Equal Opportunity and Diversity Policy
The Ambition Group values a diverse workforce where people from different backgrounds and lifestyles can work together and create:
an inclusive workplace in which everyone has the opportunity to fully participate and is valued for their distinctive skills, experiences and perspectives.
an environment where forward-thinking business practices aim to improve the experience of our employees, our clients and candidates.
It is our intention to create conditions such that all employees and potential employees have an equal chance to seek and obtain employment and promotion. Equal Employment Opportunity (EEO) requires that employees are selected, promoted, and treated on the basis of the individual knowledge, competency and attitude they bring to their job keeping our workplace free from all forms of discrimination and harassment.
All employees, workers and candidates shall adhere to this policy at all times and will review on an ongoing basis all aspects of recruitment and employment to avoid unlawful or undesirable discrimination. The Ambition Group will treat everyone equally irrespective of gender (including transgender and gender reassignment), sexual orientation, marital status, pregnancy, age, disability, race, colour, ethnic or national origin, religion, political beliefs or membership or non-membership of a Trade Union; and places an obligation upon all employees to respect and act in accordance with the policy. The Ambition Group is committed to providing training for employees in equal opportunities practice.
The Ambition Group values its people and recognises they are at the core of its success. This success is founded on a commitment to an inclusive workforce made up of people from diverse cultural backgrounds, religions and lifestyles. As part of the Ambition Group’s commitment to inclusivity and diversity, we recognise there are certain groups that unfortunately experience systemic inequality and discrimination in their opportunities for employment, particularly Aboriginal and Torres Strait Islander Australians. The inequalities in employment for Aboriginal and Torres Strait Islanders are not improving, so to address this imbalance, the Ambition Group has implemented special measures as part of an affirmative action strategy in accordance with s 8 (1) of the Racial Discrimination Act 1975 (Cth). Our affirmative action strategy aims to support Aboriginal and Torres Strait Islanders to obtain suitable employment and provide support with targeted career pathways.
Recruiting for our Clients
The Ambition Group shall not discriminate unlawfully when deciding which candidate/temporary worker is submitted for a vacancy or assignment with us or one of our clients, or in any terms of employment or terms of engagement for temporary workers. The Ambition Group will ensure that each candidate is assessed only in accordance with the candidate’s merits, qualification and ability to perform the relevant duties required by the particular vacancy.
The Ambition Group will not accept instructions from clients that indicate an intention to discriminate unlawfully.
The Ambition Group monitors the diversity of our employees and the candidates that we provide services for. The collection and analysis of this data is carried out to ensure we offer real equality of opportunity and treatment for our employees and our candidates. It determines whether our policies on tackling discrimination are working and helps us to identify the further barriers that prevent our employees from making the best use of their talent. It ultimately will enable us to promote equality both internally and within our clients’ organisations.
Our policies relating to Equal Opportunity & Diversity are listed below and can be found throughout this handbook:
Ambition Group Code of Conduct
Disciplinary & Grievance
Discrimination, Harassment & Bullying
Flexible Working policies
Remote Working / Working from Home
There are also a range of leave options available to help employees balance work, family, and life demands including:
Standard leave policy
Family leave policy