1.0 Introduction
| 1.1 |
As a Constitutional requirement, it is pertinent that we
address the issue of Equal Employment Opportunity (EEO). EEO is defined
to include equality of opportunity in all forms of paid employment and
therefore rejects unfair discrimination on any grounds, including gender,
ethnicity, age and disability. This is promoted by having workplace policies,
rules, practices and behaviours that are fair and just. |
1.2 The EEG Policy is intended to provide all Public Service employees with
a guide to fairness and equity in employment decisions in the areas of recruitment,
promotion, transfer and training on the basis of merit. These are good business
practices recognising the aims and aspirations of individuals in a competitive
manner.
2.0 Consultations
2.1 In order to arrive at a fair, appropriate and realistic policy framework,
Ministries and Departments were requested to provide feedback on the
EEO policy Your comments and suggestions have been noted and
incorporated in the Policy.
3.0 Responsibility
3.1 Each Ministry and Department should adopt and adapt the EEC Policy human
resource program and day-to-day operation. The Statement of
Commitment and the EEO Policy must be widely publicised to all
staff and potential applicants for employment in the public service.
3.2 Ministries and Departments are required to include EEO Policy as part
of
their program/projects in their Corporate Plans and Performance
Agreements [Please note, PSC Circular No: 07/2000 of 16/02/2000).
3.3 The Public Service Commission will monitor the overall effectiveness
of
the EEO Policy. Where possible, the PSC will draw on data held and
collected centrally but, Ministries and Departments are required to
present to PSC an Interim Report by 30/06/2000 and an Annual EEO
Report by 31st December each year, which should indicate the following:
Analysis of the gender, ethnic origin, background of staff;
Description of the actions taken to train and develop members of
the EEO groups;
Analysis of the number of applicants from women and applicants
from Fijian and Indo-Fijian backgrounds;
Monitor of the recipients of training and acting opportunities, to
assess the access of EEO group members;
Monitor of the representation of EEO group members on key
decision making bodies, including selection panels, Staff Boards
and Boards under the control of the Ministry.