Monarch Department Store Diversity Policy

Monarch Department Store Diversity Policy

Guiding Principles

Our organisation respects and values the competitive advantage of diversity, and the benefit of its integration throughout the organisation, in order to enrich our perspective, improve performance, increase member value, and enhance the probability of achievement of our goals and objectives.

Our guiding principles with respect to diversity are:

• To treat all employees, prospective employees, contractors, consultants, members and suppliers, fairly and equally regardless of their gender, age, sexuality, culture/ethnicity, language and religious beliefs, and regardless of any disability or flexible workplace practices.
• To value diversity by maintaining a safe work environment and taking action against inappropriate workplace behaviour including discrimination, harassment, bullying and victimisation.
• To promote an organisational culture that values diversity and tolerates differences by developing and offering work arrangements that help to meet the needs of a diverse work force.
• To promote the recruitment of employees and directors impartially from a diverse field of suitably qualified candidates.
• To provide learning and development strategies and opportunities to develop the knowledge skills and experience of all employees.

We will realise our guiding principles by:

• Being aware of diverse strategies and organisational and market opportunities and utilising a range of tactics to achieve our goals and objectives.
• Adding to, nurturing and developing the skills and experience of employees.
• Developing our culture, management systems, processes and procedures to be aligned with our guiding principles and promote the attainment of diversity.
• We will develop, implement and measure ongoing strategies, initiatives and programs to promote diversity across the organisation.

Monitoring and reporting

The Human Resources department will monitor, review and report (at least annually) to the CEO and the Executive on the organisation’s progress with respect to this policy including its progress against all measurable objectives introduced.

Our annual report will contain details of the measurable objectives set by the board in accordance with this policy and our progress towards achieving them. In addition, we will disclose in our annual report details of the proportion of women employees in our organisation and women in senior executive positions.

Accountability and responsibility for this policy

The Human Resources department has responsibility for the administration, monitoring and ongoing review of this policy.

Management, employees, contractors and consultants have responsibility for understanding and adhering to the terms of this policy.

Conflict resolution

Monarch Department Store is committed to sustaining a positive work environment for all employees. A conflict resolution process is established to provide a mutual solution and resolve conflict quickly, fairly and without prejudice. Any individual experiencing a work-related conflict is encouraged to resolve it with their manager informally, before it escalates to a formal conflict. All requests for conflict resolution, complaints and appeals shall be thoroughly investigated and all parties provided with a response.

The procedure for conflict resolution is as follows.

Informal conflict or complaint

• Employees should discuss with their manager, or if this is not possible, request a meeting with Human Resources.
• The manager or Human Resources will respond to the conflict or complaint within two (2) working days with a proposed plan of action. This is a negotiated outcome, where parties concerned sort things out themselves. If the employee is not satisfied with the outcome or plan of action, they will be required to escalate to a formal conflict or complaint.

Formal conflict or complaint

• The employee escalating the conflict is required to submit written documentation of the complaint to their manager. This is a mediated outcome, where the manager and Human Resources may use the services of an independent mediator to help them arrive at a proposed plan of action. They will respond to the formal complaint within five (5) working days.
• If the employee agrees to the outcome, the complaint is resolved and filed. If the employee does not agree, they have the option to file the complaint independently. This is an arbitrated or adjudicated outcome, where an independent arbitrator or court determines how the dispute is to be resolved and makes a binding decision or order to this effect.

Compliance

We will meet all obligations with respect to the issue of diversity in line with any applicable regulatory and reporting requirements including but not limited to:

• Age Discrimination Act
• Disability Discrimination Act
• Racial Discrimination Act
• Sex Discrimination Act
• Human Rights and Equal Opportunity Commission Act

Contact us

If you would like to lodge an informal complaint, please contact HR on hr@MDS.com.au

If you would like to lodge a formal complaint please do so via: https://www.humanrights.gov.au/complaints/make-complaint

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