Diversity, Equity & Inclusion Policy

Respect, fairness and inclusion are essential to a professional and accountable workplace.

JIL seeks to foster a professional environment in which people are treated with dignity and respect, have fair access to opportunities and can contribute without discrimination, harassment or bullying. This policy establishes the principles guiding inclusion in employment, project delivery and professional relationships.

This policy applies to JIL management, employees, contracted personnel and others acting on the company’s behalf. JIL also expects respectful and professional conduct in its interactions with clients, suppliers, partners, applicants and other stakeholders.

• Treat people fairly and respectfully, without unlawful discrimination based on protected characteristics or other irrelevant personal circumstances.
• Promote fair access to recruitment, training, development, assignments and advancement opportunities.
• Maintain a working environment free from harassment, bullying, intimidation and victimisation.
• Make reasonable accommodations for people with disabilities where required and practicable.
• Consider accessibility and inclusion when designing relevant workplace arrangements, events, training and services.
• Value relevant differences in experience, knowledge and perspective.
• Provide appropriate channels for raising concerns and seek to address complaints fairly and promptly.
• Protect confidentiality during the handling of complaints, subject to the need for proper investigation and applicable legal obligations.

Recruitment and employment decisions should be based on relevant qualifications, competence, performance and legitimate organisational requirements. Selection criteria should be appropriate to the role and applied consistently.

Anyone who experiences or witnesses discrimination, harassment, bullying or related misconduct should be able to raise the concern through an appropriate reporting channel. Reports should be assessed fairly, and retaliation against people who raise genuine concerns or participate in investigations will not be tolerated.

Management is responsible for promoting this policy and addressing substantiated concerns. Supervisors should model respectful conduct, and all personnel are expected to treat others professionally and comply with applicable requirements.

This policy will be reviewed at least annually and updated when needed to reflect legal obligations, operational experience and appropriate improvements.

Management is responsible for ensuring that this document is communicated to relevant personnel and reviewed when necessary. Implementation should be proportionate to the nature and scale of JIL’s activities and consistent with applicable legal, contractual and site-specific requirements.

Read this document alongside the company’s relevant governance, risk management, procurement, health and safety, ethics, privacy and sustainability materials, as applicable.