Diversity & Inclusion Policy

Yohaig NG (now called “the Organization”) is committed to fostering a diverse and inclusive environment as an equal-opportunity employer. We are dedicated to eliminating unlawful discrimination and promoting diversity and inclusion within our workforce.

Bet9ja banner

Our Diversity and Inclusion Policy is meticulously crafted to accommodate the unique characteristics of our workforce.

Our goal is for our workforce to represent all sections of society and our readership and for each employee to feel valued and capable of performing at their best. The Organization – in providing news services – is also committed against unlawful discrimination of readers or the public.

We are committed to building a diverse team of talented individuals and strongly encourage a wide range of applications from relevant individuals in the Journalism industry and beyond.

Bet9ja banner

Our Policy ensures that all employees are treated equally and are not discriminated against in the workplace. We value individuals from various backgrounds and reflect this in our hiring policies, workplace ethics, and culture.

The Policy’s purpose is to:

  1. Provide equality, fairness, and respect for all in our employment, whether temporary, part-time, or full-time.
  2. Foster a culture that treats all employees equally and fairly without bias. It also instils awareness in our workforce to treat each other respectfully and with dignity. Our Policy focuses on the continuous creation of a conducive environment in the workplace, which empowers people to reach their full potential.
  3. Not unlawfully discriminate in our employment due to age, disability, gender, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, and sexual orientation. We do not let considerations of background, external characteristics, or affiliations affect our selection and retention of employees. Gender equality is also core to our processes.
  4. Oppose and avoid all forms of unlawful discrimination. This includes pay and benefits, terms and conditions of employment, dealing with grievances and discipline, dismissal, redundancy, leave for parents, requests for flexible working, and selection for employment, promotion, training, or other developmental opportunities.

Yohaig NG commits to the following:

Bet9ja banner
  1. Encourage diversity and inclusion in the workplace.
  2. Create a working environment free of bullying, harassment, victimisation, and unlawful discrimination, promoting dignity and respect for all, where individual differences and the contributions of all staff are recognised and valued.
  3. Monitor and assess the progress of our Diversity and Inclusion Policy by continuously integrating it into our core practices, processes, and functions (internally and externally) and periodically track our success rate through the feedback mechanism received from employees, e.g., in a one-to-one interactive procedure.

This commitment includes training managers and employees about their rights and responsibilities under our Diversity and Inclusion Policy. Responsibilities include staff conducting themselves to help the Organisation prevent bullying, harassment, victimisation, and unlawful discrimination.

All staff understand they and the Organization can be held liable for bullying, harassment, victimisation, and unlawful discrimination against fellow employees, readers, suppliers, and the public.

Yohaig NG takes complaints of bullying, harassment, victimisation, and unlawful discrimination seriously by fellow employees, readers, suppliers, visitors, the public, and others during the Organisation’s operating activities.

Bet9ja banner

Any acts of bullying, harassment, victimisation, and unlawful discrimination will be dealt with as misconduct under the Organisation’s grievance and disciplinary procedures stipulated in the Company’s Employee Handbook, and any appropriate action will be taken. Severe complaints could amount to gross misconduct and lead to dismissal without notice.

Further, sexual harassment may amount to employment rights and criminal matters, such as sexual assault allegations.

Yohaig NG makes opportunities for training, development, and progress available to all staff, who will be supported and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the Organisation’s decisions:

Bet9ja Aviator game    
  1. Decisions regarding the staff are based on merit (apart from any necessary and limited exemptions and exceptions allowed under any relevant Nigerian law);
  2. We commit to reviewing employment practices and procedures when necessary to ensure fairness and also update the staff and the Policy to take account of changes in the law;
  3. We will monitor the workforce’s makeup regarding information such as age, gender, and disability to encourage diversity and inclusion and meet the aims and commitments set out in the Diversity and Inclusion Policy. Monitoring will also include assessing how the Policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues.
Scroll to Top