Embedded Files
Attendance:
Sarah Fraser
Thomas Lidgerwood
Tim Bishop
Jake Joyce
Matthew Windsor
Lucy Tsipouras
Apologies:
Drizzy Evergreen
Jack Tandy
Alex Morris
James Walshe
1. PURPOSE
Meeting to review customer discrimination handling, psychosocial hazards, and draft DNI policy.
2. KEY ISSUES
2.1 Psychosocial Hazards Compliance
Recent law changes now enforce psychosocial hazards as WHS obligations. Existing draft policy may not be legally sufficient and must be proactive.
2.2 Policy Status Confusion
Disagreement over whether policy is completed or draft.
2.3 Rebooking Customers
Concern raised that customer value factors were being considered when deciding whether to allow rebooking following discriminatory behaviour.
2.4 Customer Warning Emails
Concerns over email tone and wording:
- Thanking customers after misconduct considered inappropriate
- "All shapes, sizes and genders" considered unserious
2.5 Worker Authority
Lucy stated workers must retain authority to declare work unsafe. Confusion remains around who holds final decision power.
2.6 Reporting Culture Breakdown
Lack of reports reflects distrust, not lack of incidents. Reporting is emotionally costly and discouraged by previous experiences.
2.7 Incident Support Gaps
Issues identified:
- No trauma-informed response
- No safety check-ins
- No bystander accountability
RECOMMENDATIONS:
- Welfare questions post-incident
- Manager response framework
- Support protocols
3. CONFLICT & DISAGREEMENT
Lucy expressed dissatisfaction regarding delays, exclusion from policy drafting, and lack of accountability. Tim acknowledged issues but defended process.
4. AGREED OUTCOMES
- Draft flowchart decision framework
- Psychosocial hazards explicitly included
- Customer email rewrite
- Policy not released in unsafe state
5. ACTION ITEMS
Review policy vs psychosocial law – Tim / Matt
Create flowchart framework – Matt
Develop support protocol – Committee
Publish final policy – Tim
Introduce incident tracking – Matt
6. NEXT MEETING
DATE: Thursday (next week)
TIME: 8:00 AM
FOCUS: policy review, flowchart design, psychosocial compliance
TEXT FROM EMAILS DISCUSSED IN MEETING:
From: Man With A Van Managers <managers@manwithavan.com.au>
Subject: Ongoing work with Man With A Van
Date: 28 February 2025 at 5:04:46 pm AEDT
Good afternoon
Thanks for using Man With A Van last week for your move, and also for your support of our business over the last 10 years or more.
I’m emailing to discuss an issue that occurred when our first team arrived on site. Whilst they were attempting to complete the move, it became clear to our movers that you did not want two “non men” removalists performing the move as you did not believe they could complete it successfully.
Man With A Van takes great pride in employing staff of all shapes, sizes and genders. We believe that all our staff have the training and capability to perform removals tasks to a high degree, and we will always support our staff to make decisions on the ground around lifting items based on their own safety and the protection of furniture. This support might include supplying more staff members, equipment or other options to get the job done safely and successfully.
It’s important to be clear that we will continue to employ and send out teams of mixed gender to our jobs. We ask that, if you do need book in at any stage, that you’re able to support them also. If this doesn’t work for you, please understand that we may not be able to provide service in the future.
I can be contacted on 9417 3443 or via email to discuss this at any time.
Sincerely
Matthew Windsor
General Manager
Man With A Van
From: Man With A Van Managers <managers@manwithavan.com.au>
Subject: Your recent move with Man With A Van
Good afternoon
Thanks for using Man With A Van yesterday for your move, and also for your support of our business over the last 14 years.
I’m emailing to discuss an issue that occurred when our team arrived on site. Whilst they were attempting to complete the move, you chose to speak to and treat one of them in an inappropriate manner, leaving them highly distressed.
Man With A Van takes great pride in employing staff of all shapes, sizes and genders. We believe that all our staff have the training and capability to perform removals tasks to a high degree, and we will always support our staff to make decisions on the ground around lifting items based on their own safety and the protection of furniture.
It’s important to be clear that we will continue to employ and send out teams of mixed gender to our jobs. We ask that, if you do need book in at any stage, that you’re able to support and communicate appropriately with them also. If this doesn’t work for you, please understand that we may not be able to provide service in the future.
I can be contacted on 9417 3443 or via email to discuss this at any time.
Sincerely
Matthew Windsor
General Manager
Man With A Van
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