Equal Opportunity and Anti-Discrimination Policy 

Digital Design Partners (DDP) is committed to providing a safe, flexible and respectful environment for staff and clients free from all forms of discrimination, bullying and sexual harassment.

Discrimination, bullying, sexual harassment, vilification and victimisation are unacceptable and are unlawful under Commonwealth legislation. Individuals can be held personally liable for certain breaches of discrimination law, and DDP can also be vicariously liable for staff members’ conduct.  

Staff (including managers) found to have engaged in conduct that breaches the above Acts will be managed in accordance with the DDP Discipline and Terminations Policy.

 This policy applies to:

• All staff, including managers and supervisors; full-time, part-time or casual, temporary or permanent staff; job candidates; student placements, apprentices, contractors, sub-contractors and volunteers.

• How DDP provides services to clients, and how we interact with other members of the public.

• All aspects of employment, recruitment and selection; conditions and benefits; training and promotion; task allocation; shifts; hours; leave arrangements; workload; equipment and transport.

• On-site, off-site or after-hours work; work-related social functions; conferences – whenever and wherever staff may be as a result of their duties.

• Staff treatment of other staff, of clients, and of other members of the public encountered in the course of their duties.  

Staff Rights and Responsibilities

All staff are entitled to:

• Recruitment and selection decisions based on merit and not affected by irrelevant personal characteristics.

• Work free from discrimination, bullying and sexual harassment.

• The right to raise issues or to make an enquiry or complaint in a reasonable and respectful manner without being victimised.

• Reasonable flexibility in working arrangements, especially where needed to accommodate their family responsibilities, disability, religious beliefs or culture.

All staff must:

• Ensure all recruitment and job selection decisions at the Company are based on merit – the skills and abilities of the candidate as measured against the inherent requirements of the position – regardless of personal characteristics. It is unacceptable to ask job candidates questions, or to in any other way seek information, about their personal characteristics, unless this can be shown to be directly relevant to a genuine requirement of the position.

• Follow the standards of behaviour outlined in this policy.

• Offer support to people who experience discrimination, bullying or sexual harassment, including providing information about how to make a complaint.

• Avoid gossip and respect the confidentiality of complaint resolution procedures.

• Treat everyone with dignity, courtesy and respect.

Additional Responsibilities DDP Leaders

In addition to the rights and responsibilities identified above, managers and supervisors must:

• Model appropriate standards of behaviour.

• Take steps to educate and make staff aware of their obligations under this policy and the law.

• Intervene quickly and appropriately when they become aware of inappropriate behaviour.

• Act fairly to resolve issues and enforce workplace behavioural standards, making sure relevant parties are heard.

• Help staff resolve complaints informally.

• Refer formal complaints about breaches of this policy to the appropriate member of the leadership team for investigation.

• Ensure staff who raise an issue or make a complaint are not victimised.

• Ensure that recruitment decisions are based on merit and that no discriminatory requests for information are made.

• Seriously consider requests for flexible work arrangements.

• Ensure Lead Partners and Directors are kept informed as appropriate.

Confidentiality

It is unacceptable for DDP staff to talk with other staff members, clients or suppliers about any complaint of discrimination or harassment without the Company’s express permission.

Breaching the confidentiality of a formal complaint investigation or inappropriately disclosing personal information obtained in a professional role (for example, as a manager) is a serious breach of the DDP Code of Conduct and this policy and will be managed under the DDP Discipline and Terminations Policy. 

Resolving Issues

The Company strongly encourages any staff member who believes they have been discriminated against, bullied, sexually harassed, vilified or victimised to take appropriate action by making a complaint in accordance with the DDP Grievance Handling Policy.

Any staff member who has witnessed any discrimination, bullying, sexual harassment, vilification or victimisation should report this to their manager or appropriate senior leader, or can raise a complaint in accordance with the Grievance Handling Policy.

Related Policies

This policy should be read in conjunction with other relevant DDP policies, including:

• Workplace Anti-Harassment and Anti-Bullying Policy,

• Code of Conduct, and

• Grievance Handling Policy.