Zahara’s Diversity Staffing Policy.

At Zahara our hiring policy has always been to hire the best talent for the job, never letting background, identity or personal characteristics unfairly impede that decision making. With that in mind we commit to ensuring that our recruitment and staffing practices are aligned with laws governing non-discrimination and equal opportunity, but we also strive to go beyond that.

Our diversity staffing policy is written to reflect our commitment to hiring the best talent while maintaining fair, inclusive and legally compliant staffing practice.

1.  A talent-first approach to equity

At Zahara we always prioritize hiring individuals with the skills, qualifications and highest potential to contribute to the company’s strategic vision. While suitability for a role is our first consideration, we recognise that a diverse team is a team best able to tackle the challenges in this fast-paced industry like accounts payable automation. With that in mind, the background and diversity of our teams will also be a consideration when hiring.

2. Compliance with the law

Zahara is committed to hiring new staff in strict compliance with laws and regulations governing equal opportunity and non-discrimination. That means:

• Non-discrimination: Zahara does not discriminate on race, national origin, gender, sexual orientation, disability, age, religion, or any other trait protected by law
• Equal Opportunity: Zahara ensures that every candidate has equal opportunities and a fair chance to apply and interview regardless of background
• Adhering to law: Zahara complies with all relevant legal regulation in the countries it is hiring in

3. Hiring practices

Zahara’s hiring process is designed to identify the best candidates while ensuring equality. We do this through:

Inclusive job descriptions: Our job descriptions clearly state the qualifications necessary for the job. We minimize unnecessary requirements that could limit the applicant pool. 

Fair assessment: We evaluate candidates in ways that give us the clearest picture of that person’s capabilities. This include, but are not limited to technical evaluations, situational assessments and behavioural interviews

4. Accountability

At Zahara we recognise that getting the most out of our team is an ongoing process. In order to ensure that process is continuous we may use some of the following activities in the workplace:

Monitoring and reporting: We will monitor our staff members’ performance. In certain cases, we may choose to maintain an ongoing review process to aid that member of staff’s development at Zahara. We hope to create an open company environment where staff members can approach their superiors for feedback if necessary.

Feedback and adjustments: We are always open to feedback from inside or outside our organisation. We believe that feedback helps us grow. If you would like to submit some feedback on our hiring process, or in relation to this policy, please email us at info@zaharasoftware.com

Conclusion

At Zahara we believe that hiring the best talent is the surest way to deliver results to our stakeholders. While we focus on talent when looking for new staff, we also recognise the benefits of a diverse workforce and take those benefits into account when hiring. By keeping true to the principles we’ve outlined above, as well as laws of equal opportunity and non-discrimination, we ensure that our staff are representative of our high standards and values.

With the policy outlined here, we commit to nurturing a company culture where all people, regardless of background or characteristics, have an equal opportunity to work at Zahara and contribute to our company’s mission.