Diversity and Inclusion
The Arinex Group (the “Company”) appreciates the value inherent in a diverse workforce. Diversity may result from a range of factors: origin, age, gender, sexual identity, race, religion, cultural heritage, lifestyle, education, physical ability, appearance, language, or other factors. We value the differences between people and the contribution these differences make to our business.
We will actively manage diversity and inclusion, seeking ways of acknowledging and embracing the differences that exist. This means that we will:
- actively and flexibly seek to accommodate the unique needs of many different employees.
- commit to ensuring that all employees are treated with respect, dignity, and openness.
- seek to ensure that our business practices, policies, and procedures do not prevent people from diverse backgrounds having equality of opportunity within the organisation.
Purpose
This policy provides the framework by which the Arinex Group actively manages and encourages diversity and inclusion.
The Company’s goal is to create a culture that is diverse, inclusive and that respects and celebrates our differences.
Scope
This policy applies to the Company’s board, its employees, and contractors.
Definitions
In relations to this Diversity and Inclusion Policy:
Diversity – Refers to the visible and invisible differences that exist between people, including (but not limited to) race, colour, physical features, sex, sexual orientation, gender identity, lawful sexual activity, age, physical or mental disability, marital status, family responsibilities, pregnancy, breast feeding, carer responsibilities, religion, political opinion, national extraction, social origin, industrial activity, or trade union membership. It also refers to diverse ways of thinking and ways of working.
Inclusion – Refers to ensuring that current, future and potential employees have equality of opportunity in the organisation without any barriers or obstacles as a result of their race, colour, physical features, sex, sexual identity, gender identity, lawful sexual activity, age, physical or mental disability, marital status, family responsibilities, pregnancy, breast feeding, carer responsibilities, religion, political opinion, national extraction, social origin, industrial activity or trade union membership.
Equal Employment Opportunities (EEO) – Is the principle that all persons can have equal access to employment opportunities based on merit, without fear of discrimination or harassment.
Diversity Principles
The Company’s diversity and inclusion policy, processes and initiatives focus on four diversity and inclusion principles:
- Decisions regarding recruitment, selection, training and development and promotion are based on merit, performance, and capabilities.
- The organisation embraces fairness, equality and inclusiveness and does not tolerate unlawful discrimination, bullying, harassment, or victimisation.
- Diversity and inclusion and equal employment opportunity initiatives are based on sound business objectives.
- Diversity and inclusion is everyone’s business – it is part of how the organisation works
Equal Employment Opportunities
The Company will provide equal opportunity in respect to employment and employment conditions, including:
- Recruitment and selection
- Performance management
- Training and development
- Career advancement
- Support.
The Company is committed to supporting all employees and managers in the achievement of a diverse and inclusive workplace. Managers are responsible for developing and encouraging a positive environment, where all employees are treated with respect and dignity.
Measurable objectives
The Company will establish, on an annual basis, measurable objectives for the achievement of diversity and inclusion. These objectives may include:
- Establishing goals for gender equity within the organisation
- Establishing goals for representation of under-represented groups within the organisation
- Reviewing and addressing any identified pay equity gaps
- Implementing leadership initiatives that promote equal opportunity, diversity and inclusion practices and a diverse and inclusive organisational culture
- Implementing training and development initiatives that promote and embed EEO, diversity and inclusion practices within the organisation.
Monitoring and reporting
The Human Resources will regularly measure and report on the progress towards achieving diversity and inclusion objectives and will conduct an annual assessment of the measurable objectives.
The CEO will regularly report to the board on the progress towards achieving diversity and inclusion objectives.
Disclosure of diversity and inclusion reporting and outcomes will be made to key stakeholders on an annual basis.
Compliance
Human Resources will proactively monitor organisational performance in meeting policy requirements.
Human Resources in partnership with the management team will ensure that all employees undertake regular compliance training in relation to Diversity and Inclusion, and legislative and other responsibilities relating to anti-discrimination, workplace bullying & harassment, and equal employment opportunity.
Human Resources will also conduct regular reviews of the processes involved in recruitment, remuneration, performance management and training and development to assess the implementation of and compliance with this policy.
Managers have a responsibility to ensure the workplace is free from discrimination, harassment, or bullying, and that all employees comply with the diversity and inclusion policy.