DI 22-04-2025

Attendance:

• Sarah Driscoll 

• Thomas Lidgerwood

• Tim Bishop

• Jake Joyce 

• Matthew Windsor

• Sarah Fraser

• Alex Morris

• Jack Tandy

Meeting Notes

Discrimination Reporting & Follow-Up Process

• Initial Incident Report:

• If a staff member experiences discrimination from a customer, they should:

• Call the office/manager immediately to report the incident and determine if job continuation is viable.

• Fill out the incident form (same as the one used for vehicle damage, breakages, etc.).

• Immediate Response:

• Management should call the affected staff member ASAP (on the job or later that day) to check in.

• The form should be completed at this time if not already done.

• Post-Incident Follow-Up:

• A manager must follow up with the staff member within 24 hours.

• Discussion includes severity classification, wellbeing check-in, and any required next steps.

• Dispute Over Incident Classification:

• If a mover and manager disagree on the classification severity:

• The issue is escalated to the OHS WhatsApp group for a rapid vote/discussion.

• A formal review will occur at the next OHS meeting.

• In the interim, management must decide whether a rebooking should go ahead.

Policy Communication Plan

• Channels:

• Newsletter inclusion

• Induction updates

• TV screen rotation in depots

• Barbecue and informal team briefings

• Action Items:

• Update D&I slides and incident process on rotation screens.

• Reintroduce “Cooked Job QR Code” poster for reporting inappropriate behaviour.

May 17 - IDAHOBIT Day 

(International Day Against Homophobia, Biphobia, Intersexism & Transphobia)

• Celebration Plan:

• Event on Friday BBQ (May 16th).

• Rainbow decorations and awareness material

• Potential cupcakes, bunting, pins, or ribbons

• Driz to lead event planning

Miscellaneous Updates

• Office Staff Meeting:

• To be scheduled soon to cover policy updates and inclusive communication training.

• Website Diversity Representation:

• Need to update staff images to better reflect current team.

• Ongoing difficulty booking photographers; seeking internal options.

• Customer Language & Brand Awareness:

• Frequent assumptions about “men” arriving flagged as ongoing issue.

• Staff empowered to correct gender assumptions lightly and clearly.

• Phone script adjustments under consideration for inclusive phrasing.

• Training Content Updates:

• “How to be a good ally” slides to be rotated back into screen content.

• Posters and slides from past meetings to be revived and shared more consistently.