SUSTAINABILITY REPORT 2015
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“We place a strong emphasis<br />
on employing people from ...<br />
local communities”<br />
local communities to other businesses as<br />
a result of Tassal's presence. We provide<br />
a range of job opportunities in our more<br />
remote locations of operation including<br />
management and team leader roles,<br />
processing attendant and farm attendant<br />
positions, technical roles and trade/<br />
maintenance roles.<br />
We employ Australian workers where<br />
possible, however, there are instances<br />
where Australian workers do not possess<br />
the required skills, qualifications or<br />
experience to perform the requirements<br />
of a position, and we therefore need<br />
to look abroad for appropriately skilled<br />
people. These employees are typically<br />
on 457 or permanent residency visas.<br />
As an example, our Bath Team Leader,<br />
Team Attendant – Dive, Senior Manager<br />
Technical & Planning and Harvest<br />
Manager are on 457 or permanent<br />
residency visas. We also employ staff on<br />
working holiday visas in positions where<br />
again, we are unable to fill vacancies<br />
with suitably skilled Australian residents,<br />
or when we have not had the volume of<br />
suitable Australian residents apply for<br />
vacancies.<br />
Diversity and Equal Opportunity<br />
Tassal is committed to being an equal<br />
opportunity employer (EEO) that recruits<br />
and selects the best applicants based<br />
on sound selection criteria. We are fully<br />
committed to providing a workplace<br />
environment free from discrimination,<br />
harassment and bullying and value the<br />
diversity and contribution that people<br />
with different skills, experience and<br />
backgrounds bring to our company. We<br />
aim to enhance the positive impacts<br />
of having a diverse workforce through<br />
employee education and work practices.<br />
Tassal believes that all employees have<br />
the right to work in an environment that<br />
provides them with the opportunity to<br />
develop to their full potential and contribute<br />
their best, and where we all value and<br />
respect individual differences.<br />
A range of comprehensive and proactive<br />
anti-discrimination policies, procedures<br />
and practices are in place, which are<br />
available to view at http://www.tassal.com.<br />
au/governance-policies/.<br />
All new employees are educated on<br />
relevant anti-discrimination policies,<br />
procedures and practices during our<br />
new employee induction process, and<br />
harassment, bullying and discrimination<br />
prevention and awareness training is<br />
conducted with all employees every two<br />
years.<br />
Monitoring of internal and external<br />
complaints of employees and applicants<br />
occurs to ensure that our management<br />
approach is on track. We have had<br />
no incidences of discrimination either<br />
internally, or externally through the Office<br />
of the Anti-Discrimination Commission or<br />
through Fair Work Australia during this<br />
reporting period.<br />
Records of our employee education and<br />
training on diversity and EEO are kept to<br />
ensure that each employee is adequately<br />
trained and educated on our responsibilities<br />
and approach to valuing diversity in<br />
the workplace.<br />
All recruitment and promotional<br />
decisions are based on merit and equity.<br />
Discrimination in any form is inconsistent<br />
with our company values, Code of<br />
Conduct and philosophy of valuing<br />
diversity.<br />
—————————<br />
Tassal Sustainability Report <strong>2015</strong> 77
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