The Managers of Australian Recruiting Group have over twenty
years of success in the Australian Recruitment
industry. They attribute their business success to the
significant contribution of their staff. They are well
recognized in the industry as upholding the values and
ethics of the recruitment industry. They have, and
continue, to enjoy the assistance of a broad range of
staff without regard to any personal features,
preferences or capability. Indeed, the largest
differentiating aspect of our staff is a single minded
willingness to succeed as professionals and as
individuals in the world community. Our staff belief in
themselves as individuals and in their capacity to
interact effectively with all people is what sets
Australian Recruiting Group employment policy apart from our
competitors. Australian Recruiting Group can help our staff
achieve extraordinary success but we believe that only
by employing people who deeply believe in EEO will we
exceed our customers expectations and meet our long term
goals.
Australian Recruiting Group complies with the appropriate
legislation and this is reflected in Australian Recruiting Group's EEO policy in all our processes. The EEO
policy has been implemented and is complemented by the
Australian Recruiting Group Privacy Policy.
The following principles apply to our internal processes
:
- We expect all of our staff to comply with our
EEO policies.
- We apply these EEO principles in all our
internal employment practices including recruitment,
training, promotion, disciplining and all other
terms and conditions of employment.
- Our advertising reflects equality in the
opportunity.
- We seek specific evidence and data during the
selection process.
- Whenever appropriate we attempt to independently
validate the evidence and data we collect.
- Competency based techniques are used to assess
the qualities being sought.
- Individual bias and prejudicial tendencies are
minimised through training and double checking.
- Worlds best practice line of business software
and technology ensures that information captured is
recorded consistently.
- The accuracy of recorded information is
maintained by recording information as soon as
possible after the interview.
The role of EEO in Recruitment
In order to maximise client and candidate outcomes,
Australian Recruiting Group has implemented a regime of
ongoing training and training updates with regards to
EEO. This training specifically results in our
consultants not asking inappropriate questions about,
for example, date of birth and marital status.
We regard discrimination as the act of treating people
less favourably or prejudicially because of:
- Their past or present status or private life in
the same or similar circumstances.
- Characteristics which apply, or are thought to
apply, to persons of a particular status or private
life.
- The imposition of a condition which is not
reasonable in the circumstances.
From the perspective of employment and recruitment,
discrimination relates to:
- Who is considered for an employment opportunity.
- Who is offered employment.
- Denying a person access to training and
development opportunities.
- Denial of promotion or transfer.
- Dismissal.
- Any other detriment.
Australian Recruiting Group will not discriminate against
any person on the grounds of status or private life by
denying our services or by prejudicially dealing with
any person.
How Discrimination is Identified
Essentially, discrimination is individually
determined. It does not matter whether the person
causing the discrimination acted intentionally or not,
it is the impact of that persons behaviour that is the
key. This means that any person who is discriminated
against as a result of subconscious stereotyping and
prejudices, has the same rights of redress as a person
who is discriminated against intentionally.
A single, isolated incident of sexual harassment is
sufficient to constitute discrimination. It is not
necessary for a disadvantaged person to prove that he or
she was disadvantaged by the action. All that is
required is that he or she felt offended, humiliated or
intimidated and that a reasonable person would have
expected that reaction given their conduct.
Legislative and Political Environment
The recent introduction of the Privacy Amendment Act
serves to reinforce EEO policy by giving ordinary people
control over all information which is kept on them. In
fact, it is now possible to request that copies of
personal records be provided and even destroyed if so
requested by an individual.
Statement of EEO Compliance
Australian Recruiting Group complies with all legislation
relating to unlawful discrimination in employment, and
affirmative action regulations.
Specifically:
- Human Rights and Equal Opportunity Commission
Act 1986.
- Affirmative Action (Equal Employment Opportunity
for Women) Act 1986.
- Disability Discrimination Act 1992.
- Racial Discrimination Act 1975.
- Sex Discrimination Act 1984.
- Equal Opportunity Act 1984 (Victoria).
Australian Recruiting Group Policy Statement
Except where a certain characteristic is an appropriate
and bone fide occupational qualification, the Company
does not condone, and regards as unfair, all forms of
unlawful discrimination or vilification including that
which relates to:
- Age.
- Race.
- Colour.
- National or ethnic origin.
- Descent.
- Nationality.
- Gender.
- Marital status.
- State of being a parent, childless or defacto.
- Pregnancy.
- Sexual preference.
- Sex.
- Criminal record.
- Medical record and/or intellectual disability.
- Psychiatric disability.
- Religious and/or political beliefs.
- Family responsibilities.
- Trade union activity.
All our staff are held accountable in order to
prevent unlawful discrimination.
In order to maximise the client outcome we ensure that
for all assignments, the position is marketed to as many
applicants as possible until we have developed a viable
short list. The breadth of the initial marketing of the
position ensures that we comply with our EEO
responsibilities.
The alignment of staff output with our organisational
goals form the basis for performance assessment,
training needs and development opportunities as well as
promotions.
Training and education programs for staff are mapped to
fit the Australian Recruiting Group organisational goals.
They are designed to maximise the performance of
Australian Recruiting Group staff in a competitive and
changing global environment.
Each Australian Recruiting Group director or licensee is
required to develop and execute a business plan which
gives effect to this policy as well as meeting the
requirements of legislation and regulations on
affirmative action.
All Australian Recruiting Group staff are required to
immediately advise their management and executives of
possible breaches of this policy in order to create and
execute an action plan with the greatest sense of
urgency.
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