EQUAL EMPLOYMENT OPPORTUNITY

POLICY TITLE: EQUAL EMPLOYMENT OPPORTUNITY

ADMINISTERED BY: GENERAL MANAGER, HUMAN RESOURCES

APPLICABILITY: ALL EMPLOYEES

Policy

At Global Star Enterprises (GSE) we are committed to ensuring a workplace free of discrimination and harassment. We are committed to providing a safe and pleasant working environment where all employees experience good working relationships. GSE values the diversity of its workforce and the strengths that this brings to the organisation.

GSE openly fosters equal opportunities for all in the implementation of all policies and procedures in the workplace by ensuring the following:

  • Employment decisions will be based on merit
  • No sexual, racial or other harassment will be tolerated in the workplace
  • All employees will be treated fairly
  • Diversity of employees will be valued
  • Employees potential shall be fully utilised and developed
  • All policies and procedures that are developed will be inclusive of EEO principles
  • All staff shall receive training in EEO and related issues
  1. What is Equal Employment Opportunity?
  2. Equal Employment Opportunity (EEO), means the absence of discrimination or less favourable treatment in the workplace. The following grounds for discrimination apply under Federal and State laws: 
  1. Sex
  2. Marital status
  3. Pregnancy or potential pregnancy
  4. Race, colour, nationality, ethnic or national origin
  5. Impairment/disability (past, present or future)
  6. Parental status
  7. Lawful religious belief or activity
  8. Lawful political belief or activity
  9. Age
  10. Industrial activity
  11. Lawful sexual activity
  12. Physical features
  13. Career status
  14. Breastfeeding
  15. Gender identity
  16. Sexual orientation
  17. Personal association with person identified by reference to one of the above attributes
  1. What is discrimination?
    1. Discrimination is the unfair and unlawful treatment of anyone who may be part of the above mentioned groups, or someone who may identify with such a person.
    2. Discrimination can be either direct or indirect. Direct discrimination occurs when unfair and unlawful treatment or distinctions are made between individuals and groups.
    3. Indirect discrimination may be unintentional but is still a form of discrimination and can include policies, rules or practice that have a discriminatory effect against an individual or group.
  1. What is harassment?
    1. Harassment is any form of unwelcome behaviour or language that results in offending, intimidating or humiliating a person.
    2. Harassment may be of a sexual or any other nature and is unlawful.
    3. Unwelcome behaviour may be exhibited as a single act or repeatedly and is considered harassment either way. It can result in lack of confidence, unfavourable work conditions and loss of productivity. Even if the unwelcome behaviour was not intended to cause harm, for example, a joke is still considered harassment and is unlawful behaviour.
    4. Harassment can take many forms from direct harassment such as; unwanted sexual advances, name calling, abuse and threats, through to indirect harassment where no actions are taken against a person; however, the person may be made to feel uncomfortable in the workplace.
  1. What to do if you are harassed
    1. If you feel that you are being harassed, it is important to tell the person to stop what they are doing and that the behaviour is unacceptable. Some people may interpret silence as consent to their behaviour so it is important that you verbally inform the harasser that you do not wish them to continue. If the behaviour does continue inform your direct supervisor or an EEO contact officer.
  1. What GSE will do
    1. It is GSE’s responsibility to ensure that harassment does not occur in the workplace. Complaints about harassment will be taken seriously and will be investigated by the organisation by an EEO trained officer. If the investigation finds that the harassment did occur appropriate actions will be taken to ensure that it ceases immediately. Actions may include warnings and disciplinary procedures. Any employee making a complaint that they have been harassed shall not be victimised or treated unfairly during or after the investigative process.
  1. Responsibilities of Management
    1. It is management’s responsibility to ensure that harassment does not occur in the workplace. If management observes harassing behaviours they are to take necessary actions to stop it. They are to warn the individual(s) involved that it is not acceptable and that they will face disciplinary actions if the behaviour continues.
    2. Managers must ensure that they themselves do not engage in any form of harassing behaviour. They are to ensure that all staff receive EEO training and are aware of GSE EEO Policy.
    3. Staff who observes or who are experiencing harassment may approach management who must then act on the complaint. The manager will keep the information confidential and may refer the people to an EEO officer if he/she feels they are not the appropriate person to deal with the situation.
  1. Responsibilities of GSE employees
    1. Employees are legally obliged to ensure that they do not harass other employees, managers, or supervisors of GSE.
  1. Consequences of discrimination and harassment
    1. Employees of GSE are expected to adhere to the EEO policy and guidelines contained within. If a complaint about harassment or discrimination is made it shall be taken seriously, remain confidential and will be investigated by an EEO Officer.
    2. If the complaint is found to be proven, appropriate actions shall be taken. Warnings will be given, disciplinary action taken and possible dismissal if the situation is serious or does not cease.

Harassment and/or discrimination will not be tolerated at Global Star Enterprises.

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