Equal opportunities policy

At BizOps Enterprises, equality in employment opportunity is a fundamental right, which

must be applied to every aspect of work life. It is good management practice, and it is
supported by legislation.

Principles

1. Equal employment opportunity (EEO) principles apply to:

• access to jobs
• conditions of employment
• relationships in the workplace
• the evaluation of performance
• the opportunity for training and career development.

By promoting equality of opportunity in the work life of staff, the quality of customer services
and workplace productivity will be enhanced.

The twin aims of EEO initiatives are:

• to promote employment policies and practices that are based on the principle of merit
• to introduce and pursue programs of affirmative action designed to assist people
traditionally disadvantaged in the workplace because of discrimination or prejudice, or
who may be more likely to be unemployed or working in lower paid jobs.

In summary, EEO involves:

• merit-based selection
• ensuring that conditions of service and career opportunities are fair and equitable
• assisting all employees to achieve their full potential with respect to their positions
• ensuring that the workplace is free from unlawful discrimination and/or harassment of
any kind
• ensuring equity of access to training and career development.

EEO affirms the right to be fairly considered for a job for which one is skilled and qualified. It
is the chance to compete with others and not be denied fair appraisal or be excluded during
this process by laws, rules or attitudes. Merit based selection in recruitment is fundamental
to EEO.

EEO requires the qualifications for any job to be carefully defined so that no one is excluded
from consideration or disadvantaged by the application of irrelevant criteria.

Managers and staff must be aware of their rights and responsibilities.

2. Legislative basis

State and Federal legislation is designed to protect individuals from discrimination because
of their sex, race (colour, ethnic or ethno-religious background, descent or nationality),
marital status, pregnancy, disability, homosexuality, transgender, sexual harassment, age, or
carer responsibilities.

© Aspire Training & Consulting

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Document date: April2015
Equal opportunities policy
3. Benefits from EEO

A well-planned and conscientiously implemented EEO program has the potential to greatly
improve the effectiveness and efficiency of the management and development of human
resources, which produces the following results:
• Increased productivity, efficiency and expertise
• Greater efficiency in matching skills and abilities of individuals to jobs
• An increase in the size and quality of applicant pools, maximising quality of selection
• The elimination of racial and sexual harassment with a consequent cost-effective
reduction in turnover of staff or lowered productivity
• All staff feeling encouraged to achieve their full potential
• Increased employee interest and motivation, leading to increased productivity, job
satisfaction and morale, and improved corporate performance
• Improved quality of work
• More cooperative workplace relations and reduced workplace conflict
• A shift of the responsibility for challenging discrimination from the individual to the
organisation
• Fair processes to deal with work-related complaints and grievances
• An EEO program that provides a positive public image of the health service/hospital as a
responsible organisation, responsive to the needs of the diverse community

4. Rights and responsibilities

Executives, directors, managers and supervisors have the same rights and responsibilities
as staff members. Additionally, they have the responsibility to:
• take steps to ensure that all work practices and behaviours are fair
• ensure the work environment is free from all forms of unlawful discrimination and
harassment
• provide employees with information and resources to enable them to carry out their work
• consult employees about decisions that affect them
• provide all employees with equal opportunity to apply for available jobs, higher grade
duties, job rotation schemes and flexible working arrangements
• ensure selection processes are transparent and the methods used are consistent
• provide all employees with equal access to fair, prompt and confidential processes to
deal with complaints and grievances
• give employees equal access to relevant training and development opportunities
• identify special training and development needs of EEO group members and help them
gain access to training and development opportunities
• participate in learning opportunities and seek feedback to help manage staff effectively
• achieve specific EEO outcomes detailed in performance agreements, business and
service plans
• provide opportunities for staff to contribute to initiatives being explored by BizOps.

© Aspire Training & Consulting

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Equal opportunities policy
Staff also have the following rights and responsibilities:
• Rights:
- Competitive merit-based selection processes for recruitment or promotion
- A workplace that is free from unlawful discrimination and harassment
- Training and development that enables staff to be productive at work and to pursue
a career path
- Equal access to benefits and conditions including flexible working arrangements
- Fair processes to deal with work-related complaints and grievances
• Responsibilities:
- Fair practices and behaviour in the workplace
- To work to the best of their ability, contribute to the collective wisdom and provide
quality service to customers
- To recognise the skills and talent of other staff members
- To act to prevent harassment and discrimination against others in the workplace
- To respect differences among colleagues and customers such as cultural and social
diversity
- To treat people fairly (do not discriminate against or harass them)

The fair practices and behaviours that help to achieve equality in employment include:
• open, competitive and merit-based recruitment, selection and promotion practices
• access for all employees
• flexible working arrangements that attempt to meet employees’ needs while creating a
productive workplace
• prompt, effective and fair workplace grievance management
• communication processes that allow employees access to information and allow their
views to be heard
• recognising/focusing on the knowledge, skills and ability of employees
• making workplace adjustments for people with a disability
• training managers to identify and implement workplace change
• providing training and development for all employees
• dealing with and eliminating discrimination and/or harassment.

© Aspire Training & Consulting

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Document date: April2015