Equal Employment Opportunity Policy

Purpose

This policy establishes Westlink Logistics’ commitment to equal employment opportunity and to a workplace free from unlawful discrimination, harassment, and victimisation. It provides the framework for merit-based employment decisions and compliance with Commonwealth and Western Australian anti-discrimination legislation.

Scope

This policy applies to all Westlink Logistics workers, contractors, labour hire workers, and applicants for employment. It covers all aspects of the employment relationship including recruitment, selection, terms and conditions, training, development, performance management, promotion, transfer, and termination. It extends to conduct at Westlink premises, client sites, during work-related travel, and at work-related social functions.

Organisational Context

Westlink Logistics operates heavy haulage, project logistics, and maritime services across Australia, primarily supporting defence, government, resources, and infrastructure sectors. The workforce spans office, field, and remote site roles across multiple states, with a significant proportion of workers engaged through labour hire and subcontracting arrangements.

The organisation holds Defence Industry Security Program (DISP) membership and is subject to JOSCAR pre-qualification, both of which require demonstrated workforce management standards including diversity and equal opportunity. EEO obligations are integrated into the Westlink Management System (WMS) and managed alongside workforce competence under ISO 9001 and ISO 45001.

Policy Commitments

Westlink Logistics does not tolerate unlawful discrimination on the basis of any protected attribute. Under Commonwealth and Western Australian legislation, protected attributes include: race, colour, national extraction, ethnic origin, or social origin; sex, sexual orientation, gender identity, and intersex status; age; physical or mental disability (past, present, or imputed); marital or relationship status and family or carer’s responsibilities; pregnancy or potential pregnancy; religious belief or activity, political opinion, or trade union membership; and spent criminal conviction.

Westlink Logistics is committed to:

• Basing all recruitment, selection, promotion, and termination decisions on the genuine requirements of the position and on individual merit, qualifications, skills, and experience.

• Providing equal access to training, development, and career advancement opportunities regardless of any protected attribute.

• Making reasonable adjustments for workers and applicants with disability to enable them to perform the inherent requirements of their role, unless doing so would impose unjustifiable hardship.

• Investigating all complaints of discrimination, harassment, or victimisation promptly, impartially, and confidentially, and protecting complainants and witnesses from victimisation.

• Providing all workers with information about their rights and obligations under anti-discrimination legislation during induction and through regular awareness activities.

Workers who believe they have experienced unlawful discrimination may raise a complaint internally per GOV-POL-011 or lodge a complaint with the Equal Opportunity Commission of Western Australia, the Australian Human Rights Commission, or the Fair Work Commission for general protections disputes under Part 3-1 of the Fair Work Act 2009.

Responsibilities

Role	Responsibility	When
Chief Executive Officer	Accountable for this policy. Ensures the organisation maintains a workplace culture that values equal opportunity and is free from unlawful discrimination.	Ongoing; annual management review
QHSE Manager	Maintains this policy. Coordinates EEO awareness training. Monitors discrimination complaints and trends. Advises management on anti-discrimination compliance.	Ongoing; on complaint
Managers and Supervisors	Implement this policy within their areas. Model inclusive behaviour. Ensure employment decisions are merit-based. Take prompt action on any discriminatory conduct observed or reported.	Ongoing; on incident
All Workers and Contractors	Treat others with dignity and respect. Comply with this policy and anti-discrimination legislation. Report any conduct believed to be discriminatory, harassing, or victimising.	Ongoing; on incident

Review

This policy is reviewed annually as part of the management review cycle, or earlier where significant changes occur to anti-discrimination legislation, the organisation’s workforce profile, or industry requirements. This policy is communicated to all workers during induction and is available to applicants for employment and other interested parties on request.

Applicable Standards and Legislation

• Equal Opportunity Act 1984 (WA)

• Fair Work Act 2009 (Cth)

• Age Discrimination Act 2004 (Cth)

• Disability Discrimination Act 1992 (Cth)

• Racial Discrimination Act 1975 (Cth)

• Sex Discrimination Act 1984 (Cth)

• Australian Human Rights Commission Act 1986 (Cth)

• ISO 9001:2015 Quality Management Systems — Requirements

• ISO 45001:2018 Occupational Health and Safety Management Systems — Requirements

Related Documents

• GOV-POL-006 Workplace Behaviour Policy

• GOV-POL-010 Inclusion and Diversity Policy

• GOV-POL-011 Grievance Resolution Policy

• GOV-POL-014 Sexual Harassment Prevention Policy