Managing Diversity Clause Samples
The Managing Diversity clause establishes the commitment and procedures for promoting an inclusive and equitable environment within an organization or contractual relationship. It typically outlines expectations for respecting differences in race, gender, age, religion, disability, and other protected characteristics, and may require specific actions such as training, reporting, or the implementation of diversity policies. The core function of this clause is to ensure fair treatment, prevent discrimination, and foster a workplace or partnership that values and leverages diverse perspectives.
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Managing Diversity. Ramsay Health Care is committed to providing a working environment where everyone is free to achieve his or her best. This means an environment where diversity is valued by recognising and respecting the differences in our employees. It also refers to the intention to provide an environment that is free from all forms of harassment and discrimination on the basis of race, colour, sexual preference, age, disability, marital status, pregnancy, religion, political opinion, national extraction, social origin or family or carer’s responsibilities. Where staff may celebrate cultural or religious days of observance, which do not coincide with existing public holidays, their requests for annual leave on these days will not be unreasonably refused. Harassment is uninvited, unwelcomed comments or behaviour. Ramsay Health Care will not tolerate harassment, including sexual harassment, at any level and disciplinary action (which may include termination or employment) will be taken in substantiated cases. An employee subject to harassing behaviour in the workplace should make the person aware that their behaviour is unwelcome. If the employee does not feel able to bring the matter to their attention, or if the behaviour persists, it should be raised with any manager with whom the employee feels comfortable discussing it or with one of the appointed and trained Contact Offices for the Business Unit. All complaints will be dealt with fairly, promptly and professionally, maintaining confidentiality and endeavouring to ensure protection from victimisation. All staff are required to complete the educational module on workplace bullying and harassment on an annual basis.
Managing Diversity. 17.2.1 The Employer is committed to providing a working environment where everyone is free to achieve his or her best. This means an environment where diversity is valued by recognising and respecting the differences in its employees. It also refers to the intention to provide an environment that is free from all forms of harassment and discrimination on the basis of race, colour, sexual preference, age, physical or mental disability, marital status, family responsibilities, pregnancy, religion, political opinion, natural extraction or social origin.
17.2.2 Harassment is uninvited, unwelcome comment or behaviour. The Employer will not tolerate harassment, including sexual harassment, at any level and disciplinary action (which may include termination of employment) may be taken in substantiated cases.
Managing Diversity. The Hospital is committed to providing a working environment where everyone is free to achieve their best. This means an environment where diversity is valued by recognising and respecting the differences in our employees. It also refers to the intention to provide an environment that is free from all forms of harassment and discrimination on the basis of race, colour, sexual preference, age, physical or mental disability, marital status, family responsibilities, pregnancy, religion, political opinion, natural extraction or social origin. Harassment is uninvited, unwelcome comment or behaviour. Allamanda Hospital will not tolerate harassment, including sexual harassment, at any level and disciplinary action (which may include termination of employment) will be taken in substantiated cases. An employee subject to harassing behaviour in the workplace should make the person aware that their behaviour is unwelcome. If the employee does not feel able to bring the matter to attention, or if the behaviour persists, it should be raised with any manager with whom the employee feels comfortable discussing it or with one of the appointed and trained Contact Officers for the Business Unit. All complaints will be dealt with fairly, promptly and professionally, maintaining confidentiality and endeavouring to ensure protection from victimisation. Posters detailing the Hospital’s commitment to managing diversity are to be displayed in all general staff areas. The names and telephone numbers of nominated and trained Contact Officers are also to be contained in these posters. Awareness sessions for all staff will be held on a regular basis to ensure communication of acceptable standards of behaviour in the workplace. Both informal and formal complaint procedures will be detailed in the awareness sessions.