Equity, Diversity, and Inclusion Policy

 

1. Introduction

New Apex Ltd values and champions an inclusive workplace culture that embraces the diverse backgrounds and perspectives of all individuals. This Equity, Diversity, and Inclusion (EDI) Policy underscores our commitment to fostering an environment where every employee has equitable opportunities for growth, participation, and advancement.

 

2. Policy Statement

At New Apex Ltd, we are dedicated to promoting equity, diversity, and inclusion across all facets of our organisation. We recognise the inherent strength found in diversity and believe that cultivating an inclusive environment enhances creativity, innovation, and overall success. Our commitment includes:

• Equity: Ensuring fairness and impartiality in all employment practices to eradicate discrimination and provide equal opportunities for every employee, irrespective of background or identity.
• Diversity: Celebrating and embracing the unique perspectives, experiences, and contributions of individuals from diverse backgrounds, including those historically underrepresented.
• Inclusion: Nurturing a culture of inclusivity where every employee feels valued, respected, and empowered to fully engage and contribute to our shared goals.

 

3. Responsibilities

Board of Directors and Senior Leadership Team:

• Providing strategic direction and unwavering support for EDI initiatives, integrating them into our organisational ethos.
• Holding leadership accountable for advancing EDI objectives and fostering an inclusive workplace culture.

Human Resources Department:

• Developing and implementing comprehensive EDI policies, programs, and training initiatives to promote awareness, understanding, and commitment to EDI principles among all employees.
• Offering support and resources to employees who encounter discrimination or bias.

Managers and Supervisors:

• Serving as advocates for inclusion and fostering an environment of respect and collaboration within their teams.
• Promptly addressing instances of discrimination, harassment, or bias with fairness and empathy.

Employees:

• Embracing and championing diversity and inclusion in all interactions, both within the organisation and with external stakeholders.
• Speaking out against discrimination or bias and actively contributing to a culture of inclusivity and belonging.

 

4. Recruitment and Hiring Practices

• Ensuring job postings are inclusive and devoid of bias, using language that attracts candidates from diverse backgrounds.
• Implementing strategies to source candidates from underrepresented groups and conducting fair selection processes based on merit and potential.

 

5. Training and Development

• Providing ongoing EDI training to all employees to enhance awareness, foster cultural competence, and encourage inclusive behaviours.
• Offering professional development opportunities that support the growth and advancement of employees from diverse backgrounds.

 

6. Workplace Environment

• Cultivating an inclusive workspace that accommodates diverse needs and perspectives, fostering a sense of belonging for all employees.
• Prohibiting all forms of discrimination, harassment, or retaliation based on protected characteristics.
• Encouraging open communication, mutual respect, and collaboration among employees at all levels.

 

7. Monitoring and Reporting

• Regularly assessing the effectiveness of EDI initiatives and identifying areas for improvement through data analysis and feedback mechanisms.
• Transparently reporting on EDI metrics and outcomes to stakeholders to ensure accountability and promote continuous improvement.

 

8. Compliance and Enforcement

• Holding all employees accountable for upholding the principles of equity, diversity, and inclusion outlined in this policy.
• Conducting thorough and impartial investigations into any violations of this policy and implementing appropriate corrective actions or disciplinary measures as necessary.

 

9. Review and Revision

This Equity, Diversity, and Inclusion Policy will undergo regular review every 3 years to ensure its continued alignment with our organisational values and goals. Amendments will be made as necessary to reflect changes in legislation, best practices, or organisational needs.

 

11 May 2023

New Apex Ltd t/a SPARK EPoS