Equal Opportunity and
Anti- Discrimination Policy
Version: 1.0
Effective: 1 July 2026
Owner: Jodie Bricout, Chief Strategy and Commercial Officer
1. Purpose
Adelitics Pty Ltd (ACN 665 405 569) is committed to a workplace where everyone is treated fairly and has equal opportunity, regardless of who they are. Discrimination and harassment on the basis of protected attributes are unlawful and inconsistent with our values.
This policy sets out our obligations and expectations under the Equal Opportunity Act 1984 (SA), the Fair Work Act 2009 (Cth), and other applicable legislation.
2. Who This Applies To
This policy applies to all Adelitics employees, directors and contractors working on Adelitics engagements. It applies in Adelitics workplaces, at client sites, and at work-related events.
3. What Discrimination Means
Discrimination is treating someone less favourably, or imposing a condition that disadvantages them, because of a protected attribute. Protected attributes under SA and Commonwealth law include:
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Sex, gender identity or intersex status
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Age
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Race, colour, ethnicity or national origin
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Disability (physical, intellectual, psychiatric or sensory)
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Sexual orientation
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Marital or relationship status
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Pregnancy or breastfeeding
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Religion or political opinion
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Family responsibilities
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Membership or non-membership of a union
Discrimination can be direct (treating someone worse because of an attribute) or indirect (applying a rule or practice that disadvantages a group with a protected attribute, without justification).
4. What We Expect
4.1 Fair treatment in all employment decisions
Recruitment, selection, performance review, promotion, training and all other employment decisions must be based on merit and legitimate business requirements. Protected attributes must not be a factor.
4.2 Reasonable adjustments
Where an employee has a disability or other characteristic that affects their ability to perform their role, Adelitics will consider reasonable adjustments. If you need an adjustment, speak to Jodie Bricout. Adelitics will respond promptly and in good faith.
4.3 No harassment
Harassment on the basis of a protected attribute is a form of discrimination. Conduct that is offensive, humiliating or intimidating because of someone's protected attribute is not acceptable. Sexual harassment is covered in detail in the Bullying, Harassment and Respect at Work Policy.
5. Responsibilities
5.1 All employees
Everyone is responsible for treating others fairly and reporting conduct that appears discriminatory.
5.2 Managers and directors
Managers and directors have an additional responsibility to model fair behaviour, to respond promptly to reports of discrimination, and to ensure employment decisions in their area are made on legitimate grounds.
5.3 Adelitics
Adelitics will take all reports of discrimination seriously, investigate them fairly, and protect anyone who raises a concern in good faith from retaliation.
6. Raising a Concern
If you believe you have been discriminated against, or have witnessed discrimination, you can:
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Speak directly to Jodie Bricout or Mark Stephens
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Use the Grievance and Complaints Procedure
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Contact the Equal Opportunity Commission of South Australia (www.eoc.sa.gov.au) or the Fair Work Commission if you prefer an external pathway
Adelitics will not tolerate retaliation against anyone who raises a genuine concern.
7. Breaches
A breach of this policy may result in disciplinary action up to and including termination of employment. Where conduct constitutes unlawful discrimination or harassment, Adelitics may also be legally liable. We will address breaches seriously and promptly.