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Discrimination and Harassment Policy

Adapted from the Discrimination and Harassment Policy kindly shared by Psychoz Publications Pty Ltd.

Our Aim

As a professional service provider, The Professional Development People hereafter referred to as PDP has a moral and legal responsibility to provide an environment that is free from discrimination and harassment in all its forms.

With your help we aim to create an environment free of discrimination and harassment – one in which staff, delegates and speakers are able to work positively and productively without the costly stresses and distractions that discrimination and harassment causes.

The chief aims of this policy are to ensure:

  • That discrimination and harassment do not occur.
  • There are no reprisals for making the complaint.
  • Where disadvantage has occurred, it is redressed.
  • There is an increased awareness of what discrimination and harassment are and their consequences.


There are two types of discrimination: direct discrimination and indirect discrimination.

Direct discrimination means to treat someone with an attribute less favourable than a person without the attribute in the same or similar circumstances. The attributes covered are:

age, breastfeeding, parental or carer status, impairment, gender identity, sexual orientation, industrial activity, marital status, physical features, political belief/activity, pregnancy, race, religious belief/activity, sex, lawful sexual activity or personal association with someone who has one or more of these attributes.

For example, if a qualified job applicant for a reception position was not employed because she was “too old” or “not pretty enough”, then this is likely to constitute direct discrimination.

Discrimination also includes engaging in conduct that incites hatred against, or serious contempt for, or revulsion or severe ridicule of, a person on the ground of race and/or religion. Such conduct is also a criminal offence which may result in fines or even imprisonment.

Indirect discrimination occurs when a requirement, condition or practice is imposed and a person with an attribute cannot comply with the requirement, whereas others can, and that requirement condition or practice is not reasonable. For example, if an employer required job applicants to have completed VCE or HSC English, this requirement is likely to indirectly discriminate against people from a non-English speaking background who are less likely to have completed VCE or HSC English, even though they could competently do the job.

Discrimination is unlawful under the Equal Opportunity Act 2010 (Vic), and the following Commonwealth Acts: Racial Discrimination Act 1975, Sex Discrimination Act 1984, and the Disability Discrimination Act 1992.


We acknowledge the importance of breastfeeding and support staff, delegates and speakers who breastfeed whether in private or public. PDP will, where available and practicable, provide access to suitable facilities to feed children and/or express store breast milk and other food for children.

Babies and Children

We acknowledge the challenges of arranging childcare on traingin days and we also acknowledge the needs of training participants who require an environment conducive to learning and development. We ask that you refrain from bringing babies and children into the training room and that you include this information in your decision-making prior to registering for any of our events.

If you are a breastfeeding parent without an alternative option to bringing baby into the training room, you are welcome to bring baby with you. We do respectufully ask that in the event participants indicate they are unreasonably distracted from learning due to baby’s noises, you take baby out of the training room until they are settled and quiet.

Sexual Harassment

Sexual harassment is unwelcome conduct of a sexual nature that is likely to offend, humiliate or intimidate the person at which it is directed.

It does not include conduct occurring within a personal relationship of mutual attraction and/or friendship.

Sexual harassment may occur in a single incident as well as a series of incidents. The harassment may be subtle and implicit rather than explicit. This behaviour frequently involves an abuse of power and/or trust and is often directed at a person who is unable to stop the behaviour easily.

The harassing behaviour may include (but is not limited to) unwelcome:

  • Physical contact (e.g. kissing, touching, patting or brushing against a person).
  • Demands for sexual favours.
  • Offensive or demeaning comments jokes and innuendo sexual propositions or advances or requests for dates offensive gestures.
  • Staring.
  • Displaying, sending, emailing or downloading offensive material, and questions, remarks or insinuations about a person’s sexual activities or private life.

Sexual harassment also encompasses behaviours and actions such as those above that creates or contributes to a sexually hostile working environment.

Sexual harassment is unlawful under the Sex Discrimination Act 1984 (Cth)

What is Harassment/Bullying?

Harassment/bullying is repeated, unreasonable behaviour directed to staff, delegates and/or speakers, that creates a risk to health and safety. “Unreasonable behaviour” means behaviour that a reasonable person, having regard to all the circumstances, would expect to victimise, humiliate, undermine or threaten. “Behaviour” includes actions of individuals or a group, and may involve using a system of work as a means of victimising, humiliating, undermining or threatening.

What behaviour could constitute harassing or bullying behaviour?

Harassing or bullying behavior can include (but is not limited to):

  • Verbal abuse, threats, sarcasm, and other forms of demeaning language or communication.
  • Constant unconstructive criticism and/or nitpicking isolating or ostracising behavior.
  • Deliberately withholding information that a person needs to adequately exercise her/his role.
  • Overloading a person with work or allowing insufficient time for completion and then criticising the employees work in relation to this.
  • Spreading gossip or rumours.

Bullying of any kind is a breach of the duties of care owed by staff, delegates and speakers and persons held accountable for such behaviour can face prosecution under the Occupational Health and Safety Act 2004.

What are my responsibilities under the policy?

All staff, delegates and speakers must not:

  • Discriminate against or harass anyone at work or persons one comes into contact with in the course of work
  • Victimise anyone involved in a complaint or investigation, or
  • Make a vexatious or knowingly false complaint.

What to do if you are discriminated against or harassed.

You have the right not to be discriminated against or harassed in the workplace and that right will be supported by us. If you believe you have been discriminated against or harassed:

(1) Tell the person to stop

If you feel comfortable doing so, tell the other person in a direct and firm manner that their behaviour is unacceptable

–tell the person in writing if you prefer. If the person’s behaviour or attitude does not change, or you feel uncomfortable raising the issue with them. You may wish to resolve the matter with the person or persons after seeking advice.

(2) Make a complaint

Complaints Procedure

There are two procedures available to staff, delegates and speakers who wish to make a complaint. One is an informal process aimed at conciliating or mediating an acceptable outcome with speed and confidentiality. The other is a formal investigation involving the making of a written complaint, formal interviews of parties and witnesses, the preparation of a written report and recommendation to PDP staff for action. Staff, delegates and speakers with a complaint can nominate which procedure they wish to follow and can change their nomination after initiating a particular procedure.

(3) Possible outcomes of a complaint

  1.  An incident or conduct occurs that you find unacceptable.
  2. Tell the person that you find their behaviour unacceptable and want it to stop. 
  3. If you feel you cannot tell the person directly, or the unwelcome behaviour continues, speak to PDP staff. 
  4. Options for resolving the situation will be discussed with you with the aim of resolving the issue satisfactorily, equitably, and in accordance with the firms responsibilities to provide a workplace free of harassment.  
  5. If the behaviour persists or you are not satisfied with the informal process, you may choose to make a formal complaint.
  1.  An incident or conduct occurs that you find unacceptable.
  2. Contact PDP. You will need to submit your complaint in writing.
  3. The appropriate PDP officer will interview you about the matter. You can bring a support person to the interview and may advise of your preference as to location of the interview.
  4. At the discretion of the employer, and to ensure an impartial investigation, an external investigator may be appointed to investigate the complaint and make recommendations. 
  5. A summary document of the complaint is provided to the person(s) you have complained about and they are given an opportunity to respond in an interview with the appropriate PDP officer or external investigator or manager as appropriate.
  6. Where there is a dispute over facts, statements from witnesses and other relevant evidence is gathered.
  7. The PDP officer or an external investigator or manager makes a recommendation to the Directors as to whether the complaint has substance based on the available evidence. This is done in a report documenting the investigation process, the evidence, the finding, and a recommended outcome.
  8. The officer acts on the recommendation or after due consideration, decide on an alternative course of action.

If your complaint is substantiated, the possible outcomes can range from an apology, counselling of the person against whom a complaint is found, to disciplinary action which can range from transfer to an alternative position, a written warning, a first and final warning, to termination of employment.

The outcomes can be the same regardless of whether the matter was dealt with under the formal or informal procedure. If your complaint is found to be unsubstantiated, no further action will be taken unless it is found that your complaint was made vexatiously or was knowingly false, in which case disciplinary action may be taken against you.

At the conclusion of the process, The PDP officer will follow up with the parties to ensure the offending behaviour has ceased and that neither party has been victimised.

(4) Other Options

If you are not satisfied with the resolution of your complaint under this policy you can make a complaint to the state Equal Opportunity and Human Rights Commissioner or the Australian Human Rights Commission.


Victimisation of staff, delegates and speakers who make complaints or reports of discrimination or harassment is unlawful and will not be tolerated.

Cancellation Policy and Disclaimer

Adapted from the Cancellation Policy and Disclaimer kindly shared by Psychoz Publications Pty Ltd.

Cancellation Policy and Disclaimer

Refunds less a $50.00 administration fee are given for cancellations received in writing via email or post. Cancellations must be received no later than 10 days prior to your event date. Refunds and transfers are not possible inside 10 days from the event. Cancellation policy is final and not negotiable.

PDP regrets the difficult personal circumstances that prevent people attending including medical conditions, emergencies, severe weather or transport difficulties and we do not issue refunds in any circumstance other than those outlined in this cancellation policy. PDP is unable to accept responsibility for the failure of the presenter to arrive due to unforeseen circumstances.

Transfer of Registration to Another Person

Registrations are transferable IN FULL to another person on notification in writing to PDP and no admin fees are charged for this service. Where a delegate can only attend for part of a training, transfer of the remainder of the registration to another person is NOT possible.

Cancellation/Reschedule of an Event by PDP

PDP will contact you within 10 days of the event date on the rare occasion that we need to cancel/reschedule an event. You will be offered the following options:

  1. A full refund of your paid registration fee.
  2. Transfer of your registration into another equivalent event on our calendar.

Travelling Arrangements

If you are booking travel and accommodation to attend a PDP event we require that you check with our office regarding registration numbers to ensure the event will proceed. PDP undertakes no liability for cancellation of travel and accommodation costs and recommend taking travel insurance.

In-House Training Cancellation Policy and Disclaimer

Adapted from the Cancellation Policy and Disclaimer kindly shared by Psychoz Publications Pty Ltd.

Cancellation Policy and Disclaimer

Refunds of deposit less a $500.00 administration fee are given for cancellations received in writing via email or post. Cancellations must be received no later than 14 days prior to your event date. Cancellations after this are non-refundable. Cancellation policy is final and not negotiable.

PDP regrets the difficult personal circumstances that prevent people attending including medical conditions, emergencies, severe weather or transport difficulties and we do not issue refunds in any circumstance other than those outlined in this cancellation policy. PDP is unable to accept responsibility for the failure of the trainer to arrive due to unforeseen circumstances.

If our trainer is unable to present due to extenuating circumstances, we will contact you immediately to reschedule the event or to provide an alternative presenter if appropriate.

Rescheduling of an event booking to another date

An event can be transferred to another date provided notice is given in writing by email or post no later than 14 days of the scheduled event date. Once rescheduling an event more than one time will incur a $500 fee.

Privacy Policy

Our approach to privacy and spam

At the Professional Development People we respect your privacy. We have developed our own privacy principles, which embody the National Privacy Principles in the Privacy Act 1988 (Privacy Act). PDP also complies with the Spam Act 2003, which deals with restrictions on sending emails.

Collecting your information

We collect personal information when we provide our services to you. Generally, if appropriate, we will tell you why we are collecting personal information and how we plan to use it, or these things will be obvious when we collect the information. We usually collect personal information such as your business contact details, qualifications, expertise and education membership of professional associations or boards or etc.

Collecting your information using this website

We only collect information from this website when it is provided voluntarily by you – for example, when you fill in a form to attend one of our events or when you contact us with an enquiry or with feedback etc..

When you visit this website or download information from it, our Internet Service Provider (ISP) makes a record of your visit and records the following information:

  • your Internet address;
  • your domain name, if applicable; and
  • the date and time of your visit to the website.

Our ISP also collects information such as the pages our users access, the documents they download, links from other sites they follow to reach our site, and the type of browser they use. However, this information is anonymous and is only used for statistical and website development purposes.

How we use and disclose your information

We use your information to provide and market our services to you, and to enhance and develop our relationship with you. We will not share your information with other individuals or businesses. PDP is bound by professional obligations of confidentiality. We will continue to treat and protect information we receive in accordance with these obligations.

Use of cookies

A cookie is a small message given to your web browser by our web server. The browser stores the message in a text file, and the message is then sent back to the server each time the browser requests a page from the server.

We make limited use of cookies on this website. We use cookies to measure usage sessions accurately, and to gain a clear picture of which areas of the sites attract traffic. We also use cookies to improve the functionality of our website

Most Internet browsers are set up to accept cookies. If you do not wish to receive cookies, you may be able to change the settings of your browser to refuse all cookies or to notify you each time a cookie is sent to your computer, giving you the choice whether to accept it or not.


We use a variety of physical and electonic security measures, including restricting physical access to our offices, and firewalls and secure databases to keep personal information secure from misuse, loss or unauthorised use or disclosure.

The Internet is not a secure environment. If you use the Internet to send us any information, including your email address, it is sent at your own risk.


You have a right to access most personal information we hold about you. Please contact our office to ask for access to your information, or if you have a complaint concerning your information privacy.


If you think that any information we hold about you is inaccurate, please contact us at: This email address is being protected from spambots. You need JavaScript enabled to view it. or on 1300 887 622 and we will take reasonable steps to ensure that it is corrected.