- Purpose
RCKT Co proudly supports diversity, equality and inclusion in the workplace. This policy sets out our commitment to creating and maintaining a diverse, equitable and inclusive workplace where all employees, contractors, clients and suppliers are treated with dignity and respect. It also acknowledges our legal obligations and how The Agency prevents and responds to discrimination, harassment and bullying. Every employee has a personal responsibility for the implementation of this policy. Any instance of doubt about the application of the policy, or other questions, should be addressed to the Co-Founders. - Definitions
- “The Agency” means RCKT Co, including RCKT Co Pty Ltd of 125 Pittwater Road, Manly, New South Wales 2095 in Australia, and RCKT Co UK Ltd of City Bridge House, 57 Southwark Street, London, SE1 1RU in England.
- “DEI” means diversity, equality and inclusion.
- “Diversity” means differences across gender, sex, sexual orientation, gender identity, race, ethnicity, religion, age, disability, carer status, family situation, socio-economic background and other human characteristics.
- “Discrimination” means unfavourable treatment because of a specific human characteristic or attribute.
- “Harassment / Sexual Harassment” means unwanted conduct (including that of a sexual nature) that violates a person’s dignity or creates a hostile working environment.
- “Reasonable Adjustment” means changes to role, environment or processes to accommodate a person’s disability
or caring responsibilities.
- Scope
This policy applies to all employees (full-time, part-time, casual), contractors, freelancers, interns, board members, volunteers, clients, suppliers and other persons who engage with, or are engaged by, the Agency. This policy is informed by, and created within, the legal framework of countries in which The Agency holds office locations. Relevant governing laws in Australia include: Sex Discrimination Act 1984 (Cth), Disability Discrimination Act 1992 (Cth), Racial Discrimination Act 1975 (Cth), Age Discrimination Act 2004 (Cth), Fair Work Act 2009 (Cth), Anti‑Discrimination Act 1977 (NSW), Modern Slavery Act 2018 (Cth). Relevant governing laws in England include: Equality Act 2010, Employment Rights Act 1996, Health and Safety at Work Act 1974, Modern Slavery Act 2015. - RCKT Co’s DEI Principles
- Respect & dignity: everyone is treated respectfully and valued for their contribution.
- Equal opportunity: recruitment, promotion, remuneration and training decisions are merit-based and free from
unlawful bias. - Accessibility & reasonable adjustments: we will make reasonable workplace adjustments to enable people with
disability to participate fully. - Accountability: both leaders and individuals are accountable for upholding DEI standards.
- Positive Influence: beyond adhering to this policy internally, where possible we commit to promote and normalise
positive DEI behaviours through our public-facing work.
- Responsibilities
- The Co-founders of the Agency will lead policy implementation, model inclusive behaviour, make reasonable adjustments, ensure sufficient resources such as training where necessary, include DEI in performance conversations and manage complaints handling.
- All staff will actively comply with the policy, complete any necessary training, uphold the DEI principles and report concerns promptly.
- Human rights & modern slavery
We support and uphold internationally recognised human rights and we comply with the Modern Slavery Act 2018 (Cth) and Modern Slavery Act 2015 (UK), where applicable, through supplier due diligence, risk assessment and reporting. As outlined in our Modern Slavery Statement, we will not knowingly engage suppliers or partners involved in modern slavery, forced labour or human trafficking. - Recruitment & selection
- Inclusive job design: Job descriptions must focus on essential criteria, avoiding unnecessary requirements that could exclude under‑represented groups. Advertisements should state our principle of equal opportunity and accessibility & reasonable adjustment.
- Selection process: Selection panels should include at least two people and use consistent questions and scoring criteria to minimise bias. We will provide reasonable adjustments during the recruitment process where requested (e.g. interview format, accessible venues).
- Feedback: Any candidates who reach interview stage are entitled to timely feedback on their interview performance and an overview of the rationale for the outcome of their application.
- Supplier Selection: Supplier selection will consider diversity and inclusion practices in a similar manner to employee selection. Contractors and freelancers are required to adhere to this policy while engaged by The Agency.
- Remuneration & career progression
- Transparency: Promotion and development opportunities are based on transparent, merit-based criteria.
- Goal setting & performance monitoring: Employees will be encouraged to set goals on at least an annual basis, aligned to the requirements of their role, and The Agency commits to reviewing performance against those goals.
- Equity: Training and career progression opportunities must be offered equitably. We will conduct annual audits to identify gender pay gaps or other inequities in pay and make efforts to reduce such inequities in a timely manner.
- Employee health & wellness
- Wellbeing commitment: We commit to creating a workplace that supports both mental and physical health.
- Work-life balance: Managers must monitor workloads and encourage staff to take regular breaks, annual leave and flexible arrangements where needed.
- Safe workplace: We ensure compliance with workplace health and safety obligations, including ergonomic assessments and hazard management.
- Accessibility & reasonable adjustments
- Workplace adjustments: These may include flexible work arrangements, modified duties, physical adjustments or assistive technology. Employees may request these adjustments which will be reviewed collaboratively with the Co-founders and periodically reassessed.
- Accessibility: For any engagement with external personnel such as client meetings, content shoots or public events, The Agency will make necessary efforts to ensure accessibility measures are in place including but not limited to wheelchair accessible spaces.
- Bullying, harassment & sexual harassment
- Unacceptable conduct includes repeated unreasonable behaviour, intimidation, humiliation, exclusion, offensive jokes, unwanted sexual advances or requests for sexual favours.
- Zero tolerance: The Agency will not tolerate bullying, harassment or sexual harassment in any form.
- Reporting: Concerns can be raised via managers or Co-founders who will investigate the matter in a timely manner and support will be provided to anyone making a report, including if necessary access to external support services.
- Consequences: Disciplinary measures for unacceptable conduct by employees may include warnings, training, counselling, demotion or termination. Actions for unacceptable conduct of external parties such as suppliers or clients may include termination of contracts.
- Complaints & dispute resolution process
- Informal resolution: Employees are encouraged to resolve issues informally if safe and appropriate.
- Formal complaints: Formal written complaints can be made to the Co-founders
- Action: Co-founders will acknowledge complaints in 5 working days and conduct a fair, confidential investigation.
- Resolution: Outcomes may include mediation, disciplinary action, retraining or dismissal.
- Confidentiality & privacy
We will treat complaints confidentially, sharing information only on a need‑to‑know basis, and handle all personal information in accordance with our Privacy Policy and applicable privacy laws. - Training & capability building
- Induction: All new starters will be required to read and understand the DEI policy
- Training: Where required or requested, DEI training will be offered for all staff
- Inclusive client & creative practice
- Creative output: The Agency will consider inclusivity, representation, accessibility and potential stereotyping in client briefs, even if not specifically requested by the client. Casting, scripts and production must reflect diverse communities and avoid harmful stereotypes.
- First Nations representation: Projects in Australia involving Aboriginal and Torres Strait Islander peoples, or indeed projects elsewhere involving any Indigenous peoples, must involve appropriate consultation and permissions.
- Accessibility: Creative deliverables should include accessible formats such as captions, alt text and transcripts where relevant, and The Agency will encourage clients to consider these formats if they are not requested.
- Review
The effectiveness of this policy and associated arrangements will be reviewed annually. The Co-Founders commit to
engaging employees in the review process to ensure ongoing improvement to the policy.
