Anti-Discrimination & Equal Opportunity Policy Template Template

ANTI-DISCRIMINATION AND EQUAL OPPORTUNITY POLICY [Company Name] Effective: [Policy Effective Date] Review: [Next Review Date] Complaints contact: [Complaints Contact] 1. PURPOSE [Company Name] is committed to providing a workplace free from discrimination, harassment and victimisation. We provide equal opportunity in employment regardless of protected attributes. 2. SCOPE This policy applies to all workers (employees, casuals, contractors, labour-hire) and to all aspects of employment including recruitment, selection, training, promotion, conditions, and termination. 3. PROTECTED ATTRIBUTES Under federal and State or Territory legislation, the following attributes are protected: (a) race, colour, descent, national or ethnic origin (Racial Discrimination Act 1975); (b) sex, sexual orientation, gender identity, intersex status (Sex Discrimination Act 1984); (c) marital or relationship status, pregnancy, potential pregnancy, breastfeeding, family responsibilities (Sex Discrimination Act); (d) age (Age Discrimination Act 2004); (e) disability (Disability Discrimination Act 1992); (f) religious belief, political opinion, social origin (Fair Work Act 2009 s351); (g) industrial activity (Fair Work Act 2009); (h) further attributes under State or Territory anti-discrimination legislation. 4. DIRECT AND INDIRECT DISCRIMINATION Direct discrimination occurs when a person is treated less favourably than another because of a protected attribute. Indirect discrimination occurs when a requirement appears neutral but disadvantages people with a protected attribute and is not reasonable. 5. RECRUITMENT AND SELECTION Job advertisements, selection criteria, and interview processes will focus on the genuine requirements of the role. Inherent requirements that exclude a protected attribute must be objectively justifiable. 6. POSITIVE DUTY Under the Sex Discrimination Act (December 2023 amendments), [Company Name] has a positive duty to take reasonable and proportionate measures to eliminate sex discrimination, sexual harassment, hostile workplace environments based on sex, and victimisation, as far as possible. 7. REASONABLE ADJUSTMENTS Reasonable adjustments will be made for workers with disabilities to enable them to perform the inherent requirements of their role, unless doing so would impose unjustifiable hardship. 8. RAISING A CONCERN Workers who experience or witness discrimination should report the matter to their manager or to [Complaints Contact]. Complaints will be investigated promptly, fairly and confidentially. 9. EXTERNAL AVENUES Workers may also lodge a complaint with: (a) the Australian Human Rights Commission; (b) the relevant State or Territory anti-discrimination body; (c) the Fair Work Commission (general protections); (d) the Fair Work Ombudsman. 10. NO VICTIMISATION Victimisation of a worker for raising or supporting a discrimination complaint is itself unlawful and a serious breach of this policy. 11. CONSEQUENCES A breach of this policy may result in disciplinary action up to and including termination. 12. REVIEW This policy will be reviewed annually. Approved by: ____________________________________ (CEO / Director) Date: [Policy Effective Date]