Standard Operating Policy

EQUAL EMPLOYMENT OPPORTUNTY POLICY

Document Number SOP2007-071

File No. 06/1102-05 (D07/4724)

Date issued 30 July 1999

Date converted to
new SOP format 28 September 2007

Author branch Workforce Unit

Branch contact Equity and Development Advisor

Division Corporate Services

Summary Equal Employment Opportunity Policy

Applies to All Ambulance Service of NSW staff

(bold indicates All Operational Staff
selection) All Administration staff
All Headquarters staff
Division staff (select Aero medical, Northern, Southern, Sydney,
Western)
Operations Centres (select All, Aero medical, Northern, Southern,
Sydney, Western)

Review date 28 September 2007

Previous reference SOPP 6.24 (ER)

Status Active

Approved by Chief Executive

Compliance with this policy directive is mandatory.

Space

Issue: 1 SOP2007-071 (ER 6.24)

Last Revised: Page 1 of 5
 Issue Date: 30 July 1999
Equal Employment Opportunity Policy Issued By: Chief Executive Officer

EQUAL EMPLOYMENT OPPORTUNITY POLICY

6.24.1 INTRODUCTION

6.24.1.1 The Ambulance Service of New South Wales is committed to providing equal
employment opportunity (EEO) for all employees and potential employees. EEO is
more than knowing what the Anti Discrimination Act is and the ability to recite it at
interview time. EEO is an integral part of the Service's commitment to its staff and
ultimately all its stakeholders.

6.24.1.2 Our Corporate Vision is to be the world leaders in the provision of Ambulance
Services and the first step towards achieving that is by recognising the talents and
abilities of our staff. It also means ensuring we employ the best available people
for the job.

6.24.1.3 The Ambulance Service recognises that everyone has the right to be considered
for a job for which they are skilled and qualified.

6.24.1.4 The Service also recognises that the only fair way to hire, promote and train
employees is to use and apply the merit principle.

6.24.1.5 Merit is the relationship between a persons qualities and those required for the
performance in particular jobs. The FIVE elements are: Abilities, Qualifications,
Experience, Standard of Work Performance and Personal Qualities.

6.24.1.6 When we say the Ambulance Service of New South Wales is an equal opportunity
employer we mean two (2) things:

a) The Service is bound by the Anti Discrimination Act and tries to ensure
every employee understands and follows the law.

b) The Service ensures best practice is followed by implementing and

applying the strategies that are contained in our EEO Management Plans.
Statistics on the representation of different groups at different levels in the
workplace/management hierarchy are kept to monitor how the
implementation of EEO strategies are progressing.

6.24.2 WHAT IS EQUAL EMPLOYMENT OPPORTUNITY?

6.24.2.1 Equal employment opportunity is about:

• Fair practices in the workplace;

• Management decisions being made without bias;
• Recognition of and respect for the social and cultural backgrounds of all
staff and customers.
• Improving productivity by guaranteeing that:

1. The best person is recruited and or promoted;

2. Skilled staff are retained;

Issue: 1 SOP2007-071 (ER 6.24)

Last Revised: Page 2 of 5
 Issue Date: 30 July 1999
Equal Employment Opportunity Policy Issued By: Chief Executive Officer

EQUAL EMPLOYMENT OPPORTUNITY POLICY

3. Training and development are linked to employee needs and customer
needs;
4. The workplace is efficient and free of harassment and discrimination.

6.24.2.2 EEO is also about redressing past disadvantages by developing programs and
strategies which aim to improve employment outcomes for EEO groups including
women, people from non-English speaking backgrounds, Aboriginal and Torres
Straight Islander people, and people with disabilities. It does this through programs
which increase the capacity of these groups to compete for employment
opportunities on merit.

6.24.2.3 EEO aims to ensure fair outcomes in all areas of employment including:

• recruitment;
• staff training and development;
• promotion;
• acting in higher duties;
• transfer;
• access to information;
• supervision and management of staff;
• conditions of employment.

6.24.3 EEO LEGISLATION

6.24.3.1 In Australia it is unlawful to discriminate in employment on the grounds of sex,

marital status, pregnancy, race (defined as colour, ethnic or ethno-religious
background or national origin), homosexuality (male or female, actual or
presumed), disability (including physical, intellectual, psychiatric, sensory,
neurological or learning disabilities, and including HIV/AIDS), transgender and age.
Racial, homosexual and HIV/AIDS vilification is also unlawful. The Service is
required to ensure the absence of such discrimination by the Anti-Discrimination
Act, 1977 (NSW), the Racial Discrimination Act, 1975 (Commonwealth); the Sex
Discrimination Act, 1984 (Commonwealth); the Affirmative Action (Equal
Employment Opportunity for Women) Act, 1986 (Commonwealth) and the
Disability Discrimination Act, 1993 (Commonwealth).

6.24.3.2 The Anti Discrimination Act, 1977 (NSW) was amended in 1980 to include Part
9A. This deals with the effects of discrimination in public employment. The
objects of this part of the Act are:

• to eliminate and ensure discrimination does not exist in the workplace on

the grounds of race, sex, marital status, age, homosexuality, disability and
transgender;

• to promote EEO for women, members of racial minorities including

Aboriginals and people with a disability;

Issue: 1 SOP2007-071 (ER 6.24)

Last Revised: Page 3 of 5
 Issue Date: 30 July 1999
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EQUAL EMPLOYMENT OPPORTUNITY POLICY

6.24.3.3 This means that appointments and promotions should be based on merit. Staff
development and other opportunities should be available to everyone on a fair and
equitable basis.

6.24.4 HOW DOES EEO AFFECT YOU?

To be effective, EEO requires the active participation of both staff and
management.

As an employee
6.24.4.1 You have the right:

• to the opportunity to be selected for promotion on merit;

• to choose an individual career path;
• of access to all appropriate benefits and conditions;
• of access to a grievance resolution process and to be free from harassment
in the workplace.

(Refer to Grievance Resolution Procedures 6.20 and Harassment Free Workplace

Policy 6.21).

6.24.4.2 You have the responsibility:

• to work to your full capacity;

• to recognise the skills and talents of other staff members;
• to respect cultural and social diversity among your colleagues and
customers.

As a Supervisor/Manager
6.24.4.3 You have the rights and responsibilities of staff members and you also have
additional responsibilities. These are to ensure that the procedures and policies
implemented in your work area will result in fair outcomes and work productivity.

6.24.4.4 You have to ensure that, for staff in your work area:

• the work environment is free from all forms of harassment and

discrimination;
• staff are provided with information that will assist them to carry out their
duties;

all staff members have an equal opportunity to:

• attend training courses, where appropriate;
• act in higher duties;
• apply for promotional positions;
• apply for transfers; and
• apply for all available jobs.

Issue: 1 SOP2007-071 (ER 6.24)

Last Revised: Page 4 of 5
 Issue Date: 30 July 1999
Equal Employment Opportunity Policy Issued By: Chief Executive Officer

EQUAL EMPLOYMENT OPPORTUNITY POLICY

6.24.4.5 In addition, you may have particular responsibilities and be accountable for
implementing equity strategies as part of your agency’s EEO program. This
means Station Officers and above have a duty to progress the plans towards
achieving the goals set out.

6.24.5 EQUITY
The principle of equity or fairness holds that each individual has a basic right to
compete for employment and promotion, as one of the opportunities and rewards
of our society, subject only to the limits of his or her ability. This right is only
assured in a system which outlaws selection and promotion procedures based on
stereotyped assumptions about certain groups in society. The principles of equity
are fundamentally violated if an employer requires more evidence of a female or
minority applicant's ability than is sought by other applicants.

6.24.6 HOW DOES EEO WORK?

6.24.6.1 The Ambulance Service of New South Wales is required to implement an EEO
program. Specific aims of EEO program are to:

• better meet customer service requirements; implement employment

conditions which promote increased productivity; ensure that the talents of
all staff are fully recognised and used in accordance with the merit
principle;
• redress past disadvantages;
• achieve the redistribution of people in the EEO groups (that is, people from
a non-English speaking background, women, Aboriginal people and people
with a physical disability) in all levels and types of work.

6.24.6.2 The aim of our EEO Management Plans is to ensure that the Service continues its
commitment to providing a workplace that reflects longstanding principles of equity
in employment and career development opportunities. To plan and monitor this we
ensure that members of the EEO Committee and staff participate in the
development of these plans. Our EEO Plans outline our intentions to implement
equity, gives time frames and nominates who will be responsible for achieving
these. The Service then reports on the progress and success of these plans in its
Annual Report to ODEOPE (Office of the Director of Equal Opportunity in Public
Employment). They in turn provide guidance and advice to the service on our
programs and report to the Premier on the progress of those plans.

6.24.6.3 A copy of our current plan has been sent to every station for staff use and
reference.

6.24.7 QUESTIONS ABOUT THIS POLICY

Any inquiries regarding this policy may be directed to the State Employee
Relations Unit, on (02) 9320 7641.

Issue: 1 SOP2007-071 (ER 6.24)

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