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Staff diversity and inclusion policy


Purpose

Rest has a large and diverse membership. Rest members come from a broad range of backgrounds, cultures, gender, age, language, sexual orientation, religious belief, family and caring responsibilities, marital status, life experience, education, socio-economic background, disabilities, personalities, values, perceptions and attitudes.

Rest recognises that people from different backgrounds bring different skills, knowledge and experiences that assist in acting in the best interests of our customers. Accordingly, Rest is committed to promoting a culture that actively values those differences and believes that diversity is an important part of promoting that culture.

Rest is committed to diversity and inclusion and the ongoing development of a work culture that is built on respect and encourages and enforces:
 
  • maintaining a safe and inclusive working environment that is respectful of individual differences and attributes;
  • recruiting and retaining a skilled and diverse workforce that is free of discrimination and eliminating artificial barriers to career progression;
  • developing and offering flexible work practices to meet the differing needs of employees in the context of business requirements;
  • providing a fair and equal employment process that appoints individuals based on relative ability, performance and potential, as well as actively ensuring gender equity in remuneration; and
  • fostering a culture, including through education and training, that promotes diversity and rewards people for furthering the objectives of this policy.
 

Scope

The Diversity and Inclusion Policy applies to all employees of Rest.
 

Policy

Rest is committed to diversity and inclusion and the ongoing development of a work culture that is built on respect and encourages and enforces:
  • maintaining a safe and inclusive working environment that is respectful of individual differences and attributes;
  • recruiting and retaining a skilled and diverse workforce that is free of discrimination and eliminating artificial barriers to career progression;
  • developing and offering flexible work practices to meet the differing needs of employees in the context of business requirements;
  • providing a fair and equal employment process that appoints individuals based on relative ability, performance and potential, as well as actively ensuring gender equity in remuneration; and
  • fostering a culture, including through education and training, that promotes diversity and rewards people for furthering the objectives of this policy.


The Rest Effect Framework:

 Rest’s commitment to diversity is underpinned by Rest’s five core behavioural values that define who we are and how we act. These behavioural values are shared statements of how we conduct ourselves in all our interactions with each other, our service partners and internal and external stakeholders. By living these values, we are able to deliver the best member outcomes and partner for success:
 
  • We seek excellence in everything we do
  • We succeed together
  • We are dynamic and innovative
  • We are the champions of our members
  • We are accountable and therefore we act 
 
 Our diversity initiatives apply, but are not limited, to our practices and policies on recruitment and selection; remuneration and benefits; learning and development; promotions, transfers and terminations. Rest’s approach to diversity and inclusion is supported through its strategic focus and delivery:
 

Creating the Workplace of the Future through New Ways of Working:


Rest is creating the Workplace of the Future through its New Ways of Working Program. This includes:
  • Flexible Workplace Arrangements – to ensure that we meet the needs of our employees and customers, Rest offers flexibility in working arrangements for all employees, across all levels, that recognise and accommodate individual needs whilst still meeting business needs. Flexible working approaches include working from home, flexible start/finish times, part time working and job sharing arrangements. Rest sees flexible working as a source of competitive advantage and builds flexibility into its cultural and employee value proposition.
  • Leave – a range of leave options are available to Rest employees to ensure they have appropriate options for time off work.  This includes annual leave, carers’ leave, personal leave, parental leave, community service leave, domestic violence leave and long service leave. Rest sees leave as an essential part of an employee’s wellbeing. Multiple wellbeing initiatives within the organisation include a Health, Safety & Wellbeing committee, employee programs including meditation and wellness and ergonomics support.

  • Agile ways of working- where employees are encouraged to work in an agile fashion through non-fixed desks and a collaborative and participative working environment. Over the next 12 months, Rest will also be focused on building agile delivery into its programs and projects with a focus on efficiency, delivery and service quality. Diverse perspectives, collaborative delivery and thought leadership will be essential in building this capability and the workplace of the future.
 
 

Building a ‘powerhouse of talent’:


Rest is committed to building a ‘powerhouse of talent’. Specifically through the investment in internal capability, leadership growth and upskilling its workforce. This includes a focus on:
  • Learning and development – Rest is committed to developing a more highly skilled and flexible workforce by providing employees with growth opportunities and material support in order to acquire requisite skills, knowledge and experience and achieve and maintain competency in current and future roles.
  • Remuneration and reward – Rest is committed to providing remuneration and rewards that are commensurate with performance and responsibilities in the market and maintaining remuneration equity.
  • Leadership development - Rest has invested in upskilling leaders to deliver to a range of behavioural and technical capabilities which are aligned with best practice in the financial services industry. Our senior leadership team is currently participating in a 100 day leadership journey designed to make leaders more purposeful, influential and delivery focused. This represents our ongoing commitment to building a powerhouse of talent with a diverse and talented leadership cohort.
 
 

Creating an optimum culture through our culture transformation program- ‘The Rest Effect’

 
Rest recognises that good culture is an important part of diverse organisations. Rest also recognises that having a strong risk culture is imperative to building trust with members. As a result, the Rest Effect culture program is designed to strengthen Rests’ organisational frameworks to build and deliver an optimum culture state. The priorities include:  
 
  • Accountability – Rest is committed to integrity and ethical actions in all of its business dealings and relationships. Our Code of Conduct sets out the minimum standards of behaviour and conduct expected of all Rest employees, contractors and consultants. Rest embeds its Code of Conduct through its Framework for Creating an Accountable Culture, which sets out the approach that the organisation takes for different types of conduct exhibited by employees.
  • Recruitment and resourcing – Rest is committed to ensuring that, for each position, the best person is selected, having regard to a range of criteria, including capabilities, potential and qualifications and eliminating conscious or unconscious biases in decision making. In instances where there are multiple suitable candidates for a vacant role, decision makers are encouraged to make appointments that will help achieve or maintain gender equity. Rest is also committed to achieving gender parity across its workforce. At present, Rest’s workplace ratio is 51% male and 49% female. Over the next 12 months and beyond, Rest will be striving to achieve a 50:50 balance through a targeted program of talent pipelining.
  • Equal Opportunity in the workplace – Rest recognises the value of, and strongly supports the principles of, equal opportunity in the workplace. Employees are, therefore, expected to treat every other employee with respect, fairness and dignity, to collaborate with each other in a climate in which every employee can feel entirely comfortable and confident that they are being dealt with solely on the basis of merit in an environment that is free from discrimination, bullying and harassment.
  • A focus on reward and recognition, performance management and celebration that is aligned to the five behavioural values outlined in the Rest Effect
 

Responsibilities and Authorities

The Group Executive People and Change is responsible for the application of this policy and for ensuring that the promotion and improvement of gender equality, as determined by the Workplace Gender Equality Act 2012, is implemented within Rest. Employees are accountable for treating others with dignity and respect always. All employees are expected to exhibit conduct that reflects inclusion during work, at work functions on or off the work site, and at all other company-sponsored and participative events. All employees are also required to attend and complete scheduled diversity awareness training to enhance their knowledge to fulfil this responsibility.  
 

Procedures

We aim to leverage the competitive edge that diversity provides us by:
  • striving to create an inclusive environment respectful of all cultural backgrounds and beliefs;
  • fostering a culture which supports and respects the values and needs of all individuals, regardless of their age;
  • considering ability and not disability when we employ and promote people and aiming to create a physical and cultural environment which supports participation and reasonably accommodates special needs;
  • ensuring recruitment and selection processes across Rest are structured so that a diverse range of candidates are considered;
  • actively reviewing Rest’s recruiting practices, policies and procedures to reduce bias, both conscious and unconscious, on a regular basis;
  • actively reviewing and benchmarking remuneration relativities to ensure that there is no gender pay difference for the same work;
  • implementing programs that: — are provided in a way that maximises fair and equitable access to all employees and seek to ensure that employees are aware of their responsibilities in relation to equal opportunity and diversity; and — assist in the development of a broader and more diverse pool of skilled and experienced employees that, over time, will prepare them for senior management and board positions; and setting targets for the number of women in management and senior leadership positions to ensure accurate and fair representation. Measurable objectives for achieving gender diversity will be set and the progress towards achieving them, will be assessed annually by the Chief Executive Officer.
 
The objectives and progress towards achieving them will be reported to the People, Culture and Remuneration Committee annually and will be reported to staff each year.
 
For the financial year ending 2019: The progress towards meeting the objectives were tracking at an average of 48 females to 52 males overall for Rest staff.
 
For the financial year ending 2020: Rest will be seeking to achieve a position of 50-50 females to males across the Rest team and will actively seek to implement a number of structural and tactical initiatives to achieve this requirement, including:
  • Setting defined recruitment shortlist targets of 50-50 for all roles
  • Enhancing our internal talent programs to provide specific opportunities for pipelining female talent to leadership roles
  • Celebratory events centred around International Women’s Day and White Ribbon Day
  • Strengthening our flexible working practices and increasing the number of available part-time roles
 Over 2020, we will also be seeking to enhance our internal diversity commitments in the areas of:
  • Cultural Competence and awareness
  • Disability Advocacy
  • Reducing Unconscious Bias across our organisation
  • Targeted support activities that support our internal Rest Culture: “The Rest Effect”


Definitions

Diversity:
Diversity encompasses age, ethnicity, family or marital status, gender, cultural background, physical and mental ability, religious belief and sexual orientation.



References

Applicable Award(s)/Standards Banking, Finance and Insurance Award 2010 (MA000019)
National Employment Standards
State and Federal Anti-Discrimination Acts
Workplace Gender Equality Act



Amendment to Policy

Rest may discontinue or amend any part or the whole of this policy from time to time in its absolute discretion.



Review of Policy

Rest undertakes to review this policy and related procedures regularly for effectiveness. As a minimum, they will be reviewed every two years.


 

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