Privacy and confidentiality
Your privacy is one of our key concerns. The Commission has strong experience in the sensitive, careful management of issues around discrimination, sexual harassment, victimisation and bullying.
We have established processes in place to ensure only authorised Commission staff have access to names and contact details. The information you provide to us will only be used for research purposes to inform the review and allow us to contact you in relation to your participation. No identifying details will be passed on to Ambulance Victoria or published in the final report.
If you disclose information relating to another person, including a victim-survivor or a perpetrator, that information will be de-identified and will not be disclosed to a third party unless determined necessary and in compliance with the Equal Opportunity Act and the Privacy and Data Protection Act 2014 (Vic).
We will collect, store and destroy all personal information in accordance with the information privacy principles contained in the Privacy and Data Protection Act and our obligations under the Public Records Act 1973 (Vic).
The Equal Opportunity Act prevents the Commission from sharing your personal information with third parties without your consent. However, if we receive information that that leads us to form a reasonable belief that a sexual offence has been committed against a child under the age of 16 years in Victoria, we will be required by law to report that information to the police. We are also required by law to report corrupt conduct by public officers (including Ambulance Victoria employees) to the Independent Broad-based Anti-Corruption Commission.
Will submissions be made public?
Submissions to the review will be treated confidentially. Only de-identified information will be published in a final report and may also be referred to in Commission publications.
Individuals can also elect to have their de-identified story or quotes included in the review report. This will not occur unless you agree and provide your informed consent. All quotes and stories will be de-identified and approved by you before publication.
Understanding discrimination, sexual harassment, victimisation and bullying
Workplace discrimination, sexual harassment, victimisation and bullying are unlawful. Each have a specific legal meaning.
Discrimination occurs when a person is treated unfavourably because of a personal characteristic that is protected by the law. Protected attributes under the Equal Opportunity Act include, among others, a person’s age, race, disability, religion, sex and sexual orientation.
Discrimination can be direct or indirect. Both kinds of discrimination are against the law.
- Direct discrimination is treating or proposing to treat someone unfairly because of a protected attribute. For example, not giving someone a promotion because of their sex.
- Indirect discrimination is when an unreasonable requirement, condition or practice - which may appear to treat people equally - disadvantages or potentially disadvantages a group of people with a protected attribute.
Sexual harassment is any unwanted conduct of a sexual nature, which could reasonably be expected to make the other person feel offended, humiliated or intimidated. It can be physical, verbal or written (including electronic communication). Sexual harassment can be a single incident or repeated behaviour.
Victimisation occurs when a person punishes or threatens to punish another person because they have:
- asserted their rights under the Equal Opportunity Act
- made a complaint or allegation of a contravention of that Act (formally or informally)
- helped someone else make a complaint
- refused to do something because it would be discrimination, sexual harassment or victimisation.
Bullying
Workplace bullying is repeated, unreasonable behaviour directed at someone that creates a risk to health and safety - such as verbal, physical and written abuse (including on social media).
Under the Equal Opportunity Act, bullying at work can amount to discrimination if it happens because of a personal attribute protected by the Act. For example, repeated verbal, physical or written abuse of a person because of their sex, race or religion.
Bullying can also amount to sexual harassment under the Equal Opportunity Act if it is verbal, written or physical abuse of a sexual nature.
Reasonable management action is not bullying - such as genuine and reasonable instructions or setting reasonable performance goals, standards and deadlines.
If you are unsure if your experience amounts to discrimination, sexual harassment, victimisation or bullying and is within the scope of the Review, please contact the Commission in making a submission.
