Respect for a world view
ARINA has developed its practice with underlying principals of equality and fairness both for our staff with respect for our clients requirements. With this in mind, ARINA has developed a large portfolio of clients in the Higher Education sector. We believe these institutions also hold in high regard equality, fairness, respect for the environment and a better future.
As a small company we are unable to develop formal charters in these areas but inlieu have a series of policies and statements which reflect our commitment to these essential ideals.
- Modern Slavery
- Equal Employment Opportunity
- Environment and Sustainability
- Workplace Safety
Click on accordion banner below to view contents.
There is no place nor justification in the world for Modern Slavery
Introduction
ARINA recognises that eliminating Modern Slavery is a matter of moral obligation, social justice and legal responsibility. This policy extends to ARINA’s obligation to eliminate all business transactions known to involve work carried out by a person in servitude or forced labour.
Purpose
This policy is designed to ensure that ARINA complies with the company’s obligations to mitigate and eliminate business transactions where work is known to be carried out by modern slavery practices.
Definitions
Modern Slavery is a situation where coercion, threats or deception are used to exploit individual and undermine or deprive them of their freedom. This includes:
- trafficking in persons
- slavery
- servitude
- forced labour
- child labour
- forced marriage
- debt bondage
- deceptive recruiting for labour or services
Policy
Addressing and eliminating modern slavery from work carried out by ARINA is the shared responsibility of all who are bound to comply with this policy. It extends to entering into a commercial transaction involving a slave and conducting a business involving situations of Modern Slavery.
Responsibilities
It is the responsibility of the Managing Director to ensure that:
work carried out by ARINA for Australian entities are not outsourced or subcontracted to foreign countries, including work such as drafting, IT and similar professional services work;
IT equipment are procured from companies that monitor and report on Supplier Responsibility, Modern Slavery and Conflict Minerals within their supply chains;
procurement from geographic and services sectors that are relevant to ARINA’s professional services but have been assessed to be of high risk of modern slavery practices are avoided; and
meaningful action are undertaken to prevent, mitigate and where appropriate remedy modern slavery risks in the operations, supply chains and investments of the organisation.
It is the responsibility of ARINA to ensure that:
any matter or commercial transaction which involves work carried out by Modern Slavery practices are identified and addressed as promptly as possible;
It is the responsibility of all employees to ensure that they:
notify the Directors as soon as possible of any suspected or actual incident of modern slavery practice in the supply of services from a sub consultant or contractor.
Employment diversity makes ARINA better
Introduction
ARINA recognises that Equal Employment Opportunity is a matter of employment obligation, social justice and legal responsibility. It also recognises that prohibiting discriminatory policies and procedures is sound management practice.
This policy has been designed to facilitate the creation of a workplace culture that maximises organisational performance through employment decisions. These decisions will be based on real business needs without regard to non-relevant criteria or distinctions, and will ensure that all decisions relating to employment issues are based on merit.
Purpose
This policy is designed to ensure that ARINA complies with all of its obligations under the relevant legislation.
Definitions
Discrimination occurs if a person treats, or proposes to treat, a person with an attribute unfavourably because of that attribute. It can also occur if a person imposes, or proposes to impose, a requirement, condition or practice that has, or is likely to have, the effect of disadvantaging persons with an attribute; and that is not reasonable.
Equal Employment Opportunity consists of ensuring that all employees are given equal access to training, promotion, appointment or any other employment related issue without regard to any factor not related to their competency and ability to perform their duties.
Victimisation means subjecting, or threatening to subject, a person to any detriment because they have:
asserted their rights under equal opportunity law;
made a complaint;
helped someone else make a complaint; or
refused to do something because it would be discrimination, sexual harassment or victimisation.
Policy
ARINA is an equal opportunity employer and will provide equality in employment for all people employed or seeking employment.
Every person will be given a fair and equitable chance to compete for appointment, promotion or transfer, and to pursue their career as effectively as others.
Employment decisions relating to appointment, promotion and career development will be determined according to individual merit and competence.
Consistent with this, ARINA does not condone any form of unlawful discrimination or vilification, including that which relates to:
- gender;
- pregnancy;
- potential pregnancy;
- marital/domestic status;
- disability;
- race, colour, national extraction, social origin, descent, and ethnic, ethno-religious or national origin;
- age;
- family responsibilities, family status, status as a parent or carer;
- racial classification;
- sexuality;
- HIV/AIDS vilification;
- religious belief or activity;
- political belief or activity;
- industrial activity;
- employer association activity;
- trade union activity;
- physical features;
- breastfeeding;
- transsexuality;
- transgender;
- profession, trade, occupation or calling;
- medical record; and
- criminal record.
In all cases no factors other than performance and competence are to be used as the basis for performance assessment, training and development opportunities and promotions.
This policy is to be used in conjunction with the Discrimination, Harassment and Affirmative Action policies.
Responsibilities
It is the responsibility of the Managing Director to ensure that:
all managers understand and are committed to the principles and legislation relating to equal opportunity and applying it in the workplace;
employment decisions relating to appointment, promotion and career development are determined according to individual merit and the individual’s inherent ability to carry out the job;
the organisation has a workplace culture that encourages equal employment opportunity; and
sets an example by their own behaviour.
It is the responsibility of ARINA to ensure that:
all managers, supervisors and staff are aware of and understand their obligations, responsibilities and rights in relation to equal employment opportunity;
all managers, supervisors and staff are committed to operating in accordance with the equal opportunity laws in the workplace;
any matter which does not comply with the principles of equal employment opportunity are identified and addressed as promptly and sensitively as possible;
immediate and appropriate steps are taken to minimise or eliminate unlawful harassment, discrimination, and bullying in the workplace; and
ongoing support and guidance is provided to all employees in relation to equal employment opportunity principles and practice in the workplace.
It is the responsibility of all employees, contractors and volunteers to ensure that they:
comply with this policy and treat all colleagues and customers with respect and professionalism without regard to non-relevant criteria or distinctions;
refrain from engaging in discriminatory or harassing behaviour; and
inform their manager or the Managing Director if they believe that they (or someone else) has been treated unfairly.
Procedures
Employees who believe they are being treated unfairly as a result of discrimination should promptly notify their manager or the Managing Director.
Should a complaint of discrimination or harassment be made, it will be investigated in a confidential and procedurally fair manner. If proven, the person responsible will be disciplined. In serious cases, this may involve dismissal.
This Policy will be reviewed annually
Name: Geoff Hanmer Date: 20th Monday Feb 2017
Position: Managing Director
ARINA has actively incentivised staff without english as a first language to improve their skills.
Director Geoff Hanmer is a DDA accredited person and as such the company understands and respects the needs of persons with disabilities.
ARINA embraces diversity and knows the more inclusive we are, the better our work will be.
A good brief results in a smaller footprint
This Policy will be applied to all workplaces managed by us and any of our off site workplaces managed by others. Its purpose is to maintain and enhance the quality of the environment for the benefit of our customers, workers, shareholders and the community.
Policy Basis
This policy is based on relevant state legislation, the duty of care to the environment and the requirements of Australian Standard 14001 for Environmental Management Systems.
We recognise
Our moral and legal responsibility to provide a safe and healthy environment for workers, contractors, clients, visitors and the community. This commitment extends to ensuring our operations do not place the local community at risk of injury, illness or property damage
That commitment to the environment is a shared commitment between the organisation, managers, supervisors, workers, contractors, suppliers and other concerned parties
And support the rights of all parties to express their concerns about the workplace environment and expect those concerns to be addressed
We believe
That all work related injuries, diseases and property losses are preventable and that a ‘Zero Incident’ target is achievable
We will
- promote a safe environment in our workplaces and give the environment the same importance as other key considerations
- comply with all relevant legislation, regulations, codes and contractual conditions
- prevent pollution of the environment by activities over which we have control
- conduct business with others who have a similar environment commitment
- continually improve our management of the environment by setting realistic objectives and targets
- endeavour to re-use and re-cycle our materials, where possible, and dispose of waste in a suitable manner whilst protecting the environment from any such re-use, re-cycle or disposal
- review the policy and its application on an annual basis
- review our performance and achievements on an annual basis
- make modifications to the policy as and when required
Geoff Hanmer Date: Monday, 20th Feb 2017
Managing Director
ARINA has a long history of incorporating sustainability options into our projects. In the early 2000s the UNSWAsia campus in Changi, Singapore briefed by ARINA was recognised by the Singapore governent for its inclusion and commitment to sustainable design. Since then, ARINA has briefed projects which minimise accommodation needs and subsequently ensure the building is not oversized and is capable of future flexibility.
Despite not contributing to Green Star credentials, this is the simplest and most cost efficient method to ensure a project has minimised its environmental footprint during construction and into the future through reduced running costs and minimal construction alteration impacts.
Commitment to Staff Safety
This policy will be applied to all workplaces managed by us and any of our off site workplaces managed by others. Its purpose is to establish and maintain an effective Work Health and Safety (WHS) Safety Plan to achieve an ever improving standard of work health and safety performance and meet our legal, social and moral responsibilities.
Policy Basis
This policy is based on relevant state legislation, the duty of care to self and others and the requirements of Australian Standard 4801 for OHS Management Systems.
We recognise our moral and legal responsibility to provide a safe and healthy work environment for workers, contractors, clients and visitors. This commitment extends to ensuring our operations do not place the local community at risk of injury, illness or property damage, that commitment to work health and safety is a shared commitment between the person conducting a business or undertaking, managers, supervisors, workers, contractors, suppliers and other concerned parties, and support the rights of all parties to express their concerns over safety in the workplace and expect those concerns to be addressed, that WHS has the same importance as other key considerations in achieving a safe and healthy environment, to achieve an ever improving standard of work health and safety performance we must continuous improve our work health and safety objectives, targets, systems and procedures.
Our objective is to achieve and maintain an incident and injury free workplace where all persons participate in and enjoy the work environment.
To achieve our objective, we will:
- work to achieve ongoing compliance with relevant Acts, Regulations, Compliance Codes, Codes and standards for our facilities, amenities, products, systems of work, materials, plant and equipment and other inputs and outputs of our operations,
- maintain an WHS management system to record work health and safety performance with the target of achieving an ever improving standard of health and safety
- maintain consultation processes that provides workers the opportunity to participate in the decision making processes, to share their concerns and have those concerns considered in ongoing planning and work activities,
- provide information, instruction, training and supervision to workers, contractors, clients and visitors and regularly report safety performance to our workers,
- maintain injury management and rehabilitation process as required,
- monitor our performance and undertake annual management reviews.
We will
- review the policy, and its application on an annual basis
- review our performance and achievements on an annual basis
- make modification to the policy as and when required
Geoff Hanmer Date: Monday, 20th Feb 2017
Managing Director