Mini Moto Racing Discrimination policy





Mini Moto Racing Discrimination Policy complies with Age Discrimination Act 2004;Australian Human Rights Commission Act 1986;Disability Discrimination Act 1992;Racial Discrimination Act 1975; and Sex Discrimination Act 1984.



Mini Moto Racing Discrimination policy. 1

Anti-Discrimination & Harassment Policy. 3

Introduction. 3

Definitions. 3

Discrimination. 3

Harassment. 3

Procedures. 4

Penalties. 5




Discrimination & Harassment Policy


Monstar Management Pty Ltd t/a Mini Moto Racing is an equal opportunity employer with an understanding of the intent of equal opportunity and anti-discrimination laws.

Under federal and state legislation, discrimination in employment is against the law. Monstar Management Pty Ltd t/a Mini Moto Racing will not tolerate any form of discrimination or harassment. All employees, license holders, volunteers, members of the general public and contractors have the right to enjoy an environment free of discrimination and harassment.

Discrimination undermines proper working relationships and may cause low morale, stress related illness, absenteeism or resignations. All employees, license holders, volunteers, members of the general public and contractors at all levels are responsible for adherence to this Policy.



Discrimination occurs when someone is treated unfavourably because of one of his or her personal characteristics including, but not confined to, the following areas:





         Physical characteristic;

         Parental status;


         Social status;

         Sexual preference;

         Political belief and activity;

         Trade union activity;

         Marital status;


         Irrelevant criminal record; and

         HIV/AIDS status.

Discrimination may involve, but is not confined to, the following:

         ĎJokesí or comments about another employee or volunteerís ethnic background, gender, sexual preference, age, disability or physical appearance;

         Displaying pictures or posters which are offensive or derogatory, expressing negative stereotypes of particular groups;

         Judging someone on their beliefs, origins, appearance and gender, rather than their work performance; and

         Undermining a personís authority or work performance because you dislike one or some of their personal characteristics.


Harassment is any unwanted, unwelcome or uninvited behaviour, which makes a

person feel humiliated, intimidated or offended. For example, bullying or offensive

verbal comments. Harassment can occur face-to-face, via social media, via

telephone or over the email.

Sexual Harassment is a legally recognised form of discrimination.

Sexual harassment of an employee or by a fellow employee, regardless of when or where it occurs, is illegal and not acceptable.

Acts of sexual harassment can take many different forms, including but not confined to:

         Unwanted physical contact such as kissing, patting, touching, grabbing;

         Sexual propositions;

         Sexual intercourse under threat of loss of employment;

         Unwelcome remarks or insinuations about a personís sex or private life;

         Suggestive comments about a personís appearance or body;

         Sexually explicit conversations;

         Sexual or smutty jokes;

         Inferences tsexual morality i.e. prude, tart, slut;

         Offensive telephone calls or emails;

         Offensive messages via social media channels such as Twitter and Facebook;

         Gender-based insults or taunting;

         Being followed home from work or repeated requests for dates or drinks

         particularly after prior refusal;

         Offensive hand or body gestures; and

         Offensive, humiliating or intimidating displays of sexually graphic material

         including posters, pictures, cartoons, graffiti or messages left on boards,desks or lockers.

         Behaviour that constitutes sexual harassment is illegal in any work related context including Christmas parties and other work-related functions - and will be subject to disciplinary action.


Monstar Management Pty Ltd t/a Mini Moto Racing will:

         Do all that is reasonable to prevent discrimination and harassment from occurring at the workplace or work related environment;

         Treat all employees on their merits without regard to race, age, sex, marital status, sexual preference, disability, religion or political conviction;

         Investigate complaints of discrimination and harassment in the workplace professionally, confidentially and in a non-judgemental manner ensuring there is no presumption of guilt;

         Provide information and support to complainants and advise on available options;

         Ensure all employees, volunteers, license holders, members of the general public and contractors are aware of the Policy;

         Not tolerate any victimisation or reprisals for making complaints;

         Maintain confidentiality of all matters relating to a complaint; and

         Not tolerate any misuse of this Policy.

All employees, volunteers, license holders, members of the general public and contractors have a responsibility to:

         Report any form of discrimination or harassment observed within the workplace;

         Offer support to victims by directing them to the most appropriate channel for help;

         Maintain confidentiality of all matters relating to a complaint.

Should an incident occur:

         Persons who believe they have been discriminated against should contact the Competition Director or Competition Committee member to discuss the range of options available to deal with the matter;

         There are a number of options available to employees, volunteers, license holders, members of the general public and contractors for dealing with discrimination ranging from dealing with the matter individually to making a formal complaint;

         If the matter cannot be resolved individually between the parties, a formal written complaint should be submitted to Monstar Management Pty Ltdor a member of the Mini Moto Racing CompetitionCommittee. In this situation, the Competition Director will follow the Complaint Handling and Dispute Resolution procedures;

         All complaints of discrimination and vilification will be treated seriously, promptly, confidentially and impartially;

         Employees will not be disadvantaged in their employment conditions or pportunities as a result of lodging a complaint; and

         Should the internal dispute resolution procedure fail to generate an adequate outcome, the following external channels should be explored:

         Competition Director;

         NSW Anti-Discrimination Board;

         Human Rights and Equal Opportunities Commission; and

         Equal Opportunity Commission.


         Anyone who harasses or victimises a person who makes a complaint under this Policy will face disciplinary action.

         Any person who, without authorisation from the Competition Directoror Secretary, passes on confidential information regarding an investigation under this Policy will face disciplinary action.

         Disciplinary action may involve a warning (verbal or written) or uspension/termination of employment.

         Serious breaches of this Policy may result in employment being terminated immediately. This means that no warnings will be given.

         All club Committee members, employees, volunteers, contractors, participants and visitors to the club should note that individuals can take legal action against llegations of sexual harassment or discrimination under relevant state and Commonwealth legislation.