The Company is an equal opportunity employer. The Company will not tolerate discrimination based upon sex, pregnancy, marital status, race, disability, sexual preference, homosexuality, trans-gender status, ethno-religion or religion, age, political beliefs, union activity, parental status, family responsibilities, family status or physical features (each an '‘Unlawful Ground").

It is contrary to Company policy for an employee to discriminate against an applicant for employment, employee, customer, supplier or member of the public on an Unlawful Ground. It is also contrary to Company policy for an employee to discriminate against any relative, partner or associate of an applicant for employment, employee, customer, supplier or member of the public on an Unlawful Ground.

The Company is committed to creating a working environment in which all members of staff are treated with dignity, courtesy and respect, and which is free from harassment in relation to an Unlawful Ground. All harassment which is sexual or sex-based, racial or relates to a person’s marital status, disability, age, pregnancy, sexuality or any other Unlawful Ground will not be tolerated.

Harassment is any form of behaviour that:

• is unwanted, unwelcome or uninvited
• is likely to cause a hostile or uncomfortable workplace by humiliating, embarrassing, offending or intimidating the victim
• happens because of the victim’s sex, race, marital status, disability, age, pregnancy, sexuality or any other Unlawful Ground

Harassment can take many different forms and may include physical contact, comments, jokes, propositions, the display of offensive material or other behaviour that makes the workplace uncomfortable or unpleasant.

Employees breaching this policy against discrimination and harassment, whether in relation to potential or existing employees, customers, suppliers or any member of the public will be the subject of disciplinary action, up to and including dismissal.

Any employee who has been the victim of, or who is aware of, discrimination or harassment on, or in relation to, an Unlawful Ground, should report the incident to the manager responsible for the facility where the relevant conduct occurred, or to the Managing Director. Any complaints regarding discrimination against or harassment of customers, suppliers or any member of the public should also be directed to the responsible manager or the Managing Director.

The identity of the complainant, as well as the record of the complaint, will be maintained in confidence in accordance with the Company’s Complaint Handling Procedure.