Effective from February 2018

Approved by: Chief Executive Officer

At a Glance

Five Good Friends is committed to the prevention of any form of discrimination, sexual harassment or victimisation in the workplace. Five Good Friends considers these unacceptable forms of behaviour and it will not tolerate such behaviour under any circumstances. Five Good Friends can be held vicariously liable for breaches of this policy committed by a worker (employee, volunteer, independent contractor or subcontractor).

All workers have a right to be treated equitably and without harassment occurring in the workplace. All workers have the responsibility to respect the rights of fellow Workers by not taking part in any action that may constitute harassment and by supporting and promoting the achievement of equal opportunity.

Scope

This policy applies to all workers in their relationships with each other, applicants for employment with the Five Good Friends and persons who have dealings with the Five Good Friends.

Objective

To provide workers with a clear understanding of the position of Five Good Friends on the recognition and management of equal opportunity, discrimination and harassment.

Definitions and Examples

• In Five Good Friends, equal opportunity means ensuring that employment and workplace policies and practices are based on and operate according to the principle of merit and free from any unlawful discrimination based on:
  • race
  • colour
  • sex
  • sexual orientation
  • age
  • physical or mental disability
  • marital status
  • family or carer’s responsibilities
  • pregnancy
  • religion
  • political opinion
  • national extraction
  • social origin
  • breastfeeding status
  • gender identity, and
  • intersex status
• Direct discrimination occurs when a person is treated less favourably than another, simply because of a personal characteristic or status unrelated to job performance, such as those listed above.
• Indirect discrimination occurs when a policy or requirement which at first glance seems fair, in fact operates to the detriment of a particular group of people because of a characteristic of that group, such as those listed above.
• At law, unlawful harassment includes some things that might not be perceived to be harassment, such as the creation of a work environment that is generally hostile to a person or group of people with particular characteristics.
• Sexual harassment is unwelcome conduct of a sexual nature, including unwelcome sexual advances that are likely to make a person feel offended, humiliated or intimidated. It does not require an intention to harass and does not require the recipient to ask for the behaviour to stop. Sexual harassment is unwelcome or unreciprocated behaviour. It is not mutually accepted behaviour, e.g. harassment does not usually include genuine compliments or mutually acceptable physical contact.
• Discriminatory harassment is a recognised form of discrimination that occurs when a person is harassed because of characteristics such as disability, gender, race and age (or any of the other grounds outlined above).
• Victimisation occurs when a person is treated unfairly or less favourably because of making or intending to make a complaint of sexual harassment or discrimination.