EEO in the NSW Public Sector EEO in the NSW Public Sector is supported by the Office of the Director of Equal Opportunity in Public Employment . This means the best applicant is selected for the job access for all employees to training and development flexible working arrangements that meet the needs of employees and create a productive workplace grievance handling procedures that are accessible to all employees and deal with workplace complaints promptly, confidentially and fairly communication processes to give employees access to information and allow their views to be heard management decisions being made without bias no unlawful discrimination or harassment in the workplace respect for the social and cultural backgrounds of all employees and customers. Eliminating discrimination Discrimination is treating someone unfairly or harassing them because they belong to a particular group. This is the law in most cases. Both direct and indirect discrimination are against the law.
Direct discrimination means treatment that is obviously unfair or unequal.
For example, if an employer won't hire someone just because they are a woman this is likely to be direct sex discrimination. Indirect discrimination means having a requirement that is the same for everyone but has an effect or result that is unfair to particular groups. For example, not considering an employee's overseas skills and training when determining his or her level of pay can constitute indirect race discrimination. It is the responsibility of every employee to help prevent unlawful discrimination in their workplace. You may also be asked to complete EEO surveys.