EQUAL OPPORTUNITY POLICY

Castle Civil acknowledges the right of all workers to be treated equitably and commits to providing consistent, merit-based employment practices that follow Australia’s Equal Opportunity laws and regulations. Every Castle Civil worker is expected to perform their duties in a professional and ethical manner without bias or prejudice. Unlawful behaviours such as discrimination, harassment, sexual harassment, victimisation and vilification are not tolerated.

Castle Civil has a responsibility to take reasonable steps to prevent discrimination, harassment, sexual harassment, victimisation and vilification from occurring in the workplace. Castle Civil will meet this responsibility by putting this policy into practice by educating workers about inappropriate behaviour, implementing grievance procedures and ensuring compliance by all in the workplace. Any complaints concerning any of the behaviours set out in this policy will be taken very seriously and dealt with confidentially. Each formal complaint will be investigated and, if substantiated, appropriate disciplinary action will be taken.

Workers should be aware that they can be held legally responsible for their unlawful acts or the acts of persons on their behalf, and subject to disciplinary action. This also applies to workers who assist or encourage other workers in inappropriate behaviour such as bullying or harassment. Workers must ensure that the principles of Equal Employment Opportunity are also applied to guests, partners, suppliers, young people and any other person or organisation that deals with Castle Civil. Workers must report any incidents or suspected incidents to their manager.

“Managers” includes all team leaders, coordinators, supervisors, and executive staff. Managers have an important role in the prevention of inappropriate workplace behaviour. Firstly, managers must ensure that they do not discriminate against, harass, bully, victimise or vilify workers or any other person. Secondly, managers must ensure that all workers understand and implement this policy and ensure that an appropriate work culture is maintained.

Castle Civil will investigate all alleged breaches of this policy promptly, and handle grievances with confidentiality, impartiality, and sensitivity. If a complaint against a Castle Civil worker is substantiated, he or she may face disciplinary action according to relevant Australian laws and regulations.

This policy will be reviewed annually to ensure its suitability and effectiveness. Feedback from workers and stakeholders will be considered. The policy will be revised to reflect changing circumstances and legal requirements.

Damian Egan

Managing Director