Equal Employment Opportunity Policy
This policy refers to all employees and others with whom we associate at work. It is based on the Australian Federal Government "Equal Opportunity Act" 1995.
At iq-people, we are committed to ensuring a workplace free of discrimination and harassment. This commitment is based, in part, on the need to ensure that our company complies with equal opportunity laws. iq-people is committed to providing a comfortable working environment and encourages good working relationships between employees. This will enable us to attract, retain and motivate high calibre personnel.
iq-people will endeavour to ensure that in the application of all company policies, practices and procedures, no discrimination takes place and that all employees enjoy equal access to opportunities within the company. Employment decisions are based on the individual merit of employees.
iq-people will endeavour to ensure that no sexual, racial or other harassment occurs in the workplace. For further information about workplace harassment and it's consequences, please refer to the iq-people Harassment Policy.
iq-people is committed to achieve the following EEO objectives:
• To ensure that all employees are treated fairly
• To fully utilise and develop the potential of every employee
• To keep all policies and procedures consistent with EEO principles
• To enhance employee morale and motivation by increasing staff confidence in the fairness of our human resources practices and access to employment opportunities; and
• To achieve the objectives of our EEO program all staff are trained in EEO and related issues, on a regular basis or as deemed appropriate.
Definition "What is Equal Employment Opportunity?"
Equal Employment Opportunity, or EEO, is a positive way of describing the absence of discrimination in the workplace. This means that employment decisions are not made on the basis of irrelevant characteristics, such as a person's sex, race, marital status, lawful religious belief or activity, political belief or activity, impairment, age, status as a carer, the state of being a parent, childless, de-facto spouse, lawful sexual activity, pregnancy, physical features, industrial activity, or personal associations with a person with any of the above attributes or irrelevant criminal conviction.
Basing employment decisions on such characteristics is unfair, bad management and also unlawful under Federal law (Sex Discrimination Act 1984, Racial Discrimination Act 1975, Disability Discrimination Act 1992 and the Human Rights and Equal Opportunity Act 1985).
In order to ensure EEO, employment decisions are made on the basis of the individual merit of employees.
EEO also means the absence of harassment in the workplace. Unlawful harassment can be based on any of the prohibited grounds of discrimination, but is commonly sexual or racial in nature. Harassment is any form of behaviour that is unwelcome, which is based on one of the prohibited grounds, and which offends, humiliates or intimidates someone. Refer to the company Harassment Policy for further information.
Consequences of Discrimination and Harassment
Employees are expected to comply with company policy and refrain from engaging in any discriminatory or harassing behaviour. Discrimination and harassment will not be tolerated at iq-people. Where instances of discrimination or harassment occur, they will be investigated in a confidential manner. If proved, the person responsible will be disciplined. In serious cases, this may involve termination of employment.
iq-people has in place a Grievance Handling Policy which details the action employees can take if they feel that they have a grievance. This includes grievances of a discriminating or harassing nature. In this case, employees should speak to iq-people about making a complaint, if they wish to do so. That policy also sets out the steps that will be taken to resolve the complaint.
Responsibility for EEO
The responsibility for implementing EEO at iq-people rests with every manager. However, Nandi Hoffman has been appointed the company's Equal Employment Opportunity Officer.
She is responsible for the following:
• Ensuring that the Equal Opportunity Policy is implemented
• Overseeing the content and direction of the company's affirmative action and equal employment opportunity programs
• Training staff on EEO and related issues
• Keeping the Senior Management group up to date with legislative changes and requirements at all times
• Reporting to the Affirmative Action Agency on the company's affirmative action program
• Investigating the needs of staff in order to assist them in balancing work and family life
• To review current policies and practices in the light of EEO principles.
Further information about EEO
For further information about EEO, workplace harassment or related issues, please contact Nandi Hofmann on 03 9276 5800 or send an email to
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