Workplace equality policy

At Elm Communications, we are committed to promoting equality, diversity, inclusivity and cultural understanding. We want to contribute to a fair and inclusive world. Our aim is to help to eliminate gender-based discrimination, harassment, and bias. We want to create better cultural understanding of Indigenous and Multicultural Australians. We want to support people of all genders, ethincity and sexual identification to thrive, regardless of if they are our employees, clients or partners.

In line with the Australian Workplace Gender Equality Act, the Fairwork Act and indigenous participation policy we have implemented the following policy to meet and exceed our obligations:

• Non-discrimination and harassment: We prohibit any form of gender-based discrimination, harassment, or bias in the workplace regardless of if the people are employed by Elm, are our clients or partners. All employees are expected to treat everyone we come into contact with respect and dignity, regardless of their gender identity or expression.
• Gender pay gap: We know that women are often paid less than men in the workplace. Where we can, we try to reduce this disparity by paying above award rates for employees’ remuneration.
• Respect everyone’s privacy: We respect the privacy and confidentiality of all employees. Disclosures of sexual orientation or gender identity will be treated with sensitivity and discretion. Employees have the right to decide when, how, and to whom they disclose such personal information.
• Inclusive language and practices: We encourage the use of inclusive language and practices that respect and recognise the diversity of sexual orientations, gender identities, and expressions. This includes using appropriate language in our products, understanding and using pronouns and respecting individuals’ chosen names and identities.
• Cultural understanding: We actively seek out training for our employees to continuously build our understanding of first nation and migrant communities, their culture, heritage and contribution to Australia.
• Procurement of services: We actively seek out Indigenous-owned and female-led businesses and encourage participation in our projects.
• Flexible work arrangements: We recognise the importance of work-life balance and will provide flexible work arrangements to accommodate the needs of our employees. This includes options such as part-time work, job sharing, flexible hours, and remote work.
• Parental and carers leave: We will offer parental leave options to support employees in balancing their work and family responsibilities. Both mothers and fathers will have access to equitable parental leave benefits and entitlements and will be able to take time to care for family when needed.
• Career development: We are committed to fostering the career development and advancement of all employees, irrespective of gender. We will provide a range of training opportunities and inclusive recruitment practices to support and promote women’s representation in our company.
• Reporting mechanisms: We encourage employees to report any concerns, incidents, or breaches of this policy through appropriate channels. We assure all employees that they will be treated with confidentiality and without fear of reprisal when reporting such matters.

We are dedicated to regularly reviewing and updating this policy to ensure its effectiveness in promoting equality within Elm. By adhering to this policy, we aim to create an inclusive workplace where all employees have equal opportunities to thrive and succeed.