Equal Opportunity Policy

EQUAL OPPORTUNITY POLICY

Purpose

a. To ensure that no staff member, student or applicant is denied equality of treatment compared with any other staff member, student or applicant on the following grounds: age, sex, sexual preference or identification, national origin, race, religion, marital status, pregnancy, political belief, physical or intellectual impairment.

b. Provide equal opportunity in all aspects of training and staff employment including conditions of employment, recruitment, remuneration, development, promotion and separation.

c.	Ensure that at all times enrolments, training and assessments are made on the basis of merit principles. – refer YBC access and equity policy

d.	Ensure that at all times staff recruitment, remuneration, development and promotion decisions are made on the basis of a staff member’s merit and /or potential with reference to the job requirements.

Definition

Discrimination in employment refers to treating a person less favourably from another by virtue of some quality or characteristic not relevant to the performance or requirements of the job.

Procedures

a. Recruitment

Job advertisements should detail the job requirements, location, employment conditions, how an application can be made and the source of further information. In addition a statement should be included to the effect that Youngs Business College and its clients, are equal opportunity employers. Requirements which are not necessary for the performance of a particular job and which may have the effect of excluding members of a particular group should not be included. Words which describe a position in terms of a particular sex should be avoided. Where possible “genderless’ words should be used.

All questions asked during the interview should relate only to qualifications and experience and the applicant’s capacity to perform the job. In particular, questions should not be asked about marital status, number of children, ethnic background, pregnancy plans, spouse’s employment etc as they may give the appearance of discrimination.

b. Conditions and benefits

Equal opportunity will apply to all staff in regard to remuneration practices, occupation al health and safety, services, leave conditions and access to information or employment entitlements.

c. Development and Promotion

Development opportunities, including training, re-training, external study, transfers and promotions will be determines on the basis of needs and/or potential.

d. Termination

Discussions concerning termination of employment should be made without reference to the staff member’s sex, age, national origin, race, religion, marital status, sexual preference, pregnancy or political beliefs.

Responsibilities

a. It is each supervisor’s and/or manager’s responsibility to:

ensure that all recruitment training and promotion and actions taken in regard to involuntary separations are undertaken without regard to those factors specified and maintain a non-discriminatory work environment in which opportunities for advancement are available to all, irrespective of non-job related characteristics (as defined in paragraph.1)

Grievances Procedures

a. Staff who believe that they are being discriminated against should initially discuss the circumstances with their immediate supervisor and/or manager. If not satisfied or where the grievance concerns the supervisor and/or manager the staff member may refer the grievance to the Managing Director who will liaise with the staff member and their immediate supervisor and/or manager to resolve the issue.

b. A staff member at any time may lodge an employment issues appeal (or promotion appeal if relevant) with the Managing Director. If they have genuine grounds for believing that they have been discriminated against during the course of their employment with Youngs Business College.

Sexual Harassment Policy

Work Place Harassment Policy