Training Handbook

Equal Opportunity Policy

One World for Children believes that all employees and participants are entitled to be treated on the basis of their true abilities and merit, and to work in an environment which is free of discrimination.

Accordingly, all employees are entitled to access employment, promotion, training and other benefits of employment on the basis of their skills, qualifications, abilities, prior work performance and aptitudes and their ability to fulfill the inherent requirements of the job.

Similarly, all potential participants are entitled to access One World for Children training programs on the basis of their skills, qualifications, abilities, prior work performance and aptitudes and their ability to fulfill the inherent requirements of the associated work placement.

Persons with physical or intellectual disabilities are able to access funded training programs.

Grounds of Discrimination

In accordance with the Equal Opportunity Act 1995, One World for Children recognises that it is unlawful to discriminate in employment and access to education on any of the following grounds:

Age
Disability
Industrial Activity
Lawful sexual activity/ sexual orientation
Marital, parental or carer status
Physical features
Political belief or activity
Pregnancy
Race
Religious belief or activity
Sex
Personal association with a person who could be discriminated against because of a characteristic listed above

One World for Children also recognises it is unlawful to request information (either orally or in written form) that may be used for discriminatory purposes.

Sexual Harassment

A person sexually harasses another person if he or she makes an unwelcome sexual advance, request for sexual favours, or engages in any other unwelcome conduct of a sexual nature.

Sexual harassment is behaviour that is unwelcome, unsolicited and unreciprocated.

It is against the law for:

trainers or other staff to sexually harass participants
participants to sexually harass trainers or other staff
participants to sexually harass other participants

Sexual harassment can consist of:

unwelcome comments about a person’s sex life or physical appearance
suggestive behaviour such as leering or ogling
unnecessary physical intimacy such as brushing up against a person
sexual jokes, offensive telephone calls, photographs, reading matter or objects
sexual propositions or continued requests for dates
physical contact such as touching or fondling
indecent assault or rape (which are also criminal offences)

Workplace Harassment, Victimisation and Bullying

Workplace harassment almost always has a strong clear focus (eg sex, race, disability). It tends to focus on the individual because of what they are. It has a strong physical component eg: contact and touch in all it’s forms, intrusion into personal space and possessions, damage to possessions including a person’s work, etc

Victimisation and bullying is persistent, offensive, abusive, intimidating or insulting behaviour, abuse of power which make the recipient feel upset, threatened, humiliated or vulnerable, which undermines their self-confidence and which may cause them to suffer stress.

Victimisation and bullying differs from harrassment in that the focus is rarely based on gender, race or disability. The focus is often on competence, or rather the alleged lack of competence.

These types of behaviour are not acceptable in any way by One World for Children and are considered as disciplinary offences.

What to do

If you feel you are being sexually harassed or discriminated against, please contact the One World for Children Equal Opportunity Officer who will follow up this matter. All reported matters will be investigated.

Disciplinary Action

All participants/clients are expected to comply with all policies relating to:

sexual harassment
victimisation
bullying

Any necessary action in accordance with legislation will be directed to the Equal Opportunity Officer.

Failure to respond to written warnings may lead to your training being suspended or cancelled.

For more information on equal opportunity go to www.eoc.vic.gov.au

Industry related legislation:

Children’s Services Regulations 1998

Children’s Services ACT 1998

QIAS 2005

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