When you join VicHealth, you get to work with a diverse group of highly skilled, committed and spirited people.
VicHealth employees value the collaborative work culture, the relaxed professionalism and appreciate the shared vision, the sense of community and the development and learning opportunities.
You will also work with many sectors and with partners in the community to build opportunities for people to be informed and have greater access to activities, as well as create environments that enable people to enjoy healthier living.
VicHealth's classifications and award structure do not follow the Victorian Public Service award. The Victorian Health Promotion Foundation is covered by the VicHealth Enterprise Agreement 2014.
Equal employment opportunity policy
At VicHealth, we are committed to ensuring a workplace free of discrimination and harassment. This commitment is based, in part, on the need to ensure that our organisation complies with equal opportunity laws. We are also committed to providing a safe and pleasant working environment for all employees and encouraging good working relationships between employees.
VicHealth will endeavour to ensure that in the application of all company policies, practices and procedures, no discrimination takes place and that all employees enjoy equal access to opportunities within the organisation. The basis of employment decisions is the individual merit of employees.
VicHealth will also endeavour to ensure that no sexual, racial or other harassment occurs in the workplace.
VicHealth is committed to achieving the following Equal Employment Opportunity (EEO) objectives:
- to ensure all employees are treated fairly.
- to fully utilise and develop the potential of every employee.
- to keep all policies and procedures consistent with EEO principles.
- to augment employee morale and motivation by increasing staff confidence in the fairness of our human resource practices and access to employment opportunities.
- to ensure achievement of our objectives through our EEO program which includes the training of staff on EEO and related issues.
What is Equal Employment Opportunity?
Equal employment opportunity, or EEO, means the absence of discrimination or less favourable treatment in employment based on an attribute, such as a person’s sex, age, race, disability, etc – in other words, a 'fair go' for all employees.
The following grounds of discrimination apply in Victoria under federal and state laws:
- marital status
- pregnancy or potential pregnancy
- race, colour, nationality, ethnic or national origin
- impairment/disability (past, present or future)
- parental status
- lawful religious belief or activity
- lawful political belief or activity
- industrial activity
- lawful sexual activity
- physical features
- carer status
- gender identity
- sexual orientation
- personal association with person identified by reference to one of the listed attributes.
What is discrimination?
Discrimination can be either direct or indirect. Direct discrimination occurs when unlawful distinctions are made between individuals and groups based on any of the grounds of discrimination. Indirect discrimination occurs when a seemingly harmless policy, rule or practice has a discriminatory effect against an individual or group.
What is harassment?
Unlawful harassment can be based on any of the prohibited grounds of discrimination. Harassment is any form of unwelcome behaviour or language of a sexual or other nature that has the effect of offending, intimidating or humiliating a person.
Harassment will usually be repeated behaviour, but can also consist of a single act. Harassment makes the work environment unpleasant, sometimes hostile and may affect work performance.
Harassment can often be the result of behaviour that is not intended to offend or harm, such as jokes or unwanted attention. However, the fact that it is unintentional does not mean that it is not unlawful.
Types of harassment
There are many types of harassment. These can range from direct forms, such as abuse, threats, name calling and sexual advances; to less direct forms, such as where a hostile work environment is created but no direct attacks are made on an individual
What to do if you are harassed
If you feel that you are being harassed, tell the person to stop, that their behaviour is unacceptable and that they must not do it again. It is important to say these things to the harasser as they might interpret silence as tacit consent. If, however, you are too frightened or embarrassed to say anything, this does not mean your complaint will not be taken seriously.
If the behaviour does not cease, inform your manager or supervisor. Alternatively, you may wish to speak to an EEO contact person or the Director, Finance & Administration who will advise you of your options.
Be frank and open with the representatives who are investigating the complaint. This will enable appropriate action to be taken.
What VicHealth will do
It is VicHealth’s responsibility to ensure that harassment does not happen in the workplace. If it does occur, complaints of harassment will be taken seriously by the organisation. The complaint will be investigated in a sympathetic, fair and confidential manner. Action will be taken to ensure the harassment stops. Appropriate warnings or disciplinary action will be taken where harassment is found to have occurred.
An employee will not be victimised or treated unfairly for making a harassment complaint.
Responsibilities of Management
It is part of the role of management to ensure that harassment does not occur in the workplace. Managers and supervisors must ensure they do not engage in harassing behaviour themselves.
When a manager or supervisor observes harassment occurring in the workplace, they should take steps to stop it and warn the person involved of the consequences if the offending behaviour continues.
Management is also responsible for ensuring that all staff are aware that harassment will not be tolerated in the workplace and that complaints will be dealt with in accordance with the terms of the VicHealth EEO Complaint Handling procedure as set out in this policy.
If you inform a manager or supervisor about harassment, he/she is obliged to maintain confidentiality in the handling of your complaint. If however, the manager or supervisor feels that he/she is not the appropriate person to handle the complaint, he/she will refer the matter to an EEO contact person or to the Director, Finance & Administration who will be able to assist you.
Responsibilities of employees
Employees are legally obliged to ensure that they do not harass other employees, managers, or supervisors of VicHealth.
Consequences of discrimination and harassment
Employees are expected to comply with company policy and refrain from engaging in discriminatory or harassing behaviour. Should a complaint of discrimination or harassment be made, it will be investigated in a confidential manner. If proven, the person responsible will be disciplined. In serious cases, this may involve dismissal.
The EEO Complaint Handling procedure set out in this policy details the action employees can take if they feel that they have been harassed or discriminated against. The procedure also explains what will happen if a complaint of harassment or discrimination is made against you.