BRD-003. Diversity Policy. The Benevolent Society ABN Adopted by the Board on 22 September 2014

Transcription

1 BRD-003 The Benevolent Society ABN Adopted by the Board on 22 September 2014

2 Contents 1 Diversity at The Benevolent Society Our commitment Who this policy applies to Implementation 1 2 What diversity means to us What is diversity? Gender diversity Board and senior executive diversity Work and life balance Ability not disability Unacceptable behaviour not tolerated Stakeholder diversity 2 3 How we promote diversity Steps we are taking and measurable objectives Our People and Culture Committee The Board s role 4 4 Publication of this policy and our progress 4 5 Document Details 4 6 Version History 4 i

3 1 Diversity at The Benevolent Society 1.1 Our commitment This policy sets out The Benevolent Society s commitment to diversity and inclusion in the workplace at all levels and provides a framework to achieve The Benevolent Society s diversity objectives. We are committed to creating and ensuring a diverse work environment in which everyone is treated fairly and with respect and where everyone feels responsible for the reputation and performance of The Benevolent Society. The board of directors (Directors) of The Benevolent Society (Board) and Management believe that The Benevolent Society s commitment to this policy contributes to achieving The Benevolent Society s objectives and embeds the importance and value of diversity within the culture of The Benevolent Society. Diversity can broaden the pool for recruitment of high quality employees, enhance employee retention, improve The Benevolent Society s brand and reputation and foster a closer connection with and better understanding of our clients. It is important that The Benevolent Society is able to attract, retain and motivate employees from the widest possible pool of talent. To this end, we: aim to develop and promote a workforce based on inclusion where individuals, irrespective of an individual s ethnic or cultural background or gender, are respected, supported and provided with appropriate opportunities; aim for our Board and Management composition to reflect the gender, ethnic background and geographic mix of our staff, clients and the communities in which they work and serve; and recognise the differing needs at different stages in life, eg study, family responsibilities and retirement. Therefore we endeavour to support and accommodate individual changing life needs so that our employees reach their full potential. All contribution is valued across all generations. 1.2 Who this policy applies to This code applies to all Directors, Board Committee members, officers, employees (whether full-time, part-time, casual, permanent or temporary), volunteers, contractors, consultants, suppliers and other persons that act on behalf of The Benevolent Society such as agencies and brokers. It is essential that you are familiar with this policy, which is available on The Benevolent Society website 1.3 Implementation The Board has delegated to the People and Culture Committee the role of overseeing the implementation of this policy and assessing progress in achieving its objectives. See paragraph 3.2 (Our People and Culture Committee) below. 1

4 2 What diversity means to us 2.1 What is diversity? Diversity refers to characteristics that make individuals different from each other. Diversity encompasses differences in backgrounds, qualifications and experiences, and also differences in approach and viewpoints. It includes factors such as gender, age, disability, ethnicity, marital or family status, religious or cultural background, sexual orientation, gender identity, sexual preference language and other areas of potential difference. 2.2 Gender diversity The Benevolent Society has a strong commitment to gender diversity and the fundamental principle that gender is not a barrier to participation in our workforce, Management, Executive team and on our Board. Our leaders are committed to providing opportunities that allow women to reach their full potential. 2.3 Board and senior executive diversity At The Benevolent Society, diversity of gender and background are two important criteria we take into account in developing our succession plans and appointment processes for our Board and senior executive positions. However, other selection criteria, in particular business acumen and sector experience, are also fundamentally important. The People and Culture Committee will report to the Board regarding our succession plans and appointment processes with the aim of achieving our diversity objectives. 2.4 Work and life balance The Benevolent Society embraces all employee differences also including lifestyle and believes in assisting employees to maintain a healthy and holistic balance between work, family, domestic responsibilities and other commitments, activities and interests. The Benevolent Society has a number of policies and programs which support these objectives, including adopting flexible work practices. 2.5 Ability not disability When we employ and promote people, we consider ability and not disability. We aim to create an inclusive environment that supports people and removes artificial barriers from the workplace. 2.6 Unacceptable behaviour not tolerated In order to have a properly functioning diverse workplace, discrimination, harassment, vilification and victimisation cannot and will not be tolerated. 2.7 Stakeholder diversity We respect stakeholder diversity and diversity reflected in the communities in which we operate and serve. 2

5 3 How we promote diversity 3.1 Steps we are taking and measurable objectives The Benevolent Society is committed to an inclusive workplace that embraces and promotes diversity as part of our corporate culture. This involves providing supportive and inclusive diversity-related workplace policies, programs and practices within our business. Initiatives and areas of focus include: aiming to maintain a balance of genders in management and Board positions; induction, training and other programs promoting our culture of diversity; making the recruitment process accessible to all candidates by advertising positions both broadly and in specific publications, using professional recruitment services where required and providing guidance on its recruitment processes; and launching The Benevolent Society s Reconciliation Action Plan in Our People and Culture Committee The Benevolent Society has established a People and Culture Committee to, amongst other things: (a) (b) (c) (d) (e) (f) (g) promote diversity as an important strategic and cultural factor to achieve business objectives across the organisation; together with our People, Culture and Learning team, identify ways to promote a culture supportive of diversity, including developing and promoting policies, programs and guidelines; ensure recruitment and selection processes across all levels of The Benevolent Society are structured so that a diverse range of candidates are considered; actively review on a regular basis The Benevolent Society s recruiting practices, policies and procedures to reduce bias, both conscious and unconscious; identify and implement programs that will assist in the development of a broader and more diverse pool of skilled and experienced employees and that, over time, will prepare them for management and board positions; setting key performance indicators for senior executives to measure the achievement of diversity objectives; and identify programs and initiatives designed to achieve greater gender diversity on the Board and in Management. 3

6 3.3 The Board s role The Board will review and monitor the effectiveness of this diversity policy, including in relation to Board diversity. 4 Publication of this policy and our progress The Benevolent Society and Management will promote this policy across the organisation and provide training on the topics it covers. A copy of this policy is available on The Benevolent Society s website and intranet. 5 Document Details Division owner Legal & Secretariat Approved by Board of Directors Final Authorisation CEO Approval date 22 September 2014 Effective date 7 October Review date September Version History Version number Revision description/reason Revised by Date New policy. Elaine Leong, 1 Company Secretary 4