Resources Group is proud to support equal opportunity for all. We will not tolerate racism, victimisation, and discrimination, whether direct or indirect or by association or perception, of any kind. Respect for differences, visible and non-visible, permeates our organisational culture.
This belief is based on the moral and ethical drivers for diversity and inclusion. It guides all elements of our business - within our own company, our interaction with clients and candidates, and with our suppliers.
This belief is also based on our experience that employing a diverse group of people from different backgrounds, cultures and experiences bring value to the workplace and is key to our future growth.
We undertake at all times to recognise the protected characteristics of race, sex, disability, gender identity, sexual orientation, religion/belief, age, marriage/civil partnership and pregnancy/maternity. This policy is informed by legislative and regulatory requirements such as:
Fair Work Act 2009
Disability and Inclusion Act 2014
Racial Discrimination Act 1975
Sex Discrimination Act 1984
Sex Discrimination Amendment (Sexual Orientation, Gender Identity and Intersex Status) Act 2013
Age Discrimination Act 2004
Disability Discrimination Act 1992
Australian Human Rights Commission Act 1986
Attracting a More Diverse Candidate Pool
Inclusion starts with candidate attraction but it also needs to run through the entire selection process and then onwards throughout the client’s organisational culture.
All candidates need to feel that their differences, visible and non-visible, are respected and that they themselves are valued. Our Consultants are all trained in finding diverse talent using inclusive job adverts and descriptions, inclusive shortlisting, and inclusive interviewing. This applies whether recruiting for our clients or ourselves.
All candidates are selected on the basis of ability and experience and CVs are submitted to clients without specific reference to gender, race, and age.
We advertise roles across multiple diverse job boards and media, including a combination of specialist professional and more generalist sources, to ensure a wide reach to potential applicants. Our Consultants are trained to produce non-discriminatory advertisements at all times.
Throughout every step of the recruitment process, we then support each candidate in the appropriate way so that they can perform at their best.
Helping our Clients with D&I
We advise clients on ways in which they can ensure the candidate experience is a positive one. Client interviews offer an opportunity to demonstrate that the culture the candidate is joining is one of inclusion, support, and belonging so that the candidate feels respected and accepted.
We advise on the language and behaviour used at the interview.
Employment decisions should be made on the basis of fair and objective criteria, focusing on the skills and experience required for the position and those decisions recorded.