The following are policies upheld at Tradeswomen Australia Group. 

Diversity and Inclusion Policy 

Embracing a workplace culture of diversity and inclusion is not only the right thing to do; it also enables employees to feel safe and valued; leading to greater employee engagement, satisfaction, innovation and productivity.

They can participate fully and be the best they can be through their unique diversity, skills and qualities.

We treat everyone fairly and equitably and we acknowledge our employees have a wealth of knowledge, skills and capabilities. We consistently demonstrate appropriate workplace behaviours. We listen to, engage with, and understand our employees and respond appropriately to their individual needs and changing circumstances.

We are all responsible for workplace diversity and inclusion. The building and modelling of positive, respectful and inclusive behaviour and the valuing of diversity and diversity of opinions within our workforce is vital to ensuring a constructive workplace culture. Workplace diversity and inclusion is everybody’s responsibility and all employees should understand and be committed to the role they play.

Our managers and leaders will demonstrate commitment to achieving outcomes through promoting and reinforcing positive inclusive behaviours and through workplace diversity inclusion reporting.

Gender Equality Policy

We are committed to promoting gender equality and to ensuring equality of opportunity and outcomes for all staff and project participants.

Gender equality involves equality of opportunity and equality of results. It includes the redistribution of resources and responsibilities between all genders, and the transformation of the underlying causes, structures of gender inequality and intersectionality to achieve substantive equality. It is about recognising diversity and disadvantage to ensure equal outcomes for all and therefore often requires women-specific programs and policies to end existing inequalities.

We will ensure that all staff, project participants and organisational policies, procedures, systems and structures actively promote gender equality and seek to expose and redress gender inequities.

All TWA staff are responsible for promoting gender equity and modelling respectful relationships, and are held accountable for their language and behaviour.

Human Resources Policy

TWAG is committed to continuously reinforcing behaviours that are consistent with and supportive of the law, our values and desired culture.

Optimal management of our human resources enables TWAG’s current and future ability to provide a fulfilling experience to employees, clients and stakeholders in trades through the development of a broad range of people and workforce management strategies.

Mental Health and Wellbeing Policy

TWA aim to build and maintain a workplace environment and culture that supports mental health and wellbeing and prevents discrimination.

We aim to increase employee knowledge and awareness of mental health and wellbeing issues and behaviours, as well as reduce stigma around depression, anxiety and other mental health conditions.

We aim to facilitate active participation by employees in a range of initiatives and workshops that support mental health and wellbeing. We also support flexible workplace arrangements for our staff and encourage them to tale annual leave regularly.

Occupational Health and Wellbeing

At TWA, our primary objective is to prevent workplace injuries, illness and incidents. We are committed to ensuring the health, safety and welfare of our workers while they are at work and that of others who may be affected by its business activities (as far is reasonably practicable).

We are committed to:

  • Complying with the Occupational Health and Safety Act 2004, the Occupational Health and Safety Regulations 2007 and the Compliance Codes under the Act
  • Exercising our duty of care and due diligence by providing safe workplaces, equipment and systems of work
  • Consulting and communicating with our staff on safety related matters in any decision that may affect the health and safety of our staff; providing our staff with the necessary information, instruction, training and supervision to perform their duties safely
  • Eliminating or minimising hazards and controlling risks to health and safety by undertaking effective risk management
  • Providing injury management and rehabilitation assistance to workers who sustain a work-related injury in order to support them to return to work
  • Providing a framework for continual improvement in health and safety performance