A Diverse, Fair & Safe Workplace

Sydney Living Museums (Historic Houses Trust of NSW) strives to achieve a diverse, fair and safe work environment for all of its employees. As a NSW Government organisation, Sydney Living Museums follows the guidelines set out by the government.

Workplace Health & Safety

The NSW Work Health and Safety Act 2011 aims to protect the health, safety and welfare of people at work through general requirements which must be met at every place of work in NSW. The Act covers employees as well as employers and self-employed people.

Sydney Living Museums is committed to providing a safe and healthy environment for staff and visitors at all its properties. Where hazards are present, due to pre existing conditions and the requirements of conservation and presentation, Sydney Living Museums will ensure that suitable training, supervision, allocation of resources and information is provided to reduce any risk to staff and visitors. Sydney Living Museums will implement positive programs to ensure that accidents are minimised, reported and investigated and that all hazards are controlled. All staff will receive the necessary training to work safely and to participate in organised safety programs. This will be achieved by cooperation between employees and management at all levels.

For more information on Work Health & Safety please refer to the NSW WorkCover website.

Equal Employment Opportunity (EEO)

Sydney Living Museums strives to ensure:

  • Its workplaces are free from all forms of unlawful discrimination and harassment

  • The provision of programs to assist members of EEO groups in employment.

EEO groups are people affected by past or continuing disadvantage or discrimination in employment. These groups are women; Aboriginal and Torres Strait Islander people; members of racial, ethnic, and ethno-religious minority groups, and people with a disability.

Discrimination is treating someone unfairly or harassing them because they belong to a particular group. Under the Anti-Discrimination Act 1977, it is against the law in NSW for any employer, including the Government, to discriminate against an employee or job applicant because of their age; sex; pregnancy; disability (including past, present or possible future disability); race, colour, ethnic or ethno-religious background, descent or nationality; marital status; carer's responsibilities; homosexuality; transgender.

Both direct and indirect discrimination are against the law. Direct discrimination means treatment that is obviously unfair or unequal. Indirect discrimination means having a requirement that is the same for everyone but has an effect or result that is unfair to particular groups of people.

All employees have the right to:

  • A workplace that is free of unlawful discrimination and harassment

  • Equal access to benefits and conditions

  • Fair processes to deal with work-related complaints and grievances.

Employees also have the responsibility to:

  • Act to prevent harassment and discrimination against others in the workplace

  • Respect differences among colleagues and customers such as cultural and social diversity

  • Treat people fairly (do not discriminate against or harass them).

Manager and supervisors have the additional responsibility to:

  • Ensure that work practices and behaviours are fair and free from all forms of unlawful discrimination and harassment

  • Provide employees with equal opportunity to apply for jobs, training and development, higher duties and flexible working hours

  • Ensure selection processes are consistent, transparent and based on merit.

Cultural Diversity

The NSW Government recognises and values the different linguistic, religious, racial and ethnic backgrounds of all the people of NSW. The Community Relations Commission and Principles of Multiculturalism Act 2000 sets out four principles of multiculturalism. These are:

  • Everyone in NSW should have the greatest possible opportunity to contribute to, and participate in all aspects of public life in which they may legally participate.

  • All individuals and institutions should respect and make provision for the culture, language and religion of others within an Australian legal and institutional framework where English is the common language.

  • Everyone should have the greatest possible opportunity to make use of and participate in relevant activities and programs provided or administered by the NSW Government.

  • All NSW institutions should recognise the linguistic and cultural assets in the NSW population as a valuable resource and promote this resource to maximise the State's development.

These principles apply to all aspects of the State's social, cultural, political, legal and economic life of NSW on which public institutions (including Sydney Living Museums) impact.

Sydney Living Museums is committed to supporting diversity and recognises that there is a need to:

  • recognise the cultural and linguistic diversity of the NSW  community;

  • respect and accommodate these differences in its corporate activities;

  • involve people from ethnic communities in its planning,  programs and activities; and monitor, review and report our progress within ethnic communities across NSW.

Ethical Practice

People who work for Sydney Living Museums as employees of the NSW Government must always work ethically and act in good faith in the public interest.

Serving public interests above private interests

Government employees must make decisions and take actions which best serve the public interest. When making decisions, employees should not consider their private or personal interests.

Integrity

Government employees should ensure that any decision made, or action taken, has these qualities:

Openness

  • Giving reasons for decisions

  • Revealing all avenues available to the client or business

  • When authorised offering all information

  • Communicating clearly.

Honesty

  • Obeying the law

  • Following the letter and spirit of policies and procedures

  • Observing codes of conduct

  • Fully disclose any possible conflicts between the public interest and personal interests.

Accountability

  • Recording reasons for decisions

  • Submitting to scrutiny

  • Keeping proper accessible records

  • Establishing audit trails.

Objectivity

  • Fairness to all

  • Impartial assessment

  • Merit selection in recruitment and in purchase and sale of government resources

  • Considering only relevant matters.

Courage

  • Giving advice fearlessly and frankly where required

  • Doing the right thing even in the face of diversity

  • Reporting and dealing with suspected wrongdoing

  • Acting in the public interest above loyalty to colleagues or supervisors.

Leadership

  • Demonstrating by your own ethical behaviour, the value of these principles inn serving the public interest

  • Promoting public duty to colleagues and others in an agency and outside.

For more detailed information on the NSW Government¡¦s policies/guidelines discussed above please refer to the following websites: