Conduct Policy

1.        Scope        1

2.        Aims        2

3.        Staff rights and responsibilities        2

3.1        Additional responsibilities of managers and supervisors        2

4.        Unacceptable workplace conduct        3

4.1        Discrimination        3

4.2        Bullying        4

4.3        Sexual harassment        5

4.4        Victimisation        6

4.5        Gossip        6

5.        Merit at SproutX        6

6.        Resolving issues at SproutX        7

7.        More information        7

8.        Review details        7

1.        Scope

This policy applies to (but is not limited to):

2.        Aims

SproutX is committed to providing a safe, flexible and respectful environment for staff, guest speakers, mentors, Pre-Accelerator participants, Accelerator participants, and coworking space residents, free from all forms of discrimination, bullying and sexual harassment.

All SproutX staff, guest speakers, mentors, Pre-Accelerator participants, Accelerator participants, and coworking space residents are required to treat others with dignity, courtesy and respect.

By effectively implementing our Workplace discrimination and harassment policy we will attract and retain talented staff, mentors, speakers, Pre-Accelerator, Accelerator participants, and coworking space residents and create a positive environment for the SproutX community.

3.        Staff rights and responsibilities

All staff are entitled to:

All staff must:

3.1        Additional responsibilities of managers and supervisors

Directors, Managers, supervisors must also:

4.        Unacceptable workplace conduct

Discrimination, bullying and sexual harassment are unacceptable at SproutX and are unlawful under the following legislation:

Staff (including managers and Directors) found to have engaged in such conduct might be counselled, warned or disciplined. Severe or repeated breaches can lead to formal discipline up to and including dismissal.

4.1        Discrimination

Discrimination is treating, or proposing to treat, someone unfavourably because of a personal characteristic protected by the law, such as sex, age, race or disability.

Discrimination can occur:

Directly, when a person or group is treated less favourably than another person or group in a similar situation because of a personal characteristic protected by law (see list below).

For example, a worker is harassed and humiliated because of their race
A worker is refused promotion because they are ‘too old’

Indirectly, when an unreasonable requirement, condition or practice is imposed that has, or is likely to have, the effect of disadvantaging people with a personal characteristic protected by law (see list below).

For example, redundancy is decided based on people who have had a worker’s compensation claim rather than on merit.

Protected personal characteristics under Federal discrimination law include:

It is also against the law to treat someone unfavourably because you assume they have a personal characteristic or may have it at some time in the future.

4.2        Bullying

If someone is being bullied because of a personal characteristic protected by equal opportunity law, it is a form of discrimination.

Bullying can take many forms, including jokes, teasing, nicknames, emails, pictures, text messages, social isolation or ignoring people, or unfair work practices.

Under Federal law, this behaviour does not have to be repeated to be discrimination – it may be a one-off event.

Behaviours that may constitute bullying include:

Bullying is unacceptable in SproutX and may also be against occupational health and safety law.

4.3        Sexual harassment

Sexual harassment is a specific and serious form of harassment. It is unwelcome sexual behaviour, which could be expected to make a person feel offended, humiliated or intimidated. Sexual harassment can be physical, spoken or written. It can include (but is not limited to):

Just because someone does not object to inappropriate behaviour in the workplace at the time, it does not mean that they are consenting to the behaviour.

Sexual harassment is covered in the workplace when it happens at work, at work-related events, between people sharing the same workplace, or between colleagues outside of work.

All staff, volunteers, guest speakers, mentors, Pre-Accelerator participants, Accelerator participants, and coworking space residents have the same rights and responsibilities in relation to sexual harassment.

A single incident is enough to constitute sexual harassment – it doesn’t have to be repeated.

All incidents of sexual harassment – no matter how large or small or who is involved – require employers and managers to respond quickly and appropriately.

SproutX recognises that comments and behaviour that do not offend one person can offend another. This policy requires all staff, guest speakers, mentors, Pre-Accelerator participants, Accelerator participants, and coworking space residents and volunteers to respect other people’s limits.

4.4        Victimisation

Victimisation is subjecting or threatening to subject someone to a detriment because they have asserted their rights under equal opportunity law, made a complaint, helped someone else make a complaint, or refused to do something because it would be discrimination, sexual harassment or victimisation. Victimisation is against the law.

It is also victimisation to threaten someone (such as a witness) who may be involved in investigating an equal opportunity concern or complaint.

Victimisation is a very serious breach of this policy and is likely (depending on the severity and circumstances) to result in formal discipline against the perpetrator.

SproutX has a zero tolerance approach to victimisation.

4.5        Gossip

It is unacceptable for staff at SproutX to talk with other staff members, clients or suppliers about any complaint of discrimination or harassment.

Breaching the confidentiality of a formal complaint investigation or inappropriately disclosing personal information obtained in a professional role (for example, as a manager) is a serious breach of this policy and may lead to formal discipline.

5.        Merit at SproutX

All recruitment and job selection decisions at SproutX will be based on merit – the skills and abilities of the candidate as measured against the inherent requirements of the position – regardless of personal characteristics.

It is unacceptable and may be against the law to ask job candidates questions, or to in any other way seek information, about their personal characteristics, unless this can be shown to be directly relevant to a genuine requirement of the position.

6.        Resolving issues at SproutX

SproutX strongly encourages any staff member who believes they have been discriminated against, bullied, sexually harassed or victimised to take appropriate action by contacting Andrew Lai: andrew.lai@sproutx.com.au 

Staff who do not feel safe or confident to take such action may seek assistance from Zein Haddad: zein.haddad@sproutx.com.au  for advice and support or action their behalf.

7.        More information

If you have a query about this policy or need more information please contact Andrew Lai or Zein Haddad.

Andrew Lai:  andrew.lai@sproutx.com.au   0425 730 026

Zein Haddad:  zein.haddad@sproutx.com.au   0412 994 300

8.        Review details

This policy was adopted by SproutX on 31st July 2017

This policy was last updated on 31st July 2017

                                          Workplace discrimination and harassment policy