• Section 1 - Purpose
• Section 2 - Overview
• Section 3 - Scope
• Section 4 - Policy
• Principles
• Responsibilities
• Review
• Compliance
• Section 5 - Procedures and Resources
• Section 6 - Definitions

Section 1 - Purpose

(1) The purpose of this policy is to outline the principles that RMIT follows when undertaking recruitment, remunerating staff, managing the employment relationship and approaching matters relating to termination of employment.

Section 2 - Overview

(2) RMIT is committed to appointing people to positions using a fair and transparent recruitment process and making decisions that are free from unlawful discrimination, aligned to the principles outlined in the Inclusion, Diversityand Equity Policy.

(3) RMIT aims to attract great talent, motivate people to stay, provide opportunities for development and reward them fairly and consistently.

(4) Where circumstances lead to the conclusion of an employment relationship, RMIT will ensure this occurs in accordance with relevant legislation and employment terms.

Section 3 - Scope

(5) This policy applies to all prospective and current employees of the RMIT Group, subject to relevant legislation and employment terms.

Section 4 - Policy

Principles

(6) RMIT is committed to attracting great talent, motivating employees to stay, providing attractive benefits and opportunities for development and rewarding staff fairly and consistently to enhance the RMIT’s positioning as an employer of choice to internal and external candidates.

(7) RMIT is committed to actively becoming an employer of choice for Aboriginal and Torres Strait Islander people.

(8) RMIT:

1. determines remuneration for roles using governed and equitable processes
2. appoints people to roles free of bias and unlawful discrimination
3. has processes for the management of the employee lifecycle that are fair, transparent and respectful
4. applies inclusion, diversity and gender equity commitments across the employee lifecycle and implements retention strategies to support retaining diverse talent
5. adopts the social model of disability as defined in the United Nations Convention on the Rights of Persons with Disabilities when determining workplace adjustments for employees with a disability or chronic illness
6. creates a culturally safe and responsible working environment that supports career advancement and professional development.

(9) Recruitment and remuneration conditions comply with relevant legislation and employment terms and are aligned with RMIT’s strategic plan and teaching, learning, research and service priorities.

(10) RMIT is committed to addressing the gender pay equity gap and undertakes regular analysis and monitoring, implementing improvements where required. Remuneration is sufficiently flexible and regularly reviewed to ensure gender bias does not occur at any point in the decision-making processes.

(11) RMIT recognises that the employment relationship may end for various reasons and will ensure that it complies with relevant legislation and employment terms.

(12) RMIT recognises and respects that employees have rights to disconnect from the workplace outside of the employee’s working hours, as outlined in the Right to Disconnect Procedure.

Responsibilities

(13) The People team has a responsibility to:

1. undertake regular analysis of recruitment, remuneration, career development and exit interview data to identify areas of improvement relating to diversity and gender equity in the employee lifecycle
2. facilitate training in inclusive and culturally safe employment principles and anti-discrimination recruitment and selection practices for staff responsible for recruiting (including selection panels) and managing talent
3. create, maintain and promote training and awareness of policies, procedures and resources that support and give effect to this policy and the employee lifecycle at RMIT
4. provide clear and transparent processes to support RMIT’s management of the employment relationship
5. develop and apply recruitment and retention strategies to support retention and promotion of diverse staff.

(14) The Chief People Officer or nominated delegate (including for RMIT Group entities) is responsible for the review and approval of procedures and resources under this policy to enable its effective implementation.

(15) Managers are responsible for ensuring that:

1. they liaise with the People team to understand the benefits and requirements of employment arrangements ranging from casual, fixed-term and continuing, and the restrictions, if any, related to some kinds of employment arrangements
2. as far as practicable, selection panels are gender-balanced and diverse in composition
3. opportunities for promotion via internal recruitment and secondment are available to staff who are on long term leave
4. professional development opportunities of direct reports are enabled and managed in accordance with the Professional Development Instruction (RMIT University), or equivalent instruction for entities
5. they understand and comply with the procedures established in accordance with this policy, as outlined in Section 5

Review

(16) This policy will be reviewed at a minimum, once every five years in accordance with the Policy Governance Framework.

Compliance

(17) Compliance with this policy is monitored by the Chief People Officer.

(18) Compliance breaches should be raised either with the Chief People Officer or reported via the Compliance Breach Reporting process.

(19) Breaches are reported on a case-by-case basis to the relevant Council Committee being either Nominations, Renumeration and People Committee or the Audit and Risk Management Committee.

Section 5 - Procedures and Resources

(20) Refer to the following documents, which are established in accordance with this policy:

1. Managing Performance Procedure
2. Employee Probation Procedure (applicable for RMIT University and RMIT Training only)
3. Work Adjustment Procedure
4. Resources under the Employee Lifecycle Associated Information

Section 6 - Definitions