Inclusion and Diversity Policy

Purpose

This policy establishes Westlink Logistics’ commitment to fostering an inclusive and diverse workplace where all workers are treated with dignity, respect, and fairness. It complements GOV-POL-009 (Equal Employment Opportunity) by setting out the positive actions Westlink takes to build an inclusive culture and remove barriers to participation.

Scope

This policy applies to all Westlink Logistics workers, contractors, labour hire personnel, and volunteers across all business functions and operational locations. It covers workplace culture, recruitment practices, training access, flexible working, and day-to-day conduct and interactions with clients, suppliers, and the community.

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.

Operations in regional and remote Western Australia bring regular engagement with Aboriginal and Torres Strait Islander communities. Client contracts in the defence and resources sectors require demonstrated social value commitments including workforce diversity. The organisation holds DISP membership and is subject to JOSCAR pre-qualification. Inclusion and diversity obligations are integrated into the WMS and contribute to the social and psychological work environment required by ISO 9001 cl.7.1.4.

Policy Commitments

Westlink Logistics values the unique perspectives, skills, and experiences that people of different backgrounds, cultures, ages, genders, abilities, and identities bring to the organisation. Westlink is committed to:

• Fostering a workplace culture where all workers feel valued, respected, and able to contribute fully, regardless of background or personal characteristics.

• Designing recruitment and selection processes to attract candidates from diverse backgrounds, including Aboriginal and Torres Strait Islander peoples, people with disability, people from culturally and linguistically diverse backgrounds, and people of all genders.

• Providing equitable access to training, development, mentoring, and career advancement, and removing barriers that may disproportionately affect underrepresented groups.

• Supporting flexible working arrangements where operationally practicable, to accommodate diverse needs including caring responsibilities, disability, and cultural obligations.

• Monitoring workforce diversity data and reporting on inclusion metrics through the management review process to drive measurable improvement.

Responsibilities

Review

This policy is reviewed annually as part of the management review cycle, or earlier where significant changes occur to applicable legislation, the organisation’s workforce profile, or operational context. This policy is communicated to all workers during induction and is available to interested parties on request.

Applicable Standards and Legislation

• Equal Opportunity Act 1984 (WA)

• Disability Discrimination Act 1992 (Cth)

• Workplace Gender Equality Act 2012 (Cth)

• Racial Discrimination Act 1975 (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-009 Equal Employment Opportunity Policy

• GOV-POL-011 Grievance Resolution Policy

• GOV-POL-014 Sexual Harassment Prevention Policy