Diversity Policy
PURPOSE
VRL recognises the benefits of diversity where people from different backgrounds can
bring fresh ideas and perceptions which make the way work is done more efficient, and
services more valued. It is for these reasons that VRL is committed to being a diversity
leader (across all levels in the Company) in the entertainment and tourism sector by:
• Providing a diversity inclusive workplace in which everyone has the opportunity to
fully participate and is valued for their distinctive skills, experiences and
perspectives.
• Incorporating diversity into its business practices through its corporate social
responsibility initiatives that aim to improve the quality of life for its workforce,
their families, communities and society at large.
POLICY STATEMENT
Valuing and managing diversity means that VRL will:
• Facilitate equal employment opportunities based on relative ability, performance
or potential;
• Help to build a safe work environment by taking action against inappropriate
workplace and business behaviour that does not value diversity including
discrimination, harassment, bullying, victimisation and vilification;
• Develop flexible work practices to meet the differing needs of our employees;
• Attract and retain a skilled and diverse workforce as an employer of choice;
• Enhance customer service and market reputation through a workforce that
respects and reflects the diversity of our customers;
• Make a contribution to the economic, social and educational well-being of the
communities it serves;
• Improve the quality of decision-making, productivity and teamwork;
• Meet the relevant requirements of legislation, shareholders and the Board;
• Align with world leading practice, and
• Create an inclusive workplace culture.
DEFINITIONS
Non-inclusive behaviours include:
Direct discrimination is denying a person of an opportunity or treating them less
favourably because they belong to a particular group or category. For example: not
employing a female applicant on the grounds of males typically doing the job.
Indirect discrimination occurs when an action or policy which appears to treat
everyone equally, has a discriminatory effect against a certain group of people. For
example: holding workplace meetings after work hours when employees with family
responsibilities would find it hard to attend.
Harassment is any form of behaviour that is unwelcome and which offends, humiliates
or intimidates a person.
Sexual Harassment is any form of unwelcome sexual attention. This may be obvious
or indirect, physical, or verbal, intentional or unintentional, or behaviour that creates a
sexually hostile or intimidating environment.
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Bullying is the repeated less favourable treatment of a person by another or others
that may be considered unreasonable and inappropriate workplace behaviour. The
behaviours can be physical, verbal or non-verbal. For example: assaulting, shouting or
isolating a person in the workplace.
Victimisation is when an employee is treated less favourably for making a complaint
or providing information as a witness. For example: using pay back, refusing to
acknowledge the person, removing or reducing benefits.
Vilification is conduct that incites hatred against, serious contempt for, or revulsion or
severe ridicule of another person or group of persons on the grounds of race, ethno-
religious beliefs, HIV or AIDS, transgender or homosexuality. For example: graffiti that
encourages hatred of a particular race of people.
Key terms:
Diversity is recognising and valuing the unique contribution people can make because
of their individual background and different skills, experiences and perspectives.
People differ not just on the basis of race and gender, but also other dimensions such
as lifestyle, education, physical ability, age and family responsibility.
Inclusion is actively valuing a person or group’s diversity and making them part of
VRL’s success, by providing opportunities for their full participation at every opportunity
– regardless of differences such as age, gender, physical or mental ability and culture
or family responsibilities.
Vicarious liability is a legal term used to describe when a person or organisation has
knowledge or is a witness to discrimination, harassment or workplace bullying and fails
to take reasonable action to prevent it from occurring (including reporting). The person
and/or the organisation can be held legally responsible and cannot claim not to have
known.
Corporate Social Responsibility is a continuing commitment by VRL to behave
ethically and contribute to economic development and environment protection while
improving the quality of life of the workforce, their families and the local community and
society at large. It is a genuine attempt to build meaningful relationships between VRL
and its stakeholders.
VRL Board means the directors of Village Roadshow Limited as appointed by VRL’s
shareholders from time to time.
VRL Executive Committee means the persons serving on the Executive Committee of
VRL from time to time.
VRL Remuneration Committee means the persons serving on the Remuneration
Committee of the VRL Board from time to time.
ASX Recommendations means the Principles of Good Corporate Governance and
Best Practice Recommendations issued from time to time by the Australian Securities
Exchange Corporate Governance Council.
Senior Management means all members of the VRL Executive Committee (as
constituted from time to time), Divisional CEOs and employees in roles classified into
Career Bands 5 and 6 of the VRL Job Classification framework.
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ENFORCEMENT
VRL does not tolerate non-inclusive behaviour and upholds the law aimed at
preventing vicarious liability. To achieve this VRL expects its employees to:
• Uphold and demonstrate VRL’s core Values and behaviours at work or at after
hours work functions;
• Regularly attend/complete diversity awareness training;
• Understand and comply with Diversity policies and procedures;
• Be assertive to prevent inappropriate and non-inclusive behaviours of
discrimination, harassment, bullying, victimisation and vilification;
• Willingly adapt their behaviours if required to ensure appropriate workplace
conduct.
Resolution Options Model
VRL supports any employees who are subjected to inappropriate behaviours through
its Resolution Options Model. There are three resolution options the employee can
choose from as follows:
• Informal complaint – usually a verbal complaint about a minor incident. The
most suitable resolution option here is the person is encouraged to address
and resolve the issue with the other party directly. They can also seek
information or assistance from a Supervisor or Human Resources team
member.
• Formal Complaint (internal) – more serious complaint which is put in writing to
Human Resources or your Manager. A formal investigation is likely to occur.
• Formal Complaint (external) – usually for an extremely serious complaint
lodged with an external provider e.g. Anti-Discrimination Commission. A
formal investigation will occur.
Support is available to decide which option to choose and includes:
• Supervisors/managers
• Human Resources Team
• Union Representative
• The Employee Assistance Program (please contact your HR team member)
• A high degree of discretion, sensitivity and confidentiality must be exercised by
all those involved at any stage of resolving the complaint. Further information
on the Resolution Options Model, support options and how to address
inappropriate behaviour can be found on the VRL intranet site under Human
Resources.
IMPLEMENTING AND MONITORING
Executive Committee will be responsible for setting targets for male/female ratios in the
Senior Management group and will provide reports to VRL’s Remuneration Committee
which will monitor progress against such targets.
HR will provide periodic reports to the VRL Executive Committee to assist in monitoring
progress against nominated gender targets.
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VRL will disclose progress against gender targets in three levels in its’ Annual Report:
• VRL Board; and
• Senior Management; and
• Whole of organisation (Australia wide).
Heads of Divisions will be responsible for implementing the policy in their Division and
for attainment toward the VRL Group target. This will constitute one of the annual
performance KPI’s for these Executives.
In addition, the VRL Group will separately report annually relevant male/female
employee information as required under the Workplace Gender Equality Act.
GENDER DIVERSITY TARGETS
As at June 2018, the proportion of women employed in Australia across the group was
54.74% with VRL’s Senior Management group comprising 31.08% females.
VRL has set a target of increasing this proportion of female Independent Non-executive
Board members and Senior Management employees to 33% by the end of 2021.
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