Let's Talk

Diversion & Inclusion Charter

Below is a fully rewritten and localised Diversity & Inclusion Charter, aligned with Australian legislation, regulatory instruments, and best-practice guidelines, while preserving the structure, tone, and intent of your original document.

Where the original referenced aligns with Australian laws, including:

  • Fair Work Act 2009 (Cth)
  • Sex Discrimination Act 1984 (Cth)
  • Racial Discrimination Act 1975 (Cth)
  • Disability Discrimination Act 1992 (Cth)
  • Age Discrimination Act 2004 (Cth)
  • Australian Human Rights Commission Act 1986 (Cth)
  • Work Health and Safety Acts (Commonwealth and State/Territory equivalents)
  • Privacy Act 1988 (Cth) — PhoenixDX Privacy policy: https://phoenix-dx.com/privacy-policy/
  • State/Territory anti-discrimination statutes
  • AHRC Respect@Work and national psychosocial risk guidelines

 

 DIVERSITY AND INCLUSION CHARTER (Australia-Aligned Version) 

Preamble

Diversity and inclusion are fundamental to the identity and commitments of PhoenixDX and the wider Alan Allman Associates ecosystem (the "Company"). They underpin a corporate culture that supports the professional and personal fulfilment of all employees.

As part of our Corporate Social Responsibility (CSR) commitments, the Company affirms its intention to build a safe, inclusive, equitable, and respectful working environment, where individual differences are recognised as strengths.

This Charter formalises our commitment to embedding diversity and inclusion in our strategy and culture. It applies to all parts of the Company, all employees, and to partners, contractors, and service providers acting on our behalf.

Our actions are guided by the following values:

  • Responsibility — acting with integrity and leading by example.
  • Solidarity — fostering cooperation and shared success.
  • Respect — acknowledging and valuing individual differences.
  • Customer focus — responding with fairness, humanity, and professionalism.

In a changing social environment marked by rising expectations for accountability, social justice, and responsible business conduct, fair and non-discriminatory decision-making is not only a moral imperative but also an ethical, legal, and strategic requirement.

Promoting diversity, equal employment opportunity, and inclusion supports:

  • the protection of fundamental human rights
  • compliance with Australian laws and regulatory standards
  • improved innovation, performance, and workforce engagement

The Company is committed to building a work environment where everyone can contribute, feel valued, speak openly, and thrive.

Legal Foundations (Australia)

This Charter is adopted pursuant to the following legislative and regulatory frameworks:

  • Fair Work Act 2009 (Cth)
  • Work Health and Safety Act 2011 (Cth) and State/Territory equivalents
  • Sex Discrimination Act 1984 (Cth)
  • Racial Discrimination Act 1975 (Cth)
  • Disability Discrimination Act 1992 (Cth)
  • Age Discrimination Act 2004 (Cth)
  • Australian Human Rights Commission Act 1986 (Cth)
  • Equal Opportunity Acts (State/Territory)
  • Privacy Act 1988 (Cth) and Australian Privacy Principles (APPs)
  • Corporations Act 2001 (Cth) (whistleblower protections)
  • Respect@Work Framework (Australian Human Rights Commission)
  • Psychosocial hazard management requirements in WHS regulations

 

I. Our Core Principles

Under this Charter, the Company reaffirms its commitment to:

  1. Non-discrimination - promoting non-discrimination at every stage of the employment relationship—recruitment, onboarding, performance management, promotion, role changes, and termination.

  2. Respect for fundamental rights - upholding the rights of every individual regardless of: gender, age, race, colour, national or ethnic origin, disability, family status, religion, sexual orientation, gender identity, intersex status, cultural background, political opinion (where lawful), or any other protected attribute under Australian law.

  3. Preventing discrimination - proactively identifying, preventing, and addressing direct, indirect, systemic, or intersectional discrimination.

  4. Fair treatment - ensuring equal access to employment, development, progression, training, and mobility.

  5. Inclusive work environment - Creating a safe, respectful, and supportive workplace where people feel heard, valued, and included.

  6. Valuing diversity - Leveraging diverse backgrounds and perspectives as drivers of innovation, performance, and organisational cohesion.

 

II. Our Commitments

A) Collective Responsibility

Every employee contributes to an inclusive culture. Employees are encouraged to report inappropriate behaviour, discrimination, harassment, or victimisation through internal channels, including:

No person reporting a concern in good faith will suffer adverse action, detriment, or retaliation, consistent with the Fair Work Act, WHS laws, and whistleblower protections.

Our Principal People Partner is appropriately trained and will oversee and follow up on reported matters.

B) Fair and Inclusive Recruitment
1. Principle of equality and non-discrimination

The Company ensures equal opportunities throughout all recruitment processes and prohibits any discrimination under relevant Australian laws. Employees participating in recruitment must follow these legal and internal requirements; breaches may result in disciplinary action.

2. Objectivity of the selection process

Recruitment decisions are based solely on job-related criteria. Job advertisements use neutral and inclusive language, and interview questions are confined to assessing capability, merit, and role suitability. Diverse candidate pools are actively sought to reflect the Company's values. Where appropriate, the Company retains transparent documentation of selection criteria applied for auditability.

3. Positive action

Where structural imbalances are identified (e.g., women in tech, Aboriginal and Torres Strait Islander representation, disability inclusion), the Company may adopt lawful special measures consistent with:

  • Sex Discrimination Act 1984 (Cth)
  • Racial Discrimination Act 1975 (Cth)
  • AHRC guidelines on special measures

The Company collects and handles personal information under the Privacy Act 1988 (Cth) and Australian Privacy Principles. Our official Privacy Policy is available at https://phoenix-dx.com/privacy-policy/. Sensitive information (e.g., racial origin, health information, disability status) is collected only with explicit consent or where legally required or permitted.

b. Transparency

Candidates receive clear information regarding:

  • the identity of the Company
  • purposes of collection
  • lawful basis for collection
  • disclosures and storage
  • data retention
  • rights of access and correction
  • complaint mechanisms
c. Security

The Company applies appropriate technical and organisational measures to protect candidate data, including access controls, secure transmission, encryption, approved communication channels, and regular audits.

d. Retention

Unsuccessful applicant information is retained for no longer than 12 months, unless extended consent is provided (in line with OAIC guidance).

e. AI and automated decisions

Recruitment decisions will never be made solely on automated or algorithmic systems. Where tools assist screening:

  • candidates will be informed
  • systems will undergo bias testing
  • human review applies
  • candidates may request an explanation and contest decisions
f. Rights and contact

Candidates may exercise rights of access, correction, and complaint via: people.services@phoenix-dx.com

C) Inclusive Leadership

Managers receive training on inclusive leadership, anti-discrimination obligations, and psychosocial safety requirements under WHS laws. Performance indicators may include behavioural and cultural leadership measures.

D) Support and Development of Talent

The Company provides training on diversity, inclusion, cultural competency, and anti-discrimination. Reasonable adjustments (work patterns, tools, environment) will be made consistent with the Disability Discrimination Act 1992 (Cth) and WHS requirements.

E) Societal Engagement and Transparency

The Company supports external inclusion initiatives and publishes progress of its commitments in CSR or sustainability reporting.

F) Gender Equality

Recognising gender imbalance in the technology sector, the Company:

  • promotes women's access to leadership roles
  • supports flexible work arrangements
  • monitors workplace gender equality metrics
  • fulfils obligations under the Workplace Gender Equality Act 2012 (Cth)
G) Inclusion of People with Disabilities

The Company appoints Disability Inclusion contacts and trains staff on disability awareness. Recruitment processes are made accessible, and reasonable adjustments are considered to support candidates and employees.

 

III. Monitoring and Continuous Improvement

The Company will annually evaluate:

  • recruitment and hiring data (anonymised)
  • workforce diversity
  • gender representation and pay equity
  • reasonable adjustment uptake
  • findings from employee surveys
  • inclusion-related initiatives and partnerships
  • external communication and visibility

This is conducted in adherence to the Privacy Act and internal policies.

 

IV. Effective Date and Enforceability

This Charter takes effect on 2 February 2026.

It is accessible on the Company intranet, onboarding systems, and internal platforms.

This Charter complements and aligns with the Company's:

  • Code of Ethics
  • Privacy Policy
  • WHS Policy (including psychosocial risk prevention)
  • PhoenixDX Positive and Productive Working Policy 2.3 19 Jan 2026
  • Whistleblower Policy

Where inconsistencies occur, the stricter or more protective requirement applies.

Breaches of this Charter may result in disciplinary action.