Anti-Discrimination

POLICY STATEMENT

1.PURPOSE

Southern Cross Housing (SCH) is committed to providing a safe and inclusive environment that promotes diversity, equality, and respect for all individuals, regardless of their race, colour, nationality, ethnic or national origin, religion, sex, gender identity, sexual orientation, marital status, pregnancy, disability, age, or any other protected characteristic as defined by Australian laws. SCH strongly believe that everyone deserves fair and equal treatment and are committed to eliminating discrimination and fostering a culture of inclusivity in all aspects of our operations.

2.DEFINITIONS

Discrimination is treating, or proposing to treat, someone unfavourably because of a personal characteristic protected by the law, such as sex, age, race, or disability.

Harassment is any unwelcome behaviour that offends, humiliates, or intimidates a person. Generally, unlawful harassment occurs when someone is subjected to prohibited behaviour under anti-discrimination legislation. Examples of harassment may include:

Unwelcome physical contact

Repeated unwelcome invitations.

Insulting or threatening language or gestures

Continual unjustified comments about an employee’s work or work capacity

Jokes and comments about someone’s ethnicity, race, religion, nationality, gender, or sexual preference.

Picture, posters, graffiti, electronic images, etc. that are offensive, obscene, or objectionable.

Sexual Harassment is a specific and serious form of harassment. It is unwelcome sexual behaviour, which could be expected to make a person feel offended, humiliated, or intimidated. Sexual harassment can be physical, spoken or written. Examples of sexual harassment can include:

Comments about a person’s private life or the way they look.

Sexually suggestive behaviour, such as leering or staring.

Brushing up against someone, touching, fondling, or hugging

Sexually suggestive comments or jokes

Displaying offensive screen savers, photos, calendars, or objects

Repeated unwanted requests to go out.

Requests for sex

Sexually explicit posts on social networking sites

Insults or taunts of a sexual nature

Intrusive questions or statements about a person’s private life

Sending sexually explicit emails or text messages

Inappropriate advances on social networking sites

Accessing sexually explicit internet sites

Behaviour that may also be considered to be an offence under criminal law, such as physical assault, indecent exposure, sexual assault, stalking or obscene communications.

Victimisation is subjecting or threatening to subject someone to a detriment because they have asserted their rights under equal opportunity law, made a complaint, helped someone else make a complaint, or refused to do something because it would be discrimination, sexual harassment, or victimisation. Victimisation is against the law.  Examples of victimisation may include:

Persistent and unreasonable unfavourable treatment

Refusing to provide information to someone.

Intentionally ignoring someone

Mocking someone’s customs or cultures.

Bullying If someone is being bullied because of a personal characteristic protected by equal opportunity law, it is a form of discrimination. Bullying can take many forms, including jokes, teasing, nicknames, emails, pictures, text messages, social isolation or ignoring people, or unfair work practices.

Examples of bullying may include:

Using strength, power, or position to coerce others by fear.

Behaviour that intimidates, degrades, or humiliates a person.

Aggression, verbal and/or physical abuse, or similar behaviour

Frequent and/or repeated ‘put-downs’

Persistent and/or unreasonable criticism of performance

Violence (actual or threatened)

3.COVERAGE

This policy applies to all employees, contract workers, as well as volunteers, customers, clients, suppliers, and any other individuals associated with SCH.

All staff are expected to work in an atmosphere based on mutual respect for the rights and differences of each individual. Staff should be aware that differing social and cultural standards may mean behaviour that is acceptable to some can be perceived as offensive by others. Such conduct, when experienced or observed, should be reported to management.

4.PRINCIPALS

4.1 SCH prohibits discrimination, harassment, victimisation, or any other unfair treatment recognised by law.

4.2 All individuals including clients will be treated with dignity, fairness, and respect throughout their interactions with Southern Cross Housing.

4.3 No individual will be disadvantaged or treated unfairly in employment decisions, including but not limited to recruitment, hiring, training, promotion, compensation, benefits, termination, or any other employment-related matters.

4.4 SCH will not tolerate any form of harassment, including sexual harassment, verbal abuse, offensive jokes, derogatory comments, or any other behaviour that creates a hostile, intimidating, or offensive environment.

4.5 Employees, clients and other individuals associated with Southern Cross Housing are encouraged to report any incidents of harassment or bullying promptly. SCH will ensure that such reports are treated confidentially, and appropriate action will be taken to address the situation.

4.6 Southern Cross Housing is committed to providing reasonable accommodations to employees with disabilities or any other protected characteristic, where required by law, to ensure equal opportunities and participation in all aspects of employment.

4.6.1 Employees with disabilities or other protected characteristics are encouraged to communicate their accommodations need to the appropriate supervisor, manager, or the Human Resources department.

4.7 Southern Cross Housing is committed to providing reasonable accommodations to clients and other individuals associated with Southern Cross Housing with disabilities or any other protected characteristic, where required by law.

4.7.1 Clients and other individuals associated with SCH with disabilities or other protected characteristics are encouraged to communicate their specific needs to their allocated Housing Officer.

5.RESPONSIBILITIES

Everybody is responsible for maintaining a workplace environment that is free from discrimination and harassment. The following outlines the responsibilities of the management and employees (including contractors) of Southern Cross Housing:

Managers are responsible for:

Ensuring this policy and associated procedures are introduced to all new employees during their induction period and is actively communicated within SCH.

Setting expectations of supervisors to demonstrate appropriate conduct and to monitor the conduct of employees within the operations of SCH.

Encouraging and providing avenues for employees, clients and other individuals associated with SCH who feel they have been harassed or discriminated against to come forward and report their experience in a non-judgemental and confidential environment.

Monitor SCH’s operating environment to ensure it is free from material (posters, notice board items, electronic media) that is sexually related, is racist or is likely to offend.

Facilitate training and awareness sessions that educates SCH employees about anti-discrimination and harassment measures.

Ensure that selection criteria for supervisory roles includes the requirement that they have a demonstrated understanding of and ability to deal with discrimination and harassment issues as part of their overall responsibility.

Facilitate the display of posters on notice boards in common work areas and the distribution of relevant brochures to promote an environment that is free from discrimination and harassment.

Human Resources have the responsibility to ensure accountability mechanisms are included in position descriptions for managers and supervisors.

Employees have the responsibility to:

Seek out and become familiar with this policy and associated procedures during their induction period.

Remain informed of changes to this policy that may occur from time to time.

Set the example of appropriate behaviour and conduct for other SCH employees i.e., treat everyone with dignity, courtesy, and respect.

Provide support to individuals that may confide in them about occurrences of discrimination or harassment in a non-judgemental and confidential manner.

Respect individual differences and encourage others to maintain an inclusive environment that is productive and supportive.

Monitor SCH’s operating environment to ensure it is free from material (posters, notice board items, electronic media) that is sexually related, is racist or is likely to offend.

Participate in training and awareness sessions that educates employees about anti-discrimination and harassment measures; and

Respond immediately to claims of inappropriate behaviour and review own behaviour to identify opportunities for improvement.