Statement of Policy
Mincor's policy is one of equal opportunity in keeping with legislation and social standards.
Equal employment opportunity (EEO) is about removing hurdles that hinder the best person doing the job, and about preventing discrimination, harassment and bullying in the workplace.
As a minimum, Mincor subscribes to the following standards:
- Full compliance with applicable Commonwealth and State legislation
- Awareness throughout the organisation of Mincor's Equal Employment Opportunity Policy.
- All job positions being Equal Employment Opportunities.
- Grievance resolution procedures in place.
- Mincor has adopted a Diversity Policy to promote equal opportunity in the workplace.
Application of this Policy
The purpose of this Policy is to remove unlawful discrimination in the workplace. This Policy applies to employees and contractors (including temporary contractors).
The Policy is not limited to the workplace or work hours. This Policy extends to all functions and places that are work related. For example, work lunches, conferences, Christmas parties and client functions. EEO laws apply to all areas of employment, as well as the provision of goods and services.
Definition of 'unlawful discrimination'
Unlawful discrimination means treating a person less favourably on the basis of one of the following characteristics:
- pregnancy or potential pregnancy;
- race (including colour, nationality, descent, ethnic, ethno-religious or national origin);
- religious belief, affiliation, conviction or activity;
- parental or carers' status and/or family responsibilities;
- marital or de-facto status
- sexuality or sexual preference;
- gender history;
- political belief, opinion, affiliation, conviction or activity;
- irrelevant criminal record;
- trade union membership, non-membership or activity; and
- disability/impairment including physical, mental and intellectual disability.
Types of discrimination
There are various types of discrimination.
Direct discrimination occurs when one person is treated less favourably than another in the same or similar circumstances; or when one person is treated less favourably because of a characteristic that applies or is assumed to apply to people of a particular class.
The key question, regardless of national origin, sex, religion and so on, is 'Can the employee perform the job at the standard reasonably expected by Mincor?'
Indirect discrimination occurs when a rule or practice appears neutral but in fact discriminates because people of a particular race, sex or other class cannot comply.
Discrimination in the employment cycle
It is illegal to discriminate at any stage of the employment cycle, including in:
- recruitment and selection;
- terms and conditions of employment;
- promotion; or
- redundancy or dismissal.
- Victimisation of any person who alleges discrimination is illegal. To victimise is to threaten, harass or otherwise harm:
- a complainant;
- a potential complainant; or
- a person who gives or intends to give information about a complainant.
Discrimination in recruitment
All internal selection and external recruitment decisions are based on merit - that is, applicants are considered on the basis of their skills, qualifications and experience. Those with the abilities, skills, qualifications and experience required for a particular position have an equal opportunity to be considered. The person selected for a position will be the person who best meets the requirements of the position.
Discrimination in termination
Termination of an employee's contract is not valid if it is on the basis of any of the unlawful grounds listed above.
Please click here to view Mincor's Workplace Profile 2015-16 lodged with the Workplace Gender Equality Agency.