|
|
|
|
|
|
|
|
|
|
|
NSW: Members
|
Yes
|
Yes – only sexual discrimination law
|
Yes
|
No
|
No
|
Yes
|
No
|
-
|
|
QLD: Members
|
Yes – only reference to avoiding ‘abusive, obscene or threatening language or behaviour
|
Yes – anti-discrimination law, and the legal obligations of Members as Parliamentary Service employers relating to discrimination and harassment
|
Yes
|
Partial – ‘proper regard to… cultural differences’ of staff and public
|
No (other than a reference to need to respect ‘cultural differences’)
|
No
|
No
|
Partial
|
|
TAS: Members
|
Yes
|
No
|
Yes
|
Yes
|
No
|
No
|
No
|
No
|
|
TAS: Ministers
|
Yes
|
No
|
Yes
|
Yes
|
No (it does state though that ‘Ministers are to value diversity and work respectfully with people of different cultures, ages, ethnicities, religions, abilities, and sexual orientations and identities’)
|
No
|
Must report other Ministers
|
Limited
|
|
SA: Ministers (SA does not have a Members code of conduct)
|
Yes
|
Yes – only sexual harassment and discrimination law
|
No
|
No
|
Yes, in reference to the protected attributes under the Equal Opportunity Act 1984 (age, race, disability, sex, gender identity, sexual orientation, or caring responsibilities)
|
No
|
No
|
No
|
|
ACT: Members
|
Yes – in reference to legal requirements of workplace laws
|
Yes – legal obligations of Members to their staff relating to discrimination, harassment and bullying
|
Yes
|
Partial – ‘observe respect for differences’
|
No
|
Yes
|
No
|
Partial
|
|
ACT: Ministerial
|
No
|
Yes – ACT human rights law
|
Yes
|
No
|
No
|
Yes
|
No
|
?
|
|
NZ: Members
|
Yes
|
No
|
Yes
|
No
|
No
|
No
|
No
|
No
|
|
UK: Members, staff and all visitors
|
Yes
|
No
|
Yes*
|
No
|
No
|
Yes*
|
Yes*
|
Yes*
|
|
Canada: Members
|
Yes – only sexual harassment
|
No
|
No
|
No
|
No
|
Yes
|
No
|
Yes
|
|
Scotland: Members
|
Yes
|
No – refers to other mandatory policy documents#
|
Yes
|
No
|
No
|
Partial – refers to mandatory policies#
|
No
|
Contained in other policy documents#
|
|
Scotland: Public bodies
|
Partial
|
Partial – sexual harassment
|
Yes
|
|
|
Yes
|
No
|
Yes
|
Contains explicit banning of bullying, harassment, and discrimination: whether the code of conduct includes a provision prohibiting bullying, harassing or discriminatory conduct. In cases where some but not all the above-described conduct is explicitly prohibited, the field has been marked ‘yes’, with an explanation of what is and isn’t covered by the relevant provisions. The above includes cases where references to bullying, harassment, and discrimination is only included in an outline of external workplace laws and policies, but not where such a reference can only be found in the external materials themselves.
Refers to legal requirements of relevant workplace laws: does the code of conduct refer to laws which place obligations on parliamentarians to act in a certain way towards their staff, or other individuals they work alongside in the Parliament? This could include specific references to sexual harassment, anti-discrimination, or equal opportunity laws, as well as employment agreements or general workplace health and safety laws (but not merely a general requirement to comply with the law).
Safety: Diversity: does the code of conduct include provisions relating to diversity or respect for cultural, ethnic, religious, or other differences (in addition to provisions prohibiting discrimination)?
Reference to specific forms of discrimination: whether the code refers to specific types of discrimination, such as sexism, racism, ageism, homophobia or transphobia, or either generically refers to discrimination, or does not reference discrimination at all.