1. Inclusee actively seeks to be an organisation which at all levels and teams, is enabled by Diversity of thought, identity and lived experience, and which reflects the Australian population.
2. Embracing inclusive practices & behaviours that support diversity will help Inclusee to:
3. This policy:
1. This policy applies to everyone at Inclusee in connection with their roles with Inclusee.
2. Inclusee expect contractors, consultants, suppliers, and others who perform work or services for Inclusee to comply with this policy in connection with that work.
3. This policy is intended to act in alignment with Inclusee’s existing policies but does not replace them.
By embracing diverse identities, experiences, and perspectives, we will strengthen relationships, deliver more inclusive services, and contribute to a fairer, more diverse and connected community. This policy, alongside our Diversity, Equity and Inclusion Strategy (2023 – 2027), will help us listen, learn, and lead with empathy, creating meaningful impact within our virtual community and beyond.
Prior to making a report, a Discloser may confidentially seek information or advice from the Whistleblowing Hotline. Reports can be made using any of the reporting channels outlined below.
At Inclusee we:
1. Act as a role model, by creating and maintaining an inclusive workplace, inclusive programs, and inclusive organisational activities.
2. Demonstrate inclusive leadership by celebrating each person’s unique richness and experience.
3. Embrace diversity and have a deep curiosity of differences.
4. Embrace the Reconciliation Action Plan, including upholding a commitment to First Nations Centrality and creating a culturally safe organisation for First Nation peoples.
5. Hold themselves and others accountable for creating a culture of belonging at Inclusee and respectfully calling out and acting on behaviours which are not inclusive.
6. Embrace the Inclusion and Diversity Strategy.
Note: Ways to be inclusive include active listening, sharing your pronouns, taking time to pronounce someone’s name correctly, showing genuine interest in getting to know someone, being curious to learn more about cultural celebrations, being aware of quieter voices and inviting their contribution, discussing preferred communication styles, providing accommodations where possible, continual learning about inclusive language, scheduling meetings at times accessible for all.
1. Any breaches of this policy may lead to disciplinary action. Depending on the severity of the breach, such disciplinary action may include reprimand, formal warning, demotion, stand down, suspension, or termination.
2. Breaches of applicable laws or regulations may also result in prosecution by the appropriate authorities.
Note: You can report concerns and deviations of this policy via the Inclusee Feedback form, the incident report form or by contacting your manager or CEO directly.
Belonging: Belonging is a feeling of connection to place, home, and country. It means that each person is celebrated for who they are and the unique qualities they possess. It is the presence and collaboration of Diversity, Inclusion and Equity which facilitate Belonging.
Board: The Board of Inclusee Ltd.
Diversity: The mix of people and all the ways in which a person is unique.
Equality: Equality is recognising that, as human beings, we all have the same value. This means, we all have the same rights, we should all receive the same level of respect and have the same access to opportunities. (Source: Australian Human Rights Commission)
Equity: The understanding that we don’t all start from the same place. Equity means ensuring a person has what they need to thrive. Equity is taking action to make systems, structures and cultures enabling and barrier-free.
First Nations Centrality: An approach which places the cultural knowledge, leadership, values and perspectives of First Nation peoples at the centre of what we do, and in doing so, makes our programs, activities and work environments culturally safe for First Nation peoples. Essentially, it is generating change that is impactful, meaningful and improves practical outcomes for First Nation peoples and communities. It achieves this by amplifying the humanitarian needs identified by First Nations peoples, and in doing so, harnesses Inclusivity and Belonging.
First Nation Peoples: In the Australian context, recognises Aboriginal and Torres Strait Islander peoples as the first peoples of this continent. We acknowledge all Aboriginal and/or Torres Strait Islander Peoples through association and connection to distinct tribal and language groups, and recognition of the unique identity of Torres Strait Islanders. Indigenous Australians is also a term often used to reference Aboriginal and Torres Strait Islanders.
Gender: Refers to the socially constructed roles, behaviours, expressions and identities of girls, women, boys, men, and gender-diverse people. It influences how people perceive themselves and each other, how they act and interact, and the distribution of power and resources in society. Gender identity is not confined to a binary (girl/woman, boy/man) nor is it static; it exists along a continuum and can change over time. There is considerable diversity in how individuals and groups understand, experience and express gender through the roles they take on, the expectations placed on them, relations with others and the complex ways that gender is institutionalised in society. (Source: Canadian Institute of Health Research, What is gender? What is sex?)
Inclusion: Inclusion is how well the mix works together. Inclusion celebrates each person’s lived experience for the richness it brings, enabling everyone to feel respected and valued.
Intersectionality: Refers to the ways in which different aspects of a person’s identity can expose them to overlapping forms of discrimination.
Marginalised Groups: Includes groups who have historically been disempowered and oppressed by the dominant group, including (but not limited to) First Nation peoples, women, LGBTIQA+ people, people with disabilities, people of colour, neurodivergent people, and all other groups who have experienced systemic exclusion.
Neurotype: Describes people who identify as neurodivergent or neurotypical. As the term ‘neurodivergence’ may inadvertently reinforce neurotypical as a normative narrative, the intention of the phrase ‘variations of neurotype’ brings two ideas together; ‘neurovariance’ a term being adopted by some, and ‘type’, a well understood word. Note: Inclusee acknowledges that language constantly evolves, and one label may not capture the diversity within a community.
Reconcilliation Action Plan: A Reconciliation Action Plan (RAP) is a public document to assist a business to embed the principles and purpose of reconciliation. With over ten years commitment, Inclusee is implementing our fourth RAP.
Workplace Adjustments: Whatever adjustment is considered necessary and reasonable in a place of work to enable an employee or volunteer club facilitator to perform their job efficiently and to the best of their ability.
1. Serious Incident Management System
2. Age Discrimination Act 2004 (Cth).
3. Australian Human Rights Commission Act 1986 (Cth).
4. Disability Discrimination Act 1992 (Cth).
5. Fair Work Act 2009 (Cth).
6. Racial Discrimination Act 1975 (Cth).
7. Sex Discrimination Act 1984 (Cth).
8. Workplace Gender Equality Act 2012 (Cth).
9. State and Territory anti-discrimination and equal employment opportunity legislation.
Responsible Executive: CEO
Date of Review: August 2025
Approved by: Inclusee Ltd Board
Date of next review: August 2025
