Hay Shire Council Policy
Title of Policy
Equal Employment Opportunity
This applies to
Hay Shire Council Staff
Author
General Manager
Position of Author
Date Approved:
2009
Authorised by:
Legislation, Australian
Standards, Code of
Practice.
Related
Policies/Procedures
Attachments
Aim
To ensure that all employees of Hay Shire Council are treated fairly and
equitably and that there is no discrimination.
Version
Details
Date
Superseded Policies
The Policy
INTRODUCTION
Hay Council is committee to Equal Employment Opportunity (EEO), that is, the implementation of
personnel and workplace procedures which ensure that people with equal probability of job success
have an equal chance of being hired or promoted to a position and are treated fairly during their
term of employment.
EEO has its basis in the merit principle which requires that people seeking appointment, promotion
or transfer to positions with the Council must be assessed in fair and open competition; according to
their abilities, qualifications, experience, personal qualities and potential for development; and
without patronage, favouritism or unlawful discrimination.
The objects of the policy are to eliminate and ensure the absence of discrimination in employment
within Council on the grounds of race, gender, marital status, physical disability, religion, political
opinion, pregnancy, age, physical features, lawful sexual activities, personal associations or social
background.
The policy also aims to eliminate all forms of workplace harassment.
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Types of Discrimination
Direct Discrimination - Occurs when a person is specifically denied an opportunity on the basis of a
personal characteristic irrelevant to the job. Direct discrimination is being treated less favourably
because of disability, race, religion, political opinion, gender, martial status, pregnancy, age,
physical features, lawful sexual activities, personal associations or social background.
Indirect Discrimination - Occurs when a policy, rule or practice which may appear neutral and is
applied impartially, show prejudice against a proportionately larger number of one group than
another. Indirect discrimination may occur if an unreasonable condition, requirement or practice is
imposed that has a disproportionate impact on a group of people due to their disability, gender, race,
etc.
Harassment is an unwanted behaviour that can take many forms. It may involve inappropriate
actions, behaviour, comments or physical contact that is objectionable or causes offence.
Harassment may be seen to have occurred if the behaviour makes the complainant feel:
~ offended and humiliated,
~ intimidated or frightened, and/or
~ uncomfortable at work.
Sexual harassment occurs when a person makes an unwelcome sexual advance or an unwelcome
request for sexual favours to another person, or engages in any other unwelcome conduct of a
sexual nature in relation to another person. Some examples include:
~ persistent, unwelcome demands or even subtle pressures for sexual favours or outings,
~ inappropriate conversations of a sexual nature, including the telling of jokes,
~ leering, patting, pinching, touching or unnecessary familiarity, and/or
~ the public display of pornography or its distribution by emails
Implementation
Council has appointed the Director of Corporate as Council’s EEO officer. An EEO Committee
will be formed if required by the staff to develop and review specific policies, guidelines and best
practice standards.
The General Manager, Senior Management Team and all those employees in supervisory roles shall
be responsible for preventing discrimination, both direct and indirect, and for promoting Equal
Employment Opportunity in the workplace.
Communications
Council's Equal Employment Opportunity Policy is to be prominently displayed and freely
available to all staff members.
Posters or other EEO related material should be distributed or made readily available to all staff.
Changes in personal policies and/or practices should be recorded and publicised.
A section on EEO policy and the rights and obligations of staff shall be included as part of the
induction program for all new staff. EEO responsibilities and accountabilities are to be included on
duty statements of all staff with management or supervisory responsibilities.
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Collection and Recording of Information
Employment data is collected and recorded on employee personnel files to which may be added any
EEO related matter submitted to the EEO officer on the form provided or by in-confidence
interview if required.
Other than the above, systems for collecting or recording EEO statistics shall be developed and
implemented as the need arises.
Review and Evaluation Process
The EEO officer and Committee, if and when formed, will:
a) regularly review Councils EEO policies and programs including guidelines and best practices,
b) monitor affirmative action programs,
c) consult regularly with management about EEO programs and review their implementation.
The EEO Officer shall report annually to the General Manager on all aspects of any programs
initiated by the officer and/or the EEO committee.
Accountability for EEO responsibilities will be incorporated in the performance agreements of all
senior staff and this will form a part of the appraisal of the performance of the staff.
Council shall review its EEO policy every two (2) years and make such amendments as may then be
required to meet the existing circumstances. This shall not preclude Council from reviewing or
amending its EEO policy at any time upon the receipt of a report by Council’s General Manager
recommending such action.
Responsible Officer
The General Manager in conjunction with the EEO officer and other members of the Senior
Management Team shall:
i)
ensure that Councils EEO policy and programs are implemented within Council,
ii)
ensure that all staff comply with Council’s EEO Policy and with legal obligations under
relevant legislation,
iii)
ensure that management audits of the EEO policy and programs are undertaken on a regular
basis to ensure that they continue to meet their objectives.
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