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Harassment Free Policy

Statement of Commitment

DSA is committed to ensuring that Divers develop in an environment free from harassment and victimisation.

DSA is committed to support Divers in realising their full potential by ensuring that DSA is supportive and free from harassment and victimisation.

DSA is committed to ensure that all Members of the diving community are not seen to be culpable of harassment when dealing with other Members of the diving community.

Explanation

This policy has been developed to ensure an environment free from harassment and victimisation.

This policy embraces the legislative aspects of sexual harassment and racial vilification.

Definitions

Harassment is any form of unwelcome behavior, either explicit or implicit, that offends, humiliates or intimidates. It can be to treat another person less favorably on the grounds of race, colour, sex, sexuality, pregnancy, disability, age, religion, political opinion, social origin, medical record, or nationality.

Sexual Harassment is behavior that has a sexual element to it, is unwelcome to the person at which it is directed, and makes that person feel (with reason) humiliated, intimidated or offended.

Victimisation means treating someone unfairly because they have acted on the rights given to them by equal opportunity law or because they have supported someone else who acted on those rights.

Responsibility Statement

The DSA Board is responsible for implementing the policy and carries the ultimate responsibility for no harassment in DSA.

All Members of the diving community are responsible for the application of this policy and are required to:

read and understand this policy and cooperate in its fulfillment;
respect the rights of others to train or operate in an environment free from harassment and victimisation
accept responsibility for their own behavior, and the consequences of any failure to do so.

The Member Protection Officer is responsible for:

being the first point of contact in the event of a complaint or grievance of harassment or victimisation;
assisting to improve understanding of harassment
providing information and advice about harassment

HANDLING GRIEVANCES AND COMPLAINTS

Complaints are considered seriously, impartially and objectively and are dealt with promptly and confidentially; the rights of both the person making the complaint (the Complainant) and the person about whom the complaint is made (the Respondent), are respected.

There are two processes in the internal procedures: Informal Complaint and Formal Complaint.

Informal Complaint

1. The Complainant who believes that she or he has experienced harassment may attempt to resolve the matter directly with the Respondent. If the Complainant feels unable to do this, or if this approach does not result in the cessation of the behavior, the Complainant may choose to contact a Member Protection Officer.

2. The Complainant has discussions with the Member Protection Officer to explore the issue and possible options for resolution.

3. In some cases informal discussions between the Complainant and the Respondent with or without the Member Protection Officer present, may be sufficient to resolve the problem.

4. Discussions with a Member Protection Officer will be confidential. No formal records, except minimal statistical information will be kept, in a safe place. The identity of the Respondent need not be revealed at this stage.

5. If the complaint can be resolved to the satisfaction of the Complainant at this stage, it will be terminated. The Member Protection Officer will arrange to follow the matter up with the Complainant after a suitable period of time to determine whether it has been settled.

6. If the Respondent denies the allegations, he or she may also participate in discussions and may also request a formal process to be conducted.

7. If the matter remains unresolved after pursuing options with a Member Protection Officer, the Complainant may choose to have the matter dealt with more formally.

Formal Complaint

All formal written complaints must be addressed to the President, Diving South Australia Inc, and marked ‘Strictly Confidential’.
The President of Diving South Australia will quickly appoint a Member Protection Officer to intervene in the matter.
The Member Protection Officer will investigate the matter in an impartial, efficient and effective manner. After receiving full details of the complaint from the President of Diving South Australia, the Member Protection Officer will: interview and inform the Respondent about the nature of the complaint and invite a response; provide details of the guidelines concerning harassment; interview any witnesses; discuss the procedures for investigation and for formal hearing of complaints; and attempt to achieve a resolution that both parties agree to which should be that the offending behavior stops.
The aim of the investigation is to ascertain on the balance of probability whether or not harassment had occurred. The investigation should follow natural justice principles. The investigation should reinforce that there are no reprisals against any party if the allegations are shown to be unfounded.

If the complaint is resolved, the Member Protection Officer will set a review date to follow up.
If the complaint is unresolved, the President of Diving South Australia may appoint an external mediator to inquire further.
All meetings will be minuted.
The mediator will report to the President of Diving South Australia, and provide recommendations for action.

WHO TO CONTACT IN THE FIRST INSTANCE

Any complaints about breaches of this guideline will be dealt with seriously, confidentially, impartially and quickly. The choice about whom to contact will depend on the circumstances of the case and the level of the formality the Complainant chooses to take. The person to contact is: