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Equal Opportunity

What you should know. What you can do

Commitment to Diversity

The diversity of our people is a key strength of Target today and in the future.

Valuing diversity at Target is about respecting the differences that make us unique as individuals.

Diversity refers to differences in age, race, gender, religion, sexual orientation, family responsibilities, physical ability, and many other variables.

At Target, we strive to create an environment where all team members feel included and valued, and where difference is respected.

Equal Opportunity Policy

It is Company policy to provide an environment where team members, customers and other external parties:

  • are treated with dignity, courtesy and respect, and
  • can work and shop without distress or interference caused by harassment, sexual harassment, discrimination or bullying.

Team members have the right to expect the same environment in any work-related situation, including conferences, work functions, parties and events authorised by the company (for example, endof-year parties). Any unwelcome behaviour outside a work-related context may constitute inappropriate workplace behaviour if it has a relevant connection to the workplace and may include engagement by team members in internet sites like Facebook, MySpace and YouTube.

Unacceptable and Unlawful Forms of Discrimination

The company will not tolerate discrimination or harassment, in either the provision of goods and services or employment, on the basis of characteristics protected by law including:

  • Age
  • Race, ethnic origin, social origin or national extraction
  • Pregnancy, potential pregnancy or breast-feeding and the features associated with these
  • Family or parental status, including status as a carer
  • Gender, including gender identity
  • Sexual orientation, including lawful sexual activity and sexual preference, for example trans-sexualism
  • Irrelevant criminal record
  • Marital or relationship status
  • Disability or impairment, including mental, intellectual, physical and psychiatric disabilities
  • Membership or non-membership of a trade union or any other lawful industrial activity
  • Political belief or activity
  • Religious belief or activity
  • Physical features
  • Irrelevant medical record
  • Human Immunodeficiency Virus (HIV) or Acquired Immune
  • Deficiency Syndrome (AIDS) status
  • Personal association with a person who has or is perceived to have any of these characteristics
  • Employment activity

Discrimination

Discrimination is unfair treatment based on a personal characteristic protected by law.

Examples of Discrimination include:

  • Not employing someone because of their age
  • Not promoting someone because they are pregnant, or have just married and might become pregnant

Harassment Harassment is any uninvited or unwelcome behaviour or conduct that is reasonably likely to offend, humiliate or intimidate another person. For behaviour to constitute harassment it must be based on a personal characteristic protected by law.

Harassment does not have to be intentional to be unlawful. What is acceptable to one person may not be acceptable to another.

Examples of Harassment include:

  • Racially oriented verbal abuse
  • Offensive jokes or gestures
  • Displaying offensive material, such as posters or pictures

Sexual Harassment

Sexual harassment is behaviour of a sexual nature that involves any uninvited or unwelcome behaviour that is reasonably likely to offend, humiliate or intimidate another person.

Examples of unlawful sexual harassment include:

  • Unwelcome comments about a person’s sex life or physical appearance
  • Suggestive behaviour such as staring or leering at a person, or parts of their body
  • Offensive telephone calls, SMS messages, letters, facsimiles or electronic messages (such as e-mails)
  • Behaviour that is based on mutual attraction, friendship and respect is not likely to constitute sexual harassment as long as the interaction is consensual, welcomed and/or reciprocated.

Bullying

Bullying is a form of repeated behaviour directed toward a team member, that a reasonable person would expect, would cause the team member to feel victimised, humiliated, undermined or threatened.

Examples of bullying include:

  • Verbal abuse
  • Excluding or isolating team members from normal activities
  • Belittling or humiliating a team member

Serious Complaints

    Situations where a complaint may be considered serious include a complaint involving:
  • Criminal conduct (stalking, sexual assault, etc.)
  • A person who is not a team member of the company (an employee of another company) or
  • A difference in power between the parties that has the potential to limit the resolution pathways that would be appropriate (this may include a peer relationship or where the complaint is against a more senior team member).

An Equal Opportunity investigation is likely to be appropriate for a serious complaint.

What you should do

  • Role model appropriate workplace behaviour

Ensure you treat others with dignity, courtesy and respect, and do not discriminate, harass, or bully another team member, customer or other external party.

  • Raise issues of behaviour that are in breach of the Equal Opportunity policy

When you observe what you think may be inappropriate behaviour in the workplace, or work-related context, immediately advise the people involved that their behaviour does not reflect the Equal Opportunity Policy.

Encourage those who have experienced inappropriate behaviour to raise it with a manager or an EO Advisor.

Incident reporting

Team members are encouraged to report behaviour that is not consistent with the Equal Opportunity policy to a manager or an EO Advisor.

The company encourages team members to report incidents as soon as possible after they take place, to enable the company to review their complaint.

Raise your concerns so they can be dealt with quickly, effectively, and discreetly.

External Complaint Assistance

    Team members have the right, at any time, to:
  • Lodge a complaint with the Australian Human Rights Commission
  • Lodge a complaint with the relevant state or territory anti-discrimination or equal opportunity commission
  • Lodge a complaint with a workplace health and safety authority • Report a matter to the police • Seek advice or assistance from a relevant union.

The Equal Opportunity internal resolution process continues regardless of whether a team member seeks external complaint assistance or lodges an external complaint.

Confidentiality

Those involved in a complaint are responsible for ensuring confidentiality on a need-to-know basis. This means complaints should only be discussed with those who are directly affected, or who are able to help resolve the complaint.

Vexatious Complaints

Vexatious or malicious complaints are complaints made in bad faith without genuinely believing the complaint to be true. Vexatious complaints will not be tolerated.

Victimisation

Victimisation of anyone involved in an Equal Opportunity complaint will not be tolerated.

Disciplinary Action

If a breach of the Equal Opportunity Policy (including victimisation or making a vexatious complaint) is identified during the resolution process, the company will address the behaviour. This could include coaching a team member or disciplinary action (ranging from a warning to termination of employment without notice) in line with the circumstances of the individual case.

Behaviour that does not support Equal Opportunity has the potential to be immensely destructive to both the individual and the organisation.

It is therefore the responsibility of all team members within Target to ensure the workplace is free from harassment, sexual harassment, discrimination and bullying.

Target is committed to addressing poor behaviour in the workplace.

What internal resolution methods are available to resolve complaints?

  • Self- help People can sometimes be unaware that their behaviour is causing distress. In some cases a team member asking the other party to stop the behaviour can resolve the matter.
  • Intervention A team member can request a manager or EO Advisor to privately discuss the situation with the other party on their behalf and reiterate the Company’s policy on equal opportunity.
  • Discussion with an Equal Opportunity Advisor Inappropriate workplace behaviour issues may also be resolved through discussion with an EO Advisor.
  • Equal Opportunity investigation An investigation is likely to be appropriate if a complaint is serious.
  • Re- education Re-education is available at any time. It is encouraged where unacceptable behaviour is observed, or where it is believed that the policy is not being complied with.

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