Diversity and inclusion
Our policy of diversity and inclusion is designed so all job seekers are treated equally inline with qualifications and skills held.
Diversity - refers to all the characteristics that make individuals different from each other. They include attributes or characteristics such as religion, race, ethnicity, language, gender, sexual orientation, disability, age, and any other ground for potential unlawful discrimination. Our diversity commitment is about respecting these differences and treating individuals equally.
Inclusion - refers to encouraging practices and behaviours in the workplace to ensure that individuals feel included within workplace activities. It involves both the action of including people in opportunities and the outcomes of individuals feeling a sense of belonging.
Unlawful Discrimination – refers to any practice which makes distinctions between individuals or groups to disadvantage some and advantage others, based on one or more of the following attributes: age, marital status, gender, religion, ethnic origin, ethical beliefs, colour, race, employment status, disability (including illness), sexual orientation, political opinion, family status and involvement or non-involvement in the activities of a union.
All Jobcorp employees, contractors, and representatives support the company’s diversity and inclusion initiatives and behave appropriately in the workplace.
Specific responsibilities include:
Actively ensuring all job seekers are treated fairly and with respect
Being aware of cultural sensitivities
Actively seeking, valuing, and drawing on the differing knowledge, perspectives, experience, and styles present in our global community.
Ensuring that their own, and the behaviour of other team members does not contravene EEO legislation and this policy
Understanding their responsibilities under the law regarding equal opportunity.
Challenging discriminatory behaviour
Being inclusive in their language when communicating
Reporting any incidents that are inconsistent with the Jobcorp’s commitment to equal opportunity, diversity and inclusion, or which impact on the implementation of this policy
Upholding the highest standards
Jobcorp employees, contractors and representatives support and abide the RCSA code of professional conduct outlined below.
RCSA code of professional conduct
Diligent & Competent
a) RCSA Members are diligent in their attentiveness to the needs of their customers and in their provision of appropriate and responsive workforce services
b) RCSA Members exhibit the competencies necessary to provide workforce services that are reasonably fit for purpose
RCSA Members are conscientious in safeguarding the trust placed in them by their stakeholders.
RCSA Members accord their stakeholder’s due respect: i) ii) treating them with courtesy and dignity; providing work seekers with equal opportunities for skill enhancement and career progression; and iii) protecting work seekers from exploitation.
RCSA Members work diligently to develop and maintain a satisfactory and up to date level of relevant professional knowledge;
RCSA Members make sure that their staff are adequately trained and skilled to undertake their responsibilities.
RCSA Members: deal with their regulators and certification bodies in an open, timely and co-operative manner; co-operate reasonably in the handling of grievances and disputes - using processes of counselling (as may be directed in accordance with the Professional Conduct Grievance Intervention Guidelines), negotiation, expert appraisal, mediation, and arbitration in order to resolve disputes and must endeavour to do so wherever practicable.
RCSA Members handle information with due regard to privacy and confidentiality.
RCSA Members exercise care to fulfil any value promise they have made or promoted.
Certainty of Engagement
RCSA Members take reasonable steps appropriate to their size and circumstances:i) ii) to ensure the certainty, transparency and scope of any contract, arrangement or understanding, to which they are a party or in which they are involved; to obtain adequately informed consent for the provision of a workforce service, or for the performance of a service network role.
Handling a RCSA Members establish and maintain credible grievance handling mechanisms and corrective action procedures, appropriate to their size and circumstances, to address any failure to meet the standard of professional conduct required by the RCSA Code. NOTE: Credible grievance handling mechanisms must be genuine, reliable, timely, respectful of legal remedies and operate without unlawful discrimination or fear of recrimination.
RCSA Members: i) ii) conduct business in a way that avoids causing or contributing to exploitation through their activities; seek to prevent or mitigate risks of exploitation that are linked to their operations or services by their business relationships, even if they have not contributed to those risks.
Ascertain & Assure
RCSA Members, appropriately to their size and circumstances: i) ii) apply resources; and establish and maintain controls to ascertain and assure themselves, to a reasonable standard of confidence, that they meet the requirements of the regulatory environment in which they operate. NOTE: If the controls fail - whether through inadvertence or recklessness - the ensuing conduct may amount to unsatisfactory conduct. Corrective action or disciplinary measures may be taken depending on the seriousness of the failure and the extent to which standards of personal professionalism and operational integrity have been met.
RCSA Members accept a professional responsibility of continuous disclosure of events in which they are involved, and findings made against them which could reasonably be expected to reflect adversely on the character or reputation of the Member, the Association, or the industry. Examples: Labour hire or employment agent licence enforcement proceedings; criminal, taxation, migration, safety, consumer, or competition offence proceedings; or proceedings involving privacy or confidentiality breaches.
Members are to meet the standard of professional conduct required by the RCSA Code RCSA Members are to meet and are responsible for ensuring that their staff meet the standard of professional conduct required by the RCSA Code.
Members are to avoid involvement in unsatisfactory professional conduct RCSA Members are not to engage or be involved in unsatisfactory professional conduct.
Members are accountable RCSA Members are accountable to RCSA, through its Professional Conduct Grievance Intervention Guidelines, for assuring to a reasonable standard of confidence that they meet the standard of professional conduct required by the RCSA Code.
Contract Acceptance by RCSA of a Member’s statement of commitment shall create a binding and enforceable contract: a. b. between Members and RCSA; and between Members effective upon the Member’s applying for, obtaining, or retaining membership after its terms have been notified to the Member at the address for notices last noted in RCSA’s records, that the Member, guided by this Code, will conform his, her or its conduct to a standard that is becoming of a Member and so as not to prejudice the interests of RCSA.
Definitions & Interpretations
Applicable law means law made by or under statute, covenant, or treaty, that applies to the conduct of a member’s workforce services dealings.
A person, who is engaged by a member, whether as an employee, contractor, officer or otherwise, to represent the Member in the market in providing workforce services and includes a prospective Consultant.
Controls are the means by which a member assures that its responsibility to meet the standard of professional conduct required by the RCSA Code is being satisfied. NOTE: The meaning of control is broader than internal financial control and is expanded to include all planning and strategies put in place to support the standard of professional conduct required by the RCSA Code. It would include policies, procedures, and practices.
Transparency and probity are also part of this control environment. Customer means a person who acquires, or who has dealings to acquire, a workforce service (regardless of the payment of any fee) and includes, where the context permits, a work seeker.
Exploitation, of one person (the victim) by another person, occurs if the other person's conduct causes the victim to enter into any of the following conditions: i. slavery, or a condition similar to slavery; ii. iii. iv. v. servitude; forced labour; forced marriage; debt bondage.
the industry means the on-hire, recruitment, contracting and consulting industry across Australia and New Zealand including, without limitation, the provision of recruitment, workforce consulting, on-hire and staffing services.
Involvement (in unsatisfactory professional conduct)
Includes: aiding, abetting, counselling, or procuring; inducing or attempting to induce; or being in any way, directly or indirectly, knowingly concerned in, or party to, unprofessional conduct. Professional Conduct Grievance Intervention Guidelines (PCGIGs) are the procedures approved by the RCSA Board from time to time, regardless of how they may be styled, for implementing the RCSA Code. Example: The Disciplinary & Dispute Resolution Procedures which are referred to in RCSA’s Constitution would be PCGIGs. Reasonable standard of confidence means in relation to a matter, circumstance, or state of affairs means that, after reasonable inquiry, the Member is comfortably satisfied, within an acceptable degree of residual risk, as to its existence and that the Member can demonstrate the reasonable basis for such satisfaction.
Service network means
A set of contracts, arrangements, or understandings for the performance of service network roles by two or more providers.
Service network role
Means any of the following roles in relation to a work seeker:
- mobilisation (including induction and work health & safety training)
- occupational, pre-vocational and recent-graduate training
- performance of work (by work seekers)
- management & supervision
Sourcing/selection engagement mobilisation (including induction and work health & safety training) occupational, pre-vocational and recent-graduate training performance of work (by work seekers) management & supervision accommodation payment demobilisation. means persons engaged by a member in its business to work on the Member’s behalf in providing or supporting the provision of Workforce Services and includes a consultant.
Means a person who places trust in a member to meet the standard of professional conduct required by the RCSA Code, to avoid unsatisfactory professional conduct, or to be accountable through RCSA's Professional Conduct Grievance Intervention Guidelines, including RCSA, another Member, Staff, a customer, a competitor, or a regulator.
Statement of commitment
Means a statement of commitment to meet the standard of professional conduct required by the RCSA Code and to be accountable through RCSA's Professional Conduct Grievance Intervention Guidelines, which may be in the form approved by the Board of RCSA from time to time.
Unsatisfactory professional conduct
Includes any conduct, whether of the Member or another person, occurring in connection with a member’s workforce services dealings that might reasonably be expected to discredit the Member's commitment to meeting the standard of professional conduct required by the RCSA Code.
Means any representation, promise or prediction that a member’s services (or services of third party supplied in connection with a member’s services) are of a particular standard, quality, value or grade; or have performance characteristics, accessories, uses or benefits or will achieve a particular purpose.
Means a service for the on-hire, recruitment, contracting, management, or administration of labour.
Workforce services dealings
Includes all activities in establishing the relationship between a workforce services provider and its customer, work seekers or participants in its service network and all activities of a member in providing an workforce service.
Work seeker means
A person who seeks or obtains work through the services of a member in a direct or on-hired capacity, whether as an employee, independent contractor, officer or otherwise.