Michael Page Australia & New Zealand has updated its Employee Handbook to help promote diversity and equality for its staff
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The significance of LGBTI-inclusive employment practices at Michael Page Australia & New Zealand has led to the removal of all gender references (including dress code) in its Employee Handbook.
Its transgender guidelines have also been updated, in conjunction with their partner Pride in Diversity, to meet best practice wording.
Moreover, the handbook has explicitly added “inclusive of same sex partners” where applicable. Documents and forms now incorporate transgender candidates and have been made more trans-friendly by removing the reason for change of name.
The changes come as Michael Page recently refreshed its Employee Handbook and a number of HR Policies to reflect that it fully embraces the evolving dynamics of the workplace, and promotes diversity and equality for its staff.
Moreover, Michael Page ANZ has launched Foster Carers Leave, and has updated parental leave, to make it easier for non-child bearing parents to take paid and unpaid extended leave after the birth or adoption of a child. All gender references have also been removed.
Additionally, short term paid parental leave has been doubled with up to 10 days and can now be taken flexibly.
Rani Nandan, Senior Regional HR Manager ANZ, Michael Page Australia said the company is one of a small number of employers who allow and encourage short term parental leave to be taken flexibly.
The business has also updated its domestic violence policy, offering up to five days paid leave and 10 days unpaid leave.
“Our domestic violence leave goes above and beyond the new legislation; we are committed to supporting those affected. The feedback for our updated HR policies has been immensely positive. We’ve already had our first father taking long term parental leave,” said Nandan.
“With the support of our ANZ Leadership team and as part of our commitment to diversity and inclusion, we reviewed all our policies with the goal of equality and inclusion.
“We want to attract and retain a more diverse workforce so after partnering with organisations, such as Pride in Diversity and Parents At Work, we were able to leverage their support and guidance on best practice.”
Michael Page ANZ’s broad diversity and inclusion banner, Open Page, is also a core part of its employee value proposition.
“We have an increasing number of employees joining our internal networks and more external diversity events than ever before, demonstrating our employees recognise both the engagement and commercial benefits of inclusion,” she said.
Moreover, Michael Page Australia was the first recruitment agency to become a member of Pride in Diversity.
“We leveraged that first year of membership to drive the LGBTI agenda both internally and externally,” said Nandan.
