Anti Discrimination Policy


The Company treats all it’s client with equal respect and is an equal employment opportunity employer and committed to providing a workplace free of all forms of discrimination, including vilification. It is a client’s / employee’s right to be treated with dignity and respect and it is also the employee’s responsibility to treat others the same way.

The Company is committed to meeting its legislative obligations relating to discrimination and will take all reasonable, practicable steps to provide and maintain a working environment free from behaviours and actions that may be discriminatory.

An internal grievance resolution process assists client’s / employees to raise issues of concern, and all complaints will be treated confidentially, seriously and sympathetically. No employee shall be penalised or disadvantaged as a result of raising any genuine concern or complaint.

This policy applies to all activities, and all those involved in those activities, including employees, contractors, customers and visitors, that take place on work premises and elsewhere where activities are undertaken in the course of employment, or at work-related activities, such as social functions.


Discrimination occurs when a person is treated less favourably than another person as a result of that person’s individual characteristics or because that person belongs to a particular group.

Discrimination on the basis of any the following characteristics is unlawful:

  • race (including colour, nationality, religion, ethnic or ethno-religious origin);
  • sex (including marital status, pregnancy or potential pregnancy, or breastfeeding);
  • sexuality (including sexual preference, transgender status or homosexuality);
  • disability (including physical, psychiatric or intellectual disabilities, or a disability you believe the person has, whether or not they have that disability);
  • age;
  • illness or injury;
  • parental status or responsibilities as a carer;
  • political beliefs and/or activity; or
  • membership or non-membership of a union.

Discrimination can be either direct or indirect.

No employee is to engage in discriminatory conduct in relation to their treatment of other employees, contractors, customers and visitors (including members of the public).

It is also unlawful to treat a person less favourably because they have a personal association with someone who has one or more of the above attributes.


It is unlawful and against the Company’s policy to do any public act which vilifies a person on the basis of their race, religious belief or affiliation, gender identity, transgender status, sexual preference or HIV/AIDS status. It is also against Company policy to do any private act which vilifies a person on the basis of any of these characteristics.

Vilification means any public act which could encourage hatred, contempt or ridicule of a person because of their race, religious belief or affiliation, gender identity, transgender status, sexual preference or HIV/AIDS status. Examples of vilification include publicly making speeches or statements or wearing clothing with slogans, that vilify others.

Conduct that breaches this policy

Conduct that breaches this policy is unacceptable and, depending on the severity and circumstances, may lead to disciplinary action, regardless of the seniority of the particular employee/s involved.

The Company shall take appropriate disciplinary action against any employee who is responsible for, or engages in, any form of unlawful discrimination or vilification.

Disciplinary action may include, but is not limited to, the following:

  • demotion;
  • a requirement to provide a written or verbal apology;
  • a formal warning;
  • a requirement to attend training or counselling; or
  • dismissal.

It is also unlawful and against Company policy to victimise or otherwise disadvantage a person who alleges that they have been discriminated against or vilified. Any worker including an employee or contractor who victimises, threatens, intimidates or otherwise places at disadvantage a person who alleges they have been discriminated against or vilified will be subject to disciplinary action including, but not limited to dismissal.

What to do if you have a complaint

If you feel that you have been subject to unlawful discrimination, vilification or victimisation, please speak with the Operations Manager. If you do not feel comfortable speaking with the Operations Manager, you may also speak with the Directors.

Your complaint will be investigated and if established, appropriate disciplinary conduct will be taken against the person engaging in unlawful conduct. Your complaint will be treated seriously, and we will respect and maintain your confidentiality and privacy as much as possible.

If you have any questions in relation to this policy please contact the the Operations Manager or the Directors, as appropriate.