Christian Heritage College (CHC) has a legal and moral responsibility to ensure that no person is subjected to behaviours or practices that may constitute discrimination.
This policy confirms CHC’s commitment to eliminating behaviour that does not reflect its acceptable behaviour standards, and aims to promote the principles of responsible and respectful behaviour to ensure a safe and discrimination free environment for all persons.
Inclusions: All CHC employees, contractors, students/interns, and visitors who are engaged in CHC activities either on or off campus.
Discrimination may adversely affect the health and wellbeing of persons, and may adversely affect a person’s access to and/or their participation in opportunities provided by CHC.
1. To ensure that CHC complies with relevant laws and standards of corporate citizenship and to provide a consistent means of dealing with breaches of this Anti-Discrimination Policy.
Definitions and Examples
Types of Discrimination
1. The following are considered to be grounds for unlawful discrimination and/or harassment:
Vilification on the grounds of race, religion, sexuality or gender identity is also unlawful.
The grounds for unlawful discrimination and harassment are explained in the relevant Federal and State legislation, which is listed in policy supporting information.
Discrimination can be either direct or indirect. Direct discrimination takes place when an individual is disadvantaged or treated less favourably than another person. Indirect discrimination happens when a practice or policy appears to be fair because it treats everyone the same way but actually disadvantages people from a particular group.
*Exemptions to religious discrimination exist under Australian law.
2. Examples of discrimination may include but are not limited to:
Disability Based Discrimination
11. The definition of disability, according to the Commonwealth Disability Discrimination Act 1992, is:
and includes a disability that:
12. Examples of disability-based harassment may include but are not limited to:
14. Derogatory comments on conditions, equipment or personal support (eg. interpreter, reader, carer, or trained animal) provided because of a person’s disability or medical condition, and the statement of an implied belief that such provision is a form of advantage or favouritism, can also constitute harassment.
1. CHC is committed to fostering the right of individuals to be free from discrimination, while engaged in CHC activities.
2. CHC will not tolerate discrimination under any circumstances and will take all reasonable steps to eliminate such behaviours or actions.
3. CHC will use educative approaches for the prevention of discrimination, ensuring all persons know their rights and responsibilities, and are encouraged to report behaviour that breaches this policy. CHC will actively seek to adopt and promote inclusive and non-discriminatory language in all persons.
4. Persons who believe they are being discriminated against may address their concerns through the options for mediation in the initial informal steps of the relevant grievance policy. Normally decision makers should seek to resolve grievances of this nature through conciliation/mediation between the parties involved. However, there may be circumstances where this initial step is not appropriate.
5. If discriminatory behaviour involves physical assault or the threat of physical assault, this will be referred to the CEO/President or delegate who will determine whether the police or other relevant authority should be notified.
Responsibility to Act
6. All employees and volunteers must report any infringements of this policy to their direct line manager or CEO/President and encourage students, stakeholders and members of the public to also report infringements to the CEO/President or delegate, or where needed, the volunteer or employee may do so on behalf of that person.
7. It is the responsibility of all employees and volunteers to take reasonable steps to ensure that CHC activities and events are free from discrimination.
8. CHC must take active steps to circulate and implement these policies and procedures so that employees, students and volunteers are aware of them and understand that they are expected to comply with them.
9. Failure to comply with these policies and procedures may cause CHC and an employee, student or volunteer to be vicariously liable should a complaint be received and may be subject to an investigation which can lead to dismissal from work or study.
10. Under law, both employees and volunteers will be personally liable if their actions constitute discrimination.
20. If a complaint is made, it is essential, to the best interests of the parties to the complaint, that confidentiality be maintained to the greatest possible extent at all stages of the complaint procedures. Communication about the complaint must be limited to persons to whom disclosure is consistent with official position and responsibilities.
21. An accusation of discrimination is potentially defamatory and, in order that defences to a defamation action are available to CHC or to persons involved in the grievance, it is essential that the following procedures be observed:
21.1. a person making a complaint under these procedures must act honestly and in good faith;
21.2. any employee, student or volunteer wishing to communicate with another person about a matter coming under these procedures must do so in private or by correspondence marked “personal and confidential”;
21.3. In an emergency, the public interest may require that CHC release confidential information to appropriate authorities. This is permitted by law. CHC must comply with legal requirements to release confidential information in response to a subpoena or search warrant.
SUPPORTING PROCEDURES AND GUIDELINES
|● Grievance and Disputes Procedures
● Grievance and Dispute Resolution Form
POLICY SUPPORTING INFORMATION
|Relevant Commonwealth/ State Legislation||Age Discrimination Act 2004
Anti-Discrimination Act QLD 1991
Australian Human Rights Commission Act 1996
Disability Discrimination Act 1992
Fair work Act 2009
Racial Discrimination Act 1975
Relevant Industrial Relations Legislation for each State
Relevant Anti-Discrimination Legislation for each State
Relevant Workplace Health and Safety Legislation for each State
Sex Discrimination Act 1984
Work Health and Safety Act 2011
|Monitoring and Evaluation:||CHC CEO/President, Director of Quality and Standards & CHC Council|
|Development/Review:||CHC CEO/President & Director of Quality and Standards|
|Approval Authority:||CHC Council|
|Interpretation & Advice:||CHC CEO/President & Director of Quality and Standards|
WHO SHOULD KNOW THIS POLICY?
|● All CHC employees, students and volunteers.|
EFFECTIVENESS OF THIS POLICY
|Performance Indicators:||● Accessibility and adherence of policy to employees, volunteers and contractors.
● Record Keeping.
● Minimisation of risk of grievances or disputes.
● User-friendly documents.
|Definitions and Acronyms:||Discrimination – is where a person is treated less favourably because of their sex, age, marital status, pregnancy, race, ethnic origin, impairment, political conviction, family responsibility or family status. Discrimination may be direct, indirect or systemic.
Grievance – is a real or perceived cause for complaint, dissatisfaction, disagreement or dispute, raised by an employee for which the employee is seeking resolution.
Persons – any volunteer, employee, stakeholder, school leaver or member of the public.
POLICY DISSEMINATION AND PROCEDURES
|Policy Approval Process:||1. Policy drafting by WHS Office with input from CHC Executive and interested stakeholders as required.
2. Submission to the CHC Council for final approval.
|Policy Procedures:||1. Communication of Policy to Deans, via the Network Drive and Online via Moodle (or public viewing platform or program used at the time).
2. Procedures drafting by WHS Officer with input by relevant management.
3. Final Procedure communication outworked by Deans and stored on the Network Drive (or public viewing platform or program used at the time).
4. Communication with Executive Team and CHC Council as necessary.
|Policy Dissemination:||1. All new employees to be informed of this policy, at New Staff Induction, via the Network Drive (or public viewing platform or program used at the time).
2. Induction of existing employees to this policy via staff meetings (or public viewing platform or program used at the time) as required.
3. Publication of the Policy on the Network Drive (or public viewing platform or program used at the time).
|Reference No.||Approved||Date||Committee /
|Resolution No. /
|Reference No.||Approved/ Rescinded||Date||Committee /
|Resolution No. /
G2/1111.2 approved May 2019 Council
|New title: Anti-Discrimination||Old title: Discrimination||June 2019|