Gender Equality Policy

Linking & Integrating Pty Ltd ACN: 630 002 596 (Linking Integrating) – Gender Equality Policy

1. Purpose

Linking & Integrating is committed to fostering a workplace that promotes gender equality and inclusivity, aligning with our core values of Creativity, Attentiveness, Result-Oriented, Excellence in all engagements that we do internal or external. This Gender Equality Policy outlines our approach to achieving equitable employment practices, supporting the Victorian Gender Equality Act 2020 guidelines. It ensures all employees, contractors, and subcontractors experience a fair, respectful, and inclusive work environment.

2. Scope

3. Policy Statement

4. Key Principles and Commitments

4.1 Statement Promoting a Gender-Equal Organisational Culture

We foster a workplace culture that values diversity, respect, and inclusion, where all genders are treated equitably.
Discrimination, harassment, or bias based on gender is not tolerated and is addressed through our grievance procedures.
We provide annual training to all staff and contractors on gender equality, unconscious bias, and inclusive behaviours.
Our commitment to gender equality is communicated through onboarding, team meetings, and public channels (e.g., website).

4.2 Gender Equality in Leadership and Management

We aim for gender diversity in leadership roles, as opportunities allow us to do so targeting an equal representation of women or non-binary individuals in management positions, where feasible given our small-to-mid-sized structure.
Recruitment and promotion processes are merit-based, with transparent criteria to eliminate gender bias.
We offer mentoring and professional development opportunities to support career progression for all genders, with a focus on underrepresented groups.
Leadership performance reviews include accountability for promoting gender equality.

4.3 Gender Composition in Teams/Work Groups

We strive for balanced gender representation across project teams and work groups, reflecting the diversity of our industry and community.
Recruitment processes include strategies to attract diverse candidates, such as gender-neutral job descriptions and advertising through inclusive platforms (e.g., Women in Tech networks).
We monitor team composition annually to identify and address any imbalances, aiming for a an equal representation of any gender at a given year, where feasible given our small-to-mid-sized structure.

4.4 Gender-Equitable Remuneration

We ensure equal pay for equal work, conducting annual pay audits to identify and address any gender pay gaps.
Remuneration policies are transparent, with salary bands based on role, experience, and performance, not gender.
Bonuses, incentives, and benefits are applied equitably across all genders.
We benchmark our pay practices against industry standards, and according to the Fair Work policies and guidelines to maintain competitiveness and fairness.

4.5 Flexible Work Options

We support flexible work arrangements, including remote work, part-time hours, and adjustable schedules, to accommodate diverse needs and promote work-life balance.
Our digital-first operations, leveraging co-working spaces and virtual collaboration tools (e.g., Microsoft Teams), enable flexibility without compromising productivity.
Flexible work requests are assessed fairly, with approvals based on business needs and no gender-based bias.
We promote uptake of flexible work among all genders to challenge stereotypes (e.g., encouraging men to access parental leave).

4.6 Subcontractor Requirements

Subcontractors and suppliers are required to demonstrate commitment to gender equality, aligning with our values and Sustainability Victoria’s Social Procurement Framework.
Contracts include clauses mandating compliance with anti-discrimination laws and gender equality principles (e.g., equitable hiring, fair pay).
We prioritise subcontractors with documented gender equality policies or practices, verified through a supplier evaluation checklist.
Subcontractors are encouraged to participate in our gender equality training or provide evidence of equivalent programs.

5. Responsibilities

Director:
- Approve and champion the policy.
- Review annual gender equality metrics and progress.
Management Team:
- Implement policy through recruitment, remuneration, and team management.
- Lead training and promote inclusive culture.
All Employees and Contractors:
- Uphold policy principles in daily work.
- Report concerns via grievance procedures.
Subcontractors:
- Comply with gender equality clauses in contracts.
- Provide evidence of equitable practices when requested.

6. Implementation and Monitoring

Training: Annual sessions on gender equality and unconscious bias for all staff and contractors.
Metrics and Reporting:
- Conduct annual workplace gender audits to track:
  - Gender composition in teams and leadership (% women, men, non-binary).
  - Gender pay gap (% difference in average pay).
  - Uptake of flexible work by gender.
  - Subcontractor compliance with equality clauses.
- Report findings internally and to clients (e.g., Sustainability Victoria) as part of procurement submissions.
Grievance Procedure: Maintain a confidential process for reporting discrimination or bias, with investigations led by a designated HR contact or external mediator.
Review: Policy reviewed annually or following changes in legislation (e.g., Gender Equality Act 2020) or client requirements.
Next Review Due: 30 June 2026.

7. Documentation

Gender Equality Policy: This document, available on our website and shared with staff.
Recruitment Guidelines: Gender-neutral job descriptions and inclusive hiring processes.
Pay Audit Template: Annual review of remuneration by gender and role.
Supplier Checklist: Criteria for assessing subcontractor gender equality practices.
Training Materials: Modules on bias, inclusion, and equality.

8. Alignment with Victorian and Australian Standards

This policy aligns with:

Fair Work Act 2009: This Act establishes the national workplace relations system, which includes provisions for minimum wages, entitlements, and other conditions of employment
Victorian Gender Equality Act 2020: Promotes equitable employment practices and supports voluntary adoption by small organisations.
Workplace Gender Equality Act 2012 (Cth): Adopts WGEA best practices for pay equity and workforce diversity.
Australian Human Rights Commission: Incorporates principles of non-discrimination and inclusion.

9. Complaints and Enquiries

For concerns or queries about this policy, contact:
Linking & Integrating
Email: info@linkingintegrating.com
Phone: 1300 995 737