PHIG Policy Framework v1.2 · Policy 07 · Adopted 1 September 2026 · References: Charter of Fundamental Rights of the EU, Arts. 21 and 23; Directives 2000/43/EC, 2000/78/EC, 2006/54/EC; Horizon Europe MGA Art. 14 (EU values); Law of Georgia on the Elimination of All Forms of Discrimination (2014)
1. Commitment
PHIG treats every person with dignity and respect and does not discriminate on grounds of sex, gender identity, sexual orientation, race, colour, ethnic or social origin, nationality, language, religion or belief, political or other opinion, disability, age, health status, genetic features, property, birth, family status or any other characteristic. It applies the EU Charter of Fundamental Rights and the Law of Georgia on the Elimination of All Forms of Discrimination to all its activities, in every country where it works.
2. Scope
Board, staff, consultants, volunteers, experts, reviewers, authors, learners, beneficiaries, partners and anyone who deals with PHIG; all activities, events, publications, online platforms and communications.
3. Definitions
- Direct discrimination: treating a person less favourably than another in a comparable situation on a protected ground.
- Indirect discrimination: an apparently neutral provision, criterion or practice that puts persons with a protected characteristic at a particular disadvantage, unless objectively justified.
- Harassment: unwanted conduct related to a protected ground with the purpose or effect of violating a person’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment.
- Sexual harassment: unwanted verbal, non-verbal or physical conduct of a sexual nature with that purpose or effect.
- Victimisation: adverse treatment of a person because they have complained of or supported a complaint of discrimination or harassment.
- Reasonable accommodation: appropriate measures, not imposing a disproportionate burden, to enable a person with a disability to participate fully.
4. Policy
- Recruitment, engagement, assignment, promotion, pay, training, publication and access to services are decided on merit against criteria set in advance.
- Reasonable accommodation is provided for persons with disabilities; PHIG’s sites follow accessibility standards (WCAG 2.1 AA as the target).
- Harassment and sexual harassment are prohibited in any form — in person, online, in writing — and at any PHIG activity, including social events and travel.
- Complaints may be raised informally with any Board member or formally through the Whistleblowing Procedure; trained contact persons of both sexes are available.
- Complaints are investigated promptly, impartially and confidentially; the complainant and the person complained of are heard; interim measures protect the complainant; outcomes are communicated.
- Victimisation is a serious breach in itself.
- Sanctions range from warning to removal from functions, termination of contract and exclusion from PHIG activities; criminal conduct is reported to the authorities.
- Language, imagery and content across the network avoid stereotypes and are reviewed for inclusiveness; Georgian and English versions are provided for public resources wherever possible.
5. Responsibilities
The Board adopts and reviews the policy; the Director implements it and designates contact persons; every person is responsible for their own conduct and for not tolerating harassment of others.
6. Monitoring
Complaints, outcomes and diversity data (anonymised) are reported to the Board annually together with the Gender Equality Plan data.
7. Review
Every two years and after any case that reveals a weakness.
Part of the PHIG Policy Framework. Breaches and concerns may be reported under the Whistleblowing Procedure to info@accreditation.ge (subject “Confidential — integrity”).