All human rights issues are dealt with through bankmecu’s Human Resources Policies, the National Employment Standards and the Banking, Finance and Insurance Award 2010. Areas covered by Human Resources Policies include Equal Opportunity, Workplace Behaviour, Racial & Religious Tolerance, Affirmative Action, Anti-discrimination, Grievance Procedures, Acceptable Conduct, and Staff Charter. These policies ensure all current and future staff are treated equally and with dignity and respect, regardless of role, gender, race, colour, religion, political persuasion or sexual orientation.

Diversity based training is a core annual requirement for all staff. In 2010/11 an online Bullying and Harassment training module was completed by staff. Separate modules were completed by Non Supervisory and Supervisory staff with the modules outlining the specific requirements at the differing levels. In 2010/11 an average of 1.09 hours per employee was spent completing Equal Employment Opportunity training related activities.

Figure 6q  Breakdown of Equal Employment (Diversity) based training completed in 2010/11 

There was one incident of alleged discrimination that was not proved and resolved through investigation and discussions with staff and management in accordance with company policy.

bankmecu recently signed up to UN Global, which seeks to align business strategies with ten universally accepted principles, including the area of human rights. Refer to Chapter 1 'UN Global Compact'.

Freedom of association

Staff have freedom to join the industry trade union should they wish to do so. bankmecu cooperates by deducting union dues from staff’s fortnightly salary, on request; and facilitating staff access to union representatives. In 2010/11 all employees were employed under the Banking, Finance and Insurance Award 2010. 

Grievance system

Staff are able to access representation, appeals and grievance systems as required. bankmecu’s Grievance Policy encourages staff to take any concern or issue up with their supervisor. If required, the issue can be raised with the division’s General Manager and/or the Human Resources Manager. The staff member can request an interview with the Chief Executive Officer.

Performance management

If a performance management violation occurs, it is reported to the relevant manager and the Human Resources department. An investigation will be undertaken to determine the depth and reasons for the breach and the appropriate action to be taken as per bankmecu’s Acceptable Conduct Policy. Whenever a staff member is engaged in performance management, they are entitled to have a support person with them during all conversations with management.

All matters, whether they are related to a grievance, discrimination, harassment or performance management, are considered confidential.

Staff have access on the intranet to a fully documented process for dealing with performance management issues.

Indigenous people

The needs of Indigenous people are considered with the needs of all current and future staff of the organisation. All employees are considered equal and no specific guidelines and policies apply specifically to Indigenous people. Opportunities to increase Indigenous employment participation have been considered as part of a commitment under the EPA Covenant to develop an employee diversity policy. In addition, bankmecu developed a Reconciliation Action Plan (RAP) in collaboration with Reconciliation Australia, refer to Chapter 9 ‘Reconciliation Action Plan’.

Workplace behaviour

bankmecu’s Workplace Behaviour Policy outlines that victimisation and vilification, harassment and bullying are not tolerated. As part of ongoing and formal training on behaviour in the workplace, bankmecu staff undertake an on-line Bullying and Harassment test and Simulation Training. This raises staff awareness about inappropriate behaviour, accountability and responsibility in the workplace.

The Workplace Behaviour Policy articulates the performance management process and how staff can lodge formal or informal complaints.

Blood borne viruses

bankmecu recognises that some employees may suffer illnesses as a result of blood borne viruses. bankmecu does not tolerate discrimination against these staff and they are treated in the same way as staff suffering any other illness. bankmecu also recognises the potential emotional reaction to the presence of employees with such viruses. Every reasonable measure will be taken to allay the genuine and reasonable concerns staff may experience about exposure to blood borne viruses.