EEO & Anti-Discrimination Policy

Introduction

Talent International (Talent) aims to provide an environment where all individuals are treated fairly and with respect, and are free from unlawful discrimination.

This policy is designed to facilitate the creation of a workplace culture that maximises company performance and ensures that all decisions are based on merit, and not on irrelevant attributes or characteristics that an individual may possess.

Equal Employment Opportunity (EEO) and anti-discrimination principals are in line with our aim to get the best from our people and give them the greatest opportunity to do their work well. We expect all workers to behave in a professional manner and to treat each other with dignity and respect. We encourage all workers who experience inappropriate behaviour such as discrimination to report it.

Employees who believe they have been treated unfairly as a result of discrimination should notify their Manager, People and Culture or a Senior Manager.

Contractors who believe they have been treated unfairly as a result of discrimination should notify their Talent Consultant.

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Scope

This policy applies to all employees, contractors, volunteers, interns and consultants (workers) and will be communicated to contractors to remind them of their responsibilities in respect of equality of opportunity.

EEO and anti-discrimination laws apply to all areas of employment, as well as the provision of goods and services. Behaviour that is inconsistent with this policy will not be tolerated and may result in disciplinary action up to and including termination of employment or engagement.

Where a worker is placed at a client site, they must comply with the client’s policies relating to discrimination. Behaviour that is inconsistent with the client’s policy will not be tolerated and may result in the termination of the engagement with Talent.

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Policy

Equal Employment Opportunity

EEO at Talent means ensuring that workers are treated on the basis of merit and according to their skills and abilities and not making judgements based on irrelevant personal characteristics.

This includes, but is not limited to matters involving recruitment, selection, transfers, promotions, performancereviews, training and development, supervision and management of staff, counselling, disciplinary procedures, termination of employment, remuneration practices and benefits.

Unlawful Discrimination

Unlawful discrimination may occur when a worker is treated less favourably than others because of their individual characteristics or because they belong to a particular group of people. Talent is committed to ensuring all workers feel comfortable in the workplace and that individual differences are respected at all times.

Discrimination does not have to be intentional to be unlawful. As such, two types of discrimination can occur in a workplace:

• ‍Direct discrimination: when an individual treats another less favourably for an unlawful reason; and‍
• Indirect discrimination: when a policy or practice appears neutral, but in fact results in an individual or group being treated less favourably.

Talent will not condone all forms of unlawful discrimination, whether directly or indirectly on the grounds of:

• Age;
• Gender identity;
• Pregnancy;
• Marital status;
• Disability;
• Breastfeeding;
• Sexuality or sexual orientation;
• Race;
• Family responsibilities, family status, status as a parent or carer;
• Religion or belief;
• Political belief or activity;
• Physical features;
• Industrial activity;
• Trade union activity;
• Medical record; and
• Irrelevant criminal record;

Recruitment and Selection

Through appropriate training we will endeavour to ensure that employees making recruitment and selection decisions do not discriminate, whether consciously or unconsciously, in making these decisions.

Talent will also adopt a non-discriminatory approach to the advertising of vacancies, and all candidates will receive fair treatment and will be considered solely based on their ability to perform the work. All interview questions will also be focused on the requirements of the job and will not be of a discriminatory nature.

Employees involved in the recruitment process will continually review their selection criteria to ensure it does not unlawfully discriminate and is related to the job requirements.

Fair and reasonable feedback on performance or work related behaviour is not unfair treatment. Managers are responsible for giving clear, specific and constructive feedback on work performance and work related behaviour.

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Responsibilities

All workers have a responsibility to:

• Treat all colleagues and clients with respect and professionalism;
• Comply with EEO and anti-discrimination policies and procedures; and
• Comply with Talent in the event of an investigation.

Management have a responsibility to:

• Understand and demonstrate commitment to the principals and legislation relating to EEO and anti-discrimination and ensure that they are applied in the workplace;
• Ensure that all decisions relating to appointment, promotion, and career development are made in accordance with this policy;
• Provide an environment which encourages EEO and anti-discrimination and set an example by their own behaviour;
• Ensure employees are aware of the EEO policy; and
• Seek proper advice and assistance when dealing with complaints.

Senior Management have a responsibility to:

•  Ensure all workers are aware of their obligations, responsibilities and rights in relation to EEO;
• Ensure that any matter which does not comply with the principals of EEO are identified and addressed as promptly and sensitively as possible;
• Ensure ongoing support and guidance is provided to all employees in relation to EEO principals and practice; and
• Seek proper advice and assistance when dealing with complaints.

Complaints

Anyone making a complaint or helping someone to complain about unlawful discrimination is protected from being victimised for complaining.

If a worker is found to be in breach of this policy, the law, or found to have made a false or malicious complaint or statement, disciplinary action may be taken against the worker up to and including termination of the worker’s employment or engagement.

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