Corporate

Our values and policies.

Our
Values

Ambitious

We are courageous and we are inspired to challenge ourselves to drive for both professional and business growth.

Accountable & Commercial

We take our responsibilities seriously and we deliver outstanding outcomes with tenacity and integrity.

Loyal & Committed

We are motivated, loyal and committed to each other and to our customers.

Trust & Transparency

We trust and care for one another. We actively share and embrace feedback and communicate information as quickly as is possible.

Simplicity

We are relentless in our pursuit of simplicity.

Respectful & Collaborative

We respect one another, both personally & professionally, and are one engaged team driving for optimal outcomes for each other and our business.

Workplace Behaviour and Respectful Interactions Policy

OUR AIM

OneStep is committed to maintain and foster a psychological safe work environment where all employees, clients and customers are treated equally, regardless of age, race, background, gender, sexual preference, sexual orientation, cultural, religious and/or caring responsibilities.

OneStep aims to:

create a working environment free from discrimination, harassment, bullying and violence and where all employees are treated with dignity, courtesy, and respect
always promote and maintain appropriate standards of workplace conduct
encourage the reporting of inappropriate workplace behaviour
treat all concerns in a sensitive, impartial, timely and confidential manner
protect against victimisation and reprisals for employees making complaints

APPLICATION OF THIS POLICY

This policy sets out the responsibilities of employees, consultants, and contractors in relation to acceptable workplace behaviour. It provides an overview of the concepts of discrimination, harassment, sexual harassment, bullying, and victimisation to ensure that all those engaged in our workplace understand their rights and obligations.

This policy intends to create a safe and transparent process for employees and contractors that are subject to, or witness of, inappropriate behaviour in the workplace. The workplace includes at work or during work activities or work events (even where it occurs outside of normal working hours or away from normal work premises). In some circumstances, the workplace also extends to social media (for example, where workers interact with colleagues or make public statements concerning their employment or engagement).

It does not form part of your contract of employment and is not intended to create a separate contract of any kind.

However, those covered by this policy are expected to always comply with the requirements, and to meet the expected standards of behaviour, set out below. A failure to meet the expected standards of behaviour could result in disciplinary action, which may include termination of employment. It is also important to be aware that individuals can be personally liable under workplace health and safety and anti-discrimination laws for a failure to meet the required standards of behaviour.

EVERYONE HAS A ROLE TO PLAY

We expect all our people model a respectful standard of behaviour and create an environment where we can all feel safe to speak up if we witness or experience workplace conduct that falls short of the standards set out in this policy. Appropriate workplace conduct is behaviour that aligns to our OneStep values and can be described as behaviour that is not defined as inappropriate behaviour under this policy (defined below).

Even if you don’t personally experience inappropriate behaviour, you can help contribute to a safe and respectful working environment by identifying, speaking out about or seeking to engage others in responding to behaviours that might be having a negative impact, including by:

Showing you don’t agree with the conduct (for example, by shaking your head or not laughing to a perceived inappropriate joke or remark)
Supporting others by checking in with them to ask if they are okay or helping them understand their options for reporting or addressing the conduct
Speaking up in a respectful way (for example, calling out or questioning the conduct or speaking to the person privately to tell them you are concerned about what you observed)

Understanding the concepts set out in this policy will help in identifying behaviours that might cross a line and better enable us to have constructive conversations to address any issues as and when they arise.

YOUR RESPONSIBILITIES

As a person covered by this policy, you have a responsibility to:

familiarise yourself and comply with this policy and applicable workplace laws
conduct yourself professionally and appropriately in the workplace and at work events
not engage in inappropriate behaviour in the workplace or in connection with work
approach or report any incidents of inappropriate workplace behaviour that you have observed or witnessed (whether directed at you or another person), to the person directly, if it safe to do so, the Leader or the CEO if appropriate
not use any OneStep equipment or systems (such as computers, cloud-based servers or telephones) to view, send or store any offensive, obscene, profane or indecent images or material that may be in breach of this policy, or to intimidate or harass any person
participate honestly in workplace investigations, where reasonably requested to do so
maintain confidentiality if you raise concerns and if you provide information during the investigation
of a complaint

WHAT IF I DIDN’T MEAN TO CAUSE OFFENCE?

The intention or motive is not relevant to whether inappropriate behaviour may have occurred. It is therefore important to make sure you are familiar with your obligations under this policy and act in a respectful way during all work-related interactions (including work-related social activities). Being under the influence of alcohol or drugs will not be an excuse for engaging in inappropriate workplace behaviour. You are responsible for managing your own alcohol intake sensibly and in moderation at work events where alcohol is served.

DISCRIMINATION

What is discrimination?

It is unlawful for a person to discriminate against someone because they have a certain attribute/s, such as:

Age
Race
Pregnancy
Parent and carer status
Gender identity
Breastfeeding
Disability
Sexual orientation
Marital status
Employment activity
Sex characteristics
Lawful sexual activity
Expunged conviction
Sex
Physical features
Profession, trade or occupation
Industrial activity
Political belief of activity

or personal association with a person who has, or is believed to have, any of the attributes above.

Direct discrimination occurs if you treat someone with a certain attribute less favourably than you would treat a person without that attribute. An example of this would be refusing to employ someone because they are “too old”.

Indirect discrimination occurs if you impose a condition, requirement or practice which is unreasonable in the circumstances and has the effect of disadvantaging a person or group with a particular attribute more than a person without that attribute. An example of this might be requiring all employees to start work at 6 am. This might seem to treat everyone equally, but it could disadvantage employees needing to care for children, who are usually women. If it is not a reasonable requirement,
this will be indirect discrimination.

There are some limited exceptions, such as where the condition is necessary for a person to perform an inherent requirement of the job.

It is also unlawful to engage in conduct which offends, humiliates, intimidates, insults or ridicules another person on the basis of one of the attributes listed above, in circumstances where a reasonable person, having regard to all the circumstances, would have anticipated that the other person would be offended, humiliated, intimidated, insulted or ridiculed. Examples may include racist or sexist jokes.

HARRASSMENT