HARASSMENT AND DISCRIMINATION

Loadwise is required under Australian Law to ensure that we provide a workplace free from all forms of harassment (including victimisation and bullying), so that staff and participants feel valued and are treated fairly.

Staff Code of Conduct.

All Loadwise staff members (including contractors) must treat colleagues, learners, contractors and members of the public with respect and dignity. Discrimination, harassment, vilification or hate conduct will not be tolerated under any circumstances. If discrimination, harassment or vilification are found to have occurred, disciplinary action will be taken against any staff member who breaches this Code. Suspected criminal behaviour will be reported to police authorities immediately.

Expected staff behaviour

• Model respectful, inclusive and professional conduct at all times.
• Avoid language, jokes, imagery, symbols or actions that demean, stereotype, vilify or promote hatred toward any individual or group.
• Refrain from sharing or endorsing online or offline material that incites hatred, violence, contempt or severe ridicule of a protected group.
• Use inclusive language and make reasonable adjustments to support staff and learners with diverse needs.
• Intervene safely or report incidents when witnessing vilification, harassment or discrimination.

Learners Code of Conduct

Leaners must not engage in vilification, harassment, discrimination or hate conduct against other students, staff, industry partners or community members based on protected characteristics (including religion, race, ethnicity, sexual orientation, gender identity, disability, age). Antisemitism is specifically prohibited, as are other forms of targeted hatred.

Expected Learner Behaviour

• Treat peers, staff and others with respect and dignity.
• Avoid language, jokes or materials that degrade, stereotype or vilify people or groups.
• Refrain from sharing or posting content (social media, forums) that incites hatred, promotes violence or excludes others.
• Participate in learning activities respectfully and follow reasonable directions given by staff.
• Respect differing beliefs and cultural practices and seek support if unsure about appropriate conduct.

Learners who feel that they have been discriminated against or harassed should report this information to a staff member of Loadwise whom they feel they can trust or report the incident by clicking on the 'Complaints / Appeals' tab located on the Loadwise Australia website homepage. This will initiate a complaint handling procedure that will be fair and transparent and will protect your rights as a complainant.

Staff and Learners should be aware of the following definitions

'Antisemitism'- Hostility, prejudice or discrimination specifically directed at Jewish people, including negative stereotyping, conspiracy theories, denial/minimisation of Jewish suffering, or calls for exclusion or harm.

'Bullying' is unwelcome and offensive behavior that intimidates, humiliates, and/or undermines a person or group. Bullying involves a persistent pattern of behavior over a period time and may include verbal abuse, physical assault, unjustified criticism, sarcasm, insult, spreading false or malicious rumors about someone, isolating or ignoring a person, putting people under unnecessary pressure with overwork or impossible deadlines, and sabotaging someone's work or their ability to do their job by not providing them with vital information and resources.

'Confidentiality' - refers to information kept in trust and divulged only to those who need to know.

'Harassment'- is any unwelcome and uninvited comment or action that results in a person being intimidated, offended, humiliated, or embarrassed. Equal opportunity laws prohibit harassment on the grounds of sex and race.

'Hate conduct/hate speech': Speech, gestures, conduct or materials that vilify, threaten, or promote violence against a protected group.

'Staff' - refers to all employees of Loadwise Australia.

'Racial Harassment' - occurs when a person is threatened, abused, insulted or taunted in relation to their race, descent or nationality, colour, language or ethnic origin, or a racial characteristic. It may include derogatory remarks, innuendos and slurs, intolerance, mimicry or mockery, displays of material prejudicial to a particular race, racial jokes, allocating the least favourable jobs or singling out for unfair treatment.

'Sexual Harassment' - is any verbal or physical sexual conduct that is unwelcome and uninvited. It may include kissing, embracing, patting, pinching, touching, leering, or gestures, questions about a person's private or sexual life, requests for sexual favours, smutty jokes, phone calls, emails, facsimiles or messages, offensive noises, or displays of sexually graphic or suggestive material.

'Victimisation' - includes any unfavourable treatment of a person because of their involvement in an equal opportunity complaint. Unfavourable treatment could include: adverse changes to the work environment; denial of access to resources or work.

'Vilification' - Public acts or communications that incite hatred, serious contempt, or severe ridicule of a person or group on the basis of a protected characteristic (race, religion, ethnicity, sexual orientation, gender identity, disability, age, etc.).

Specific principles

• All staff and Learners have a right to work in an environment free of any form of harassment and discrimination,
• All reports of harassment and discrimination will be treated seriously, impartially and sensitively. Harassment and discrimination, including victimisation and bullying, is unwelcome, uninvited and unacceptable behaviour that will not be tolerated.
• When management is informed of any harassment or discrimination, it has the responsibility to take immediate and appropriate action to address it.
• In dealing with all complaints, the rights of all individuals should be respected and confidentiality maintained,
• Whenever possible, all complaints should be resolved by a process of discussion, cooperation and conciliation. The aim is to achieve an acceptable outcome while minimising any potential damage to our organisation,
• Both the person making the complaint and the person against whom the complaint has been made will receive information, support and assistance in resolving the issue.
• Victimisation is unacceptable and will not be tolerated. No person making a complaint, or assisting in the investigation of a complaint, should be victimised,
• Harassment or discrimination should not be confused with legitimate comment and advice (including feedback) given appropriately by management or trainers,
• Staff and Learners should not make any frivolous or malicious complaints. All staff and participants are expected to participate in the complaint resolution process in good faith.