CFMEU FORESTRY AND FURNISHING PRODUCTS DIVISION

NATIONAL POLICY ON EQUAL EMPLOYMENT OPPORTUNITY AND AFFIRMATIVE ACTION FOR EMPLOYEES FOR
THE FORESTRY AND FURNISHING PRODUCTS DIVISION

ENDORSED 1ST July 1994


EQUAL EMPLOYMENT OPPORTUNITY AND AFFIRMATIVE ACTION FOR
EMPLOYEES OF THE FORESTRY AND FURNISHING PRODUCTS DIVISION


This document sets out the Policy of the CFMEU FORESTRY AND FURNISHING PRODUCTS DIVISION on Equal Employment Opportunity and Affirmative Action for the information of Officials, Officers and Employees of the Division.

Included with the Policy is an introduction, aims, commitment and definition which provides a background for the reading and application of the Policy.

This Policy is binding on all CFMEU FORESTRY AND FURNISHING PRODUCTS DIVISION Officials, Officers and Employees.

Any queries about the Policy should be directed to either the Branch or Divisional Office.


1. INTRODUCTION

Equal Employment Opportunity (EEO) is about removing discrimination at the workplace, and ensuring all people have the same opportunities to enter and progress in the workforce. This does not simply mean treating people the same, but providing for individuals to have the same rights and opportunities to job access, job security, working conditions and advancement. The Forest and Furnishing Products Division recognises this responsibility to its members in the workplaces within the Timber Industry and within the internal structure of the Forest and Furnishing Products Division of the CFMEU.

2. AIMS

The aims of this Policy are to:

  • Ensure EEO and AA issues are identified in the Division;
  • Ensure that EEO and AA issues are resolved within a full consultative process;
  • Ensure that legislation is adhered to in the Division;
  • Provide a process for dealing with EEO/AA issues that are identified in the Division;
  • Raise awareness of the importance of equity in the Division;
  • Develop a training program to address EEO/AA;
  • Provide a National process for resolving EEO/AA issues;
  • Assist in the ultimate elimination of discriminatory practices.

3. COMMITMENT

The Forest and Furnishing Products Division is committed to ensuring EEO and Affirmative Action (AA) programs are developed and adhered to in the Forest and Furnishing Products Industry in order to promote equity for all our members. The Union seeks to ensure that employers in the industry comply with all relevant Affirmative Action Legislation both State and Commonwealth, Timber Industry Award provisions, Enterprise Agreements on Affirmative Action and EEO/AA clauses in Enterprise Agreements. Furthermore the Forest and Furnishing Products Division is committed to ensuring the same equity is guaranteed for employees of the CFMEU. The Forest and Furnishing Products Division will adhere to the AA Legislation and report accordingly to the Affirmative Action Agency as part of the CFMEU's total commitment to ensuring equity for all workers.

4. DEFINITION

Equal Employment Opportunity ensures that all workers are treated fairly and have the same opportunities to participate in all activities in the workplace.

Affirmative Action is the planned process by which this is achieved.

5 EEO AND AA IN THE TIMBER INDUSTRY

5.1 Process

The Forest and Furnishing Products Division believes AA programs should be developed, implemented and monitored at the workplace through full consultative processes. The development of the 8 steps as outlined in the EEO/AA Act provide the process and basis for an AA program. (Employers with more than 100 workers are required by law to report annually to the Affirmative Action Agency on implementation and progress of the 8 steps). Specifically this process for the Forest and Forest Products Division includes:

1. CFMEU has issued a policy statement on EEO and AA.
2. Responsibility for EEO and AA has been assigned to Stan Sharky, joint National Secretary, CFMEU. In addition each Branch will nominate an Affirmative Action Officer.
3. Consultation will occur with the Unions who have coverage of employees working for the Division on all EEO and AA activities.
4. Consultation will occur with all employees giving priority to needs of employees already likely to be discriminated against at Branch and National level.
5. Collection of statistics and other relevant data on the level of participation of women and other disadvantaged groups in all aspects of work. (eg; types of jobs, training, promotion, higher duties).
6. Review existing employment practices to identify any discriminatory features, ie: anything that may indicate inequities in the Division, and immediately include Affirmative Action processes in hiring to ensure gender balance within the Division.
7. Set objectives and plan goals to activate processes to eliminate any discrimination that may exist.
8. Develop a process to monitor and evaluate the program.

5.2 IMPLEMENTATION

Implementation of the AA process will occur through Branch Consultative Committees (BCC's). It will be the BCC's responsibility to ensure employees are not discriminated against in any way including the following:
  • Gender
  • Marital status
  • Sexuality
  • Race
  • Physical/intellectual impairment
  • Age
  • Political beliefs
  • Religious beliefs
  • Affiliations

The ECC will implement the 8 step process to address EEO and AA issues. The ECC may choose to develop, where appropriate, an EEO/AA sub committee which would be responsible for all EEO and AA matters referred by the ECC. Tasks assigned to the sub committee by the ECC may include matters like;

  • Collection of statistics
  • Reviewing of existing practices
  • Setting up extensive data base for collection of information on a Branch and Membership level.

The BCC will develop and implement strategies addressing all EEO and AA issues in line with National Policy.

The BCC and an EEO/AA sub committee should comprise of both management and employee representatives including women and representatives from other groups likely to be discriminated against.

Where a BCC structure does not exist in a workplace one will be established.

Step 1 The BCC will operate in accordance with the CFMEU interim policy statement.

Step 2 in addition to the CFMEU EEO/AA Officer each Divisional BCC will nominate a person to be fully trained in EEO and AA issues and relevant legislation. This person will be responsible to and report to the BCC and also liaise with the Divisional Officer.

Step 3 all EEO/AA issues will be dealt with by a consultative process ie: BCC and where established EEO/AA sub committee. Consultation will also occur with Union's who have coverage of Division employees.

Step 4 The BCC will ensure information regarding all EEO/AA matters is widely distributed throughout the Branch, including:
  • The terms of reference of the BCC and if appropriate the EEO/AA sub committee;
  • CFMEU interim policy statement;
  • Division Policy;
  • The EEO/AA Officer;
  • Processes for dealing with EEO/AA matters;
  • Training.

Information is to be printed in plain English and other relevant languages and targeted at all groups likely to be discriminated against, including, women, the disabled, Aboriginal and Torres Strait Islanders and Non English Speaking Background (NESB) workers.

National Office will establish a Peak Consultative Committee (PCC) comprising of National and Branch representatives.

Step 5 to enable identification of current employment practices the BCC will be responsible for organising collection of statistics on women and other groups likely to be disadvantaged in all aspects of work. Management will make available all EEO/AA related information to the BCC. The statistics should identify the level of participation of the disadvantaged groups in the Branch with respect to, but not restricted to information on the following factors:

  • Selections what methods are used ?
  • Division is there an even distribution of certain disadvantaged groups throughout the Division?
  • Rates of pay is there equity?
  • Promotion what methods of selection exist, are they fair?
  • Training what methods of selection exist, do all training programs have equal access?
  • Higher duties what selection methods exist and is there equal access?
  • Sick leave are there flexible arrangements for workers with family responsibilities ?
  • Other conditions do all workers have access to the same kinds of conditions of employment?

The information will be gathered so as to ensure confidentiality.

Step 6 The information will be used to review existing employment practices by identifying discriminatory features. Any inequalities raised in the workplace will be rectified through the BCC.


Step 7 Based on the information gathered and any other information relating to inequities in the workplace the BCC will set objectives and plan goals within an agreed time frame. The outcome of the objectives will be to implement practices to address and rectify EEO/AA issues in the workplace. The outcome of the goals will be to eliminate discriminatory practices in the workplace.

Step 8 The BCC will implement a process to monitor and evaluate the program. (This process may be developed Divisionally or by the CFMEU). Based on the findings further strategies will be implemented to continue to achieve the objectives and goals.

Each BCC will be involved with the National Office in the development of the report to the Affirmative Action Agency each year. The report will incorporate all activities and outcomes of the implementation of the 8 steps and outlined future strategies to be implemented in an ongoing effort to address EEO/AA effectively. The BCC will continue to be responsible for monitoring any discriminatory employment practices that may result in creating inequities for employees.

Ongoing implementation of the 8 step process shall occur until discriminatory practices are eliminated from the Branch.

5. TRAINING

The BCC will implement a training programme addressing EEO/AA issues including:

  • What is EEO and AA
  • Roles and responsibility of the BCC
  • Roles and responsibility of the EEO/AA sub committee
  • Implications for workers when discriminatory management practices prevail
  • Training program specifically for groups likely to be discriminated against
  • Strategies for developing processes to implement the 8 steps as set out in the EEO/AA policy
  • Other contacts for dealing with EEO/AA issues including:

Working Women's Centre
Affirmative Action Agency
TUTA
ACTU
(see resource list attached)

This training will be mandatory for the Branch EEO/AA Officers, BCC and EEO/AA sub committee members but also available to all employees.

6. RESPONSIBILITY OF THE NATIONAL DIVISIONAL OFFICE AND BRANCHES

6.1 The National Divisional Office

The National Divisional Office will be responsible for:

  • Nominating a Divisional EEO/AA Officer;
  • Ensuring effective BCC's are set up in each Branch;
  • Where appropriate, consulting with Union who have coverage of Division employees
  • Ensuring Branches adhere to F & F P Division internal and external Policy on EEO/AA;
  • Consulting with Branches;
  • Assessing, monitoring and evaluating Branch progress on the 8 steps
  • Monitoring and evaluating practices and procedures to ensure elimination of any discrimination in the Division;
  • Collating information provided by Branches
  • Providing Divisional reports to the National Office of the CFMEU;
  • Developing a training program on EEO/AA to be implemented by the Branches.

6.2 BRANCHES

The Branches are responsible for:

  • Nominating a Branch EEO/AA Officer
  • Establishing Branch Consultative Committees;
  • Where appropriate, ensuring that Unions covering Branch employees are consulted with on EEO/AA matters;
  • Reporting to the National Office as required on the progress of implementing the 8 steps set out in the legislation;
  • Attendance of relevant persons at EEO/AA training programs;
  • Adhering to Divisional internal and external Policy on EEO/AA;
  • Actively opposing all forms of discrimination in Branches and workplaces on a day to day basis; for example, banning pornographic, sexist, racist and other other discriminatory materials. In addition informing and opposing others in the use of sexist, racist or other discriminatory comments and remarks.

7. CONFIDENTIALITY
All information collected to identify and address EEO and AA issues is to remain confidential.

Individuals are to have access to all information relating to themselves.

8. REVIEW
This Policy will be reviewed as necessary based in the success and monitoring of implementing Divisional AA program.
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