The purpose of the Anti-Discrimination Policy is to promote equality of opportunity for all people employed or seeking employment within Navig8BIz by protecting them from discrimination in the workplace.
The Anti-Discrimination Policy applies to all employees of Navig8BIz in the state of Queensland. The policy is applicable in all situations where employees have contact with another person or group of people, for example with other employees, clients, and visitors to the workplace.
- Industrial Relations Act 1999 (Qld)
- Anti-Discrimination Act 1991 (Qld)
- Disability Discrimination Act 1992 (Cth)
- Racial Discrimination Act 1975 (Cth)
Principles of the Anti-Discrimination Policy
Under the Queensland Anti-Discrimination Act 1991, discrimination is defined as treating anyone less favourably on the basis of the following attributes:
- Sex (gender);
- Relationship status (including same sex relationships);
- Family Responsibilities;
- Parental status;
- Religious belief or activity;
- Political belief or activity;
- Trade union activity;
- Lawful sexual activity;
- Gender identity;
This policy prohibits such behaviour and may be intentional or unintentional.
Discrimination may result either directly or indirectly.
- Direct discrimination happens when a person treats, or proposes to treat, a person with an attribute less favourably than another person without the attribute.
- Indirect discrimination happens when a person imposes, or proposes to impose, a condition
- with which a person with an attribute does not or is not able to comply; and
- with which a higher proportion of people without the attribute comply or are able to comply; and
- that is not reasonable.
Navig8BIz is an equal opportunity employer. All employees are treated on their merits, without regard to race, age, sex, marital status or any other factor not applicable to the position. Employees are valued according to how well they perform their duties, their ability and their enthusiasm in maintaining Foundation Training Australia’s standards of service and values.
Discrimination occurs when someone is treated less favourably because one of the personal attributes noted above. Discrimination may involve (but is not limited to):
- Making offensive ‘jokes’ about another worker’s racial or ethnic background, sex, sexual preference, age or disability;
- Expressing negative stereotypes about particular groups eg. ‘Married women shouldn’t be working”;
- Judging someone on their political or religious beliefs rather than their work performance;
- Undermining a person’s authority or work performance because you dislike one of their personal characteristics; or
- Using selection processes based on irrelevant personal characteristics such as age, race or disability rather than skills and merit.
This policy applies to each individual and as such every employee has a duty, both morally and legally not to discriminate against individuals or disadvantaged groups. Navig8BIz will not tolerate discrimination by any of its staff and any cases of discrimination will be dealt with under the Disciplinary Policy and Grievance Dispute Procedures.
Disciplinary action will be taken against anyone who discriminates against, or sexually harasses a colleague, client or visitor to the facility.
Supervisors and staff must ensure that all employees are treated equitably and are not subject to discrimination or harassment. They must also ensure that people who make complaints, or who are witnesses, are not victimised in any way. It is an offence to victimise anyone who has made a complaint, or anyone associated with making a complaint. It is also an offense to victimize anyone prior to them making a complaint to the Anti-Discrimination Commission Queensland (ADCQ). Immediate disciplinary action will be taken against anyone who victimises or retaliates against a person who has complained of harassment or discrimination or is involved in such a complaint.
What to Do If You Are Discriminated Against
Any reports of discrimination will be treated seriously and investigated promptly, confidentially and impartially with no fear of victimisation for the employee making or being involved in a complaint. A written complaint is not required.
There are several options available to employees who feel they have been discriminated against.
5.2.1A Contact Officer has been nominated within Foundation Training Australia.
The role of the Contact officer is to:
- be the first point of contact for staff for information on discrimination, sexual harassment and vilification issues;
- provide information and support to employees about options for dealing with the above issues in the workplace;
- recommend action to prevent this behaviour from happening, or continuing in the workplace;
- act as a role model for appropriate workplace behaviour;
- promote our policies on equal opportunity and grievance procedures;
- provide relevant statistics or general information to management; and
- assist in the provision of education and training for employees.
5.2.2Make a complaint immediately under the Grievance Dispute Procedures.
5.2.3Make a complaint to the Anti-Discrimination Commission Queensland on 1300 130 670 or call the Human Rights and Equal Opportunity Commission in Sydney on free call 1800 021 199.
Navig8BIz is committed to providing an environment which is safe for all employees. Employees will not be disadvantaged in their employment conditions or opportunities as a result of lodging a complaint.
5.3Consequences of Breaching the Anti-Discrimination Policy
Navig8BIz will view any complaint of discrimination seriously.
If a complaint is substantiated, it may be dealt with under the Disciplinary Policy. Depending on the severity of a case, possible disciplinary action can include:
- a verbal or written apology;
- transfer to another position;
- warning notes on file;
- demotion, or;
Navig8BIz may also seek to take disciplinary action against anyone who victimises or penalises a person who has complained of discrimination or who is a witness to such actions.