Purpose - Why do we have this policy?

The purpose of this policy is to let you know how we all work together to avoid discrimination.

Policy

We do not advocate, support or practice unlawful workplace discrimination based on race, colour, sex, sexual orientation, age, physical or mental disability, marital status, family or carer’s responsibilities, pregnancy, religion, political opinion, national extraction or social origin.

What this means for you

You have rights under the Fair Work Act 2009, the Anti-Discrimination Act 1991 and other anti-discrimination laws.
See these websites if you need information or help.
• fairwork.gov.au
• humanrights.gov.au
• qhrc.qld.gov.au

Responsibilities

The Board will:
● Regularly review the leadership and commitment given to eliminating discrimination through active promotion of our Anti-Discrimination Policy Governance Manual

The CEO will ensure that:
● Practices and processes incorporate precautions against discrimination, such as hiring and program delivery.
● Reasonable accommodations are made to allow diverse groups to access benefits provided by us.
● Where appropriate, weight is given to the culture and experiences of individuals from disadvantaged groups.
● Promote a culture of effective policy compliance across our organisation.

All team members at all levels will:
● Ensure they are aware of our policy against discrimination.
● Where appropriate, suggest ways in which practices, systems and procedures could be improved to reduce the likelihood of discrimination occurring.

 

Procedures

We must all consider this anti-discrimination policy when we are writing and reviewing our other policies and taking adverse action.
Adverse action taken by an employer includes doing, threatening or organising any of the following:
● dismissing an employee
● injuring an employee in their employment
● altering an employee’s position to their detriment
● discriminating between one employee and other employees
● refusing to employ a prospective employee
● discriminating against a prospective employee on the terms and conditions in the offer of employment. 

In the event of any conflict or inconsistency of information, the policy statement and details prevail over the “what this means for you” statement.