This paper provides general information and statistics only. It does not purport to include all information available nor does it intend to be legal advice.
For further, complete and specific advice please contact the Equal Opportunity Commission office.
The Equal Opportunity Commission acknowledges that we live and work on the traditional country of the Kaurna people of the Adelaide Plains. We recognise and respect their cultural heritage, beliefs and relationship with the land.
It has been a year of change and transition for the Equal Opportunity Commission (EOC). The former Commissioner, Anne Gale was farewelled in December 2015, as she took up the position of Public Advocate in South Australia.
I would like to take this opportunity to thank Anne for her dedication and contribution to the EOC over the last three years and also extend my sincere thanks to Anne Burgess for acting as the Commissioner until my appointment on the 26 May 2016.
I am very excited to be taking up this new role and to be building on the work of my predecessors in tackling the ongoing challenges of inequality opportunity and discrimination that continue to undermine our community’s social cohesion and people’s sense of fulfilment and self-esteem, as well as wasting a lot of talent.
In my previous roles I have been working to develop wiser leadership for South Australia and it is evident to me that enlightened leadership in business, government and the community sector are essential to addressing obstacles and constraints of equality of opportunity, fostering informed and unprejudiced attitudes and preventing discrimination. I want to use my experience to help empower leaders at every level to bring about positive cultural change in their organisations and in the broader community.
This year has seen some significant achievements for the EOC that are outlined throughout this report. A particularly important new focus area is our Independent Review into the nature and extent of sex discrimination and sexual harassment, including predatory behaviour, within South Australian Police (SAPOL). The Police Commissioner and his leadership team have made a commitment to ensure the culture in SAPOL is positive and inclusive. They want to identify areas to improve their practices. As such, this is a significant opportunity for the EOC to be involved in a process that can inform important changes in workplace culture. The Review is the first of its kind in South Australia.
Our complaint-handling work remains central to our role in tackling discrimination within our communities. This year saw a 40% increase in the number of complaints accepted by the EOC. Whilst this had a direct impact on our ability to maintain accepted complaint resolution times, I have been working with our dedicated team of conciliators to explore new ways of streamlining the complaint-handling process to provide a more timely and efficient service. We are currently rolling this out.
I thank the EOC’s very dedicated team members for the continued hard
work that is reflected in this comprehensive report of our activities over