This page states Azari Holdings’ public policy position. Applicable law, contracts, regulatory requirements and more specific subsidiary procedures may impose additional or stricter requirements.
Fair treatment
Employment and contracting decisions should follow the qualifications, conduct, performance and requirements relevant to the role. Unlawful discrimination, harassment and victimisation are not acceptable.
Applicable protected characteristics and legal obligations vary by jurisdiction, and operating companies should apply the requirements that govern their workforce.
Opportunity and progression
Recruitment, development, pay and progression should be managed with enough structure to reduce arbitrary or biased treatment while preserving legitimate professional judgement.
Consistency does not require identical outcomes where roles, performance, experience or market conditions differ for legitimate reasons.
Respectful workplace
People should be able to disagree professionally without intimidation or personal hostility. Leaders have additional responsibility because their behaviour shapes whether others feel able to challenge, ask questions or report problems.
Bullying, sexual harassment and retaliation should be addressed through appropriate management or investigation processes.
Accessibility and reasonable support
Where applicable, reasonable adjustments or other practical support should be considered so that disability or another access need does not create an unnecessary barrier to work or participation.
The appropriate adjustment depends on the person, role, environment and applicable law.
Concerns and retaliation
People should have routes to raise discrimination, harassment or unfair-treatment concerns. Reports should be handled with discretion and investigated proportionately.
Retaliation against a person for raising a good-faith concern is inconsistent with Azari policy.
Learning and review
Workforce information and recurring complaints can help identify structural problems, but data collection should remain lawful, proportionate and privacy-conscious.
The objective is a fairer operating environment, not the production of diversity statistics for presentation alone.