Your privacy is our priority

Insight

1. We respect your privacy

1.1. Insight respects your right to privacy and is committed to safeguarding the privacy of our customers and website visitors. We adhere to the Australian Privacy Principles contained in the Privacy Act 1988 (Cth). This policy sets out how we collect and treat your personal information.

1.2. "Personal information" is information we hold which is identifiable as being about you.

2. Collection of personal information

2.1. Insight will, from time to time, receive and store personal information you enter onto our website, provided to us directly or given to us in other forms.

2.2. You may provide basic information such as your name, phone number, address and email address to enable us to send information, provide updates and process your product or service order. We may collect additional information at other times, including but not limited to, when you provide feedback, when you provide information about your personal or business affairs, change your content or email preference, respond to surveys and/or promotions, provide financial or credit card information, or communicate with our customer support.

2.3. Additionally, we may also collect any other information you provide while interacting with us.

3. How we collect your personal information

3.1. Insight collects personal information from you in a variety of ways, including when you interact with us electronically or in person, when you access our website and when we provide our services to you. We may receive personal information from third parties. If we do, we will protect it as set out in this Privacy Policy.

4. Use of your personal information

4.1. Insight may use personal information collected from you to provide you with information, updates and our services. We may also make you aware of new and additional products, services and opportunities available to you. We may use your personal information to improve our products and services and better understand your needs.

4.2. Insight may contact you by a variety of measures including, but not limited to telephone, email, sms or mail.

5. Disclosure of your personal information

5.1. We may disclose your personal information to any of our employees, officers, insurers, professional advisers, agents, suppliers or subcontractors in so far as reasonably necessary for the purposes set out in this Policy. Personal information is only supplied to a third party when it is required for the delivery of our services.

5.2. We may from time to time need to disclose personal information to comply with a legal requirement, such as a law, regulation, court order, subpoena, warrant, in the course of a legal proceeding or in response to a law enforcement agency request.

5.3. We may also use your personal information to protect the copyright, trademarks, legal rights, property or safety of Insight Research Services Associated, https://insightrsa.com, its customers or third parties.

5.4. Information that we collect may from time to time be stored, processed in or transferred between parties located in countries outside of Australia.

5.5. If there is a change of control in our business or a sale or transfer of business assets, we reserve the right to transfer to the extent permissible at law our user databases, together with any personal information and non-personal information contained in those databases. This information may be disclosed to a potential purchaser under an agreement to maintain confidentiality. We would seek to only disclose information in good faith and where required by any of the above circumstances.

5.6. By providing us with personal information, you consent to the terms of this Privacy Policy and the types of disclosure covered by this Policy. Where we disclose your personal information to third parties, we will request that the third party follow this Policy regarding handling your personal information.

6. Security of your personal information

6.1. Insight is committed to ensuring that the information you provide to us is secure. In order to prevent unauthorised access or disclosure, we have put in place suitable physical, electronic and managerial procedures to safeguard and secure information and protect it from misuse, interference, loss and unauthorised access, modification and disclosure.

6.2. The transmission and exchange of information is carried out at your own risk. We cannot guarantee the security of any information that you transmit to us, or receive from us. Although we take measures to safeguard against unauthorised disclosures of information, we cannot assure you that personal information that we collect will not be disclosed in a manner that is inconsistent with this Privacy Policy.

7. Access to your personal information

7.1. You may request details of personal information that we hold about you in accordance with the provisions of the Privacy Act 1988 (Cth). A small administrative fee may be payable for the provision of information. If you would like a copy of the information, which we hold about you or believe that any information we hold on you is inaccurate, out of date, incomplete, irrelevant or misleading, please email us at [email protected].

7.2. We reserve the right to refuse to provide you with information that we hold about you, in certain circumstances set out in the Privacy Act.

8. Complaints about privacy

8.1. If you have any complaints about our privacy practices, please feel free to send in details of your complaints to , Brisbane, Queensland, 4072. We take complaints very seriously and will respond shortly after receiving written notice of your complaint.

9. Changes to Privacy Policy

9.1. Please be aware that we may change this Privacy Policy in the future. We may modify this Policy at any time, in our sole discretion and all modifications will be effective immediately upon our posting of the modifications on our website or notice board.

Please check back from time to time to review our Privacy Policy.

10. Website

10.1. When you visit our website

When you come to our website (https://insightrsa.com) we may collect certain information such as browser type, operating system, website visited immediately before coming to our site, etc. This information is used in an aggregated manner to analyse how people use our site, so that we can improve our service.

10.2. Cookies

We may from time to time use cookies on our website. Cookies are very small files which a website uses to identify you when you come back to the site and to store details about your use of the site. Cookies are not malicious programs that access or damage your computer. Most web browsers automatically accept cookies but you can choose to reject cookies by changing your browser settings. However, this may prevent you from taking full advantage of our website. Our website may from time to time use cookies to analyses website traffic and help us provide a better website visitor experience. In addition, cookies may be used to serve relevant ads to website visitors through third party services such as Google Adwords. These ads may appear on this website or other websites you visit.

10.3. Third party sites

Our site may from time to time have links to other websites not owned or controlled by us. These links are meant for your convenience only. Links to third party websites do not constitute sponsorship or endorsement or approval of these websites. Please be aware that Insight Research Services Associated is not responsible for the privacy practises of other such websites. We encourage our users to be aware, when they leave our website, to read the privacy statements of each and every website that collects personal identifiable information.

Date: 14th July 2020

Statement

Insight is committed to supporting gender equity in our workplace. We aim to ensure that all staff have the same opportunities, rights and respect, regardless of their gender.

Gender equity means fair treatment for all according to their respective needs. Gender equity recognises that within all communities, people of different genders have different benefits, access to power, resources and responsibilities.

It is envisaged achieving gender equality will enable Insight to attract, motivate and retain a diverse and high-performance workforce, reduce the incidence and costs of staff turnover, improve productivity, innovation and creativity, and build social inclusion.

Insight seeks to provide equal opportunity to permanent, fixed-term and casual staff members and officers by addressing issues, attitudes, practices, and structures which negatively impact on gender-based workforce participation and progression.

To ensure fairness, strategies must often be available to compensate for women’s historical and social disadvantages that prevent women and men from operating on an equal playing field. Gender equity leads to gender equality, where there are equal rights, responsibilities and opportunities for people of all genders.

The purpose of this policy is to set out Insight’s principles in ensuring that it maintains a gender equity-based approach to all of its organisational operational activities.

Principles

• Ensure Insight as a workplace provides equitable opportunities for its male and female employees and maintains an organisational culture which supports gender equity.

• Promote a family friendly workplace for people of different genders through the following activities;

• Parental leave options to people of different genders.

• Flexible working arrangements to staff.

• Breastfeeding facilities within Insight buildings.

• Working from home options for staff.

• Maintain awareness around family and domestic violence and having appropriate policy and procedures to support staff.

• Regular review of policy, procedures and strategies to ensure gender equity principles are maintained.

• Create an equitable, respectful and enabling environment for people of different genders within the organisation through the following activities;

• Ensure that there is gender representation in all cross functional teams, interview and assessment panels.

• Ensure that gender equity exists with regard to remuneration of employees.

• Embed Key Performance Indicators in relation to White Ribbon (https://www.whiteribbon.org.au/) in senior management and Chief Executive Officer position descriptions.

• Seek opportunities to encourage gender diversity in positions historically filled by gender stereotypes.

• Demonstrate gender equity social responsibility through the following community related activities;

• Offer support to other local organisations wanting to become accredited through the White Ribbon Program

• Require suppliers to Insight to support the principles of White Ribbon through supplier code of conduct

• Ensure senior representation on external networks that address gender equity issues

• Support external organisations that demonstrate gender equity

Responsibilities

Chief Executive Officer & Executive Leadership Team are responsible for:

• Championing the policy.

Managers & Supervisors are responsible for:

• Communicating policy to all staff

• Adhering to policy

• Addressing issues

Organisational Development are responsible for:

• Reviewing policy

• Communicating policy organizationally

• Advising and assisting managers and supervisors in addressing issues

• Providing regular training / awareness in relation to gender equity

All staff are responsible for adhering to this policy and attending regular training/awareness programs.

Definitions

• Gender* refers to the social, behavioural and cultural attributes, expectations, and norms associated with being female, male, intersex, transgender or gender diverse;

• Gender Equality in the workplace* means ensuring all employees are able to access and enjoy the same rewards, resources and opportunities regardless of their gender.

• Gender Equity* means fair treatment for all according to their respective needs. It may include equal treatment or treatment that is different but which is considered equivalent in terms of rights, benefits, obligations and opportunities;

• Officer means a person, other than an employee, who holds office as a member of the Board of Trustees of the University or of any committee, advisory council or working party of the Board of Trustees.

• Unconscious Bias means a bias an individual may have towards an individual or a group without being consciously aware they do so.

Legislation

For further information related to this policy see:

• Local Government Act 1989

• Equal Opportunity Act 2010 (Vic)

• Charter of Human Rights & Responsibilities Act 2006 (Vic)

• Australian Human Rights Commission Act 1986

• Workplace Gender Equity Act 2012

Responsibility and Review

This Gender Equality Policy is the responsibility of the Management of Insight. This policy was lasted updated 08/2022 and will be review 03/2022.

Statement

Insight RSA is committed to providing a safe and productive working environment for all its staff and interns. Insight recognises that people may, experience severe family or domestic conflict or violence which may impact on their performance, health and well-being. Research shows that 1 in 3 women in Australia (34%) experience violence and abuse in their relationship at some time in their life. At any given time, there are at least 3 million people at work who are living with domestic violence.

To assist staff in this regard, assistance by way of direct support and use of the Employee Assistance Program (EAP) is available.

Insight encourages staff and interns who experience family or domestic violence to seek support and provide access to support and assistance.

Scope

This policy applies to all staff engaged in work and internship in placement within activities of Insight RSA.

Compliance is achieved through adherence to the Principles.

Principles

Insight RSA Requirements

• Ensure that all consultations are conducted in complete confidence between the individual and the Supervisor/Manager or Human Resource Manager;

• All records concerning domestic violence will be kept confidential and only divulged in exceptional circumstances where it is imperative to maintain the safety of the individual and/or other individuals.

Individual Requirements

• Individuals who are experiencing or escaping domestic violence are encourage to advise their Supervisor/Manager or the Human Resource manager in order that the appropriate support in the workplace may be provided;

• Individuals who meet the requirement for Family and Domestic Violence Leave will be eligible, regardless of their role in the circumstances surrounding family and domestic violence leave;

• If requested by the Supervisor/Manager, provide proof of the circumstance of family or domestic violence.

Confidentiality

Individuals who seek support under this policy are entitled to confidentiality. Information will only be divulged in exceptional circumstances where it is imperative to maintain the safety of the individual and/or other individuals of Insight.

Any support arrangements will remain strictly confidential and disclosure will only be made the extent that directions are made to implement the support arrangement e.g. Information Technology is directed to change a work telephone number or payroll is directed to process leave.

Support

Acknowledging customer service delivery and operational requirements, Insight will endeavour to provide such support to meet individual circumstances.

An individual is able to access support by approaching the Supervisor/Manager or Human Resource Manager to discuss the options most suited to their particular situation and the support available. In addition, Insight encourages staff to access its Employee Assistance Program.

Additional leave or other arrangements as approved by the Supervisor/Manager may take the form of:

• The implementation of flexible working arrangements, including changes to working times consistent with the needs of the work unit; and/or

• A change to the individual's work location, telephone number or email address to avoid harassing contact; and/or

• Family and domestic violence leave (see below); and/or

• Other arrangements as approved by the supervisor/manager

Proof of the circumstance may be required by Insight. Proof can either be in the form an agreed document issued by the police service, a court, a medical practitioner, a domestic violence support service, a lawyer, a counselling professional, the EAP Provider or a statutory declaration.

Insight will provide domestic violence training to Supervisors and Managers so that concerns can be addressed proactively with empathy and sensitivity.

Family and Domestic Violence Leave

An individual, including a casual lay staff member, is entitled to 5 days per year of paid family and domestic violence leave for the purpose of:

• Attending legal proceedings, counselling, appointments with a medical or legal practitioner;

• Relocation or making other safety arrangements; or

• Other activities associated with the experience of family and domestic violence.

This leave does not accumulate from year to year.

Family and Domestic Violence Leave will be identified as “Compassionate Leave” when processing the leave payment and for leave records.

Safety

In consultation with the individual concerned, the Supervisor/Supervisor is to give consideration to developing strategies, to ensure the safety of the individual whilst at work/placement including but not limited to:

• Programming mobile phones with emergency and contact numbers

• Screening incoming calls to the employee

• Changing work role/locations (on a temporary basis) to improve safety

Where an abusive partner/family member has come to the workplace and has threatened or harassed the individual or any individual, the police are to be advised immediately. The incident should also be reported to the Site Manager by the Supervisor/Manager.

Training

Insight will provide domestic violence training to Supervisors, Managers and the Human Resource team so that concerns can be addressed proactively with empathy and sensitivity.

Other Services

• In an emergency call the police on 000 (triple zero)

• DVConnect Womensline 1800 811 811 (Queensland) 24 hours, 7 days a week

• DVConnect Mensline 1800 600 636 (Queensland) 9am to 12 midnight, 7 days a week

• Statewide Sexual Assault Helpline 1800 010 120 (Queensland) 7.30am to 11.30pm, 7 days a week

• Elder Abuse Helpline 1300 651 192 (Queensland) 9am to 5pm, Monday to Friday

Responsibility and Review

This Environmental Sustainability Policy is the responsibility of the Management of Insight. This policy was lasted updated 08/2022 and will be review 03/2022.

Intent

This Environmental Sustainability Policy formalises our commitment to supporting the principles of environmental sustainability and recognises that a sustainable environment is central to our lives and our work.

The aim of our Environmental Sustainability Policy is to:

• Implement environmental actions within the company

• Monitor the environmental actions and improvements internally

• Communicate environmental initiatives internally and externally.

Scope

This policy and associated procedures apply to all directors, staff and contractors working for the company.

Policy

Insight respects our relationship with the natural environment and its ecosystems. We acknowledge the adverse impacts that human activity can impose and take actions to prevent degradation of those natural systems.

Insight commits to the following principles and practices:

• Monitoring and managing our environmental performance and working towards targets set to reduce adverse impacts.

• Complying with relevant Australian Commonwealth, State and Local environmental policy, practices, regulations and legislation, and industry-specific legislation.

• Reducing the consumption of natural resources in daily operations, including water, paper and energy.

• Maximising the recycling of resources.

• Disposing of waste appropriately, including e-waste at designated e-waste centres.

• Committing to the principles of preventing pollution to the environment and continual improvement.

• Minimising pollution by taking steps to limit carbon emissions resulting from vehicle and air travel.

• Where possible, encouraging suppliers to meet high standards of environmental performance.

• Communicating this policy to all employees, contractors and other stakeholders, as well as making this policy available to the general public.

• Reporting on the company’s environmental performance in both internal and external communications, where relevant.

• Reviewing this policy annually and measuring targets and performance as part of that review.

Responsibility and Review

This Environmental Sustainability Policy is the responsibility of the Management of Insight. This policy was lasted updated 08/2022 and will be review 03/2022.

Definitions

For the purpose of conducting research in Australia:

Children are defined as individuals under 14 years;

Young people are defined as individuals aged 14-17 years;

Vulnerable persons include, but are not limited to, people with disability, those experiencing homelessness or other disadvantages, people with serious medical conditions and people with culturally and linguistically diverse backgrounds;

Sensitive information includes information or an opinion about an individual’s:

· Racial or ethnic origin

· Political opinions or associations

· Trade union membership or association

· Religious or philosophical beliefs or affiliations

· Sexual orientation or practices

· Criminal record

· Health or genetic information

· Some aspects of biometric information

Consent requirements

When collecting data from children, young people or participants considered to be vulnerable, Insight shall:

a) Obtain consent from a parent, guardian, or responsible adult after providing them with sufficient information about the research process;

b) Exercise due care during the consent and data collection process. This may include additional training of fieldworkers and additional fieldworker’s guidelines.

Insight will also obtain consent from a parent, guardian, or responsible adult when photographing or recording children, young people and vulnerable persons, even when no other identifiable research information is being collected.

Where permission to collect data from children and vulnerable persons has been obtained, the permission shall be renewed at least every 12 months or at the next invitation to participate, whichever is most frequent.

Consent process

Prior to any interview, Insight will ask the age of the child or young person to identify if parental consent is required. If parental consent is required, a consent form must be completed by the responsible adult. If an adult is not present or unable to give consent immediately, the child will be asked for the adult’s contacts details to gain consent before proceeding.

Insight will never approach a child in a public place for an interview unless they are accompanied by an adult.

Prior to gaining consent from the responsible adult, they will be given details regarding the project. These details will outline:

a) The name and contact details of Insight

b) The type of information to be collected (including any photography or videos)

c) The reasons for selecting the child

d) Any impact the interview may have on the child

e) An explanation of the type of activities involved

f) A description for the procedure for giving consent (i.e., the consent form)

g) The description of how the child’s identifiable research information will be used and protected

h) Any incentives being offered

i) That participation is voluntary and the individual may withdraw from the interview at any time.

If the child is asked to test a product, the responsible adult must be given enough information on the product so they can make an informed decision about the child’s participation. Where practicable, the adult should be allowed to see the product to check that it is safe to handle, use or eat prior to the child gaining access to it.

Data collection process

When conducting an interview with a child, young person or vulnerable person, Insight will:

a) Conduct the interview in circumstances that support the physical and psychological safety and well-being of the participant.

b) If the interview is face-to-face, ensure a responsible adult is always present.

c) Ensure that any individuals coming into contact with the participant are suitable for the task and trained in conducting research with children, young people and/or vulnerable persons and in recognizing vulnerability.

d) Provide the aforementioned individuals with a specific briefing on the project and possible impact on participants.

Insight will ensure the subject matter and language used is:

a) Appropriate for the children, young people, or vulnerable persons participating in the project.

b) Not upsetting or has the potential to cause harm.

c) Age appropriate and will not mislead or confuse the participant.

Regulatory requirements

If engaging in activities that involve children, young persons or vulnerable persons, Insight employees will be required to hold the appropriate Working with Children Checks (WWCC) or Working with Vulnerable People checks (WWVP) for the respective state in which the work will be conducted.

If subcontractors/outsourced providers are engaged for activities that involve children/young persons, Insight will ensure the provider holds the appropriate WWCC or WWVP checks for the respective state in which the work will be conducted.

This link will be used as a reference to identify the regulatory requirements for the different Australian states and territories.

Suspected child abuse

If, during an interview, an Insight employee has reasonable grounds to suspect some form of child abuse within the household, they must report the suspected case to child protection services.

Forms of abuse include:

· Physical abuse

· Sexual abuse

· Emotional abuse

· Neglect

All Insight employees will familiarize themselves with the specific requirements applicable in their state using the information here.

Workplace health and safety Policy to be announced

Customer complaints policy to be announced

Fire Safety Policy to be announced.