INCLUSION AND DIVERSITY.
a) The parties acknowledge that:
(i) Attracting and retaining a diverse range of people, including women, can promote productivity, as well as the industry’s capability and capacity to deliver work.
(ii) The construction industry is one of the lowest ranked industries in Australia for female representation in the workforce.
(iii) Accordingly, to promote an inclusive work environment, the Company agrees to provide inclusion & diversity training to all Employees covered by this agreement.
(iv) Such training is to be conducted by the Company or another training provider agreed to in writing by the Union, during normal working hours.
(v) Training will be undertaken within twelve months of the commencement of this Agreement for each Employee who has not already participated in the training and as soon as practicable for an Employee engaged after the commencement of this Agreement, not more than twelve months after the Employee is first engaged in work covered by this Agreement.
(vi) Employees will be paid their normal rate including all allowances while attending this training.
INCLUSION AND DIVERSITY. (a) Acknowledging the critical importance of inclusion and diversity in the entertainment industry, and the industry-wide goal to increase diversity within its workforce, the Company and the Union mutually affirm their commitment to make efforts to increase equal employment opportunities, particularly for individuals from under-represented populations within IATSE Local #873’s membership, in order to xxxxxx a more inclusive and diverse workforce in the motion picture industry in Southern Ontario. Upon request, the parties agree to meet to discuss the respective initiatives they have undertaken in furtherance of the aforementioned goals. The parties further agree that the first such meeting shall take place within six (6) months following ratification of this Agreement.
(b) The Union shall develop a training program to educate individuals on respect in the workplace, to be provided through its Training Centre. The Union shall preview the training program with the Companies prior to its implementation, which shall occur no later than June 30, 2022. Beginning April 1, 2023, the Union shall ensure that all individuals dispatched (including those directly selected by the Company pursuant to Articles 6(d) and 6(e)) have successfully completed the program prior to dispatch. In addition, individuals must successfully complete such training program once every two years in order to remain eligible for dispatch. Each Company may also require that its employees complete Company-provided training on matters concerning respect in the workplace.
INCLUSION AND DIVERSITY. Seller shall make reasonable efforts to ensure that small and diverse suppliers are provided the maximum practicable opportunity to participate in your Supply Chain. To the extent you identify or track your Supplier Diversity Spend (as defined below), you shall, upon request by Buyer, provide spend data by certification type for the most recently available financial quarter. “Supplier Diversity Spend” shall mean the amount invoiced by and paid to companies in your Supply Chain that are certified as a: (i) Minority Business Enterprise (MBE); (ii) Women’s Business Enterprise (WBE);
INCLUSION AND DIVERSITY. (U-27)
(b) as follows:
(b) The Union shall develop maintain a training program to educate individuals on respect in the workplace, to be provided through its Training Centre. The Union shall preview the training program with the Companies prior to its implementation, which shall occur no later than June 30, 2022. Beginning April 1, 2023, tThe Union shall ensure that all individuals dispatched (including those directly selected by the Company pursuant to Articles 6(d) and 6(e)) have successfully completed the program prior to dispatch. In addition, individuals must successfully complete such training program once every two years in order to remain eligible for dispatch. Each Company may also require that its employees complete Company-provided training on matters concerning respect in the workplace.”
INCLUSION AND DIVERSITY. 19.1 MBIE’s employee profile should reflect the social and ethnic mix of its client base, because we recognise that diversity within our workplace assists us to better deliver services and ‘Grow New Zealand for All’.
19.2 This is achieved through an informed understanding of the needs of a variety of groups of people and of the ability to communicate and build relationships with MBIE’s stakeholders. Inclusion & diversity provides MBIE with a variety of perspectives that can improve the quality of decision making and the cultural health of the organisation.
19.3 MBIE is committed to the principles of equality of employment opportunity as set out in the Public Service Act 2020 to support diversity and equal opportunity through MBIE’s policies and procedures. Information on inclusion and diversity is available in MBIE’s Nō Kōnei Belong strategy.
19.4 Equality of employment opportunities also extends to eliminating bias and discrimination from remuneration, career progression, breaks and leave and flexible working. MBIE and the PSA seek to achieve working environments where all employees are able to achieve their full potential, irrespective of gender, ethnicity, disability, sexual orientation or other forms of diversity.
19.5 MBIE will ensure its policies and procedures are consistent with its Good Employer, wider Public Sector and legislative obligations.
19.6 Discrimination is harmful to employees and to MBIE as a whole. Discrimination will not be tolerated at MBIE. Discrimination includes discrimination on the basis of sex, marital status, religious or ethical belief, colour, race, ethnic or national origins, any disabilities, age, political opinions, employment status, family status, sexual orientation or involvement in the activities of a union.
19.7 If you believe you are being subjected to discrimination in your employment at MBIE you should use the process set out in the Disputes, employment problems and ending the employment relationship section of this Agreement.
INCLUSION AND DIVERSITY. 8.1. The ABS is committed to the principles of fairness, equity and diversity in employment. Through its Inclusion and Diversity Strategy, the ABS aims to have an inclusive culture by:
(a) ensuring that its corporate, business and human resource plans recognise and utilise the diversity of its Interviewers;
(b) providing a workplace that respects, values and accepts individual differences and recognises and utilises the diversity of its Interviewers;
(c) upholding and promoting equity and procedural fairness in decision making;
(d) encouraging and assisting Interviewers to balance work and individual needs; and
(e) striving to prevent and eliminate discrimination on the basis of race, colour, sex, sexual orientation, gender identity, intersex status, age, physical or mental disability, marital or relationship status, family responsibilities, pregnancy or potential pregnancy, breastfeeding, religion, political opinion, national extraction, ethnic or social origin.
8.2. All Interviewers have a responsibility to uphold these principles.
INCLUSION AND DIVERSITY. Newbattle’s inclusive college community and supportive residential experience offer life- changing opportunities for students facing multiple barriers to learning. We ensure that staff, learners and visitors are treated equally, regardless of colour, race, nationality, ethnic or national origin, religion or belief, disability, gender or gender reassignment, age and sexual orientation, pregnancy and maternity, marriage or civil partnership. We are committed to implementing Equalities legislation, reporting on progress and enhancing inclusion in all aspects of college life. The Learning and Teaching Team has embedded equalities across the curriculum and regularly evaluates its effectiveness with staff and students. Teaching and support staff receive regular updates on students experiencing barriers to learning and respond quickly to their needs. We celebrate diversity with our students. Newbattle Abbey College is committed to the provision of equal opportunities in all aspects of college life. In consultation with the college’s Equality and Diversity Committee, we continue to conduct impact assessments on all college policies and procedures. Our curriculum, the college website, all course information and all promotional materials are compliant with equality legislation. Our Equality Outcomes and our Equalities Monitoring Report are published on our website: (Link to 2017 Equality Outcomes) xxxxx://xxx.xxxxxxxxxxxxxxxxxxxxx.xx.xx/wp- content/uploads/2015/11/Newbattle-Equality-Reporting-2017-Paper-2.pdf We have two priority equality outcomes which cover curriculum, support for learning, student engagement and attainment and progression: • The learning and support experience is fair and equitable for all students and reflects cultural diversity • Students across all protected characteristic groups progress and achieve high quality learning outcomes Working in partnership with the student association, staff support a range of student and staff development activities designed to raise awareness. Students are also actively involved in our Equality, Inclusion and Diversity Committee. Our main areas of activity include: • Raising awareness of mental health and support for students • Promotion of LGBT History Month • Raising awareness for refugees on support and guidance • Working with SPARQs to improve student engagement • Student reviews of college marketing in relation to equality, inclusion and diversity
INCLUSION AND DIVERSITY. The Parties recognize the market in which Lafarge Pipe operates is multicultural and gender diverse. Therefore, the Parties are committed to ensuring that inclusive and non-discriminatory hiring practices are employed to ensure that the Company is representative of the populations in their communities. The parties agree that there shall be no discrimination, bullying or any form of intimidation towards any employee, by any other employee because of race, colour, creed, nationality, gender identity, gender expression or sex, or any other prohibited ground under the Human Rights Act.
INCLUSION AND DIVERSITY.
a) The parties acknowledge that:
(i) Attracting and retaining a diverse range of people, including women, can promote productivity, as well as the industry’s capability and capacity to deliver work.
(ii) The construction industry is one of the lowest ranked industries in Australia for female representation in the workforce.
(iii) Accordingly, to promote an inclusive work environment, the Company agrees to provide inclusion & diversity training to all Employees covered by this agreement.
(iv) Such training is to be conducted by the Company or another training provider, during normal working hours.
(v) Training will be undertaken within twelve months of the commencement of this Agreement for each Employee who has not already participated in the training and as soon as practicable for an Employee engaged after the commencement of this Agreement, not more than twelve months after the Employee is first engaged in work covered by this Agreement.
(vi) Employees will be paid their normal rate while attending this training.
INCLUSION AND DIVERSITY
