1. Purpose

This policy promotes diversity, equity and inclusion across SSAH. It establishes expectations for a safe, fair and welcoming environment and for identifying and removing barriers to employment and service access.

2. Scope

This policy applies to the Director, employees, contractors, students, volunteers, applicants, clients and visitors. It covers recruitment, employment, supervision, training, referral, intake, assessment, service delivery, communication, premises, telehealth and organisational decisions.

3. Principles

Equal opportunity. Decisions are based on relevant requirements, needs and merit rather than unlawful assumptions or attributes.

Equity. Different supports or adjustments may be required so people can participate on a substantively equal basis.

Accessibility. Information, communication, environments and processes are designed or adapted to reduce barriers.

Inclusion and dignity. Diverse identities, bodies, neurotypes, cultures, relationships, families and ways of communicating are respected.

No victimisation. A person is not disadvantaged for requesting an adjustment, asserting a right, raising a concern or supporting another person.

4. Definitions

Equal opportunity: fair access to employment, services, education and participation without unlawful discrimination.

Discrimination: direct or indirect unfavourable treatment based on a protected attribute, or failure to make a legally required reasonable adjustment.

Harassment: unwelcome conduct related to a protected attribute that offends, humiliates or intimidates, or otherwise meets an applicable legal definition.

Reasonable adjustment: a change that enables a person with disability or another access need to participate, unless the adjustment would impose unjustifiable hardship or is otherwise not required by law.

Victimisation: subjecting or threatening to subject a person to detriment because they asserted a right, made or supported a complaint, or participated in a process.

5. Legal, ethical and professional framework

SSAH applies this policy consistently with the following requirements, where relevant:

• Equal Opportunity Act 2010 (Vic) and Anti-Discrimination Act 1977 (NSW).

• Racial Discrimination Act 1975 (Cth), Sex Discrimination Act 1984 (Cth), Disability Discrimination Act 1992 (Cth) and Age Discrimination Act 2004 (Cth).

• Australian Human Rights Commission Act 1986 (Cth).

• Fair Work Act 2009 (Cth), where applicable to employment.

• Racial and Religious Tolerance Act 2001 (Vic).

• AASW Code of Ethics 2020 and NDIS Code of Conduct, where applicable.

6. Protected attributes and prohibited conduct

SSAH will not unlawfully discriminate on the basis of race, colour, descent, national or ethnic origin, Aboriginality, religion, disability, neurotype, sex, sexual orientation, gender identity, sex characteristics, marital or relationship status, pregnancy, breastfeeding, parental or carer status, age, employment activity, political belief or activity, industrial activity, physical features, profession or another attribute protected by applicable law.

Discrimination, harassment, sexual harassment, vilification, victimisation and retaliation are prohibited. Lawful exceptions or special measures will be applied narrowly and documented where relied upon.

7. Responsibilities of the Director, SSAH

The Director, SSAH establishes accessible systems, monitors compliance, supports reasonable adjustments, ensures staff awareness, responds to reports and reviews this policy at least annually. Decisions must be documented and conflicts of interest managed.

8. Equal opportunity in employment

Applicants and workers are assessed on relevant skills, qualifications, experience, performance and inherent job requirements.

Recruitment, allocation, training, supervision, promotion, conditions and termination are conducted without unlawful bias.

Reasonable workplace adjustments are considered in consultation with the person and with appropriate privacy.

SSAH encourages applications and participation from people of diverse backgrounds and reviews systemic barriers.

9. Equal access to services

Service information is provided in accessible language and formats where reasonably available.

SSAH considers communication supports, interpreters, telehealth, physical access, sensory needs, scheduling, support people and other reasonable adjustments.

Eligibility and clinical suitability decisions are based on service scope, competence, safety and client need, not unlawful attributes.

Where SSAH cannot safely or competently provide a service, it will explain the decision and, where appropriate, offer referral information without discrimination.

Client feedback is used to identify and remove access barriers.

10. Requesting an adjustment

A person may request an adjustment from any SSAH worker. SSAH will clarify the barrier and desired outcome, consult respectfully, request only information reasonably needed, consider effectiveness, safety, cost and alternatives, document the decision and review it if needs change. A refusal will include reasons and other options where appropriate.

11. Reporting and response

Discrimination, harassment or an access barrier should be reported to the Director, SSAH or through the Complaints Policy. Reports are taken seriously, protected from retaliation and assessed promptly. Responses may include immediate safety action, adjustment, education, mediation, investigation, supervision, disciplinary action, service change or external notification.

12. External options and compliance

A person may contact the Victorian Equal Opportunity and Human Rights Commission, Anti-Discrimination NSW, the Australian Human Rights Commission, Fair Work Commission, Fair Work Ombudsman, a health complaints body or another authority with jurisdiction. Non-compliance may result in training, changed duties, disciplinary action or termination of employment, engagement or services, subject to law and procedural fairness.

References

Equal Opportunity Act 2010 (Vic). https://www.legislation.vic.gov.au/in-force/acts/equal-opportunity-act-2010

Anti-Discrimination Act 1977 (NSW). https://legislation.nsw.gov.au/view/html/inforce/current/act-1977-048

Disability Discrimination Act 1992 (Cth). https://www.legislation.gov.au/C2004A04426/latest

Sex Discrimination Act 1984 (Cth). https://www.legislation.gov.au/C2004A02868/latest

Racial Discrimination Act 1975 (Cth). https://www.legislation.gov.au/C2004A00274/latest

Age Discrimination Act 2004 (Cth). https://www.legislation.gov.au/C2004A01302/latest

Victorian Equal Opportunity and Human Rights Commission. https://www.humanrights.vic.gov.au/

Document contact

For questions or concerns about equal opportunity, access, an adjustment or this policy, contact the Director, SSAH on 0435 005 669 or hello@socialsense.com.au. Correspondence may also be sent to PO Box 212, Brunswick VIC 3056.