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Anti-Discrimination Diversity Policy

and Equal Employment Opportunities


Presented by: IT Team Leader
Bimal Tamang
GT04581
Anti-discrimination Diversity
policy
Diversity in the workplace refers to the uniqueness of and
differences between people in the Company. Diversity
encompasses characterises, such as age, gender, sexual
orientation, religion, ethnicity, cultural background,
marital status, disability, carer’s responsibilities or
pregnancy. It also refers to other ways in which people are
different, including their skills, knowledge, life and work
experiences, education level, socio-economic background
and perspectives. Workplace diversity involves
recognising the value of individual differences and
managing them in the workplace. Bizops aims to attract
and retain the best people to do the job required
irrespective of individual characterises.
Advantages of diversity in the
workplace
If you have a diverse workplace in your business, you can benefit from
the different talents, experiences and perspectives of your
employees. Find out more about the advantages of employing:
• mature aged workers
• young people
• people with disability
• women in the workplace
• apprentices and trainees
• people from overseas
• Indigenous Australians
• people from culturally and linguistically diverse backgrounds.
Purpose
• The purpose of this policy is to:
• Promote a corporate culture and environment conducive to the
appointment of well qualified employee, senior management and
director candidates so that there is equal employment opportunity
and diversity to maximise the achievement of corporate goals;
• Set out the Company’s policy with regard to anti-discrimination and
responses to discriminatory behaviour;
• Set out the Company’s policy with regard to equal employment
opportunity (EEO);
• Explain the standard of behaviour expected of employees with
regard to these issues.
Everyone is responsible for ensuring that the work environment is
free of material and conduct that could be seen as offensive. This
includes work-related functions and activities including external
training courses sponsored by Centre point.
Addressing breaches
• When discrimination occurs in the workplace, there
are consequences the company experiences and
consequences suffered by the employees. The
aftermath can range from tangible to intangible and
from moderate to extreme. Though it may occur
infrequently, discrimination is unwelcome and bad
for the work environment but the reality is that
discrimination does occur.
Fines And Penalties

Discrimination includes three types of tangible


consequences: fines, litigation costs and bad
publicity. Fines and penalties are imposed by
federal or state agencies upon the
investigation and discovery of discriminatory
practices in the workplace.
Litigation Expense
Costs are associated with litigation of employment
discrimination claims. Attorney fees, investigative
expenses and lost productivity as a result of time
away from the workplace to provide witness
testimony are examples of the tangible
consequences of discrimination in the workplace.
In addition, if it is determined that an employer
has engaged in discriminatory practices, judges
have been known to order the employer to pay
all attorney fees, including the plaintiffâ??s
attorney fees.
Lost Income And Revenue

Another tangible--albeit, more difficult to


measure--consequence of discrimination is
publicity about settlements, fines and
penalties assessed employers. There may be
decreased sales and revenue as a result of
media coverage. Socially responsible
consumers may not want to support a
business that has been found to engage in
discriminatory employment practices
Addressing sexual harrassment

• As part of the legal responsibility to deal with sexual harassment, all employers
must implement effective and accessible complaint procedures for employees and
other workplace participants. A good complaint procedure:
• conveys the message that the organisation takes sexual harassment seriously
• can prevent escalation of a case and maintain positive workplace relationships
• ensures that complaints are dealt with consistently and in a timely manner
• reduces the likelihood of external agency involvement which can be time
consuming, costly and damaging to public image
• alerts an organisation to patterns of unacceptable conduct and highlights the need
for prevention strategies in particular areas
• reduces the risk of an employer being held liable under the Sex Discrimination Act
and other anti-discrimination laws
• can help to minimise the harm suffered by the person harassed
• reduces the risk of the employer being held to have treated the alleged harasser
unfairly, such as in an unfair dismissal claim.
Internal complaints

Employers should establish internal procedures for


dealing with sexual harassment complaints or
grievances to enable in-house resolution. The Sex
Discrimination Act does not prescribe any particular
type of complaint procedure so employers have the
flexibility to design a system that suits the
organisation’s size, structure and resources.
External complaints

A person who has experienced sexual harassment can make


a written complaint to the Australian Human Rights
Commission (or the relevant state or territory anti-
discrimination agency). The complaint will be
investigated and the Commission will generally
endeavour to settle it by conciliation. If conciliation is
unsuccessful or inappropriate in the circumstances, the
complaint may be terminated and the complainant can
then apply to the Federal Magistrates Court or Federal
Court of Australia for a decision.

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