Purpose
This policy is designed to ensure that St Jude’s Health Care Services complies with all of its obligations under the relevant legislation.

Definitions
Discrimination occurs if a person treats, or proposes to treat, a person with an attribute unfavourably because of that attribute.  It can also occur if a person imposes, or proposes to impose, a requirement, condition or practice that has, or is likely to have, the effect of disadvantaging persons with an attribute; and that is not reasonable.

Equal Employment Opportunity consists of ensuring that all employees are given equal access to training, promotion, appointment or any other employment related issue without regard to any factor not related to their competency and ability to perform their duties.

Policy
St Jude’s Health Care Services is an equal opportunity employer and will provide equality in employment for all people employed or seeking employment.

Every person will be given a fair and equitable chance to compete for appointment, promotion or transfer, and to pursue their career as effectively as others.

Employment decisions relating to appointment, promotion and career development will be determined according to individual merit, skills, competence, best suitability and fitness required for the job.

Consistent with this, St Jude’s Health Care Services does not condone any form of unlawful discrimination or vilification, including that which relates to:

• gender;
• pregnancy;
• marital/domestic status;
• disability;
• race, colour, national extraction, social origin, descent, and ethnic, ethno-religious or national origin;
• age;
• family responsibilities, family status, status as a parent or carer;
• religious belief or activity;
• political belief or activity;
• industrial activity;
• employer association activity;
• trade union activity;
• physical features;
• transsexuality;
• transgender;

In all cases no factors other than performance and competence are to be used as the basis for performance assessment, training and development opportunities and promotions.

Responsibilities
It is the responsibility of the Managing Director to ensure that:

• all managers understand and are committed to the principles and legislation relating to equal opportunity and applying it in the workplace;
• employment decisions relating to appointment, promotion and career development are determined according to individual merit and the individual’s inherent ability to carry out the job;
• the organisation has a workplace culture that encourages equal employment opportunity; and

It is the responsibility of the Human Resource Manager to ensure that:

• all managers, supervisors and staff are aware of and understand their obligations, responsibilities and rights in relation to equal employment opportunity;
• all managers, supervisors and staff are committed to operating in accordance with the equal opportunity laws in the workplace;
• any matter which does not comply with the principles of equal employment opportunity are identified and addressed as promptly and sensitively as possible;
• immediate and appropriate steps are taken to minimise or eliminate unlawful harassment, discrimination, and bullying in the workplace; and
• ongoing support and guidance is provided to all employees in relation to equal employment opportunity principles and practice in the workplace.

It is the responsibility of all employees, contractors and volunteers to ensure that they:

• comply with this policy and treat all colleagues and customers with respect and professionalism without regard to non-relevant criteria or distinctions;
• refrain from engaging in discriminatory or harassing behavior; and
• inform their manager or the Human Resources Department if they believe that they (or someone else) has been treated unfairly.

Procedures
Employees who believe they are being treated unfairly as a result of discrimination should promptly notify their manager or the Human Resources Department.

Should a complaint of discrimination or harassment be made, it will be investigated in a confidential and procedurally fair manner. If proven, the person responsible will be disciplined. In serious cases, this may involve dismissal.