DI 27-05-2025

Attendance:

• Sarah Driscoll 

• Thomas Lidgerwood

• Tim Bishop

• Jake Joyce 

• James Walshe (debutante)

• Sarah Fraser

• 
  

Apologies:

• Alex Morris (honeymoon) XX

• Matthew Windsor

• Jack Tandy

• 
  

Meeting Notes

Transcription and recording

Key Topics and Outcomes

1. Discrimination Reporting & Awareness

• Newsletter communication complete.

• Rotation screens include new slides about the reporting process.

• Additional media (e.g., Cook job QR code) and refreshed slides are live.

• Discussion about creating an anonymous reporting poster: Action - Tim to create and display.

• Reporting and follow-up processes added to guidelines.

2. Celebratory/Community Events

• Positive feedback on previous diversity-focused BBQ: well-attended.

• Upcoming cultural/diversity events:

  • Reconciliation Week (May 27–June 3): currently ongoing.

  • International Non-Binary People’s Day (July 14): plan for Friday prior with BBQ or celebration. Action - Sarah D to coordinate admin.

  • NAIDOC Week and Pride Month (June) discussed for future activities.

• Action - Thom L and Sarah D to compile and share diversity calendar.

3. Discrimination Framework Concerns

• Feedback that the current framework is vague and lacks clarity.

• Need for examples to clarify "mild," "moderate," and "severe" incidents.

• Concerns raised about:

  • Ambiguity of language.

  • Inconsistency in management responses.

  • Responsibility placed on staff to call out customer behaviour.

  • Staff safety and comfort needing prioritization.

4. Proposed Revisions to Framework

• Remove formal gradation (mild/moderate/severe).

• Include examples of discriminatory behaviour with context.

• Provide a range of discretionary responses for staff.

• Create clear outline of how management will respond and support:

• Follow-up check-ins.

• Scheduling adjustments.

• Dissemination of reports to relevant managers.

• Offer support without requiring victims to define or request next steps.

• Emphasize parity between psychological incidents and physical injuries.

• Ensure all incidents are followed up regardless of severity.

5. Policy Updates

• Aim to merge frameworks into a single, inclusive document.

• Avoid duplication; integrate with existing traumatic response and OHS policies.

• Language updates:

  • Reframe "Customer Incident Report" to include psychosocial experiences.

  • Encourage reporting of indirect or observed inappropriate behaviours.

6. Training and External Resources

• Victorian Labour College offers:

  • Safe and Respectful Workplaces training for managers.

  • HSR refresher training focused on gendered violence. Action - Sarah F to share link.

7. Logistics & Scheduling

• Discussion about changing regular meeting day due to fatigue from long Tuesdays.

• Tentative agreement to move meetings to Thursday.

• Acknowledgement of the importance of inclusive participation (e.g., virtual/Teams meetings).

Actions and Next Steps

• Tim: Draft new framework removing classification tiers; circulate via WhatsApp.

• Sarah D: Coordinate plans for International Non-Binary People’s Day and provide admin support.

• Thom L & Sarah D: Share updated diversity calendar.

• Sarah F: Share info on training courses via group chat.

• All: Consider dates for shifting meeting times; engage with next draft of policy.

Closing Remarks

• Recognition of cultural shift within the company and increased engagement in D&I initiatives.

• Next meeting to review redrafted framework and finalize structure of merged policy.

• General consensus that improving response to discrimination is critical for staff safety and morale.