Date converted to
new SOP format 28 September 2007
Status Active
6.24.1 INTRODUCTION
6.24.1.1 The Ambulance Service of New South Wales is committed to providing equal
employment opportunity (EEO) for all employees and potential employees. EEO is
more than knowing what the Anti Discrimination Act is and the ability to recite it at
interview time. EEO is an integral part of the Service's commitment to its staff and
ultimately all its stakeholders.
6.24.1.2 Our Corporate Vision is to be the world leaders in the provision of Ambulance
Services and the first step towards achieving that is by recognising the talents and
abilities of our staff. It also means ensuring we employ the best available people
for the job.
6.24.1.3 The Ambulance Service recognises that everyone has the right to be considered
for a job for which they are skilled and qualified.
6.24.1.4 The Service also recognises that the only fair way to hire, promote and train
employees is to use and apply the merit principle.
6.24.1.5 Merit is the relationship between a persons qualities and those required for the
performance in particular jobs. The FIVE elements are: Abilities, Qualifications,
Experience, Standard of Work Performance and Personal Qualities.
6.24.1.6 When we say the Ambulance Service of New South Wales is an equal opportunity
employer we mean two (2) things:
a) The Service is bound by the Anti Discrimination Act and tries to ensure
every employee understands and follows the law.
6.24.2.2 EEO is also about redressing past disadvantages by developing programs and
strategies which aim to improve employment outcomes for EEO groups including
women, people from non-English speaking backgrounds, Aboriginal and Torres
Straight Islander people, and people with disabilities. It does this through programs
which increase the capacity of these groups to compete for employment
opportunities on merit.
6.24.2.3 EEO aims to ensure fair outcomes in all areas of employment including:
• recruitment;
• staff training and development;
• promotion;
• acting in higher duties;
• transfer;
• access to information;
• supervision and management of staff;
• conditions of employment.
6.24.3.2 The Anti Discrimination Act, 1977 (NSW) was amended in 1980 to include Part
9A. This deals with the effects of discrimination in public employment. The
objects of this part of the Act are:
6.24.3.3 This means that appointments and promotions should be based on merit. Staff
development and other opportunities should be available to everyone on a fair and
equitable basis.
As an employee
6.24.4.1 You have the right:
As a Supervisor/Manager
6.24.4.3 You have the rights and responsibilities of staff members and you also have
additional responsibilities. These are to ensure that the procedures and policies
implemented in your work area will result in fair outcomes and work productivity.
6.24.4.4 You have to ensure that, for staff in your work area:
6.24.4.5 In addition, you may have particular responsibilities and be accountable for
implementing equity strategies as part of your agency’s EEO program. This
means Station Officers and above have a duty to progress the plans towards
achieving the goals set out.
6.24.5 EQUITY
The principle of equity or fairness holds that each individual has a basic right to
compete for employment and promotion, as one of the opportunities and rewards
of our society, subject only to the limits of his or her ability. This right is only
assured in a system which outlaws selection and promotion procedures based on
stereotyped assumptions about certain groups in society. The principles of equity
are fundamentally violated if an employer requires more evidence of a female or
minority applicant's ability than is sought by other applicants.
6.24.6.1 The Ambulance Service of New South Wales is required to implement an EEO
program. Specific aims of EEO program are to:
6.24.6.2 The aim of our EEO Management Plans is to ensure that the Service continues its
commitment to providing a workplace that reflects longstanding principles of equity
in employment and career development opportunities. To plan and monitor this we
ensure that members of the EEO Committee and staff participate in the
development of these plans. Our EEO Plans outline our intentions to implement
equity, gives time frames and nominates who will be responsible for achieving
these. The Service then reports on the progress and success of these plans in its
Annual Report to ODEOPE (Office of the Director of Equal Opportunity in Public
Employment). They in turn provide guidance and advice to the service on our
programs and report to the Premier on the progress of those plans.
6.24.6.3 A copy of our current plan has been sent to every station for staff use and
reference.