Equal Opportunity Statement


The African (Afro)-Irish Chamber of Commerce (AICC) is committed, to a policy of equal opportunities for all members, staff and individuals connected with us. We will not discriminate on ground of:

  • Gender
  • Gender identity
  • Race
  • Disability
  • Sexual orientation


We encourage a diverse workforce and membership and aim to provide an environment where all individuals at all levels are valued and respected, and where discrimination, bullying, promotion of negative stereotyping and harassment are not tolerated.

This policy sets out an approach to equal opportunities and the avoidance of discrimination at work. It applies to all aspects of employment with us, including recruitment, pay and conditions, training, appraisals, promotion, conduct at work, disciplinary and grievance procedures, and termination of employment. The Chair is responsible for this policy and any necessary training on equal opportunities.  This policy does not form part of any contract of employment or contract for services and we may amend it at any time


You must not unlawfully discriminate against of (or) harass other people including current and former employees, job applicants, clients, customers, suppliers and visitors.

This applies in workplace, outside the workplaces (when dealing with customers, suppliers or other work-related contacts (or when wearing a work uniform), and on work-related trips or events including social events.

Recruitment and Selection

Recruitment, promotion and other selection exercises such as redundancy selection will be conducted on the basis of merit, against objective criteria that avoid discrimination.  Short listing should be done by more than one person if possible. Vacancies should generally be advertised to a diverse section of the labour market. Advertisements should avoid stereotyping or using wording that may discourage particular groups from applying. Job applicants should not be asked questions which might suggest an intention to discriminate on grounds of a Protected Characteristic. For example, applicants should not be asked whether they are pregnant or planning to have children. Job applicants should not be asked about health or disability before a job offer is made, except in the very limited circumstances allowed by law: for example, to check that the applicant could perform an intrinsic part of the job (taking account of any reasonable adjustments), or to see if any adjustments might be needed at interview because of a disability. Where necessary, job offers can be made conditional on a satisfactory medical check. Health or disability questions may be included in equal opportunities monitoring forms, which must not be used for selection or decision-making purposes. 

This includes sexual harassment and other unwanted conduct related to a Protected Characteristic, which has the purpose of effect of violating someone’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for them.
Retaliation against someone who has complained or has supported someone else’s complaint about discrimination or harassment.
This includes direct and indirect discrimination, any unjustified less favourable treatment because of the effects of a disability, and failure to make reasonable adjustments to alleviate disadvantages caused by a disability.