Equal Opportunity Policy

Fair Workplace Opportunities at Lorne Recreation P/L trading as Lorne Sea Baths

  1. Purpose
  2. Scope
  3. Statement of policy
  4. Definitions
  5. Incident reporting process
  6. Responsibilities
  7. Relevant legislation
  8. Contact people and further information
  9. Modification and review


1. Purpose: This policy is based on Lorne Recreation’s commitment to equal workplace opportunities, and to delivering employment and services in accordance with universal values of equity and justice.

 

2. Scope: This policy covers all employees and workplace participants of Lorne Recreation and its encompassed entities.

 

3. Statement of policy:

Lorne Recreation is dedicated to providing fair and equal opportunities in the workplace. This is in keeping both with strongly held values and beliefs, and with its legal requirements under the Equal Opportunity Act 2010.

Lorne Recreation strives to promote an employment environment based on commonly held principles of honesty, equality and mutual respect. The organisation is strongly committed to protecting employees and customers from all forms of unlawful discrimination, harassment, vilification and victimisation. All employees of Lorne Recreation are required to act in accordance with these principles and to treat all those with whom they have contact with dignity, courtesy and respect. This includes actions over telephone or online communications, and social media.

Lorne Recreation will aim to promote this position in several ways, including by providing an inclusive environment, avoiding exclusive or discriminatory language and practices, aiming to reduce barriers and increase access, where reasonable, for all employees regardless of personal situation or disability, and providing effective mechanisms to resolve complaints of unlawful discrimination.

All employees and prospective employees are to be treated equally and considered based on merit only, regardless of irrelevant discriminating factors such as age, gender, ethnicity, marital status, disability or sexual orientation.

Lorne Recreation is committed to providing flexible arrangements, where possible, to encourage full participation.

All employees have the right to raise genuine concerns without fear of victimisation. Any complaints of harassment, discrimination or other unlawful conduct must be made honestly, and will be dealt with in a prompt and appropriate manner.

 

4. Definitions:

Discrimination: the unfair treatment of an individual based on a particular attribute or status that is not related to the performance of the position. Prohibited grounds for discrimination include, but are not limited to: sex or gender, sexuality, race, colour, national or ethnic origin or nationality, religion, age, marital status, family responsibilities ,pregnancy or potential pregnancy, breastfeeding, disability (past or present) or medical record, political beliefs or activity, industrial activity, physical features and personal associations.

Indirect discrimination: a requirement in place that appears to apply to everyone, but has an unfavourable effect on a particular individual or group of individuals. It occurs when people with a particular characteristic are unable to meet the requirement and are thus disadvantaged, and when the requirement is not reasonable in the circumstances.

Harassment: unwanted and unwelcome conduct that may reasonably cause a person to feel humiliated, intimidated or offended. This may occur as a single incident or series of incidents. The perception of an employee that they have been harassed is sufficient for them to lodge a complaint.

Bullying: repeated verbal, physical, social or psychological behaviour directed towards one or more persons over a period of time, with the intention of humiliating, dominating or intimidating the victim.

Vilification: any form of conduct that incites hatred against or severe ridicule of another person or class of person on the grounds of their race of religion.

Victimisation: any detriment suffered by or threatening of an individual as a result of raising a concern about equal opportunity.

 

5. Incident reporting process:

If an employee believes they have been discriminated against, harassed, bullied, vilified or victimised, they should report the incident or behaviour to their leader or manager.

All allegations will be promptly and thoroughly investigated by the relevant leader. Any person who has been complained about has the right to know the details of any allegations and has an opportunity to respond. They may seek advice before responding.

The complaint will be treated confidentially, and those not directly involved in the incident or its resolution will not have access to information about it. Employees involved in the allegation or investigation process will not disclose details of the issue to anyone not involved.

When the allegation is found to be accurate, the relevant leader will determine appropriate action to ensure the incident is not repeated.

The complainant has the right to refer the issue to the Commissioner of Equal Opportunity. Employees are, however, encouraged to aim to resolve the matter internally first.

 

6. Responsibilities:

All employees:

  • Act in close accordance with the standards of behaviour outlined in this policy
  • Offer support and referral to the victims of any discrimination, harassment or bullying that they witness
  • Respect the confidentiality of the complaint resolution process

Managers and supervisors:

  • Act in close accordance with the standards of behaviour outlined in this policy, and model the appropriate standards of behaviour to all other employees
  • Take steps to promote awareness and education about equal opportunity and the details of this policy
  • Intervene promptly and appropriately when they become aware of breaches of this policy
  • Assist staff in informal resolution of complaints
  • Refer formal complaints about breaches of this policy to the appropriate level
  • Ensure staff who raise a complaint are not victimised
  • Maintain an impartial status when dealing with issues and complaints and ensure equal opportunity for both sides of any issue

 

7. Related legislation:

Equal Opportunity Act 2010 (Victoria)
Charter of Human Rights and Responsibilities Act (2006) (Victoria)
Racial and Religious Tolerance Act 2001 (Victoria)
Australian Human Rights Commission Act 1986 (Commonwealth)
Racial Discrimination Act 1975 (Commonwealth)
Sex Discrimination Act 1984 (Commonwealth)
Disability Discrimination Act 1992 (Commonwealth)
Age Discrimination Act (2004) (Commonwealth)
Fair Work Act 2009 (Commonwealth)
Equal Opportunity for Women in the Workplace Act 1999 (Commonwealth)

Racial and Religious Tolerance Act 2001 (Victoria)

Occupational Health and Safety Act 2004 (Victoria)

 

8. Contact people and further information:

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9. Modification and review

Date effective: 1 December 2012

Review date: 1 December 2015