Anti-Discrimination Policy


Rubix Studios Pty. Ltd. is committed to providing a workplace free of discrimination. It is an employee’s right to be treated with dignity and respect and the employee’s responsibility to treat others the same way.

Rubix Studios Pty. Ltd. is committed to meeting its legislative obligations regarding discrimination and will take all reasonable, practicable steps to provide and maintain a working environment free from potentially discriminatory behaviours and actions.

An internal grievance resolution process assists employees in raising issues of concern, and all complaints will be treated confidentially, seriously and sympathetically. No employee will be penalised or disadvantaged for raising any genuine concern or complaint.

Application of this policy

This policy applies to all activities and people involved in those activities that take place:

  • On work premises;
  • Elsewhere where activities are undertaken in the course of employment;
  • At work-related activities, such as social functions.

The policy applies to employees, contractors, customers and visitors.

Relevant and appropriate disciplinary action will be taken against anyone who breaches this policy.

What is discrimination?

Discrimination occurs when a person is treated less favourably than another person as a result of that person’s characteristics or because that person belongs to a particular group.

Discrimination based on the following characteristics is unlawful:

  • Race (including colour, nationality, religion, ethnic or ethnoreligious origin);
  • Sex (including marital status, pregnancy or potential pregnancy, breastfeeding);
  • Sexuality (including sexual preference, gender identity, intersex status or homosexuality);
  • Disability (including physical, psychiatric or intellectual disabilities);
  • Age;
  • Illness or injury;
  • Parental status or responsibilities as a carer (including breastfeeding activities);
  • Membership or non-membership of a union.

No employee is permitted to engage in discriminatory conduct in relation to treatment of other employees, contractors, customers and visitors (including members of the public).

Discrimination can be either direct or indirect.

What should employees who have a complaint do?

Rubix Studios Pty. Ltd. aims to resolve all complaints about discrimination that may arise in the workplace. Rubix Studios Pty. Ltd. can only do this if employees inform the company about their complaints.

Rubix Studios Pty. Ltd. aims to treat all complaints about discrimination seriously, quickly and confidentially.

If you think you are being unlawfully discriminated against, you should not ignore the conduct, hoping it will disappear. If you can, you should speak to the person responsible for the conduct and ask that person to stop. If you do not feel that you can do this, or it doesn’t work, you should talk to your manager, the human resources department or Management (

Your manager, the human resources department or Management ( may be contacted at any time to discuss any complaint or enquiry. You may approach them for general advice or to discuss any issue.

The human resources department may also investigate complaints. Depending on what you want and the nature of the complaint, Rubix Studios Pty. Ltd. might be appropriate for making a formal determination about what has happened and deciding what the consequences should be.

Conduct which breaches this policy

Conduct that breaches this policy is unacceptable and may lead to disciplinary action depending on the severity and circumstances. This will apply regardless of the seniority of the particular employee involved.

Rubix Studios Pty. Ltd. must take appropriate disciplinary action against an employee responsible for or engaging in any form of unlawful discrimination.

Disciplinary action might include any of the following:

  • Demotion;
  • A requirement to provide a written or verbal apology;
  • A formal warning;
  • A requirement to attend training or counselling;
  • Dismissal.

Further information

Contact your manager or Management ( if you require further information.

This policy is effective from 4th April 2024.

Google Rating
Based on 18 reviews