Diversity & Inclusion Policy — ASI AI Solutions

Policy Owner: People & Culture

Approved By: Chief Executive Officer

Effective Date: 1 January 2026

Review Date: 1 January 2027

Classification: Internal

Version: 1.0

1. Purpose

ASI AI Solutions believes that a diverse and inclusive workforce drives innovation, strengthens decision-making, and reflects the communities we serve. This policy articulates our commitment to building and sustaining a workplace where every person is respected, valued, and able to contribute fully — regardless of background, identity, or personal characteristics.

As an AI company, we also recognise the critical importance of diverse perspectives in the design, development, and deployment of AI systems to minimise bias and ensure equitable outcomes.

2. Scope

This policy applies to all directors, officers, employees, contractors, and volunteers. It extends to all aspects of the employment lifecycle, including recruitment, selection, onboarding, development, promotion, remuneration, conditions, and termination.

3. Definitions

Term	Definition
Diversity	The presence of difference within a group. This includes but is not limited to differences in gender, age, ethnicity, cultural background, language, religion, disability, neurodiversity, sexual orientation, gender identity, intersex status, socioeconomic background, education, geographic location, family and caring responsibilities, and life experience.
Inclusion	The practice of creating environments where all people feel welcomed, respected, supported, and able to participate fully. Inclusion is the active enabler of diversity — it ensures diverse voices are heard, valued, and integrated into decision-making.
Equity	The practice of ensuring fair treatment, access, and opportunity for all people by recognising and addressing systemic barriers. Equity differs from equality in that it acknowledges that different people may need different support to achieve the same outcomes.
Belonging	The sense of being accepted and valued as a member of the organisation, such that individuals feel safe to bring their authentic selves to work.

4. Commitment Statement

ASI AI Solutions is committed to:

Building a workforce that reflects the diversity of Australian society.
Creating a culture of inclusion where every person can thrive.
Eliminating discrimination, harassment, and bias in all forms.
Ensuring equitable access to opportunities for development and advancement.
Leveraging diversity of thought to drive innovation and better outcomes for our clients.
Embedding diversity and inclusion considerations into the design and governance of AI systems.
Being transparent about our progress and accountable for our commitments.

5. Workplace Gender Equality Agency (WGEA) Reporting

As a relevant employer under the Workplace Gender Equality Act 2012 (Cth) (with 100+ employees), ASI AI Solutions is required to submit an annual compliance report to the Workplace Gender Equality Agency (WGEA). The report covers:

Gender composition of the workforce — by level, occupation, and employment type.
Gender pay equity — base salary, total remuneration, and like-for-like comparisons.
Flexible working arrangements — availability and uptake by gender.
Consultation with employees on gender equality matters.
Sex-based harassment and discrimination — prevention measures.
Recruitment and promotion — gender composition at each stage.

The Company will publish its WGEA report on the Company intranet and take action on findings. From 2024, WGEA publishes employer gender pay gaps; the Company is committed to closing any identified gaps through targeted remuneration reviews and structural changes.

5.1 Gender Pay Equity

The Company will conduct an annual gender pay gap analysis covering base salary and total remuneration by level, function, and comparable role. Where gaps are identified that cannot be explained by legitimate factors (e.g., experience, qualifications, performance), corrective action will be taken, including targeted remuneration adjustments. Results and actions will be reported to the Executive Leadership Team and Board.

6. Reconciliation Action Plan

ASI AI Solutions acknowledges Aboriginal and Torres Strait Islander peoples as the Traditional Custodians of the lands on which we work and live. We pay our respects to Elders past, present, and emerging.

The Company is committed to developing and implementing a Reconciliation Action Plan (RAP) in partnership with Reconciliation Australia. Our initial focus (Reflect RAP) will include:

Relationships: Building meaningful connections with Aboriginal and Torres Strait Islander communities, organisations, and businesses in the Botany and greater Sydney area.
Respect: Embedding cultural awareness and protocols, including Acknowledgement of Country at meetings and events, and supporting NAIDOC Week and National Reconciliation Week activities.
Opportunities: Increasing Aboriginal and Torres Strait Islander employment through targeted recruitment, internship, and scholarship programs. Supporting Aboriginal and Torres Strait Islander businesses through procurement.
Governance: Establishing a RAP Working Group with Aboriginal and Torres Strait Islander representation. Tracking and reporting on RAP deliverables annually.

The Company aims to have a Reflect RAP endorsed by Reconciliation Australia by mid-2026, with progression to an Innovate RAP within 3 years.

7. Accessibility

ASI AI Solutions is committed to ensuring our workplace and services are accessible to people with disability, consistent with the Disability Discrimination Act 1992 (Cth) and the Disability Standards for Accessible Public Transport 2002 and Disability (Access to Premises — Buildings) Standards 2010.

7.1 Physical Accessibility

The Botany office meets Building Code of Australia (BCA) accessibility requirements, including wheelchair access, accessible bathrooms, and accessible parking.
Reasonable adjustments will be made for employees with disability, including modified workstations, assistive technology, flexible hours, and work-from-home arrangements.
Requests for reasonable adjustments should be made to the People & Culture team and will be assessed promptly and confidentially.

7.2 Digital Accessibility

Internal digital platforms and tools will be designed to meet WCAG 2.1 Level AA guidelines where practicable.
Client-facing AI products and services will be reviewed for accessibility as part of the product development lifecycle.
Employees are encouraged to report digital accessibility barriers to the IT team.

7.3 Neurodiversity

The Company recognises neurodivergent individuals (e.g., autism, ADHD, dyslexia, dyspraxia) as valuable contributors to teams, particularly in technology and problem-solving roles. Adjustments may include quiet workspaces, written communication preferences, flexible scheduling, and modified interview processes for candidates.

8. Cultural Awareness

ASI AI Solutions values the cultural diversity of its workforce. To build cultural awareness and competence, the Company will:

Provide cultural awareness training to all employees (included in onboarding and refreshed annually).
Recognise and accommodate cultural and religious practices, including flexible leave for significant cultural and religious observances not covered by public holidays.
Support employee-led cultural celebrations and events (e.g., Lunar New Year, Diwali, Eid, NAIDOC Week, Harmony Day).
Ensure recruitment processes are free from cultural bias (e.g., name-blind shortlisting, diverse interview panels, structured interviews).
Provide language support where needed (e.g., translated key documents, interpreter services for WHS training).

9. Inclusive Language Guidelines

Language shapes culture. All employees are expected to use respectful and inclusive language in all communications. Guidelines include:

Gender: Use gender-neutral language where possible (e.g., "they/them" as a singular pronoun, "chairperson" instead of "chairman," "partner" instead of "husband/wife"). Respect individuals' stated pronouns.
Disability: Use person-first language (e.g., "person with disability" rather than "disabled person") unless the individual expresses a different preference. Avoid ableist language (e.g., "crazy," "lame," "blind spot").
Aboriginal and Torres Strait Islander peoples: Use "Aboriginal and Torres Strait Islander peoples" (not "Aborigines" or "ATSI"). Capitalise "Indigenous" when referring to First Nations peoples. Use the name of a specific nation or language group where known and appropriate.
Cultural and religious diversity: Avoid assumptions about a person's cultural background, religion, or language. Do not use stereotypes or generalisations.
Age: Avoid age-related assumptions or stereotypes (e.g., about technology skills based on age).
LGBTQIA+: Use the terminology that individuals use to describe themselves. Avoid assumptions about sexual orientation, gender identity, or relationship status.

An Inclusive Language Guide with further detail and examples is available on the Company intranet.

10. Diversity Metrics and Targets

The Company will track diversity metrics to measure progress and hold ourselves accountable. Metrics include (collected on a voluntary, confidential basis):

Metric	Current Baseline (2025)	Target (2027)
Women in the workforce	32%	40%
Women in leadership (manager and above)	25%	35%
Women in technical roles	22%	30%
Gender pay gap (total remuneration)	8.5%	<5%
Aboriginal and Torres Strait Islander employees	1.2%	2.5%
Employees with disability	3%	5%
Employees from CALD backgrounds	45%	Maintain
Employee engagement score (inclusion index)	72%	80%

Metrics will be reported to the Executive Leadership Team and Board quarterly and included in the annual WGEA report. Data is collected through voluntary, anonymous surveys and HRIS self-identification. Participation is entirely voluntary and no adverse inference is drawn from non-participation.

11. Key Initiatives

11.1 Recruitment

Diverse interview panels (at least one member of a different gender to the hiring manager).
Structured interviews with standardised questions and rubrics to reduce bias.
Name-blind resume screening for shortlisting (removing names, addresses, and photos).
Job advertisements reviewed for inclusive language (using tools like Textio or similar).
Partnerships with diverse talent pipelines (e.g., Codes of Change, Girl Geek Academy, CareerTrackers, AIME).

11.2 Development and Promotion

Mentoring program pairing underrepresented employees with senior leaders.
Sponsorship of women and underrepresented groups for leadership development programs.
Succession planning that considers diversity of the leadership pipeline.
Annual promotion data review disaggregated by gender, ethnicity, and other diversity dimensions.

11.3 Employee Resource Groups (ERGs)

The Company supports the formation of Employee Resource Groups, including:

Women in Tech: Supporting women's careers in technology and leadership.
Pride Network: LGBTQIA+ employees and allies.
Cultural Diversity Network: Celebrating cultural diversity and fostering cross-cultural understanding.
Accessibility & Neurodiversity Network: Advocating for accessible and inclusive workplace practices.

ERGs are supported with a modest annual budget, meeting space, and executive sponsorship.

11.4 AI Ethics and Bias

Given our core business in AI, the Company recognises a special responsibility to ensure diversity and inclusion principles are embedded in AI development:

Diverse teams in AI model design, data curation, and testing.
Bias audits of AI models and training data, with results reviewed by the AI Ethics Committee.
Inclusive design principles applied to user-facing AI products.
Transparency about the limitations of AI systems and potential for bias.

12. Responsibilities

Role	Responsibility
All Employees	Act inclusively. Use respectful language. Challenge exclusionary behaviours. Participate in diversity initiatives and training.
Managers	Build inclusive teams. Ensure equitable access to opportunities. Address bias in hiring, promotion, and performance management. Champion ERGs and diversity initiatives.
People & Culture	Develop and implement D&I strategy. Track metrics. Coordinate WGEA reporting. Manage RAP. Deliver training. Support ERGs.
Executive Leadership	Set the tone from the top. Allocate resources. Hold the organisation accountable against targets. Sponsor ERGs. Review progress quarterly.
D&I Committee	Advise on strategy and priorities. Review metrics and initiatives. Champion D&I across the organisation.

13. Review

This policy will be reviewed annually, or sooner in response to legislative changes, WGEA reporting outcomes, employee feedback, or significant demographic shifts. Reviews will incorporate employee survey data, complaints trends, and external benchmarking. The next review is scheduled for 1 January 2027.