Overview
Sidekicker is committed to providing a safe, respectful and inclusive workplace where all people are treated with dignity and professionalism. We do not tolerate any form of sexual harassment, discriminatory harassment, or victimisation. These behaviours are unlawful, violate our values, undermine trust, and will be addressed promptly and decisively.
We are dedicated to fostering a workplace culture that is professional, productive, and supportive. Every employee of Sidekicker, regardless of role, location or tenure, has the right to work in an environment free from harassment and discrimination.
The standards set out in this Policy apply to all work-related settings and activities, whether on-site, at a client location, online, during travel, or at work-related social functions.
Who does this apply to?
This is a global policy. It applies to all new permanent, fixed term and casual employees in Australia and New Zealand.
Policy
Sidekicker is an equal opportunity employer. We believe that a diverse workforce strengthens our business and that employment decisions must always be based on merit.
We commit to ensuring our employment practices are free from unlawful discrimination based on any of the following protected attributes:
Race or ethnicity
National origin
Sex
Gender identity
Sexual orientation or lawful sexual activity
Marital or relationship status
Pregnancy or potential pregnancy
Family or carer responsibilities
Breastfeeding
Religious beliefs
Political belief or activity
Industrial activity
Disability or impairment (including infectious disease)
Physical features
Personal association with someone who has a protected attribute
Age
Sidekicker is also committed to:
Making reasonable adjustments for employees with disabilities
Not unreasonably refusing to accommodate parental or carer responsibilities
Preventing both direct and indirect discrimination in all employment and workplace practices
Forms of Discrimination
Direct discrimination occurs when a person is treated less favourably because of a protected attribute.
Indirect discrimination occurs when a requirement, policy, or practice appears neutral but disproportionately disadvantages a group with a protected attribute.
Workplace Harassment and Sexual Harassment
Sidekicker is committed to providing an environment free from all forms of harassment, including sexual harassment and harassment based on any protected attribute.
Harassment, including sexual harassment, is unlawful and strictly prohibited.
Definitions
Sexual harassment is any unwelcome behaviour of a sexual nature that makes a person feel offended, humiliated, or intimidated. It does not need to be repeated and does not require an intention to harass.
Discriminatory harassment occurs when a person is harassed because of a protected attribute such as race, disability, gender, or age.
Victimisation occurs when a person is treated unfairly or subjected to detriment because they made, intended to make, or helped someone make a complaint about harassment or discrimination.
Examples of Harassment
Examples of conduct that may constitute sexual or discriminatory harassment include (but are not limited to):
Threatening, aggressive, or intimidating behaviour
Sexually suggestive comments, jokes, innuendo, or gestures
Racist, sexist, homophobic or otherwise discriminatory jokes or remarks
Sharing, displaying or distributing offensive material, including sexually explicit images or messages (physically or digitally)
Persistent questions about a person’s private life
Comments about appearance, clothing, body shape or physical attributes
Requests for sexual favours, implied or explicit
Unwanted physical contact, including touching, hugging, cornering or brushing against someone
Sexual assault or any other criminal behaviour
Such behaviour is unacceptable in all circumstances and may constitute grounds for disciplinary action up to and including termination.
When This Policy Applies
This Policy applies at all times when a person is performing work, representing Sidekicker, or engaging in work-related interactions. This includes:
The workplace (Sidekicker offices or client sites)
Remote or virtual work environments
Work‑related events, functions, conferences or training
Business travel
Work‑related social events
Digital communications, including email, messaging platforms, and social media
Harassment is unlawful and unacceptable whether it occurs during working hours or outside them, and whether between co-workers, clients, customers or third parties.
Sidekicker’s Responsibilities
Sidekicker will:
Provide a safe and respectful workplace
Take all complaints of harassment seriously and respond promptly
Provide clear reporting pathways
Protect individuals from victimisation
Take appropriate disciplinary action where misconduct is substantiated
Offer training and education to prevent harassment and promote respectful conduct
Employee Responsibilities
All employees must:
Treat others with respect and professionalism
Not engage in any form of harassment or discrimination
Speak up or report concerns when inappropriate conduct occurs
Cooperate in good faith with any investigation
Reporting Concerns or Making a Complaint
When Sidekicker receives a report of sexual harassment, discrimination, or victimisation, we are committed to responding promptly, respectfully, confidentially and with a focus on safety and wellbeing. Every report is taken seriously, regardless of when the behaviour occurred or who is involved.
You can report a complaint through your Sidekicker app (Account > Report a Workplace Incident) or email us at [email protected] or [email protected].
Our response may include one or more of the following actions:
1. Immediate Safety Actions
Taking steps to ensure the safety and well-being of the person who made the report, as well as any other affected individuals.
Facilitating a safe change of environment, duties, work location, or roster.
Removing or managing immediate risks, including separating individuals where appropriate.
2. Access to Support Services
Providing access to appropriate support services such as HR, the EAP, trusted internal contacts, or wellbeing services.
Discussing reasonable adjustments to work arrangements (e.g., shift changes, temporary modifications to duties, or remote work options).
Ensuring the person who made the report is informed of all available support pathways.
3. Acknowledgment and Communication
Acknowledging the report as soon as practicable.
Confirming how the person would like their report managed, including their preferences for confidentiality, communication style, and next steps.
Outlining what they can expect during the handling of their concern, including indicative timelines.
4. Fair and Impartial Assessment
Conducting a fair, trauma-informed, and impartial process to assess the report.
Interviewing relevant parties in a respectful, confidential manner.
Gathering information objectively and making findings based on available evidence.
Ensuring that any person involved is treated with procedural fairness.
5. Outcome and Actions
Taking appropriate action based on the findings. This may include coaching, training, disciplinary action, contract termination, or referral to external authorities where required.
Communicating the outcome to the person who made the report in a way that respects privacy and relevant legal obligations.
Reviewing any systemic issues or broader risks that may need further prevention measures.
6. Protection from Victimisation
Ensuring that no individual is disadvantaged, penalised, or treated differently for raising a concern or participating in a process.
Taking strong action if any form of victimisation is identified.
Breaches of This Policy
Any breach of this Policy is serious misconduct. Employees found to have engaged in harassment, discrimination, or victimisation may face disciplinary action, including:
Formal warnings
Mandatory training
Suspension
Termination of employment
Where criminal conduct is suspected, Sidekicker may notify law enforcement.
Continuous Improvement
Sidekicker is committed to regularly reviewing and improving this Policy, our training, and our reporting systems to ensure that all employees experience a workplace rooted in safety, respect, equity and accountability.