Equal Opportunity Policy

Bradman Recruitment *

Our Commitment

As an employment and recruitment service provider Bradman Recruitment understands the importance of maintaining workplaces and recruitment practices that are free from discrimination and harassment.

Our clients, employees and contractors expect us to be leaders in recruitment and workforce management and we understand that our influence extends to candidates looking for work, employees working directly for us, individuals working on assignment as on-hired workers and to clients seeking our advice and support. We therefore promote recruitment based on merit and fairness.

We recognise that a workplace free from unlawful discrimination and harassment will inspire confidence, creativity and general wellbeing which will ultimately result in improved productivity and better delivery of service to customers and clients. Our ability to maintain healthy workplaces is also critical to our capacity to attract higher quality candidates and present them to our clients.

Unlawful discrimination and harassment, including sexual harassment, will not be tolerated by us and we encourage the reporting of any alleged breaches of this policy and related procedures to management and other nominated equal opportunity officers.

Definitions

Direct discrimination means treating someone unfairly or less favourably because of one of the personal characteristics listed below or because of their association with someone identified with one of those characteristics.

Indirect discrimination happens when a rule, policy or requirement unnecessarily or unreasonably disadvantages a person or group of people because of a protected personal characteristic they share.

Harassment is behaviour (through words or actions) based on personal characteristics listed below, that is unwanted, unasked for, unreturned and likely to make the workplace an unfriendly or uncomfortable place.

Sexual harassment is an unwelcome sexual advance, request for sex or any other sexual behaviour that a reasonable person would know or expect would offend, humiliate, seriously embarrass or humiliate another.

Personal Characteristics Protected by the Law

In most States and Territories of Australia it is unlawful to discriminate or harass a person in the workplace on the basis of the following characteristics or personal association with someone who has, or is assumed to have, one of these personal characteristics:

• age
• breastfeeding
• carer status
• disability/impairment
• gender identity
• industrial activity
• lawful sexual activity
• marital status
• parental status
• physical features
• political belief or activity
• pregnancy
• race
• religious belief or activity
• sex
• sexual orientation

Application of this Policy

This policy applies to our recruitment and employment practices, including our recruitment systems, performance management processes, promotional policies, training policies as well as our remuneration and bonus structures.

This policy applies to our employees, contractors, volunteers and on-hired workers whether they are another organisations workers working within our workplace or those on-hired to our clients

This policy applies to all work within standard working hours as well as functions, events and training that are sponsored by us e.g. conferences and Christmas parties.

Where a complaint arises during the course of an on-hired worker assignment with one of our clients we will work with our client to ensure the complaint is effectively managed and resolved.

Responsibility for this Policy

Whilst management of Bradman Recruitment are primarily responsible for ensuring this policy is implemented at all levels of the business, it is important that all persons covered by the agreement understand that they have an active role to play in implementation. We may assign specific responsibility for implementation and complaints resolution to employees of the company.

Any person covered by this policy has a responsibility to report suspected breaches of this policy to management or other nominated equal opportunity officers.

Resolution

We are committed to resolving any complaints fairly and effectively. All complaints will be treated confidentially, fairly and consistently, and resolved as speedily as possible.

Complaints shall be resolved in accordance with the Bradman Recruitment Equal Opportunity Complaints Handling Procedure and all persons covered by this policy are required to adhere to this procedure unless suitable alternative arrangements are agreed.

* Bradman Recruitment is the parent company of B.O.S.S. Recruitment and NGO Recruitment.

Equal Opportunity Complaints Resolution Procedure

Bradman Recruitment *

Introduction

Bradman Recruitment encourages all persons covered by our Equal Opportunity Policy to attempt to resolve equal opportunity and harassment complaints and concerns through the company utilising this procedure.

Employees, contractors, volunteers and on-hired workers are all covered by our Equal Opportunity Policy and are therefore encouraged to make complaints of discrimination and harassment in accordance with this procedure.

All complaints will be treated confidentially, fairly, objectively, consistently, and will be resolved as speedily as possible without compromising fairness.

Any person who raises an issue of discrimination, harassment, bullying or vilification in good faith will not be victimised or otherwise unfairly treated or disadvantaged. All complaints of victimisation will be taken seriously, investigated and acted upon as quickly as possible. However, it is important to know that individuals or groups should not knowingly make a complaint or allegation that is false or malicious. False or malicious complaints that are without any foundation may result in the complainant being subjected to disciplinary action.

Every worker and visitor to our workplace, and the workplaces of our clients, should feel welcome, supported and emotionally and physically secure within such workplaces. The wellbeing of all workers and visitors is a priority for Bradman Recruitment. We understand that employees and contractors cannot achieve their potential if someone is treating them unfairly, discriminating against them, vilifying, harassing or victimising them.

Complaints procedures exist to provide an avenue to address unacceptable behaviour. Complaints procedures are designed to explain what to do if you believe you have been discriminated against, harassed, sexually harassed, as explained in our Equal Opportunity Policy and your complaint is about your employment. A copy of our Equal Opportunity Policy is available upon request.

Working with Clients (On Hired Workers)

In some circumstances equal opportunity complaints are made by on-hired workers working on assignment with one of our clients. Where a complaint is made by one of our on-hired workers it may involve persons employed or engaged by our clients who are governed by our client's complaints resolution procedure rather than ours. In circumstances where our on hired worker makes a complaint we will apply our complaints resolution procedure. We will work with our client and their complaints resolution procedure (where applicable) to resolve the complaint.

The Process for Resolving Complaints

You have the right to be part of a safe and inclusive workplace that is free of discrimination, harassment and sexual harassment. This includes treating you unfairly, excluding you or making you feel bad because of a personal characteristic such as your sex, race, sexual orientation or physical features, just to name a few.

• If you believe someone is discriminating or harassing you and it is safe for you to do so, tell the other person to stop their behaviour. Let them know that their behaviour offends you. They may not realise this.
• If the behaviour doesn't stop or you are not sure what to do, report it to your Manager, Supervisor or nominated equal opportunity representative. In the case of on-hired workers, notify the consultant who placed you in to the assignment. On-hired workers may also consider notifying a representative of the host organisation (client company) but if this is done it is essential that you also notify Bradman Recruitment.
• Remember, you are not alone. If you have a problem or complaint, talking to someone, especially your employer, can help. If you do not want to talk to anyone about it, you can find more information at www.hreoc.gov.au.
• If the unfair treatment or harassment persists, you can call the Human Rights and Equal Opportunity Commission (www.hreoc.gov.au) for free and confidential advice. Advice can be given over the phone or in person.
• Bradman Recruitment will treat all reports of misconduct fairly, confidentially and quickly. Only people directly involved in the issue or complaint will be told about it. Each complaint will be investigated to work out whether it is more likely the behaviour happened than not and, if so, how serious it is. Appropriate action to resolve the problem will be taken.
• Management has responsibility for investigating complaints of discrimination and harassment, including victimisation.
• If the complaint is proven, the consequences of such behaviour may include warnings being issued, counselling of the individual/s, provision of an apology, compulsory mediation, compulsory training, and suspension from employment or termination of employment.
• If you are an on-hired worker, where you agree, you will be removed from the assignment where the breach of policy occurred and we will make every effort to find a suitable alternative assignment as speedily as possible.
• Bradman Recruitment will arrange counselling and support, where appropriate or where requested, for any complainant who has experienced harassment.
• We will monitor how the complaint was resolved and the wellbeing of those involved.
• Further action will be taken if the problem behaviour continues.
• We encourage all persons to attempt to resolve complaints and concerns through the company if possible. It is also your right to seek help from outside the company.
• If you are unhappy with the decision about your complaint, you may notify management and ask for a formal position to be provided on the outcome or you make an external complaint.

* Bradman Recruitment is the parent company of B.O.S.S. Recruitment and NGO Recruitment.