CTU Policy: (7) Discrimination

From the CTU policy book, produced November 2000.

7. DISCRIMINATION

7.1 General
7.1.1 The NZCTU states that there should be no discrimination in opportunities or remuneration on the grounds of sex, race, marital or parental status, sexual orientation, age, religion, disability or political belief.

7.2 Racism
7.2.1 The NZCTU states that racism in New Zealand must be actively combated and is an increasing challenge to the whole labour movement as it springs from the very nature of the economic and political relationships we live under and is used by anti-union forces against whom the unions are in a state of constant and increased conflict.
7.2.2 The NZCTU regional organisations and unions are urged to direct more resources towards the struggle against racism and to highlight and expose examples of racism on the job so that these cases can be used to educate members and employers towards a more just society.

7.3 Affirmative Action
7.3.1 The NZCTU endorses a policy of affirmative action with a view to increasing the number of women, Maori, Pacific Islanders and people with disabilities, employed in the workforce and in trade unions.
7.3.2 Affirmative action is defined as the taking of positive steps in order to achieve demonstrable progress in achieving equal opportunity for a designated group.
7.3.3 The NZCTU endorses a policy of affirmative action in respect of the appointment of women as mediators and conciliators.
7.3.4 The NZCTU endorses the inclusion of equal opportunity clauses in all awards and industrial agreements and believes that all awards and industrial agreements should be free of discrimination on the basis of sex.

7.4 Sexual Orientation
7.4.1 The NZCTU endorses the right of all people to have freedom from discrimination on the basis of sexual orientation and believes the Human Rights Commission Act should be amended accordingly.

7.5 Sexual Harassment
7.5.1 The NZCTU states that sexual harassment of an employee is an intolerable type of behaviour which is personally offensive, affects morale and interferes with the work effectiveness of staff. This behaviour includes:
(a) Requests for sexual favour, including implied or overt promises of preferential treatment or threats concerning present or future employment status.
(b) Sex orientated jibes or verbal abuse.
(c) Offensive gestures or comments.