Valuing Diversity. The Ohio State University is committed to building and maintaining a diverse community to reflect human diversity and to improve opportunities for all. The university is committed to equal opportunity, affirmative action, and eliminating discrimination. This commitment is both a moral imperative consistent with an intellectual community that celebrates individual differences and diversity, as well as a matter of law. Ohio State does not discriminate on the basis of age, ancestry, color, disability, gender identity or expression, genetic information, HIV/AIDS status, military status, national origin, race, religion, sex, sexual orientation, protected veteran status, or any other bases under the law, in its activities, programs, admission, and employment.
Valuing Diversity. The Ohio State University is committed to building and maintaining a diverse community
Valuing Diversity. 47.1 The parties to this Agreement are committed to creating a culture of equity in the ASC working environment.
47.2 The ASC is moving beyond the concept of Equal Employment Opportunity through its commitment to the principles of Valuing Diversity. The ASC values the well-being and diversity of its staff. The parties are committed to having a workplace where differences in background and perspectives of our employees are actively sought out and encouraged.
47.3 Although the ultimate aim of creating an equity culture is that employees’ diverse contributions are encouraged on a ‘business as usual’ basis, the parties acknowledge that intervention in some areas will assist in the process of normalising the practice of valuing diversity. Through the ASC’s Valuing Diversity Plan, special measures will be implemented during the life of this Agreement in the following areas: • work and family responsibilities • harassment prevention • people with disabilities • cross cultural awareness. Date 2001 X Xxxxxx, for and on behalf of the Australian Sports Commission Date 2001 R Hampstead, for and on behalf of the Media Entertainment and Arts Alliance The fundamental aims of the Performance Management and Development system are: • to ensure that all work effort is aligned with the ASC’s strategic direction, • to achieve the most effective and efficient outcomes for the ASC and the individual, taking account of the ASC’s responsibility to provide a safe and healthy working environment • to focus on normal and ongoing workplace communication as the main mechanism for — resolving work-related issues — providing informal feedback — communicating and incorporating changes into work plans, and — acknowledging achievements • to provide a formal review process which involves a minimum of two one-hour performance discussions for each employee with their direct supervisor each year. The key elements of the system are: • clear expression of work expectations • goal-setting and planning within key areas of employee responsibility and in line with ASC objectives • identification of what constitutes successful performance • opportunities for ASC staff to gain constructive feedback on, and appropriate recognition for, work performance • opportunities to identify and resolve organisational factors (eg system, policy or work environment) which are preventing the individual from reaching expected or agreed levels of performance • opportunities for staff to provide upward feedback to their...
Valuing Diversity. Demonstrates commitment to the College’s diversity goals; deals effectively with people of all races, nationalities, cultures, abilities, ages, genders, sexual orientations, etc.; demonstrates respect for opinions and beliefs of others. Example (Below) Initiative: Identifies what needs to be done and takes action; keeps current with new work methods, skills, and technologies related to job/profession; willingly accepts additional assignments; takes appropriate action in face of obstacles; takes ownership for self-development and learning. Example (Below)
Valuing Diversity. The diversity of our workforce is an important business resource. Austrade aims to create an inclusive environment that values and uses the contributions of people of different backgrounds, experiences and perspectives. Austrade will continue to actively work to prevent and eliminate any discrimination on the basis of race, colour, sex, sexual preference, age, physical or mental disability, marital status, family responsibilities, pregnancy, religion, political opinion, national extraction or social origin, consistent with the provisions of the relevant legislation. The conditions regarding the official recognition of de facto relationships for the purposes of conditions of service under this Agreement apply regardless of sexual preference.
Valuing Diversity. The parties value the diversity that employees bring to the workplace and recognize such diversity can provide a competitive advantage.
Valuing Diversity. UC Camping is an inclusive workplace that values fairness, equity and diversity and is committed to:
a) Ensuring employees work within and apply workplace diversity principles, especially in leadership and management practices and behaviours in UC Camping;
b) Fostering a culture that acknowledges and promotes diversity and includes the prevention and elimination of discrimination in all forms;
c) Continued development and implementation of strategies to reduce barriers to employment.
Valuing Diversity. 12.1 It is the intention of the respondents to this Agreement to achieve the principal objects of ss.3(e) and 336 of the Fair Work Act 2009 through respecting and valuing the diversity of the work force by helping to prevent and eliminate discrimination on the basis of race, colour, sex, sexual preference, age, physical or mental disability, marital status, family responsibilities, pregnancy, religion, political opinion, national extraction or social origin.
12.2 Accordingly, in fulfilling their obligations under the disputes avoidance and settling clause, the respondents to this Agreement must make every endeavour to ensure that neither the award provisions nor their operation are directly or indirectly discriminatory in their effects.
12.3 Nothing in this clause is taken to affect:
(a) Any different treatment (or treatment having different effects) which is specifically exempted under the Commonwealth anti-discrimination legislation;
(b) An employee, employer or registered organisation, pursuing matters of discrimination in any State or Federal jurisdiction, including any application to the Human Rights and Equal Opportunity Commission; and
(c) The exemptions in s.351(2) of the Fair Work Act.
