Skip to main content
Staff Help Centre
< All Topics
Print

HR-POL-03 – Gender Equality Policy

Posted
Updated
ByAlexander Mueller
Effective Date: September 2026 Review Date: September 2028
Document Status: PUBLISHED Original Version: 2026.1
Authorised by: Chief Executive Officer Document Owner: Alexander Mueller

WARNING! – UNCONTROLLED WHEN PRINTED! – THE ORIGINAL/LATEST/CURRENT VERSION OF THIS DOCUMENT IS KEPT ON THE STAFF PORTAL OF THE INTELLIGENT TRAINING SOLUTIONS WEBSITE

01. Objective

This policy sets out ITS’s commitment to gender equality in employment and in the delivery of vocational education and training, so that staff and students are treated fairly regardless of sex, gender identity or intersex status. It supports ITS’s obligations under Australian anti-discrimination law and the Standards for RTOs 2025.

 

02. Scope

This policy applies to all ITS staff (employees, trainers/assessors, contractors and volunteers) in relation to recruitment, employment conditions, promotion, training and development, and workplace culture, and to all ITS students in relation to enrolment, access to training and assessment, and support services.

 

03. Definitions

 

  • Gender equality: equal rights, responsibilities and opportunities for people of all genders, and equal treatment and outcomes regardless of sex, gender identity or intersex status.
  • Direct discrimination: treating a person unfavourably because of a protected attribute, such as sex or gender identity.
  • Indirect discrimination: an unreasonable requirement, condition or practice that disadvantages people of a particular gender.
  • Sexual harassment: unwelcome conduct of a sexual nature that a reasonable person would anticipate would make someone feel offended, humiliated or intimidated.
  • WGEA: the Workplace Gender Equality Agency.

 

04. Policy Statement

ITS is committed to providing a working and learning environment that is free from discrimination and harassment on the basis of sex, gender identity or intersex status, and to promoting genuinely equal opportunities for all staff and students. ITS will:

  • ensure recruitment, remuneration, performance management, promotion and professional development decisions are made on merit, free from gender bias;
  • provide equal pay for work of equal or comparable value, consistent with the Fair Work Act 2009 (Cth);
  • provide flexible work arrangements, and access to statutory parental and family and domestic violence leave, on a non-discriminatory basis;
  • take reasonable steps to prevent and respond to sex discrimination, sexual harassment and gender-based bullying in the workplace, including under the positive duty in the Sex Discrimination Act 1984 (Cth);
  • ensure trainers, assessors and support staff apply the same standards, opportunities and expectations to all students regardless of gender, including in access and equity arrangements;
  • support staff and students who wish to raise a concern about gender-based discrimination or harassment, without fear of retaliation; and
  • apply the Workplace Gender Equality Agency’s (WGEA) Gender Equality Standards as informal best practice, noting that ITS is not currently a ‘relevant employer’ required to report to WGEA under the Workplace Gender Equality Act 2012 (Cth), which applies to employers with 100 or more employees.

 

05. Eligibility Criteria

This policy applies to all ITS staff and all students, regardless of role, seniority, employment basis or course enrolled in.

 

06. Procedure

 

  1. Recruitment and promotion: position descriptions, advertising and selection processes are reviewed to remove gendered language and bias; where practicable, selection panels include a mix of genders.
  2. Raising a concern: a staff member or student who believes they have experienced or witnessed gender-based discrimination or harassment can raise it informally with a manager or trainer, or formally under ITS’s Complaints Management Procedure.
  3. Response: concerns are assessed promptly, confidentially and with procedural fairness, using the same escalation and investigation approach as under the Code of Conduct Policy.
  4. Monitoring: ITS will periodically review workforce composition, remuneration, and student outcomes data by gender, where available, to identify and address any unexplained gaps.
  5. Review: this policy is reviewed at least every two years, or earlier if there are relevant legislative changes (for example to the Sex Discrimination Act 1984 (Cth), Fair Work Act 2009 (Cth) or Workplace Gender Equality Act 2012 (Cth)), or if ITS’s employee headcount approaches the WGEA reporting threshold.

 

07. Responsibility

 

  • CEO/Director (Alexander Mueller): overall accountability for this policy and for ITS’s compliance with anti-discrimination and equal opportunity law.
  • Operational Managers, Trainers and Assessors: apply this policy in day-to-day decisions and interactions with staff and students, and escalate concerns.
  • All Staff and Students: treat colleagues and fellow students with respect, and report conduct inconsistent with this policy.

 

08. Procedure Notes and Explanations

ITS’s current employee headcount (approximately 15-99) sits below the 100-employee threshold that triggers mandatory reporting to WGEA under the Workplace Gender Equality Act 2012 (Cth). This policy should be reviewed if headcount approaches that threshold, as additional reporting obligations would then apply. This policy should be read together with ITS’s Code of Conduct Policy.

 

09. Policy Approval and Publication

This policy has been approved for publication by the Company Director and Chief Executive Officer, Alexander Mueller.

Signed: Alexander Mueller     Date: 02/09/2026

 

Revision History

 

POLICY DOCUMENT REGISTER

REVISION DATE DOCUMENT VERSION DESCRIPTION OF MODIFICATION OR AMENDMENT
1 September 2026 2026.1 Original document created

 

Table of Contents