Anti-discrimination policy
Purpose
Rubix Studios Pty. Ltd. is committed to providing a workplace free of discrimination. It is an employee’s right to be treated with dignity and respect and the employee’s responsibility to treat others the same way.
Rubix Studios Pty. Ltd. is committed to meeting its legislative obligations regarding discrimination and will take all reasonable, practicable steps to provide and maintain a working environment free from potentially discriminatory behaviours and actions.
An internal grievance resolution process assists employees in raising issues of concern, and all complaints will be treated confidentially, seriously and sympathetically. No employee will be penalised or disadvantaged for raising genuine concerns or complaints.
Application of this policy
This policy applies to all activities and people involved in those activities that take place:
- On work premises;
- Elsewhere where activities are undertaken in the course of employment;
- At work-related activities, such as social functions.
The policy applies to employees, contractors, customers and visitors.
Relevant and appropriate disciplinary action will be taken against anyone who breaches this policy.
What is discrimination?
Discrimination occurs when a person is treated less favourably than another person as a result of that person’s characteristics or because that person belongs to a particular group.
Discrimination based on the following characteristics is unlawful:
- Race (including colour, nationality, religion, ethnic or ethnoreligious origin);
- Sex (including marital status, pregnancy or potential pregnancy, breastfeeding);
- Sexuality (including sexual preference, gender identity, intersex status or homosexuality);
- Disability (including physical, psychiatric or intellectual disabilities);
- Age;
- Illness or injury;
- Parental status or responsibilities as a carer (including breastfeeding activities);
- Membership or non-membership of a union.
No employee is permitted to engage in discriminatory conduct regarding the treatment of other employees, contractors, customers, and visitors (including members of the public).
Discrimination can be either direct or indirect.
What should employees who have a complaint do?
Rubix Studios Pty. Ltd. aims to resolve all workplace complaints about discrimination. However, it can only do this if employees inform the company about their complaints.
Rubix Studios Pty. Ltd. aims to treat all discrimination complaints seriously, quickly and confidentially.
If you think you are being unlawfully discriminated against, you should not ignore the conduct, hoping it will disappear. If you can, you should speak to the person responsible for the conduct and ask that person to stop. If you do not feel that you can do this, or it doesn’t work, you should talk to your manager, the human resources department or Management (hello@rubixstudios.com.au).
Your manager, the human resources department or Management (hello@rubixstudios.com.au) may be contacted at any time to discuss any complaint or enquiry. You may approach them for general advice or to discuss any issue.
The human resources department may also investigate complaints. Depending on what you want and the nature of the complaint, Rubix Studios Pty. Ltd. might be appropriate for formally determining what has happened and deciding what the consequences should be.
Conduct that breaches this policy
Conduct that breaches this policy is unacceptable and may lead to disciplinary action depending on the severity and circumstances. This will apply regardless of the seniority of the particular employee involved.
Rubix Studios Pty. Ltd. must take appropriate disciplinary action against an employee who is responsible for or engages in unlawful discrimination.
Disciplinary action might include any of the following:
- Demotion;
- A requirement to provide a written or verbal apology;
- A formal warning;
- A requirement to attend training or counselling;
- Dismissal.
Further information
Contact your manager or Management (hello@rubixstudios.com.au) if you require further information.
This policy is effective from 4th April 2024.
Last updated 14th March 2025.