Diversity and Inclusion Policy

Purpose

Two Bulls/DEPT® is committed to developing and maintaining an inclusive workplace that embraces and celebrates diversity. Two Bulls/DEPT®'s vision for diversity is to foster an inclusive, diverse and safe workplace that reflects the community and clients we work with.
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Two Bulls/DEPT® recognises that diversity improves its ability to attract, retain, motivate and develop the best talent, create an engaged workforce and deliver the highest quality services to its clients.
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This Policy is intended to set out the guiding principles and practices which underpin Two Bulls/DEPT®’s approach to developing and maintaining a diverse workplace.

Scope

The Policy applies to all Two Bulls/DEPT® team members, contractors and consultants.

Principles

Two Bulls/DEPT® has stated principles relating to the following diversity focus areas:

Inclusion
Ensuring all team members feel a sense of inclusion and belonging, enabled by inclusive leadership and a flexible working culture.
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Gender Balance
Empowering our team members to access and enjoy the same opportunities at Two Bulls/DEPT®, regardless of their gender or gender identity.
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Indigenous Australians
Provide increased opportunities for Aboriginal and/or Torres Strait Islander people, organisations, communities and clients to engage with.
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Accessibility
Improving the accessibility (physical or otherwise) of our office for team members or contractors with a disability (temporary or permanent).
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Flexible Working
Supporting and empowering our team members to balance their work and life commitments through a flexible working environment.
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Pride
Enabling our LGBTQI+ community to be their authentic selves and grow at Two Bulls/DEPT®.

Accountabilities

All diversity and inclusion programs and initiatives at Two Bulls/DEPT® will be monitored by the People team who will report on progress and make recommendations to the Executive Team. Performance against these objectives will be reviewed annually by the Executive Team, as part of its annual review and effectiveness of this Policy.

Management are accountable for:
• Creating and maintaining an inclusive workplace by role modelling inclusive behaviors and
communicating their commitment to the principles set out in this Policy.
• Minimising bias in relation to decision making.
• Ensuring their teams adhere to the principles set out in this Policy.

All team members are accountable for:
• Contributing to, and maintaining, an inclusive workplace.
• Respecting the diversity of others and demonstrating inclusion through the principles set out in this Policy.

Policy

Two Bulls/DEPT® is committed to a culture that embraces and fosters diversity and inclusion. Diversity encompasses differences in backgrounds, qualifications and experiences, and also differences in approach and viewpoints. Two Bulls/DEPT® ensures that individuals are provided with equal opportunity, while also creating opportunities for those groups that may be disadvantaged.
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Two Bulls/DEPT® has a strong commitment to diversity and inclusion, whereby our leaders are committed to providing opportunities that allow all employees to reach their full potential. In order to create an inclusive workplace that fosters diversity in all its forms, Two Bulls/DEPT® is focused on:

Gender equality
Two Bulls/DEPT® is committed to ensuring that gender is not a barrier to career opportunities and advancement. We ensure outcomes from our key talent management process, including recruitment, promotions, career development, reward and recognition are based on fairness and merit. We are also committed to pay equity.
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Support for parents and carers
Two Bulls/DEPT® ensures equal access to parental leave for all employees. Our parental leave offering provides a flexible suite of options to support employees and their families.
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Workplace flexibility
Our flexibility offering (Flexi-Bull) provides a framework that enables employees to work flexibly. This applies to all employees, not just those with parenting, family, carer, cultural and religious commitments.
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Career development and performance
Two Bulls/DEPT® ensures that opportunities for promotion and transfer are advertised to all team members. This enables any team member the ability to apply for roles and develop their career path. We encourage and reward excellence and performance is measured based on agreed goals to promote equity and remove bias.

Aboriginal and Torres Strait Islander community
Two Bulls/DEPT® is committed to working towards building a society where there are equitable opportunities for Aboriginal and Torres Strait Islander people. This is demonstrated through our commitment to offering internships to those within the Aboriginal and Torres Strait Islander community (via Careers Trackers).
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Accessibility Action Plan
Our Accessibility Action Plan sets out our commitments to improving the experiences of our team members with disabilities.
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Inclusion of Lesbian, Gay, Bisexual, Transgender and Intersex (LGBTI) people
Two Bulls/DEPT® is committed to working with the LGBTI community to address inequalities and ensure our policies, processes and practices are inclusive of everyone.

Implementation and Measurable Objectives

The Executive Team will review and approve measurable objectives for diversity and inclusion across all areas of the business. The People Team will:
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• Make recommendations to the Executive Team regarding the measurable objectives.
• Annually assess the objectives set by the Executive Team and the progress in achieving them.
• Review and monitor the effectiveness, publication and progress of this policy.
• Oversee the implementation of initiatives outlined in this policy.
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Two Bulls/DEPT® will provide information in its annual report regarding:
• The key features of Two Bulls/DEPT® Diversity and inclusion Policy and/or approach.
• The measurable objectives for achieving gender diversity and our progress towards achieving
them.
• The proportion of female employees in our business, in management positions and on our
Executive Team.

Gender Representation Review

On an annual basis, the Executive Team will review the workforce representation by gender including the Executive Team, management positions and the overall gender composition in teams.

Supporting Policies

Two Bulls/DEPT® approach to diversity is supported by a range of policies and frameworks, including (but not limited to) the following:

• Code of Conduct
• Remuneration Framework
• Flexible Work Arrangements (Flexi-Bull)
• Leave Policy
• Parental Leave Policy
• Behaviour and Equal Opportunity Policy.

Policy Review

The Executive Team will review this policy from time to time for effectiveness and to check whether any changes are required. This policy will be made available to all employees via Employment Hero.
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It is the responsibility of each person to comply with this policy. Breaches of this policy may result in disciplinary action, including termination of employment.

Diversity & Inclusion Enquiries

If you have any queries about our Diversity & Inclusion Policy please contact us at:
Email: gday@twobulls.com
‍Mail: Two Bulls/DEPT®, 34 Oxford St, Collingwood 3066, Victoria. 
Phone: +61 3 9005 0952