EQUAL OPPORTUNITY
EMPLOYMENT POLICY
1. Policy
| 1.1. |
Impact Executive Solutions is committed
to the principles of equal employment opportunity
and to providing a workplace that is pleasant
and supportive for all Impact staff and candidates.
Our practices adhere to all relevant state
and federal legislation and are designed to
provide fair and equitable treatment for both
current and prospective staff. |
| 1.2 |
Discrimination has no place in a fair and
productive workplace. It affects the person
discriminated against who may feel embarrassed
intimidated, angry, humiliated, anxious or
even afraid. Discrimination may also result
in the loss of an opportunity. |
2. Authority
| 2.1. |
This policy and procedure has the authority
of Impact Executive Solutions Directors and
must not be amended without their approval. |
3. Definitions
Direct discrimination is being treated less favourably
because of disability, race, religion, political
opinion, sex, martial status, pregnancy, age,
physical features, lawful sexual activities, personal
associations or social background, gender identity,
parental/carer responsibilities, breastfeeding
in public.
Indirect discrimination may occur if an unreasonable
condition, requirement or practice is imposed
that has a disproportionate impact on a group
of people due to their disability, race, etc.
Harassment is an unwanted behaviour and can take
many forms. It may involve inappropriate actions,
behaviour, comments or physical contact that is
objectionable or causes offence.
Harassment may be seen to have occurred if the
behaviour makes the complainant feel:
- Offended and humiliated
- Intimidated or frightened and/or
- Uncomfortable at work
Sexual harassment occurs when a person makes
an unwelcome sexual advance, or an unwelcome request
for sexual favours to another person, or engages
in any other unwelcome conduct of a sexual nature
in relation to another person. Some examples include:
- Persistent, unwelcome demands or even subtle
pressures for sexual favours or outings
- Leering, patting, pinching, touching or unnecessary
familiarity and/or
- The public display of pornography physically
or by the use of e-mail or the internet
4. Procedure
| 4.1. |
All allegations or inquiries related to
discrimination / harassment will be dealt
with quickly, professionally and by a qualified
Impact Executive Solutions representative.
We acknowledge that those accused of discrimination
/ harassment also have their rights. |
| 4.2 |
We are committed to eradicating all instances
of victimisation and bullying in the workplace. |
| 4.3 |
Impact Executive Solutions prides itself
on a workplace free of harassment and discrimination.
We take active steps to ensure all temporary
staff members work in an environment which
engenders heightened staff morale, a greater
sense of job satisfaction and a professional
environment of mutual respect. |
| 4.4 |
Impact Executive Solutions staff and contractors
have the right to work in a discrimination
/ harassment free work environment. We educate
all temporary and permanent staff to observe
the rights of others to work in such an environment.
If our temporaries have any queries or concerns
with relation to equal employment and harassment
in the workplace they are encouraged to immediately
contact their Impact Executive Solutions Representative. |
| 4.5 |
We have examined our recruitment and selection
policies and procedures, ensuring that they
are fair and equitable. At all times we operate
within Privacy principles. |
| 4.6 |
During the interview process, Impact Executive
Solutions conducts competency-based interviews
that are job-related, reliable, valid and
non-discriminatory following a structured
format. |
| 4.7 |
Whilst working with our clients we comply
with the recommended anti-discrimination
policies in regard to:
- Access to Interviews
- Job Offers
- Terms & Conditions of Job Offers
- Terms & Conditions of Employment
- Advertising
- Preparation of Job Descriptions and
Specifications
|
5. Implementation
All staff are responsible for the implementation
of equal employment opportunity.
Coordination, implementation and advice on equity
and diversity policies, practices and programs
are the responsibility of the Directors of Impact
Executive Solutions, as is accountability for
ensuring equal employment opportunity is implemented.
6. Review
| 6.1. |
This Equal Employment Opportunity Policy
will be regularly reviewed to take account
of any changes in how we work and changes
in the legal requirements. |
| 6.2 |
Next Review date will be July 2010. |
7. References / Relevant Legislation
Federal
| 7.1. |
In accordance with Federal legislation of
Australia, we adhere to the:
- Human Rights and Equal Opportunity
Commission Act, 1986
- Racial Discrimination Act, 1975
- Disability Discrimination Act, 1992
|
State
| 7.1. |
In accordance with State legislation
of Australia, we adhere to the:
- Anti Discrimination Act 1997
|
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