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Equal Employment Opportunity Policy

Document Number: EEO 02

Date of Issue: April 2015

Version: 3
Rev March 2015

EQUAL EMPLOYMENT OPPORTUNITY (EEO) POLICY
EQUAL ACCESS PTY LTD AND INCORPORATING
EVACUATION CHAIRS AUSTRALIA & LUMINOS CONSULTING

Introduction
Equal Access Pty Ltd recognises that Equal Employment Opportunity is a matter of employment obligation, social justice and legal responsibility. It also recognises that prohibiting discriminatory policies and procedures is sound management practice.

This policy has been designed to facilitate the creation of a workplace culture that maximises company performance through employment decisions. These decisions will be based on real business needs without regard to non-relevant criteria or distinctions, and will ensure that all decisions relating to employment issues are based on merit.

This policy is designed to ensure that Equal Access Pty Ltd complies with all of its obligations under relevant legislation.

Policy
Equal Access Pty Ltd is an equal opportunity employer and will provide equality in employment for all people employed or seeking employment. Every person will be given a fair and equitable chance to compete for appointment, promotion or transfer, and to pursue their career as effectively as others.

Consistent with this, Equal Access Pty Ltd will not condone and regards as unfair, all forms of unlawful discrimination or vilification including that which relates to:

  • sex;
  • sexual harassment;
  • pregnancy;
  • potential pregnancy;
  • marital/domestic status;
  • disability;
  • race, colour, national extraction, social origin, descent, and ethnic, ethno-religious or national origin;
  • age, compulsory retirement;
  • family responsibilities, family status, status as a parent or carer;
  • racial vilification;
  • homosexual vilification;
  • HIV/AIDS vilification;
  • religious belief or activity;
  • political belief or activity;
  • physical features;
  • industrial activity;
  • employer association activity;
  • trade union activity;
  • breastfeeding;
  • sexuality;
  • transsexuality;
  • transgender;
  • profession, trade, occupation or calling;
  • medical record; and
  • criminal record

In all cases performance and competence are to be used as the basis for performance assessment, training and development opportunities and promotions.

This policy is to be used in conjunction with the Discrimination, Harassment and Affirmative Action policies.

Definitions
Discrimination is treating an individual with a particular attribute less favourably than an individual without that attribute or with a different attribute under similar circumstances. It can also be, seeking to impose a condition or requirement on a person with an attribute who does not or cannot comply, while people without that attribute do or can comply.

Equal Employment Opportunity is ensuring that all employees are given equal access to training, promotion, appointment or any other employment related issue without regard to any factor not related to their competency and ability to perform their duties.

Victimisation happens where an employee is treated harshly or subjected to any detriment because they have made a complaint of discrimination or harassment. Victimisation will also happen if a person is subjected to a detriment because they have furnished any information or evidence in connection with a discrimination complaint.

Responsibility
It is the responsibility of the Managing Director to ensure that:

  • all staff and contractors are aware of their obligations, responsibilities and rights in relation to Equal Employment Opportunity;
  • any matter which does not comply with the principles of equal employment opportunity are identified and addressed as promptly and sensitively as possible;
  • ongoing support and guidance is provided to all employees in relation to Equal Employment Opportunity principles and practice.

It is the responsibility of the Managing Director to ensure that:

  • they understand and are committed to the principles and legislation relating to equal opportunity and that they are applied in the workplace;
  • all decisions relating to appointment, promotion and career development are made without regard to any matters, other than the individual’s inherent ability to carry out the job;
  • they provide an environment which encourages EEO and set an example by their own behaviour;
  • all staff are aware of the EEO policy.

It is the responsibility of all Employees, Contractors to ensure that:

  • they treat all colleagues and customers with respect and professionalism without regard to non-relevant criteria or distinctions.

Procedure

The Managing Director must make all decisions relating to appointment, promotion and career development without regard to any matters, other than the individual’s inherent ability to carry out the position. Any concerns or queries should be directed to the Managing Director.

Employees who believe they being treated unfairly as a result of discrimination should notify Managing Director.

Authorisation
Bruce Bromley
Managing Director
Equal Access Pty Ltd

12 March 2015

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