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Purpose

This policy provides the framework by which OSKY and its subsidiaries (OSKY) actively manages and encourages inclusion and diversity across the organisation.

People are the heart of what we do at OSKY and we believe that inclusion and diversity is a business imperative.

We want to create an environment that enables our people to thrive and achieve their life goals.

Our goal is to create a culture that is diverse, inclusive and respects and celebrates our differences.

Creating a safe, respectful and inclusive place to work will provide an essential foundation for our people to successfully contribute to meeting the OSKY objectives, enhance OSKY’s global reputation, improve the member experience and achieve sustainable business results.

Scope

This policy applies to:

  • all OSKY employees, and contractors of our organisation
  • persons seeking employment with our organisation

Policy

OSKY’s Belief in Inclusion and Diversity

Valuing and managing diversity means that OSKY will:

  • Promote and encourage a diverse and inclusive workforce, by fostering an environment of mutual learning, respect, dignity, openness to other cultures and an appreciation of difference and other perspectives.
  • Attract and retain a Board of Directors whose composition reflects a diversity of backgrounds, knowledge, experience and abilities.
  • Seek to ensure that the composition of membership committees appointed by either the Board or management will reflect a diversity of backgrounds, knowledge, experience and abilities.
  • Seek to ensure that its business practices, systems and processes do not prevent people from diverse backgrounds having equality of opportunity within the organisation.

Definitions

In this Inclusion and Diversity Policy:

  • Diversity refers to the visible and invisible differences that exist between people, including (but not limited to) race, colour, physical features, sex, sexual preference, gender identity, lawful sexual activity, age, physical or mental disability, marital status, family responsibilities, pregnancy, breast feeding, carer responsibilities, religion, political opinion, national extraction, social origin, industrial activity or trade union membership. It also refers to diverse ways of thinking and ways of working.
  • A reference to employees/members/candidates/people “of a particular diversity dimension” refers to employees/members/candidates/people of a particular race, colour, physical features, sex, sexual preference, gender identity, lawful sexual activity, age, physical or mental disability, marital status, family responsibilities, pregnancy, breast feeding, carer responsibilities, religion, political opinion, national extraction, social origin, industrial activity or trade union membership.
  • Inclusion refers to ensuring that current, future and potential employees and members have equality of opportunity in the organisation without any barriers or obstacles as a result of their race, colour, physical features, sex, sexual preference, gender identity, lawful sexual activity, age, physical or mental disability, marital status, family responsibilities, pregnancy, breast feeding, carer responsibilities, religion, political opinion, national extraction, social origin, industrial activity or trade union membership.

Workforce Inclusion and Diversity

To achieve a diverse and inclusive workforce, OSKY supports the following practices.

Gender equality

OSKY aims to create a culture that values, promotes and benefits from gender diversity and equality. We will ensure equal rights and opportunities for people through regular remuneration reviews to identify any gender pay gaps, attract and develop female talent and educate our people leaders about gender equality. Our policies will be regularly updated to reflect our processes for ensuring gender equality and opportunity in the workplace.

The Board through the Board People, Remuneration & Culture Committee will approve annually the organisation’s remuneration ranges. An annual review of the Remuneration and Incentive Framework will be undertaken to ensure it is consistent with market expectations, reduces or removes any gender pay gaps and contains no systemic bias.

Inclusion

OSKY is committed to recognising and celebrating the diversity of the organisation through creating an environment that values, respects and encourages a diverse range of views, knowledge and experience.

When hiring and promoting candidates, management will consider diversity in the selection and appointment processes to ensure there is no intended or unintended bias or discrimination throughout the processes to ensure that talent management decisions are made consistently, fairly and equitably across OSKY.

Management will endeavour to ensure that there is no intended or unintended discrimination towards or against employees of diversity dimensions in relation to the remuneration that they receive for their work.

OSKY will invest in the physical, mental and emotional wellbeing of our people through ongoing education around inclusion and diversity initiatives, ensuring our policies and processes support and encourage equal opportunity for all individuals and create a culture of inclusion.

Flexible Work Arrangements

OSKY recognises the importance of providing flexible work arrangements for all employees to achieve the right balance between personal and work responsibilities and for the continued success of the organisation.

OSKY is committed to creating a workplace that is truly flexible and considers the workforce of the future to enable our people to balance and achieve their whole life goals. This will create the foundation to ensure our organisation is well positioned to attract and retain the best talent for our organisation regardless of personal circumstances.

In recognition of flexible work practices and to assist employees to meet their personal responsibilities outside of work, OSKY has in place an established framework which enables and encourages transparent and cooperative discussion on flexible work arrangements. The framework outlines the process for implementation and ongoing management of those arrangements in accordance with applicable statutory requirements.

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OSKY acknowledges First Australians and recognises their continuous connection to country, community and culture.
Read more about our Diversity and Acknowlegement Policy.