DPD Ireland – Diversity and Inclusion Policy
DPD is committed to a workplace environment that promotes diversity and inclusion and creates an open and inclusive culture where everyone feels valued.
DPD believes that embracing equality and diversity in the workplace benefits not just the organisation but also individual employees, divisions and our customers. All our employees bring their own background, work style, distinct capabilities, experience and characteristics to their work.
We recognise that our talented and diverse workforce reflects the diversity of our customers and markets and we want to utilise the widest range of skills, knowledge and experience in our business while complying with legislation. We recognise that a “one-size-fits-all” approach to managing people does not achieve fairness and equality of opportunity for everyone. As well as treating people with dignity and respect, DPD strives to create a supportive environment in which all employees can flourish and reach their full potential, regardless of differences, experience or education. Harnessing the wide range of perspectives this diversity brings, promotes innovation and helps make us more creative and competitive.
DPD is committed to an inclusive working environment which respects diversity of characteristics including but not limited to sexual orientation, age, gender, race, ethnicity, disability, civil status, personality, thinking style and religious beliefs. Unlawful discrimination of any form will not take place in our Company.
We will formulate and implement policies and practices that value diversity, provide equality of opportunity and ensure that no job applicant, employee, customer or business associate receives less favourable treatment. We will also ensure that other policies and practices reflect our commitment to treating people fairly, promoting an integrated way of working and respecting the dignity of employees at all times.
This overall policy is supported by appropriate harassment and bullying policies, and disciplinary and grievance procedures. Employees who believe they have suffered discrimination, harassment or victimisation are entitled to raise matters through the appropriate DPD grievance procedures or the harassment and bullying policies.
The Employment Equality Acts 1998-2015 provide that discrimination may occur in the following forms:
i) direct discrimination - direct discrimination occurs when one individual receives less favourable treatment than another on the basis of one or more of the nine grounds set out in the employment equality legislation. If a woman is paid less than a man to do the same job for no other reason than that she is a woman this would represent direct discrimination.
ii) indirect discrimination - indirect discrimination occurs when apparently neutral requirements unjustly disadvantage a certain category of persons. If the requirement is objectively justifiable by a legitimate business aim and the means of achieving that aim are appropriate and necessary, the requirement will be allowed to stand.
A copy of the harassment and bullying policies, and disciplinary and grievance procedures can be obtained by contacting HR. Complaints will be treated seriously and will be dealt with in a confidential, expeditious manner in as far as reasonably practicable.
Employees who make complaints will not be victimised for doing so. Victimisation, if proven, may result in disciplinary action which could result in a sanction of up to and including dismissal. Employees should be aware that making a false allegation deliberately and in bad faith will be treated as misconduct and dealt with under our disciplinary procedure. Pursuance of complaints through these internal procedures does not prejudice an employee in pursuing matters through other available means.
This policy does not alter or amend employees’ contracts of employment or form a part of any such contract of employment. DPD may amend or change this policy from time to time.
P.O Doc 18
Issue Date: 1st June 2022
Revision Date: 18th September 2025
Next Review Date: January 2028
Documented by: Amy Shine
Approved by: Mary Gaffey