1
Introduction
Diversity and inclusion sits at the heart of Word Travels beliefs and vision and is central to Word Travels creating a platform for people to share their stories and art. We are committed to building and developing an artistic environment for people that is representative of the communities in which we engage, serve, and empower.
Our culture thrives on mutual respect, teamwork, and diversity of thought in the artistic realm among people who are diverse in work background, experience, education, age, gender, race, national origin, physical abilities, marital status, religious belief, sexual orientation, gender identity and other real and perceived differences.
Diversity management benefits individuals, teams, our organisation as a whole, and our community. We recognise that each team member brings their own unique capabilities, experiences, and characteristics to their work. We value such diversity at all levels of the organisation in all that we do.
This policy applies to the Board, all employees, volunteers, and performers and artists.
Diversity and inclusion sits at the heart of Word Travels beliefs and vision and is central to Word Travels creating a platform for people to share their stories and art. We are committed to building and developing an artistic environment for people that is representative of the communities in which we engage, serve, and empower.
Our culture thrives on mutual respect, teamwork, and diversity of thought in the artistic realm among people who are diverse in work background, experience, education, age, gender, race, national origin, physical abilities, marital status, religious belief, sexual orientation, gender identity and other real and perceived differences.
Diversity management benefits individuals, teams, our organisation as a whole, and our community. We recognise that each team member brings their own unique capabilities, experiences, and characteristics to their work. We value such diversity at all levels of the organisation in all that we do.
This policy applies to the Board, all employees, volunteers, and performers and artists.
2
Diversity / Objective / Mission Statement / Vision
Word Travels believes in treating all people with respect and dignity. We strive to create and foster a supportive and understanding environment in which all individuals realise their maximum potential within the organisation, regardless of their differences. We are committed to employing the best people to do the best job possible. We recognise the importance of reflecting the diversity of our communities in our workforce.
Our strategy is focused on three primary objectives that enable us to create a diverse and inclusive workforce:
Word Travels believes in treating all people with respect and dignity. We strive to create and foster a supportive and understanding environment in which all individuals realise their maximum potential within the organisation, regardless of their differences. We are committed to employing the best people to do the best job possible. We recognise the importance of reflecting the diversity of our communities in our workforce.
Our strategy is focused on three primary objectives that enable us to create a diverse and inclusive workforce:
- An inclusive and representative workforce and artistic program at all levels of the organisation
- Visible leadership and sustained commitment to fostering an inclusive culture free from discrimination, sexual harassment, workplace bullying or victimisation
- Support for team members with differing needs as a result of their caring responsibilities.
3
Practice / Approach
At Word Travels our policy is to treat all employees, prospective employees, performers, artists, volunteers, agents, contractors, or suppliers fairly and equally regardless of their race, colour, gender, sexual preference, gender identity, age, physical or mental impairment, marital status, family or carer’s responsibility, pregnancy, religion, political opinion, nationality, or social origin.
At Word Travels our policy is to treat all employees, prospective employees, performers, artists, volunteers, agents, contractors, or suppliers fairly and equally regardless of their race, colour, gender, sexual preference, gender identity, age, physical or mental impairment, marital status, family or carer’s responsibility, pregnancy, religion, political opinion, nationality, or social origin.
A
Recruitment and Selection
We recruit people from all backgrounds and diverse experiences. We believe that our workforce, artists, and performers from many different cultural, linguistic, and national backgrounds provide us with valuable knowledge for understanding and reflecting our communities at local, national, and international levels.
We are committed to ensuring that recruitment and selection practices at Word Travels are transparent and equitable. This involves ensuring that qualified applicants from a diverse range of backgrounds have the opportunity to apply and be considered for available roles, and that there is no unlawful discrimination.
We recruit people from all backgrounds and diverse experiences. We believe that our workforce, artists, and performers from many different cultural, linguistic, and national backgrounds provide us with valuable knowledge for understanding and reflecting our communities at local, national, and international levels.
We are committed to ensuring that recruitment and selection practices at Word Travels are transparent and equitable. This involves ensuring that qualified applicants from a diverse range of backgrounds have the opportunity to apply and be considered for available roles, and that there is no unlawful discrimination.
B
Talent and Development
Word Travels encourages and supports growth and development opportunities amongst all the people we work with to help them reach their full potential. Our talent management and succession planning processes identify and develop high potential talent from a range of backgrounds.
We aim to attract and retain an appropriate mix of diversity, skills, and experience at all levels including board roles to actively facilitate a more diverse and representative workforce and management structure.
Word Travels encourages and supports growth and development opportunities amongst all the people we work with to help them reach their full potential. Our talent management and succession planning processes identify and develop high potential talent from a range of backgrounds.
We aim to attract and retain an appropriate mix of diversity, skills, and experience at all levels including board roles to actively facilitate a more diverse and representative workforce and management structure.
C
Remuneration and Reward
We endeavour to ensure there is no direct or indirect discrimination towards or against team members of particular diverse backgrounds regarding the remuneration they receive for their work were applicable. We will recognise and reward the achievements of our team members based on their performance and merit. Performance review processes will be applied consistently to team members in relation to reviews of performance.
We endeavour to ensure there is no direct or indirect discrimination towards or against team members of particular diverse backgrounds regarding the remuneration they receive for their work were applicable. We will recognise and reward the achievements of our team members based on their performance and merit. Performance review processes will be applied consistently to team members in relation to reviews of performance.
D
Flexible Work
We are committed to supporting our people to balance their personal, work, and caring responsibilities. We provide a workplace that supports team members to access and utilise paid parental leave, part-time, job-share, and other flexible working arrangements.
We are committed to supporting our people to balance their personal, work, and caring responsibilities. We provide a workplace that supports team members to access and utilise paid parental leave, part-time, job-share, and other flexible working arrangements.
E
Inclusive Culture
We create a platform for people to share their stories with each other in a shared experience allowing communities to build and strengthen understanding, compassion, and empathy of a variety of cultures, languages, and beliefs. Creating an inclusive culture for our team and communities with policies and behavioural expectations to maintain a creative space while encouraging mutual respect.
Our inclusive culture is strengthened through encouraging and recognising creativity, innovation, and thought leadership.
We create a platform for people to share their stories with each other in a shared experience allowing communities to build and strengthen understanding, compassion, and empathy of a variety of cultures, languages, and beliefs. Creating an inclusive culture for our team and communities with policies and behavioural expectations to maintain a creative space while encouraging mutual respect.
Our inclusive culture is strengthened through encouraging and recognising creativity, innovation, and thought leadership.
4
responsibilities
- The Board is responsible for establishing measurable diversity and inclusion objectives and reviewing progress in achieving these objectives on an annual basis.
- Leaders are responsible for ensuring their management practices and behaviours are consistent with the principles set out in the policy.
- Word Travels Contact Officers are:
- Director
- Chairperson of the Board
- Operations Manager
- A Contact Officer should:
- Act as a point of contact for enquiries and complaints, in addition to the team member’s immediate supervisor;
- Provide information to team members on preventing discrimination, harassment, and bullying; and
- Provide information for team members on processes available to resolve complaints.
- Word Travels will provide Contact Officers with regular training to assist them to fulfil their role.
10
Measurement / KPI / Scorecard / Monitoring
Word Travels will:
Word Travels will:
- Monitor and amend this policy from time to time as required to determine its continued effectiveness;
- Encourage team members to provide feedback on the policy; and
- Ensure the policy is subject, but not limited, to regular review and reporting through annual reports and Board meetings as required.