STARS International University® recognizes that equal employment opportunity is an employer's obligation, a matter of social justice, and a legal responsibility. The University also acknowledges that prohibiting discriminatory policies and procedures is sound management practice. This policy is designed to foster a work culture that maximizes the organization's productivity through employment decisions. These decisions will be based on actual business needs, without regard to irrelevant criteria or differences, and will ensure that all employment-related matters are handled on the basis of merit.

Purpose:

The purpose of this policy is to ensure that STARS International University® complies with all obligations under applicable legislation.

Definitions:

Discrimination occurs if a person treats or intends to treat another person unfavorably because of a characteristic. It may also occur if a requirement, condition or practice is imposed which disadvantages persons with a particular characteristic and is not reasonable.

Equal Employment Opportunity means ensuring that all employees have equal access to training, promotion, appointment, or other employment matters without regard to factors unrelated to their competence and ability to perform their duties.

Victimisation means causing or threatening to cause harm to a person because they:

asserted their rights under equal opportunity law;

made a complaint;

assisted another to make a complaint; or refused to do anything that would amount to discrimination, sexual harassment or victimisation.

Policy:

STARS International University® is an equal opportunity employer and ensures equality in employment for all employees and applicants. Every person will receive a fair and equal opportunity to compete for appointment, promotion, or transfer, and to develop their career as effectively as others.

Decisions relating to employment, appointments, promotions, and career development will be based on individual merit and competence.

In accordance with this, STARS International University® does not permit any form of unlawful discrimination or defamation, including on the grounds of:

1. sex;
2. pregnancy;
3. potential pregnancy;
4. family/domestic status;
5. disability;
6. race, colour, national origin, social origin, ancestral origin, ethnic, ethno-religious, or national background;
7. age;
8. family responsibilities, family status, parental or guardian status;
9. racial classification;
10. sexual orientation;
11. HIV/AIDS status;
12. religious belief or activity;
13. political belief or activity;
14. union membership or employer association activity;
15. physical characteristics;
16. breastfeeding;
17. occupation, trade, calling or profession;
18. medical record;
19. criminal record.

In all cases, the sole criteria for assessing work, training, and promotion opportunities will be performance and competence.

This policy is to be used in conjunction with policies on discrimination, harassment, and affirmative action.

Equal Employment Opportunity Procedures:

Responsibilities

Chief Executive Officer (CEO) Responsibilities:

ensuring all managers understand and apply the principles and legislation relating to equal opportunities in the workplace;

making employment, promotion, and career development decisions based on individual merit and inherent ability to perform the job;

creating a workplace culture that promotes equal opportunities;

leading by example with appropriate behaviour.

Human Resources Manager Responsibilities:

ensuring all managers, supervisors, and employees are aware of their duties, rights, and responsibilities regarding equal employment opportunities;

maintaining the commitment of all employees to comply with equal opportunity legislation in the workplace;

identifying and addressing breaches of equal opportunity principles promptly and sensitively;

taking immediate and appropriate action to minimise or eliminate unlawful harassment, discrimination, and bullying in the workplace;

providing ongoing support and guidance to all employees on equal employment opportunity matters.

Employee, Contractor, and Volunteer Responsibilities:

adhering to this policy and treating colleagues and clients with respect and professionalism, irrespective of irrelevant criteria or differences;

refraining from discriminatory or harassing behaviour;

informing their supervisor or the Human Resources Department if they believe they have been treated unfairly (or if someone else has).

Procedures:

1. Employees who believe they have been treated unfairly as a result of discrimination must report this immediately to their supervisor or the Human Resources Department.
2. Any complaint of discrimination or harassment will be investigated confidentially and fairly. If proven, the offending party will be subject to disciplinary action. In serious cases, this may result in dismissal.