Jan
2017
Corporate Policy
V00.0
2012
Diversity Policy
Staff and Elected Officials
PSA-HR 021
PSA Committed to better health
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Pharmaceutical Society of Australia Ltd., 2017
This handbook contains material that has been provided by the Pharmaceutical Society of Australia (PSA), and
may contain material provided by the Commonwealth and third parties. Copyright in material provided by the
Commonwealth or third parties belong to them. PSA owns the copyright in the handbook as a whole and all
material in the handbook that has been developed by PSA. In relation to PSA owned material, no part may be
reproduced by any process except in accordance with the provisions of the Copyright Act 1968 (Cth), or the
written permission of PSA. Requests and inquiries regarding permission to use PSA material should be
addressed to: Pharmaceutical Society of Australia, PO Box 42, Deakin West ACT 2600. Where you would like to
use material that has been provided by the Commonwealth or third parties, contact them directly.
Version control log
Version
1.0
Date
Changes/Notes
Proposed Review Date
30/01/2017
New
30/01/2018
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Background
1. PSA believes that workplace diversity is an asset to the organisation and is positively linked to
better overall performance. PSA recognises that its workforce and elected officials need to be
representative of its membership and the broader community.
2. Diversity refers to the differences between people in the organisation and can include such things
as life experience, work and educational experience, language, gender, nationality, personality
profile, age, ethnicity, cultural status and work status.
Purpose and application
3. This policy sets out the PSA's approach to diversity and applies to all PSA staff, PSA elected
officials and committee volunteers.
4. The policy applies to all areas of PSA’s strategic agenda and operating plans including People &
Culture. The policy will be implemented through recruitment, learning and development, board and
committee appointments, retention of employees, mentoring and coaching, flexible work
arrangements, forms of leave available and all relevant policies and procedures of PSA.
Objectives
5. The purpose of this policy is to ensure that:
a. there is an appropriate mix of skills, and experience that supports optimum workplace,
committee and board outcomes that are relevant to our members.
b. workplace diversity is a primary and measurable consideration in organisational practice.
Duties and responsibilities
6. PSA is committed to the creation of an inclusive workplace culture that recognises that people are
different, have diverse contributions to make and, as an organisation, value those differences and
contributions.
7. PSA will seek to promote and communicate an environment of diversity and equity by taking all
reasonable steps to attract and retain well qualified employees, senior managers and elected
officials. These steps include:
a. Demonstrating leadership behaviours that promote diversity at all levels of the
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organisation (including at Board Committee and Executive levels) and encouraging and
promoting an environment in which a diversity of people at PSA ensures a feeling of
belonging , value and respect.
b. Adopting equitable recruitment and selection practices
PSA will adopt merit-based recruitment and selection processes in which candidates are
assessed against objective selection criteria that are also attentive to unconscious bias.
PSA will also ensure that all unfair or inappropriate barriers are eliminated to facilitate
equal employment opportunities based on merit, potential and performance.
c. Ensuring a safe working environment
PSA will seek to create a working environment that, regardless of a person's
circumstances, are safe and free from unlawful discrimination, harassment and bullying,
d. Communication and education.
Staff and elected officials will receive training and guidance on workplace diversity, in
addition to measures ensuring that principles and policies supporting workplace diversity
are understood by all staff and elected officials,
e. Effective dispute resolution procedures
In a proactive and timely manner, PSA will deal with complaints or observations regarding
inappropriate behaviours or actions related to diversity, harassment, bullying or equal
employment opportunity.
f.
Accountability and measuring success
PSA will monitor the effectiveness of its workplace diversity policy by measuring the
success of interventions supporting workplace diversity and consulting with staff.
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Further information
For further information about PSA's commitment to diversity and its diversity initiatives, please contact
the Director, People & Culture. Policy authorisation
Policy Authorised by: Lance Emerson
Title: Chief Executive Officer
Policy Maintained by: Donna Brown
Title: Director – People & Culture
Associated policies:
PSA_HR_001_Corpoate Policy Anti-Discrimination and Equal Employment Opportunity
PSA_HR_016_Corporate Policy Code of Conduct
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