New Equal Opportunity Act 2010 (Victoria)

With the new The Equal Opportunity Act 2010 now in effect as of 1st August 2011 employers need to think proactively about their positive duty to take reasonable and proportionate measures to eliminate discrimination, sexual harassment and victimisation.This change represents a significant shift for employers, rather than reacting to complaints, the onus is now on employers to be proactive in the prevention of these discriminatory practices as far as possible. This requirement ‘as far as possible’ takes into consideration whether measures are reasonable and proportionate to the size and operations of the organisation.The onus is now on employers to be proactive in the prevention of these discriminatory practicesThe focus of this Act is clearly on compliance by placing the obligation on organisations to undertake a review of their policies and practices to ensure compliance with the new legislation.With many other activities consuming our attention, HR teams can be forgiven for not getting around to reviewing the changes and what needs to be implemented. We have included this broad list to get you started:Have you…- Considered how your business will comply with the positive duty?- Reviewed and updated policies and procedures to ensure compliance with the Act?- Ensured these policies and procedures are appropriately communicated and implemented?- Ensured all responsible personnel (managers, supervisors, contact officers etc) have received suitable training?- Ensured all staff receives appropriate education in EEO to minimise or avoid costly complaints?