Diversity and Inclusion Policy

Policy Background
Next Challenge has a commitment to supporting diversity and inclusion at an individual and community level. Diversity may refer to, but is not limited to gender, language, ethnicity, religious beliefs, cultural background, Aboriginal and Torres Strait Islander peoples, sexual orientation, age, family responsibilities, education, socioeconomic background, occupational status; disability; lifestyle, marital status, ideas, experiences and opinions. Inclusion occurs when a diversity of people feel valued and respected, have access to opportunities and resources and can make an active contribution in their community. Next Challenge strives to facilitate an open and inviting environment that encourages involvement and respect, inclusive of clients, employees and the broader community it interacts with.
 
Diversity approaches at Next Challenge will be implemented systematically through principles of:

• Fairness and Equity
• Being Person Centred
• Being responsive and Sensitive
• Using Evidence to inform our practice
• Respect

 
Promote equal employment opportunity and workplace diversity: 
Next Challenge recognises the value in diversity in its workforce to increase innovation, improve services to clients and add to its competitive workplace position.
 
Next Challenge demonstrates its commitment to effective diversity by:

• Ensuring that all employees have access to an environment that is free from harassment. Any reports of sexual, racial or other harassment will be treated seriously, confidentially and sympathetically. 
• Actively involving its workforce in developing, planning, delivering and evaluating its services
• Providing support, mentoring and supervision 
• Acknowledging wide and diverse skills and experiences of its workforce
• Promoting applications for work experience and employment from diverse groups

 
Principles for all service groups

• Taking a genuine interest in where  people are from, and being prepared to share some personal background to foster relationships.
• Services or supports are offered by the gender of the families choice, where possible
• Recognising and respecting that personal, family or community events can become the most important commitment for a staff member, family or other community member
• Promoting applications for work experience and employment from diverse groups

 
Culturally and Linguistically Diverse (CALD)  and Aboriginal and Torres Strait Islander people
Next Challenge recognises that people  from a CALD background may have challenges in accessing community agencies due to language, cultural understanding, cultural stigma, lack of familiarity with western health systems and lack of culturally competent community services.
 
Next Challenge recognises that certain health and wellness stressors have a higher incidence in Aboriginal children. Next Challenge aims to improve accessibility and culturally appropriate services to promote healthy development, social, emotional, academic outcomes and wellbeing of Aboriginal and Torres Straight Islander children and their families.
 
Next Challenge demonstrates its commitment by:

• Being respectful of religious and cultural beliefs
• Making sure that people are asked how they would like to be addressed
• Making attempts to learn some key words in a persons preferred language
• Displaying a welcoming sign in a range of languages in the reception area
• Having key organisational materials available in other languages
• Knowing how to and accessing interpreter services where required or requested
• Recognises and respects the unique position of Aboriginal and Torres Strait Islander people in Australian culture and history. 
• Adopting Welcome to Country and Acknowledgement of the Traditional Owners of Country protocol in key forums.

 
Disability & Mental Health
Next Challenge recognises that people with disabilities are more likely to have lower levels of education, community participation, access to health care and higher risks of social exclusion, abuse and discrimination. 
 
Next Challenge demonstrates it commitment by:

• Offering inclusion support to families in community and education based programs
• Regularly collaborating with key partners and services surrounding a child and family
• Offering communications ad resources  in mediums that are accessible for the client and family

Lesbian, Gay, Bisexual, Trans, Intersex and Queer or Questioning (LGBTIQ)
Next Challenge recognises that LGBTIQ people and their families may be at greater risk of mental health issues, discrimination and abuse.
 
Next Challenge demonstrates its commitment by:

• Sensitivity and acceptance of any disclosure of disclosure
• Respecting peoples privacy
• Displaying the rainbow sticker

 
Employees shall:

• Assess their own assumptions to ensure that all clients and their families receive the best quality of service
• Actively participate in implementing processes that reduce client disadvantage,  and promotes children’s and families civic participation, self determination and advocacy.

 
Management Team shall:

• Ensure that social inclusion and workplace diversity principles are integrated with and underpin all aspects of their work.
• Ensure procedures and policies are implemented
• Ensure the workplace is harassment free

 
Families are invited to:

• Share any information that is pertinent to understanding their family and unique diversity with Next Challenge
• Provide feedback and suggestions to Next Challenge on how inclusive and welcoming we are

 
Relevant Policy and Standards
Age Discrimination Act 2004 (National)
Australian Human Rights Commission Act 1986 (National)
Disability Discrimination Act 1992 (National)
Disability Service Standards
Equal Opportunity Act 1984 (WA)
Racial Discrimination Act 1975 (National)
Sex Discrimination Act 1984 (National)
The Workplace Gender Equality Act 2012 (National)
The Fair Work Act and National Employment Standards (NES) (National)
 
Date written: May 2019
Due for Review: May 2022