that diversity in backgrounds, perspectives, and talents enriches the organization, leading to improved problem-solving, creativity, and adaptability—key attributes for success in the complex and dynamic maritime sector.
By upholding these principles consistently across all levels of the organization, the company aims to cultivate a professional environment where each individual is empowered to contribute meaningfully, feel respected, and experience equitable treatment. In doing so, Tide Table Logistics Ltd not only advances its operational effectiveness but also reinforces its reputation as a responsible, inclusive, and forward-thinking maritime employer on the global stage.
Roles and Responsibilities
Human Resources Department
Implement and Monitor Inclusive Recruitment Strategies and Internal Procedures:
The HR Department is responsible for designing and enforcing recruitment practices that actively promote diversity and equal opportunity. This includes developing unbiased job descriptions, standardizing interview processes, and using objective evaluation criteria to minimize unconscious bias. HR will continuously review and update these procedures to align with best practices and legal requirements.Provide Training Programs on Diversity, Equality, and Anti-Discrimination Laws:
HR will organize regular training and awareness sessions for all employees and management personnel. These programs cover key topics such as unconscious bias, cultural competence, inclusive communication, and compliance with relevant equality legislation (e.g., UK Equality Act 2010, Ghana Labour Act). The goal is to foster an informed workforce that understands and champions workplace inclusivity and respect.Receive and Investigate All Reported Complaints of Discrimination or Unfair Treatment:
The HR team serves as the primary point of contact for employees and contractors who experience or witness discrimination, harassment, or unfair treatment. All complaints will be logged confidentially, investigated impartially and promptly, with findings communicated transparently to the relevant parties. Appropriate remedial or disciplinary actions will be taken based on investigation outcomes.Maintain Confidential Reporting Systems and Ensure Anti-Retaliation Protocols:
HR will maintain secure, confidential channels—such as anonymous hotlines or designated email addresses—through which individuals can report concerns without fear of reprisal. The department enforces strict anti-retaliation policies to protect whistleblowers and ensures that anyone raising concerns is treated fairly and respectfully throughout the process.
Line Managers and Supervisors
Promote Diversity and Inclusion Through Leadership and Workplace Conduct:
Line managers and supervisors are expected to champion a culture of respect and inclusivity within their teams. By demonstrating commitment to equal opportunities and valuing diverse perspectives, they help foster a positive work environment where all individuals feel welcomed and empowered.Actively Monitor Their Teams to Prevent Discriminatory Practices:
Managers should remain vigilant in identifying potential or actual discriminatory behaviors, biases, or exclusionary practices within their teams. They must proactively intervene to correct such issues and ensure compliance with the company’s equality and anti-discrimination policies.Address Concerns or Incidents Brought to Their Attention Without Delay:
Any reports or observations of discrimination, harassment, or unfair treatment must be taken seriously and handled promptly. Managers are responsible for escalating these issues to Human Resources or relevant authorities for investigation and resolution, ensuring that affected employees feel supported throughout the process.Model Respectful Behavior and Language in All Communications and Decisions:
Line managers must lead by example, consistently using inclusive language and demonstrating respect in all interpersonal interactions and business decisions. This leadership role is vital in setting the tone for workplace culture and reinforcing the company’s zero-tolerance stance on discrimination.
Recruitment Agents and Partners
Comply with This Policy in All Candidate Sourcing, Evaluation, and Onboarding Processes:
Recruitment agents and partner organizations must adhere strictly to Tide Table Logistics Ltd’s equal opportunity and anti-discrimination policy throughout every stage of the recruitment lifecycle. This includes unbiased candidate sourcing, objective evaluation criteria, and equitable onboarding procedures.Ensure Fair Representation and Treatment of Candidates from All Backgrounds:
Agents and partners are responsible for promoting diversity by providing equal access and opportunities to candidates regardless of gender, ethnicity, age, disability, religion, sexual orientation, or any other protected characteristic. Fair treatment must be demonstrated through transparent communication and non-discriminatory decision-making.Report Any Discriminatory Practices or Incidents Observed During Placements:
Recruitment agents and partners have a duty to promptly report any observed or reported instances of discrimination, harassment, or unfair treatment encountered by candidates or deployed personnel. This enables Tide Table Logistics Ltd to investigate and take appropriate corrective action to maintain ethical standards and protect seafarer welfare.
Procedures and Implementation
Inclusive Recruitment Practices
Tide Table Logistics Ltd is committed to ensuring fairness and equity throughout the recruitment process. All job advertisements, role descriptions, and candidate selection criteria will be carefully crafted to emphasize only the essential skills, qualifications, and experience necessary for the position. To mitigate unconscious bias and promote objective decision-making, the company will utilize structured scoring systems for evaluating candidates and employ diverse interview panels wherever possible.
The recruitment process will include standardized questions and assessments designed to fairly evaluate competencies without regard to personal characteristics unrelated to job performance. Recruitment data, including applicant demographics and selection outcomes, will be tracked and analyzed regularly to identify and address any disparities or patterns of exclusion.
Additionally, training on unconscious bias and inclusive hiring practices will be provided to all staff involved in recruitment and selection. By maintaining these practices, Tide Table Logistics Ltd aims to attract and retain a diverse workforce that reflects a broad range of perspectives and experiences, ultimately enhancing organizational effectiveness and fostering an inclusive workplace culture.Prohibition of Discrimination and Harassment
Employees are strictly prohibited from engaging in, supporting, or ignoring any form of discrimination, bullying, or harassment. All personnel have a responsibility to actively promote a respectful workplace culture by challenging inappropriate behavior and reporting incidents promptly.
This includes:Verbal abuse or slurs based on protected characteristics, including but not limited to race, gender, age, religion, disability, sexual orientation, or ethnicity, are strictly prohibited and will not be tolerated.
Offensive jokes, gestures, or any form of inappropriate content that demeans or mocks individuals based on protected characteristics are strictly prohibited.
Exclusion or differential treatment of any individual or group based on protected characteristics is unacceptable and will not be tolerated.
Retaliation against any employee or seafarer who raises concerns, reports discrimination, or participates in investigations is strictly prohibited and will be met with disciplinary action.
Anti-Bias and Inclusion Training
Tide Table Logistics Ltd requires all employees involved in recruitment, management, and supervision to complete mandatory training programs focused on fostering an inclusive workplace. These trainings cover key topics including:Understanding and mitigating unconscious bias to ensure fair decision-making.
Enhancing cross-cultural sensitivity to respect and value diverse backgrounds.
Promoting respectful and effective communication across teams.
Awareness of legal responsibilities and consequences related to discrimination, harassment, and workplace misconduct.
Regular refresher courses will be conducted to reinforce these principles and keep all personnel updated on best practices and evolving legal requirements.
Anonymous Reporting Channels
Tide Table Logistics Ltd is committed to maintaining a workplace culture that prioritizes safety, dignity, and fairness. As part of this commitment, the company offers several confidential and anonymous channels through which individuals may report concerns, including—but not limited to—instances of discrimination, harassment, or unethical behavior.
Available Reporting Mechanisms Include:Anonymous Online Reporting Forms: Accessible through the company’s internal portal or external website, allowing individuals to submit concerns without revealing their identity.
Confidential Hotlines: Dedicated telephone lines operated by trained compliance or welfare staff, available in multiple languages where necessary.
Secure Email Submissions: Reports may be sent to a designated HR compliance email address, with assurances of confidentiality and prompt review.
Designated Welfare Officers: Onboard and shore-based officers trained to receive and escalate concerns discreetly and sensitively.
Protection Against Retaliation:
Tide Table Logistics Ltd strictly prohibits any form of retaliation against individuals who raise concerns or participate in investigations in good faith. Any retaliatory actions—whether overt or subtle—will be treated as serious disciplinary violations.
Accessibility and Awareness:
Information about these reporting channels, including contact details and procedures, will be made readily available in crew handbooks, company policies, onboarding sessions, and vessel noticeboards. Regular reminders will be communicated to ensure all personnel remain informed and empowered to report without fear.
Investigation and Enforcement
Tide Table Logistics Ltd is committed to addressing all reports of discrimination, harassment, or unfair treatment with the utmost seriousness, impartiality, and confidentiality. Every complaint received—whether submitted anonymously or directly—will be subject to a structured investigative process designed to uphold the rights of all parties involved.
Investigation Process:Acknowledgment: All reports will be acknowledged promptly and assigned to a designated HR investigator or compliance officer.
Impartial Review: Investigations will be conducted objectively and confidentially, with all parties provided an opportunity to present relevant information.
Timeliness: Every effort will be made to conclude investigations within a reasonable timeframe, depending on the complexity and nature of the complaint.
Record-Keeping: Findings and outcomes will be documented and retained in accordance with company policy and applicable data protection laws.
Outcomes and Disciplinary Measures:
If an investigation confirms that a breach of this policy has occurred, the company will take swift and proportionate action, which may include one or more of the following:Formal Reprimand or Written Warning: Issued for first-time or lower-level infractions, accompanied by a clear behavioral improvement plan.
Mandatory Training or Behavioral Coaching: Targeted sessions on diversity, anti-discrimination, and respectful workplace conduct.
Reassignment or Adjustment of Duties: Where appropriate, individuals may be removed from positions of authority or reassigned to prevent further harm.
Dismissal or Termination of Contract: Applied in cases of serious misconduct, repeated offenses, or where trust and integrity have been irreparably compromised.
Appeals and Follow-up:
All individuals subject to disciplinary action have the right to appeal the decision through a formal procedure. Additionally, HR will conduct follow-up checks to ensure no retaliation occurs and that the workplace environment has improved.
All disciplinary actions will be aligned with internal grievance procedures and local labor laws.
Compliance Framework
Tide Table Logistics Ltd’s Equal Opportunities & Anti-Discrimination Policy is grounded in both domestic and international legal obligations. It reflects the company’s commitment to uphold the highest standards of fairness, non-discrimination, and respect for human rights across all areas of operation. The policy is designed to ensure legal compliance and promote ethical practices by aligning with the following key instruments:
UK Equality Act 2010
Establishes a comprehensive legal framework to protect individuals in the UK from unfair treatment and discrimination on the basis of protected characteristics such as age, gender, race, religion, disability, and sexual orientation. This Act mandates equal access to employment, training, and advancement opportunities.Ghana Labour Act, 2003 (Act 651)
Mandates equal treatment and opportunity in employment for all individuals in Ghana. The Act prohibits discrimination in hiring, compensation, promotion, and other workplace conditions, ensuring that workers are treated with dignity and respect regardless of their background.ILO Discrimination (Employment and Occupation) Convention, 1958 (No. 111)
This convention, ratified by numerous countries, provides an international standard for eliminating discrimination in employment. It defines discrimination broadly and calls on employers to actively promote equality of opportunity and treatment in the workplace.UN Guiding Principles on Business and Human Rights
These globally recognized principles require companies to respect human rights and prevent adverse impacts on individuals through their business operations. They emphasize the need for businesses to implement due diligence processes, provide access to remedy, and maintain a workplace environment that upholds human dignity and equity.
Monitoring, Evaluation, and Review
Tide Table Logistics Ltd is committed to the continuous improvement of its Equal Opportunities & Anti-Discrimination Policy. To ensure that the policy remains effective, relevant, and aligned with evolving legal, ethical, and operational standards, the following mechanisms are implemented:
Annual Compliance Audits
The Human Resources and Compliance Department will conduct formal audits at least once per year to assess:Workforce diversity indicators
Recruitment, promotion, and career progression outcomes
Policy adherence across all departments and operational environments
These audits are designed to ensure that internal procedures remain fair, transparent, and free from bias, while also identifying any disparities that may warrant corrective action.
Complaint Monitoring and Trend Analysis
All reported instances of discrimination, harassment, or unequal treatment—whether formal or anonymous—will be:Logged and anonymized to protect confidentiality
Reviewed regularly to detect recurring themes, gaps, or systemic barriers
Used to inform targeted interventions, awareness campaigns, and staff training
Trend analysis will be shared (in aggregated form) with senior leadership to support data-driven decision-making and continuous learning.
Policy Review Cycle
This policy will undergo formal review every 12 months, led by the HR and Compliance Department in consultation with key stakeholders. Reviews may be expedited in response to:Changes in national or international legislation
Significant findings from audits or complaint analyses
Feedback from employees, seafarers, or partner organizations
Reporting and Accountability
Key findings and updates will be communicated internally, and where appropriate, externally with partners and regulatory bodies. Performance metrics related to equality and inclusion will be incorporated into management reviews and organizational KPIs.
Through these structured monitoring and evaluation efforts, Tide Table Logistics Ltd aims to foster a workplace culture that is not only compliant, but proactively inclusive and equitable.
Policy Review and Revision Cycle
This policy will be formally reviewed on an annual basis by the Human Resources and Compliance Department, in consultation with relevant stakeholders, including seafarers, operational managers, and external partners where appropriate. The purpose of each review is to ensure continued alignment with current legal standards, industry best practices, and the lived experiences of those impacted by the policy.
In addition to scheduled annual reviews, interim revisions may be triggered by any of the following:
Changes in national or international law – such as updates to the UK Equality Act, Ghana Labour Act, or international conventions.
Recommendations arising from internal audits, investigations, or third-party assessments – especially where findings reveal policy gaps or implementation challenges.
Feedback from employees, seafarers, or partner organizations – including concerns raised through reporting channels or insights gathered during training and consultation exercises.
Following any revision, updated versions of the policy will be disseminated through internal communication channels and integrated into employee handbooks, training materials, and contractual documents where relevant.
Communication and Dissemination
To ensure organization-wide understanding, adherence, and accountability, updated versions of this policy will be:
Formally distributed to all employees, contractors, seafarers, recruitment agents, and relevant third-party partners.
Integrated into key operational documents, including employee handbooks, onboarding materials, recruitment manuals, and service agreements with external agencies.
Highlighted during orientation sessions, training programs, and management briefings to reinforce awareness and the importance of compliance.
Made accessible via internal platforms such as intranet portals, HR information systems, and designated welfare bulletin boards.
These dissemination practices are essential to embedding a culture of fairness, inclusion, and respect within all levels of the organization. Tide Table Logistics Ltd acknowledges that policy effectiveness depends not only on its content but also on how well it is communicated and internalized by those it is designed to protect and guide.
The company further recognizes that proactive communication, continuous engagement, and a transparent feedback loop are critical to sustaining meaningful equality and non-discrimination across its global operations.
Conclusion
Tide Table Logistics Ltd views equality, dignity, and fairness not merely as compliance obligations, but as core principles that define its identity as an ethical and globally responsible maritime organization. This Equal Opportunities & Anti-Discrimination Policy reflects a binding commitment to uphold the rights and value of every individual—whether employee, contractor, seafarer, or partner—across all areas of operation.
The company firmly believes that diversity strengthens our workforce, enriches our decision-making, and contributes to safer, more effective maritime services. Discrimination in any form—whether overt or systemic—has no place in our environment, and all violations will be addressed with seriousness and transparency.
By embedding this policy into recruitment practices, workplace conduct, leadership accountability, and partner agreements, Tide Table Logistics Ltd pledges to cultivate a professional culture rooted in mutual respect, opportunity, and human dignity. Upholding these principles is essential to the company’s continued growth, operational excellence, and social responsibility.