Governance

Career Development Management Guru

Date of Publication: January 2014

CDMGuru is therefore committed to ensuring fairness, dignity and respect in the workplace by promoting inclusive behaviour and increasing awareness of the value of cultural diversity. Managing diversity within the workplace means not only treating everyone equally but also identifying and tailoring work practices to differences between people in order to break down barriers between different groups, subgroups or individuals and create an inclusive culture that embraces diversity. CDMGuru believes that valuing diversity will bring motivation and commitment within the workforce and will create the foundation for fulfilling the potential of every employee.

CDMGuru believes that every aspect of its activity has an impact on the community and the society at large through its association with its clients. CDMGuru is aware of the broad sphere of influence it has through the workshops, courses and other services it provides for companies and individual clients. Consequently, CDMGuru is committed to positively influencing the community and society at large to proactively embrace the cultural diversity of groups, subgroups and individuals.

 

2.     Policy Statements

2.1      Policies – Guiding Principles

• Embracing and understanding diversity are explicit and essential parts of The Company’s Vision, Mission and Values;
• The Company is committed to ensuring a safe working environment by providing a workplace free from discrimination, harassment, sexual harassment, bullying, victimisation and vilification;
• The Company is committed to providing an inclusive culture, that respects people as individuals, values their differences and creates a fair and flexible working environment;
• The Company is committed to developing flexible work practices in order to meet the different needs of all employees;
• This policy covers every phase of the management of The Company including strategic planning, business planning, marketing planning and human resource planning such as training programs, recruitment processes and selection procedures;
• The Company is committed to developing and implementing plans, programs, initiatives and workshops that value diversity;
• The Company is committed to making a contribution to the economic, educational and social well-being of the community.

2.2 How to value diversity: the importance of awareness

• The Company commits itself to practicing this diversity policy by integrating practices and procedures with job processes. We will do this by continuously creating, increasing and restoring awareness of why diversity is a source of competitive advantage;
• The Company strongly believes that it is possible to create an inclusive culture and break down barriers between groups, subgroups or individuals only by increasing, creating and restoring awareness of one’s own beliefs, values, attitudes, automatic thoughts and unconscious prejudices.

3.1     Key terms

• Diversity is a term that generally refers to a variety of differences between people including ethnicity, race, culture, age, gender, disabiliy, sexual orientation and family responsibilities. Diversity can take many forms and different meanings in addition to those listed above and it is important to keep in mind a flexible definition of diversity;
• Inclusion consists not only in providing the same opportunities for everyone regardless race, gender and age but also in breaking down barriers between groups, subgroups or individuals to create an inclusive culture that embraces diversity and fulfils the potential of all employees;
• Corporate social responsibility is an ongoing commitment of the business to behave ethically and in the interest of all the employees, the community and the society at large.

3. 2    Non-Inclusive behaviours

• Direct discrimination is the use of personal characteristics in order to determine who hire, promote, fire and so on;
• Indirect discrimination occurs when policies or work practices seem to be equal for everyone but create a discriminatory disadvantage for a particular employee or a group of employees;
• Harassment is any form of behaviour that make someone feel intimidated, humiliated, insulted or offended;
• Sexual harassment is any forms of unwanted sexual observations or behaviours;
• Bullying consists in the repeated less favourable treatment of a person by another or others such that may be considered unreasonable and inappropriate workplace behaviour;
• Victimisation is when a person receive some form of detriment because he or she has made a complaint or provided information as a witness;
• Vilification consists in any behaviour that elicits hatred, revulsion or severe ridicule against someone.

• All CDMGuru staff are responsible for respecting, supporting and implementing this diversity policy and preventing unlawful discrimination, harassment and bullying.

• All staff have responsibilities to review, monitor and evaluate continuously the implementation of this policy and to report behaviours against it;
• Monitoring the implementation of this policy is embedded in every procedure, action and activity of The Company.

• The Company does not accept non-inclusive behaviours;
• The Company takes responsibility for making its employees understand and respect this policy and to be assertive to prevent non-inclusive behaviours;
• This policy guides every aspect of recruitment, selection, development and succession planning;
• The Company aims to attract people of all different backgrounds, experiences and cultures and provides Equal Employment Opportunity (EEO) to all groups;
• The Company embraces different backgrounds, experiences and cultures in order to create a competitive advantage;
• The Company works to break down barriers between groups, subgroups or individuals, create an inclusive culture that embraces diversity and fulfil the potential of every employee regardless of any racial, gender or age differences;
• The Company rewards and promotes its employees based on assessment of individual performance, capability and potential regardless any racial, gender or aging differences;
• The Company encourages its employees to adapt behaviour if required in order to break down barriers between groups, subgroups or individuals, creates an inclusive culture that embraces diversity, fulfils the potential of every employee and creates a competitive advantage of different backgrounds, experiences and cultures;
• The Company allows its employees and clients to reach their full potential by embracing differences in backgrounds, experiences and cultures;
• This policy guides The Company’s activity in every aspect: its interactions with clients, its communication with clients, its interactions with social networks and all services, courses and consultations offered to the clients.

• Commonwealth – Human Rights and Equal Opportunity Commission Act 1986
• Queensland Anti- Discrimination Act 1991
• Disability Discrimination Act 1992
• Racial Discrimination Act 1975
• Sex Discrimination Act 1984
• Workplace Relations Act 1996 (as amended)
• Criminal Law (Rehabilitation of Offenders) Act 1986
• Queensland Workplace Health and Safety Act 1995
• Queensland Prevention of Workplace Harassment Advisory Standard 2004
• Worker’s Compensation and Rehabilitation Act 2003