Diversity and Inclusion Policy – DEC 2021
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Di v e rsi ty
and Inc lus ion Polic y
ABN: 42 053 498 472
AF SL
: 223988
RSEL
: L0003049
RSER
: R1067385
Vers ion:
3
Doc ument
number:
G04
Œ
003
Œ
1
–
100
Œ
3
08
Approv al date:
14/12/2021
Approv ed by :
Board
Rev iew
period:
Every 2
y ears
Rev iew date:
Dec ember 2023
Res pons ible
Committee:
Adminis tration and
Mark eting
Spec ial s tatus :
Nil
Doc ument owner:
CEO
Doc ument Author:
CEO
Doc ument pos ting:
Webs ite
Coordinators
™
webs ite
Direc tors™ webs ite
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Introduction
The purpose of this policy is to facilitate
and support
an inc lus iv e work ing env ironment
encourag
ing
and
recognis
ing
each individual™s differences
.
D
ifferences
may
inc lude age,
cultural
background,
disability, ethnicity, gender, gender identity,
marital
status, sexual
orientation, and any other areas of potential difference.
1.1
Objectives
First Super is committed to supporting and ensuring a diverse and inclusive worki
ng
environment in which everyone is treated fairly and with respect.
Our objective is to ensure that selection and promotion processes achieve diversity particularly
in ensuring gender balance throughout the organization.
We believe that diversity and in
clusion in our workplace helps us:
a)
Attract, retain and motivate employees from a wide talent pool
;
b)
Foster
Firs t Super™
s
desired
C
ulture
1
;
c)
Create a dynamic environment that leads to higher performance and well
–
being
;
d)
Foster e
mployee engagement and
satis fac tion
; and
e)
Drive a stronger connection between our employees and members and employers we
support
.
This polic y applie
s
to all
of First Super™s
employees and contractors and consultants
.
Wh at Diversit y Mean s To Us
2.1
W
hat is
D
iversity?
Diversity encompasses differences in
who our people are including
backgrounds, qualifications,
experiences and viewpoints. First Super ensures that
our people
are provided with equal
opportunity, while creating opportunities for those that may be disadvan
taged.
2.2
G
ender
D
iversity
At First Super we
are
c ommit
ted
to
gender diversity
. Gender must not be
a barrier to
participation in our company
. We
are committed to providing opportunities that allow both
women
,
men
and intersex individuals
to reach their full potential.
2.3
B
oard and
S
enior
E
xecutive
D
iversity
Diversity of gender and background
are two c ritic al c riteria
in developing our succession
planning and appointment process for our Board of Directors and senior ex
ecutive positions.
There
are,
however, other critical selection criteria that are fundamentally important such as
business acumen, industry experience
,
cultural fit, attitude toward profit for member
organisations
,
and s uitability
for
the role.
1
This refers to the attributes and behav iours des c ribed in F irs t Super™s s tatement on c ulture.
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2.4
D
iversity
and
I
nclusion
S
upporting
P
olicies
Equal Employment Opportunities
Œ
m
aintaining and providing a supportive, healthy and
productive work environment, free from unlawful discrimination, harassment, bullying or
v ic timization.
Code of Conduct
–
First Super is committed to complying with its legal obligations and
upholding our
res pons ibilit
ies to
our
members, stakeholders and
the regulatory
env ironment.
Bullying, Harassment and Discrimination
Œ
Firs t Super is c ommitted to c reating a wor k
environment that is free from bullying, harassment, discrimination and victimi
s
ation and
promote a healthy and safe workplace.
Flexible Workplace Arrangement
s
Œ
We belie
ve in assisting employees in maintaining a
healthy balance between work and life. To ensure we meet the needs of our employees
and take into consideration external commitments and responsibilities, First Super
provides the o
ption of flexible working option
s
to all employees
as much as practicably
possible as long as we continue to meet
business needs.
Leave Policies
Œ
There are a range of leave options available to our employees to
ensure they have appropriate options for leave required. This includes annu
al leave,
ca
rers ™
leave, personal leave, study leave, parental leave, community leave
, domes tic
violence leave
and long service leave
.
Learning and Development
Œ
To support our employees reach their full potential, First
Super provides support and
opportunities for employees undertaking additional study
options, relevant to their position
,
consistent with enterprise agreement obligations
and
to provide them with
career development and enrichment opportunities.
Ho w We Pro mo t e Diversit y
3.1
A
reas of
F
ocus
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 individuals, regardless
of their age
.
Creating a physical and cultural environment whi
ch s upports employ ment and partic ipation of
people with additional physical needs
.
Ensuring the recruitment and selection process is structured to be inclusive of a wide range of
candidates
.
Setting practical targets for the number of men and women in se
nior leadership and Board
positions to ensure an accurate and fair representation whilst maintain the highest skill level and
suitability for the position
.
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I
mp l e me n t at i on
The Board of Directors and
executive
m
anagement team will rev iew and
approve objectives for
diversity and inclusion across the organization
annually
.
We believe this policy contributes to
our objectives and importance of diversity and inclusion at First Super.
First Super will provide members with an annual report on achi
ev
ement of diversity objectives
following consideration by the Board of the annual diversity report.
Re
view
5.1
Authorisation
Authorising officer
Full name:
Signature:
Date :
5.2
Document History a
nd Modification
Version
Prepared by & date
Reviewed by &
date
Approved by & date
1
Firs t Super CEO
Oc t 2017
Adminis tration and Mark eting
Committee
26 Oct 2016
2
CEO April 2020
Adminis tration and Mark eting
Committee
12 May 2020
Board
29 J une 2020
3
CEO October 2021
Adminis tration and Mark eting
Committee
19 October 2021
Board
14 Dec ember 2021