Human Resources > Equal Opportunity Procedure
Authorised by Chief Executive Officer
Revised Date: 31 January 2023
Kyeema Support Services Inc. is an equal opportunity employer and will provide equality in employment for all people employed or seeking employment by adhering to the Equal Opportunity Act 2010.
Legislation
The Equal Opportunity Act forbids discrimination on the grounds of age, sex, race or ethnicity, gender identity, status as a parent or carer, pregnancy or breastfeeding, marital status, disability, impairment, sexual orientation, lawful sexual activity, irrelevant criminal conviction, physical features, trade union activity/non-activity, political belief or activity and religious belief or activity and a personal association with someone who has one or more of the above attributes.
Who does the law apply to?
Equal Opportunity legislation applies to all employees (permanent and casual), contractors, sub-contractors, job applicants and participants. Every person covered by this policy has an obligation not to engage in conduct that is prohibited by the policy. No employee will be penalised or disadvantaged as a result of raising genuine concerns or complaints relating to discrimination or harassment.
Reporting and Support
To report discrimination or harassment in the workplace or seek support, employees can speak with the Equal Opportunity Contact Officer (Human Resources Officer).
The Equal Opportunity Contact Officer will liaise with the complainant and relevant manager/s to investigate and manage the complaint.
The complainant will not be disadvantaged as a result of lodging a genuine complaint.
Responsibilities
It is the responsibility of the Equal Opportunity Contact Officer to ensure that:
•Instances of alleged discrimination, harassment, bullying or victimisation are dealt with in accordance with the best practice guidelines.
•Ensure all complaints are treated promptly, confidentiality, seriously and systematically, where appropriate recommending temporary changes in duties for the alleged offender or victim.
•Recommend and follow through on appropriate disciplinary action found to have breached the Equal Opportunity policy
It is the responsibility of the CEO and managers that:
•All employees understand and are committed to the principles and legislation relating to equal opportunity and applying it in the workforce.
•The organisation has a workplace culture that encourages equal opportunity and employment.
•Employment decisions relating to employment, promotion and career development are determined according to the individual’s ability to perform their duties.
It is the responsibility of all employees, contractors, and volunteers to ensure they:
•Comply with the Equal Opportunity policy and procedure and treat all colleagues and participants with respect and professionalism.
•Refrain from engaging in discriminatory behaviour; and
•Inform their manager or the Human Resource Officer if they believe they (or someone else) has been treated unfairly.
Complaints that remain unresolved may be referred to the Equal Opportunity and Human Rights Commission, Victoria, phone 1300 292 153.