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LEADERSHIP INSIGHT WORLD OF SIS SUSTAINABILITY AGENDA ENVIRONMENT SOCIAL GOVERNANCE

• Discrimination and harassment are not • Consequences of breaches
tolerated under any circumstances and • Inappropriate conduct Supporting disadvantaged
immediate disciplinary action is taken communities
against any employee (or subcontractor) • Managing Grievances and Complaints.
who breaches this policy. We, at MSS Security, believe that
All employees are required to complete
MSS Security Standing Instructions also the EEO and Code of Conduct module communities on the margins need
put in place foundation workplace policies, every 12 months to refresh their to be uplifted and increasing their
including statements and objectives, on understanding and to make sure they representation in our workforce leads
the grievances, discrimination (direct are up-to-date with legislative changes. to empowerment.
and indirect), harassment and workplace We also communicate policy changes to We are a signatory to the Australian
bullying matters. all employees when they occur via our Government’s Employment Parity
Induction and refresher training Talent Management System (TMS). Our Initiative (EPI). We are committed to
TMS provides employees with instant increase the total representation of
All new employees are required to access to policies and explanatory Aboriginal and Torres Strait Islander
complete and pass the EEO and Code material. Through the TMS, employees employees by more than double in R.K. Sinha, Founder and Chairman, SIS Group,
of Conduct training module as a part provide online acknowledgement that the Australian Government’s baseline India, with Nigel Scullion, Federal Minister for
of the company induction process. The they have read and understood MSS 3% parity target. Since 2015, we Indigenous Affairs, at the launch of MSS Security’s
training provides new employees with Security policies. The TMS also provides have employed an additional 300+ Employment Parity Initiative.
an overview of MSS Security’s Equal managers with the ability to generate Aboriginal and Torres Strait Islander
Employment Opportunity (EEO) policies reports, monitor the completion of the peoples in our business.
and commitment to maintaining a requested action, and allows them to
respectful workplace. follow up where refresher tasks have not Our teams make us proud
been actioned. “Since I started working for MSS
The module outlines MSS Security’s Security, they were really good to me.
and the individual’s responsibilities Building workplace diversity I come to work, I do my best, I get
in maintaining a workplace free of along with the other guards and we
discrimination, harassment, and bullying. MSS Security is committed to workplace all work well as a team. I love my job
diversity, where all employees have
It articulates clearly any behaviour equal access to career opportunities, at MSS Security. It makes me want to
that is considered not acceptable, the mentoring, training, professional come to work happy every day.”
steps involved in making and handling development, and other benefits. We
complaints, and the consequences that treat employees fairly and respectfully Victoria-based male aboriginal and
occur where breaches of the policy are and ensure they are not judged by Torres Strait islander employee
substantiated.
their gender, age, ethnicity, cultural “I am thankful to MSS Security for
The EEO module is comprised of the background, socio-economic background, helping aboriginal people gain
following: sexual orientation, life and work employment.”
experience, religious belief, disabilities,
• Equal Employment Opportunity Western Australia-based male
and family responsibilities.
• EEO Legislation and Your employee
Responsibilities Our EEO, Discrimination, Harassment
and Bullying Policy covers gender
• Supervisor/Manager Responsibilities diversity and inclusion.

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