Diversity and Inclusivity policy
Purpose of the Policy
Our company is dedicated to cater to the needs of all children and their families irrespective of any caste, creed, or ethnic differences. We believe in a society that is capable of living harmoniously together where no differences such as those initiated by prejudiced mentality should exist. In the light of the recent incidents, the purpose of this policy is to lay out specific aims and principles that will guide our employees in the future regarding such issues. Through this policy, our company aims to provide equal treatment to everyone that comes directly or indirectly under our services. In conclusion, the primary purpose of this policy document shall be to ensure that our company will not, by any means, attempt to discriminate our students, their parents, or any of our employees in terms of caste, creed, race, color, ethnicity, religion, disability, sexual orientation, socio-economic background, etc .
Definitions
Aims
Through this policy we aim to
Provide only indiscriminative and non-stereotyping information to the children at all levels during our day to day activities .
Provide an equal opportunity and platform for learning to all the children and promote inclusivity practices in the curriculum.
Monitor and evaluate the success of all our inclusive practices and attempt for their further improvement .
The legal framework of our policy includes
Racial discrimination act (1975)
Sex discrimination act (1984)
Disability discrimination act (1992)
Australian Human Rights Commission Act (1986)
Other legal framework may include the laws that operate at state and territory levels in which our company functions such as the laws in New South Wales, Queensland, Tasmania, Victoria, etc .
Scope of this Policy
This policy on equality, diversity, and inclusivity shall be binding to all the employees, staffs, and parents of children admitted to our institution. All staffs and parents should be aware of the purpose of this policy as well as its principles. It is mandatory for all the staff and employees to take note of the policy principles and keep a definite idea as to what is expected of them. Employees working part-time or as guest staffs should also be aware of this policy, its directives and its legal obligations .
Method
Our company has in active operation a special branch of staffs handpicked for the specific purpose of monitoring and eliminating discriminatory practices in our company. They are also responsible for promoting inclusivity programs (such as seminars) and attending to issues and grievances pertaining to any form of discrimination. This committee or branch responsible for ensuring the sustenance of the liberal nature of our company is represented by a member from each racial, ethnic, and gender groups. The task of selecting members is taken seriously by the company. This is to ensure such diverse representation in the committee so as to avoid a biased judgment or ruling and/or being accused of making a biased judgment or ruling.
Policy Principles
There are some guidance points or principles according to which the purpose of the policy shall be met. They have been introduced to reiterate our firm belief in non-discriminatory and inclusivity practices. These guided principles have been drawn after careful reference of policy documents of other institutions and also with some assistance from our committee .
Principle 1: Nurture positive attitude, sharing mentality, togetherness, and empathy towards one’s fellow students and colleagues. The basics of this principle shall function as the guiding tool for our staffs and employees for as long as they are a part of this institution. Each member of this pristine institution shall be responsible for safeguarding such virtues and maintaining and propagating positive mentality in our environment.
Principle 2: Attempt to reduce or completely eradicate any traces of inequality or discrimination, if any, from our institution. It is only human to recognize the differences in our caste, creed, race, or color at a glance and such recognition cannot be attributed to discrimination or inequality. But attempts taken to deliberately derail the harmony that exists in our institution shall be taken seriously. It is the responsibility of all the members of our institution to safeguard our doctrines and fight against discriminatory activities.
Principle 3: Recognize unavoidable differences and treat them with respect. There are unavoidable differences in our midst based on our ethnicity, religion, gender, sexual identity etc. It is important that we do not completely exclude them from our institution. We (each member of our company) must be considerate to such differences and be capable of accepting them and behaving accordingly.
Principle 4: Constant improvement of our equality and inclusivity policy fitting to the ever expanding dimensions of our institution. The current status of our policy is based on the existing collection of students and staffs and the provisions in here are based on the primary investigations the committee did on this front. It is the responsibility of the committee to constantly improve on the existing policy according to the evolving changes of our institution and maintain a liberal environment in the company.
Roles and Responsibilities
The Board of Directors:
They have the overall responsibility of ensuring an inclusive and liberal environment in the institution. The management unit is responsible for eradicating any unlawful discriminatory practices, if any, existing in our institution, with the help of the HR unit. The board of directors is responsible for filing periodic reports from HR unit regarding any discriminatory disputes (or complaints) and the status of inclusivity programs promoted in the institution.
The HR Unit
The HR unit, including the Sr. HR Director, is responsible for directing and aiding the committee of Diversity and Inclusivity Maintenance and Promotion to develop and periodically update the diversity and inclusivity policies and ensuring a liberal environment in the institution. The Sr. HR Director shall be the presiding officer of the committee and various members of the HR Unit will head different sections pertaining to some specific functions (such as dealing with complaints, conducting equality promotion seminars, etc).
The Committee
The committee is given the responsibility of looking after and monitoring all the activities that may adversely affect the harmony existing in our institution. It is the committee’s responsibility to look into such complaints and make unbiased judgments or rulings on these matters. They may promote programs to foster inclusivity (such as seminars) if they find that the current circumstances and timings are fit for them. The committee is also responsible for giving guidance to staffs or management in dealing with issues related to discrimination or helping them to avoid such situations.
Management Unit
Management Unit is responsible for curtailing negative attitudes fostered by staffs that come directly under them. Any attempt to derail the harmony or liberality of our institution should be thwarted from the beginning. The management unit is responsible for closely monitoring the staffs and reporting any such attempts from their part to the committee.
Staffs
The staffs should co-operate and comply with all the principles given in the policy . The staffs are also expected to read the document and have a clear idea what this requires them to do. They are expected to follow the principles strictly and should not attempt to discriminate, victimize, harass, or intimidate any other employee, students, or their parents in the basis of their caste, creed, sexual orientation, color, or race. If they witness any such attempts from their colleagues, they should immediately inform their managers or the committee in charge.
Parents
Parents are responsible for upholding the institution’s diversity and inclusivity policies and promoting it through their behavior. They are also responsible for ensuring such positive practices from their children as well. Parents are expected to report any negative incidents related to discriminatory practices if they ever witness one .
Breaches of the policy
Any breaches to this policy from the part of our employees or parents shall be treated seriously and strictly with the same vehemence and importance that we take in dealing with other policy breaches of our institution. And in addition to the actions taken by our HR Unit and Committee against defaulters, any discriminatory practices (that led to the policy breach) shall be reported to the concerned legal authority as per law. There will be no failure or exceptions to this doctrine about breaches of diversity and inclusive policy under any circumstances.
Bibliography
A Quick Guide to Australian Descrimination Laws 2014, viewed 24 March 2016, <https://www.humanrights.gov.au/sites/default/files/GPGB_quick_guide_to_discrimination_laws_0.pdf>.
Brookside School 2015, 'Equality, Diversity, and Inclusion Policy', Brookside Primary School, Leicestershire.
Fairlands Day Nursery 2016, Equality, Inclusion, and Valuing Diversity Policy, viewed 24 March 2016, <http://www.fairlandsnurseryschool.co.uk/Policy/Equality_Inclusion_Diversity.pdf>.
Gov.Uk 2015, Equality and Diversity Policy, viewed 24 March 2016, <https://www.gov.uk/government/uploads/system/uploads/attachment_data/file/405132/Equality_and_Diversity_Policy.pdf>.
Health & Social Care Information Centre 2016, Equality and Diversity Policy, viewed 24 March 2016, <http://www.hscic.gov.uk/media/1512/Equality-and-Diversity-Policy/pdf/EqualityandDiversityPolicy_16_12_2011_v2.1.pdf>.
Templegate Tiny Tots 2016, Equality and Diversity policy, viewed 24 March 2016, <http://templegatetinytots.co.uk/policies_4_4113658631.doc>.
