The managing director has responsibility for the

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-The Managing Director has responsibility for the administration of this Policyincluding its reporting to the Board or relevant sub-committee as appropriate.-The Nomination and Remuneration Committee has responsibility for oversight of thisPolicy in accordance with the 3rd edition of the ASX Corporate GovernancePrinciples and Recommendations.4. PolicyIt is an understanding that each individual is unique, and recognition of their individualdifferences. These differences can include skills, experience, thought, gender, age, disability,ethnicity, cultural or socio-economic background, religion, sexual orientation, political orideological beliefs as well as other dimensions such as lifestyle and family responsibilities.At GWA we are committed to:-A workplace which is free from discrimination, harassment, bullying, victimisation andvilification-Treating employees fairly and with respect-A workplace culture that is inclusive and embraces individual differences-Equal employment opportunities based on ability, performance and potential-Awareness in all staff of their rights and responsibilities with regards to fairness,equity and respect for all aspects of diversity-Flexible work practices and policies to support employees and their changing needs-Attraction, retention and development of a diverse range of talented people-Equitable frameworks and policies, processes and practices that limit potentialunconscious bias4.1 GWA’s approach to Diversity and InclusionThe strategic priorities which form their Diversity and Inclusion Strategy align to the currentand emerging needs of the GWA workforce and encompass gender, age and culture.Our diversity and inclusion strategy includes setting measurable objectives for achievingdiversity at different levels throughout GWA.The Managing Director will recommend objectives in relation to gender diversity and willseek the Board’s approval of these objectives. The objectives and progress against them willbe monitored by the Nomination and Remuneration Committee on an ongoing basis and willbe disclosed in the Annual Report.4.2 Diversity programs and practicesTo achieve a diverse and inclusive environment, this company support the followingprograms and practices:4.2.1. Recruitment, Selection & PromotionThe company recognises the value of recruiting, selecting and promoting employees withdifferent backgrounds, knowledge and experience. Their recruitment and selectionPage8of11
BSBDIV601 Develop and implement diversity policyprocesses identify candidates with the most suitable knowledge, skills, experience andpersonal values and as an equal opportunity employer, the recruitment processes aredesigned to promote equality. Testing, independent evaluations and behavioural interviewingare used to promote equitable and unbiased selection and promotion decisions.

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