Equal Opportunity

Equal Opportunity

The stakeholders of PeopleStreme have enjoyed over twenty years of successful business ventures. They attribute their business success to the significant contribution of their staff. Their experience with the PeopleStreme team is consistent with their experience with other teams in their previous ventures. 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 PeopleStreme employment policy apart from our competitors. PeopleStreme 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.

PeopleStreme complies with the appropriate legislation and this is reflected in PeopleStreme's EEO policy in all our processes. The EEO policy has been implemented and is complemented by the PeopleStreme Personal Privacy . 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
• We seek specific evidence and data when employing new staff
• Individual bias and prejudicial tendencies are minimised through training and double checking

We regard discrimination as the act of treating people less favorably 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, 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

PeopleStreme 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.

PeopleStreme EQUAL EMPLOYMENT OPPORTUNITY STATEMENT

Statement of EEO Compliance

PeopleStreme 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)

PeopleStreme 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.

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 PeopleStreme organisational goals. They are designed to maximise the performance of PeopleStreme staff in a competitive and changing global environment.

All PeopleStreme 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.

PROCEDURE FOR DEALING WITH BREACHES OF EEO POLICY

Statement of Purpose

To document the process of managing EEO breaches so that PeopleStreme staff understand what behaviour is expected of them with regard to EEO policy.

Aim

The aim of this disciplinary policy is to:

• Provide guidelines for expected behaviour of employees with regard to EEO policy.
• Motivate PeopleStreme staff to meet and exceed EEO policy standards whenever possible.
• Detail the procedure for dealing with breaches of EEO policy.
• Create consistent procedures for dealing with EEO policy breaches.

Procedure

Any staff who believe they are being unfairly discriminated against must immediately raise the matter with their immediate manager or a director.

The employee may request a formal or informal investigation of the matter, at their own discretion. The manager or director will determine the nature of the complaint and the outcomes the desired by the complainant. In all cases, if the manager or director feels that it is warranted, the company has the discretion to start a formal investigation.

If either the employee or the company decides to start a formal investigation then the managers and directors must consult with each other on the process to be used.

During the investigation, the following guidelines must be followed:

• treat the complaint seriously, with prompt, confidential attention
• identify complainant’s wishes as to outcome
• explain and consult with employee regarding next action

If investigation is not requested and does not appear warranted:

• act promptly, while the issue is current
• maintain confidentiality through restricted discussion
• ensure a manager or director is advised ASAP
• keep notes of key points

If investigation is agreed:

• always involve a director if a director is not already aware
• interview all directly concerned, separately
• interview witnesses, separately
• keep separate and secure written records of investigation (not on personnel file)
  • The only data to be recorded on personnel files are the fact that the accusation was made, the conclusion of any investigation, and any action taken which concerns the persons involved. Records of investigation are to include at least the names and work locations of those involved, the relationship between them, and information collected regarding the complaint. This data must be maintained for three years.
    
• no assumptions of guilt are to be made
  
• confidentiality, wherever possible, minimise disclosure
  
• determine appropriate action, generally by consultation with the complainant and possibly the person accused
  • outcomes as they affect the complainant should be discussed with the complainant to ensure that needs are met.
  • check to ensure the outcome meets the needs of the complainant and the Company
  • the manager or director involved is responsible for ensuring that any relevant action is initiated.

All the involved managers and directors are responsible for conducting a review of complaints. The outcome of any actions must also be reviewed in order to seek improvements in workplace behaviours and resolution processes. Confidentiality must be maintained as effectively as possible during these processes.