Strengthening Protections Against Discrimination for your SMB

As leaders of small-to-medium-sized businesses (SMBs), ensuring a fair and supportive workplace is one of your top priorities. The recent legislative changes in Australia are here to back you up with Strengthening Protections Against Discrimination, particularly focusing on those affected by family and domestic violence (FDV). Let’s break down what this means for you and how you can integrate these protections into your business practices.

What Are the New Protections?

Effective from 15th December 2023 (yes, it’s already in place!), the law introduces stronger protections for employees who have been, or continue to be, subjected to family and domestic violence. This change makes ‘subjection to family and domestic violence’ a protected attribute under general protections legislation. In other words, it’s now illegal for employers to take adverse action against an employee because of their experience with FDV.

Examples of adverse action include:

• Terminating employment based on FDV.

• Deciding not to hire a prospective employee due to their FDV history.

• Discriminating against employees or altering their job responsibilities unfavorably.

Why It Matters

These protections are crucial for creating a safe and supportive work environment. They ensure that employees affected by FDV can maintain their employment and receive fair treatment without fear of discrimination. For SMBs, this is an opportunity to demonstrate strong leadership and commitment to employee well-being, fostering a culture of trust and support.

Tips for Managing the New Protections

Here are some practical steps to help you manage these new protections effectively in your business.

1. Update Policies and Procedures

First, review and update your existing policies to reflect these new protections. Ensure your anti-discrimination and equal opportunity policies explicitly mention protection against adverse actions due to FDV. Make sure these updates are communicated clearly to all employees.

2. Provide Training for Managers

Your managers need to understand these new protections and their responsibilities under the law. Provide training to help them recognize signs of FDV and respond appropriately. Equip them with the knowledge to handle sensitive situations with empathy and discretion.

3. Establish Support Systems

Create a support system within your organization for employees affected by FDV. This could include confidential counseling services, flexible working arrangements, or additional leave provisions. Make sure employees know how to access these resources.

4. Foster an Inclusive Culture

Promote an inclusive workplace culture where employees feel safe to disclose their experiences without fear of judgment or retaliation. Encourage open communication and ensure that your team knows they will be supported if they come forward with any issues.

5. Review Hiring Practices

Ensure your hiring practices are free from bias. Review job advertisements, interview questions, and selection criteria to make sure they do not inadvertently discriminate against individuals affected by FDV. Providing equal opportunities is key to maintaining a diverse and inclusive workforce.

6. Monitor Compliance

Regularly monitor your business practices to ensure compliance with these new protections. Conduct audits and gather feedback from employees to identify any areas for improvement. Staying proactive will help you maintain a fair and supportive workplace.

Wrapping It Up

Strengthening protections against discrimination, especially for those affected by family and domestic violence, is a significant step towards a more inclusive and supportive work environment. For SMBs, this is not just about legal compliance—it’s about creating a culture where all employees feel valued and protected.

Let’s embrace these changes and work together to build a workplace that stands strong against discrimination. And remember, if you need guidance on implementing these protections, Distinctive People is here to help. Our team of HR experts is ready to assist you in making this transition smooth and effective.

Ready to shield your workplace from discrimination? Let’s make it happen!

Download our FREE Guide!

We’ve broken down all the best bits of the legislative changes in our Free Guide for SMB Leaders. Download your free copy today.