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IECA Work Health and Safety Policy

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1. Purpose

The purpose of this policy is to establish IECA’s commitment to providing a safe, healthy, and supportive work environment for all employees, contractors, consultants, volunteers, participants and visitors. IECA recognises its obligations under the Work Health and Safety Act 2011 (Cth) and relevant state and territory legislation to eliminate or minimise risks to health and safety, and to foster a culture where wellbeing is prioritised.

2. Scope

This policy applies to all individuals engaged by IECA in all professional settings, including office-based, offsite, online, and hybrid work environments. It covers:

  • Physical safety

  • Psychological health and wellbeing

  • Work practices and systems

  • Equipment, resources, and technology

  • Work-related travel and offsite activities

3. Definitions

  • WHS: Work Health and Safety, covering physical, psychological, and environmental wellbeing.

  • Staff: Employees, contractors, consultants, and volunteers engaged by IECA.

  • Hazard: Anything with the potential to cause harm (e.g., unsafe equipment, workplace stress, bullying).

  • Risk: The likelihood that a hazard will cause harm and the degree of harm that could result.

  • Reasonably Practicable: What could reasonably be done at a particular time to ensure health and safety, considering the likelihood and severity of risk, knowledge of hazards, and availability of controls.

4. Policy Statement

IECA is committed to:

  • Complying with all applicable WHS laws, regulations, and standards.

  • Providing safe systems of work, equipment, and resources.

  • Promoting both physical safety and psychological wellbeing, including prevention of bullying and workplace stress.

  • Ensuring hazards and risks are identified, assessed, controlled, and regularly reviewed.

  • Consulting with staff on health, safety, and wellbeing matters.

  • Providing appropriate training, information, and supervision to enable safe work practices.

5. Responsibilities

  • Directors and Managers:

    • Lead by example and ensure safe systems of work are implemented and maintained.

    • Identify and manage hazards and risks in their areas of responsibility.

    • Provide training and ensure compliance with WHS procedures.

  • Staff:

    • Take reasonable care of their own health and safety and that of others.

    • Follow safe work practices and comply with instructions and procedures.

    • Report hazards, incidents, or concerns promptly.

    • Actively contribute to a safe and respectful workplace.

6. Hazard Management

  • Identification: Staff must report hazards immediately to management.

  • Assessment: Risks will be assessed for likelihood and severity.

  • Control: IECA will implement control measures following the hierarchy of controls:

    • Elimination – removing the hazard entirely where possible.

    • Substitution – replacing unsafe systems, equipment, or practices with safer alternatives.

    • Engineering Controls – providing safe physical environments, ergonomic equipment, and technology.

    • Administrative Controls – implementing safe work procedures, training, consultation, and workload management.

    • PPE (Personal Protective Equipment): Only applicable when staff are required to attend client sites or external environments where PPE is mandated by the host organisation.

  • Review: Hazards and control measures will be reviewed regularly and updated as needed.

7. Incident Reporting and Response

  • All incidents, injuries, near misses, or unsafe conditions must be reported promptly through IECA’s reporting process.

  • Investigations will be conducted to determine causes and prevent recurrence.

  • Records will be maintained in compliance with legislative requirements.

  • Serious incidents will be reported to WorkSafe or the relevant regulator as required by law.

8. Wellbeing and Mental Health

IECA acknowledges the importance of psychological health as part of overall safety. We will:

  • Promote a positive workplace culture where respect, inclusion, and support are standard.

  • Provide access to wellbeing resources and reasonable adjustments to support mental health.

  • Act promptly to address issues such as workplace stress, bullying, harassment, or fatigue.

9. Training and Awareness

  • WHS induction will be provided to all new staff and contractors.

  • Ongoing training will be provided as appropriate to roles and risks.

  • Staff will be informed of any changes to WHS legislation, policies, or procedures.

IECA Equal Opportunity and Inclusion Policy

1. Purpose

At IECA, we are committed to advancing excellence and equity in education by fostering a workplace that is inclusive, respectful, and free from discrimination. This policy builds on our Code of Conduct and reflects our obligations under Australian law and our organisational values of integrity, collaboration, and inclusivity. It ensures that all individuals engaged by IECA and those who participate in research and capability building provided by IECA are given equal opportunity to contribute, develop, and thrive.

2. Scope

This policy applies to all individuals engaged by IECA, including employees, contractors, consultants, and volunteers, across all professional settings (face-to-face, online, and hybrid). It covers all aspects of engagement, including:

  • Recruitment and selection

  • Professional development and training

  • Promotion and career progression

  • Remuneration and benefits

  • Work practices, conditions, and termination

3. Definitions

To ensure consistency across IECA’s policy framework, the following definitions apply in line with our Code of Conduct and relevant legislation:

  • Staff: Employees, contractors, consultants, and volunteers engaged by IECA.

  • Equal Opportunity: The principle that decisions relating to employment, engagement, or development are based solely on merit, capability, and organisational need, free from discrimination or bias.

  • Diversity: The recognition and valuing of individual differences, including but not limited to race, ethnicity, gender, age, disability, religion, sexual orientation, political belief, or socioeconomic background.

  • Inclusion: The practice of fostering an environment where all individuals feel respected, supported, and able to participate fully.

  • Discrimination: Unlawful or unfair treatment of a person based on a protected attribute, as outlined in the Equal Opportunity Act 2010 (Vic), Racial Discrimination Act 1975 (Cth), Sex Discrimination Act 1984 (Cth), and Disability Discrimination Act 1992 (Cth).

  • Harassment: Unwelcome conduct (verbal, physical, or online) that offends, humiliates, or intimidates, including sexual harassment as defined under the Sex Discrimination Act 1984 (Cth).

  • Victimisation: Unfavourable treatment of a person because they have made, or intend to make, a complaint or report under this policy or related policies.

  • Reasonable Adjustments: Practical changes or accommodations made to remove barriers and ensure equal participation, particularly for people with disabilities, in accordance with the Disability Discrimination Act 1992 (Cth).

4. Policy Statement

IECA is committed to:

  • Upholding the principles of fairness, respect, and inclusion across all work practices.

  • Complying with relevant anti-discrimination and workplace legislation.

  • Promoting an environment where diversity is valued as a source of strength and innovation.

  • Taking proactive steps to remove systemic barriers and ensure equitable access to opportunities.

  • Supporting staff through training, guidance, and resources to uphold this policy.

5. Principles

  • Respect: Treat all people with dignity, courtesy, and fairness.

  • Fairness: Ensure decisions are based on merit and business needs, free from bias or stereotypes.

  • Accessibility: Provide reasonable adjustments to enable participation of people with disabilities.

  • Representation: Encourage diverse perspectives in decision-making and leadership.

  • Accountability: Take responsibility for addressing discrimination, harassment, or exclusion promptly and fairly.

6. Responsibilities

  • Directors and Managers:

    • Model inclusive leadership and ensure compliance with this policy.

    • Provide training and raise awareness of equal opportunity principles.

    • Act promptly on complaints, breaches, or concerns.

  • Staff:

    • Act in line with this policy and the Code of Conduct.

    • Treat colleagues, clients, and stakeholders with respect and fairness.

    • Report any breaches, misconduct, or concerns in accordance with the Complaints and Feedback Policy.

  • HR / Leadership (when applicable):

    • Monitor recruitment, development, and workplace practices to ensure fairness.

    • Collect and analyse data to inform diversity and inclusion strategies.

    • Conduct regular reviews of this policy to maintain relevance and compliance.

7. Reporting & Complaints

  • Concerns regarding discrimination, harassment, or breaches of this policy should be raised under the Complaints and Feedback Policy.

  • Reports will be investigated fairly, confidentially, and in line with the principles of Natural Justice.

  • Retaliation or victimisation against any individual raising a complaint will not be tolerated.

8. Implementation

  • Training: All staff will receive training on equal opportunity, inclusion, and anti-discrimination obligations.

  • Recruitment: Hiring practices will be designed to eliminate bias and encourage applications from underrepresented groups.

  • Monitoring: IECA will set measurable diversity and inclusion objectives and review progress annually.

9. Complaint Resolution Process

10.1 Raising a Concern

  • Any staff member who experiences or witnesses discrimination, harassment, or exclusion should report the matter as soon as practicable.

  • Concerns may be raised informally (e.g., directly with a manager) or formally through the Complaints and Feedback Procedure.

10.2 Informal Resolution

  • In some cases, issues may be resolved informally through respectful discussion, mediation, or management intervention, if all parties agree.

  • Informal resolution is encouraged for less serious matters where appropriate.

10.3 Formal Complaints

  • Formal complaints must be submitted in writing to the Director (or designated officer).

  • The complaint should outline the nature of the concern, dates, people involved, and any supporting evidence.

  • A formal investigation will be initiated promptly, in line with principles of Natural Justice.

10.4 Investigation

  • Investigations will be carried out impartially, with both parties given the opportunity to present their account.

  • Confidentiality will be maintained, except where disclosure is required by law.

  • Findings and outcomes will be documented and communicated to relevant parties.

10.5 Outcomes

Depending on the severity and findings, outcomes may include:

  • Mediation or facilitated resolution

  • Training or awareness-raising measures

  • Formal warnings or performance management

  • Termination of engagement or contract (for serious breaches)

  • Referral to external authorities, where required under law

10.6 Protection Against Victimisation

  • Retaliation against a person who raises a complaint, participates in an investigation, or supports another staff member will not be tolerated.

  • Any such conduct will be treated as a serious breach of this policy.

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