Equality, Diversity & Inclusion Policy
“A team that reflects our community makes better decisions and serves our clients better. Everyone here should be valued, paid fairly and given the chance to grow.”
– Guy Dawson, CEO
Purpose
Payless Promotions is committed to a workplace where every person is treated with respect, paid fairly, and given equal opportunity to contribute and progress. This policy sets out how we put that into practice. It works alongside our Opportunities for Disadvantaged People, Corporate Social Responsibility, Flexible Work-Time & Location, Children in the Workplace, and Supporting Social & Aboriginal Enterprises policies.
Scope
This policy applies to all staff, job applicants, contractors and work experience participants, and to every stage of employment: recruitment, pay, training, promotion, flexible work and ending employment.
Our Commitments
- Equal opportunity – we make employment decisions on merit, skills and potential. We do not discriminate on the basis of gender, age, race, ethnicity, cultural background, religion, disability, sexual orientation, gender identity, pregnancy, family or carer responsibilities, political views, or any other attribute protected by law.
- Equal pay – we pay people according to their role and skill level. People in the same role at the same skill level are paid equally, regardless of gender, age or any other personal attribute.
- Inclusive recruitment – we encourage disadvantaged people to apply for all positions, aim to include at least one disadvantaged candidate on every interview shortlist, and give priority to a disadvantaged candidate when applicants are judged equal. We work with partners such as Ladder to reach candidates.
- Aboriginal and Torres Strait Islander peoples – we welcome and support Aboriginal and Torres Strait Islander staff, respect cultural obligations and leave needs, and prioritise Aboriginal businesses in our purchasing where reasonably possible.
- People with disability – we provide reasonable adjustments to the workplace, equipment and work arrangements so people with disability can do their best work.
- Flexibility – we offer flexible work times and locations where the role allows, and support staff with family and carer responsibilities.
- Development – every staff member has the opportunity to grow through training, promotion or increased responsibility.
- Leadership – we aim for our leadership team to reflect the diversity of our workforce and community.
Respectful Workplace
- Discrimination, harassment, sexual harassment, bullying and victimisation are not tolerated.
- We take proactive, reasonable steps to prevent these behaviours, in line with our positive duty under the Sex Discrimination Act 1984 (Cth).
- Anyone can raise a concern with their team leader or directly with the CEO. Concerns are handled promptly, fairly and confidentially, and no one will be disadvantaged for raising a concern in good faith.
Our Supply Chain
We extend our commitment to inclusion through our purchasing, giving priority where reasonably cost effective to social enterprises, Aboriginal businesses, disability enterprises and other social benefit suppliers.
Responsibilities
- CEO – owns this policy and is accountable for its implementation.
- Leadership team – models inclusive behaviour, applies this policy in decisions and addresses concerns promptly.
- All staff – treat colleagues, clients and suppliers with respect and speak up when something is not right.
Monitoring and Review
- We review pay by role and skill level, and workforce diversity, at least annually.
- This policy is reviewed annually, or sooner if the law or our operations change.
