Be fair. Make employment decisions based on an employee’s qualifications, merit and talent, in accordance with applicable law. Examples of employment decisions include:

• Recruiting
• Compensation and benefits
• Training
• Development opportunities and promotions
• Discipline
• Termination

Share concerns. Don’t ignore unfairness. Speak up if you see, experience or suspect it. If you can, talk to the person whose conduct is inappropriate. You may also talk to your manager, Human Resources or report the situation following Mazda’s Speak-up process.

Never tolerate discrimination. We do not tolerate discrimination against any individual based on gender, racial or ethnic origin, nationality, religion or belief, disability, age, sexual orientation or family status or any other characteristic protected by law.

Be respectful and professional. Your actions should help maintain an atmosphere where everyone can collaborate and succeed.

Remember to:

• Support others.
• Value everyone’s contributions.
• Interact in a positive and productive way.
• Never single anyone out for unfair treatment.

Share concerns. Don’t ignore discrimination. Speak up if you see, experience or suspect it. If you can, talk to the person whose conduct is inappropriate. You may also talk to your manager, Human Resources or report the situation following Mazda’s Speak-up process.

Recognize harassment when you see it. Understand that harassment can take many forms. It can be either verbal, physical, visual or sexual in nature and can:

• Happen between employees, but also between employees and suppliers or vendors
• Happen between members of the same or opposite sex
• Happen in the workplace, but also at work-related meetings, business trips or off-site events
• Include demeaning jokes, slurs or name-calling
• Include posting or sharing inappropriate images, cartoons or other offensive material
• Include unwelcome touching or sexual advances

Do your part. Each of us has a responsibility to support one another and ensure that harassment is neither accepted nor ignored.

Keep our workplace drug- and alcohol-free. Working under the influence of drugs and alcohol can cause serious health and safety risks. That’s why we prohibit the use of these substances while working on our behalf.

Know our policy on weapons. We care about our employees and want to protect them from acts of violence. Weapons are not permitted at any time on Mazda property or anywhere Mazda business is conducted.

Stay alert. Following our building security procedures and report any strangers or suspicious activity. Any threats or violent behaviour should be reported immediately.

Be proactive. Keeping our workplace safe means not only reporting unsafe behaviour or conditions, but also ensuring that we have the best processes in place. Be proactive and seek out ways to improve our processes to ensure health and safety.

Know what’s expected. As a company, we comply with all applicable laws related to pay, benefits and working conditions. We also comply with laws that promote the long-term health, safety and wellness of all employees. We prohibit forced or compulsory labour, child labour and human trafficking within our own operations and throughout our supply chain.

Practice due diligence. When selecting a business partner, make sure that they share our commitment to respect basic human rights.

Choose a company that:

• Does not have a history of human rights abuses, harassment or discrimination.
• Follows employment laws, including those that regulate working hours or conditions, minimum wages, overtime pay and minimum working ages.
• Protects employees’ rights, including the right to freedom of association and the right to collective bargaining.
• Provides employees with a safe and healthy workplace.

Hold partners accountable. If your work involves managing a third party, monitor the work that they do on our behalf to ensure that they uphold our Code, the law and our commitment to treating all workers with dignity and respect.