Delivery Centric Pty Ltd supports an environment that is free from unlawful discrimination or  harassment. Candidates and clients who perceive conduct to be discriminatory must raise concerns immediately with their Delivery Centric Consultant or the appointed Delivery Centric EEO Officer.

Delivery Centric Pty Ltd supports an environment that is free from unlawful discrimination or harassment. Candidates and clients who perceive conduct to be discriminatory must raise concerns immediately with their Delivery Centric Consultant or the appointed Delivery Centric EEO Officer.

Client Responsibility:

• to provide an environment that is free from unlawful discrimination and sexual harassment.

Candidate / Contractor / Employee Responsibility:

• to report any matters or incidents to Delivery Centric immediately.
• to behave in an acceptable manner and to avoid behaviour which could be deemed to be discriminatory.

Introduction

Delivery Centric is an equal opportunity employer. Equal opportunity is about good employment practices and efficient use of our most valuable asset, our candidates and employees. Every manager and employee has personal responsibility for the implementation of the policy. Any instance of doubt about the application of the policy, or other questions, should be addressed to the Recruitment Consultant as should any requests for special training.

Delivery Centric will not discriminate on grounds of sex, age, marital status, ethnic origin, colour, nationality, disability, physical features, religion, political opinion, industrial activity or other grounds of discrimination not prohibited by legislation.
Delivery Centric and its employees are to understand that discrimination and harassment are an unacceptable form of behaviour and will not be tolerated. Further, the organization will monitor the composition of the workforce and introduce positive action if it appears that this policy is not fully effective.

Policy scope
The policy applies to the advertisement of jobs, recruitment and appointment, training, conditions of work, pay and to every other aspect of employment. The policy also applies equally to the treatment of our customers/client. Staff involved in recruitment in particular should request training if they have any doubt about the application of this policy.

Employees should note that the imposition of a condition or requirement which has an adverse impact on someone, because of his or her sex, race or marital status will also be unlawful unless it can be justified on grounds of business need.

Disability
Employees with disabilities or who become disabled in the course of their employment should inform and may also wish to advise the company of any “reasonable adjustments” to their employment or working conditions which they consider to be necessary or would assist them in the performance of their duties.

Careful consideration will be given to any proposals of this nature and, where reasonable and reasonably practicable, such adjustments will be made. There may however be circumstances where it will not be reasonable or reasonably practicable for Delivery Centric accommodate those proposals and where less favourable treatment may be justified in accordance with the statutory provisions.

Disciplinary measures
Any employee who harasses any other employee on the grounds of race, sex, disability or any other reason will be subject to Delivery Centric’s disciplinary procedure. In serious cases, such behaviour will be deemed to constitute gross misconduct and, as such, will result in summary dismissal in the absence of mitigating circumstances.

Monitoring
All employees and job applicants will be asked to complete a form denoting their sex, race, ethnic origin and any disabilities. Delivery Centric guarantees that this form will be used for the purpose of monitoring the effectiveness of its equal opportunities policy only.

The composition of the workforce and of job applicants will be monitored on a regular basis. Should inequalities become apparent, positive action will be taken to redress the imbalance, including such measures as:

• advertising jobs in ethnic or female interest publications, as appropriate
• introducing assertiveness training
• introducing English language training
• encouraging under-represented groups to apply for suitable training posts, and
• making contact with people with disabilities