CPS Security Services is a leading security services organisation in Australia, delivering excellence in all aspects of its business.
The purpose of the policy is to outline a vision and direction for CPS commitment to the promotion of gender equality and inclusion for all staff at all levels. To support the implementation of this policy, CPS has developed a Gender Strategy and action plan which focuses on staff and offices, programs, partnership, influencing and communications.
CPS recognizes that there are systemic and structural practices that create barriers to the achievement of women’s rights and gender equality. In addition, gender inequality may compound other forms of exclusion which is often worse for women and girls. We also recognise that gender inequality and exclusion vary across different countries, contexts and are based on multiple factors. We will work sensitively across the different contexts in which we work whilst committing to encourage and foster dialogue around gender equality and social inclusion.
CPS understands gender equality as women and men, girls, and boys, enjoying the same rights, resources, opportunities, and protections. Gender equality is a fundamental human right which is central to CPS values as an organisation committed to fostering an inclusive, equitable and transparent culture. A gender equality approach recognises that women, men, boys and girls, as well as individuals with other gender identities have different but related needs, priorities, constraints and opportunities based on their relative difference in societies.
CPS understands that the responsibility for addressing gender inequalities is shared by us and our partners.
Our commitment to gender equality is grounded in a Human Rights Framework and globally agreed principles and standards the Convention on the Elimination of all forms of Discrimination Against Women (CEDAW).
The Gender Policy clearly defines CPS commitments to supporting and promoting gender equality in organisational processes, core programs and promoting these values amongst our partners. The policy applies to all aspects of CPS operations.
Our vision is that all those affected by humanitarian crisis receive the support they need and that both women and men, girls and boys benefit equally from our activities. We will support and encourage an organisational culture that reflects our commitment to gender equality and inclusion through supporting staff to develop good practice and display values and behaviours that reflect CPS values including accountability, equality and integrity.
To promote gender equality and inclusion we will:
Disability In line with the definition used in the Convention on the Rights of Persons with Disabilities, the term, ‘persons with disabilities’ includes those who have long term physical, mental, intellectual, or sensory impairments which in interaction with various barriers may hinder their full and effective participation in society on an equal basis with others.
Exclusion Although there is no universally agreed definition of exclusion, we refer to exclusion as a multidimensional process, caused by underlying inequality that prevents individuals or groups from fulfilling their rights.
Gender Gender refers to the socially constructed roles, behaviours, activities, and attributes that a society considers appropriate for a person based on his or her assigned sex at birth. Gender roles are dynamic and change over time. The term sex relates to the biological differences between men and women and these roles are universal.
Gender Based Discrimination The situation where there is a bias based on a person’s sex that leads to defining the role, he/she should play in society. An example of gender discrimination is where a woman is paid less than a man would be paid, solely based on being female.
Gender Equality Gender equality is about equal opportunities, rights and responsibilities for women and men, girls, and boys. It does not mean that women and men are the same. Gender inequality is a result of unequal power distribution between women and men, exacerbated by ongoing discrimination, weaknesses in laws, policies and institutions, and social relations that normalise inequality.
Gendered Violence Gendered violence is an expression of power or control over individuals or groups because of their gender. Gendered violence includes domestic, family and sexual violence, sexual harassment and assault, stalking, intimate partner violence and violence amongst household and workplace members. LGBTIQ This includes those who identify as lesbian, gay, bisexual, transgender or intersex (LGBTI) or those who have questions about their sexual orientation and/or sexual identity.
Mainstreaming Involves ensuring that gender perspectives and attention to the goal of gender equality are central to all activities – policy development, research, advocacy/ dialogue, legislation, resource allocation, and planning, implementation and monitoring and evaluation of programmes and projects.
Roles and Responsibilities:
All our staff, casuals, contractors, and management members are responsible for the implementation of the policy. This is stated in recruitment documents, position descriptions, on-boarding documentation, staff handbook and performance reviews. This is the process by which we hold each other and the organisation to account.
The Management will govern and provide stewardship over the policy, monitoring whether senior managers are delivering on commitments.
The Management will support, provide leadership, and have overall responsibility for implementing the policy including through promoting an inclusive and diverse workplace culture amongst staff.
The Inclusion and Diversity Working Group will support monitoring and evaluating the Gender Action Plan and drive discussion and implementation of key activities.
CPS will undertake to monitor annually individual staff performance through its performance appraisal processes. The Managing Director will review progress status annually.
CPS Management will monitor the language and content of gender-related materials that it publishes as directed in the communications strategy. This will be reviewed annually as part of peer review
All personnel are required to abide by this policy. Any breaches of this policy may lead disciplinary action and possible dismissal.
