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Cultural Leave for Culturally and Faith Diverse employees

Owned by Khaila Prasser
Last updated: Nov 19, 2024 by Khaila Prasser
8 min read

Future Group is strongly committed to diversity, equity, and inclusion for all its staff. As a business that exists to build a future free from climate change and inequality, it is vital we pursue equity for our staff and stay true to our purpose.

This Cultural Leave policy is a key milestone in the pursuit of our purpose. Please take some time to read this policy, ask us questions, or give us feedback. Thank you for keeping the company accountable.

Background

What is Diversity, Equity & Inclusion (DEI)? 

Organisations and institutions often use the term DEI, which stands for three interlinked values of diversity, equity, and inclusion. Diversity refers to unique identities, beliefs, and backgrounds people have. The concept of Equity represents fair and just treatment for all people to address and mitigate systemic barriers and promote equal outcomes. Inclusion promotes people feeling safe, valued, and integral in a group regardless of their diverse backgrounds. 

DEI refers to multiple facets of peoples’ identities and experiences, including but not limited to our cultures, faith, ethnicity, socio-economic status, sex, gender identity, sexuality, health and disabilities, age, caring responsibilities, and education. The intersectionality of identities makes it incredibly hard to have a one-size-fits-all approach for achieving DEI across the board. This policy is one of the many tools to progress DEI for culturally and/or faith diverse people in their workplace.

Why is it important? 

Culturally and/or faith diverse people are often underrepresented and marginalised throughout their lives, which contradicts the values of DEI. Australia’s history is rooted in colonisation, exploitation, and injustice. Unfortunately, our current systems and norms are a product of historical inequalities, and continue to foster unfair outcomes for culturally and/or faith diverse people. 

These barriers are reflected in the ASX200, where in 2018 only 4% of CEOs were of non-European background (and 0% First Nations representation), despite making up 24% of the population. These realities around Australia’s colonial past and nonrepresentative leadership means the cycle of negative impacts on culturally and/or faith diverse people keeps continuing. 

Just and safe workplaces can only be achieved for culturally and/or faith diverse people by prioritising representation across business levels, challenging systemic barriers to equitable experience of work, and encouraging meaningful inclusion of all people.   

DEI and the workplace

FG is strongly committed to DEI. Our purpose of building a future free from climate change and inequality requires the recognition of racism and discrimination in Australian workplaces and society. The current system can and has caused significant damage in the lives of staff who identify as culturally diverse and/or who participate in celebrations of faith, customs and observances. Beyond recognition, we commit to actively finding ways to decolonise the workplace. 

This policy formalises and legitimises the significance of occasions and activities of diverse cultures, religions, faiths and spiritual practices. We do this by embracing the cultural and faith calendars of Australia’s diverse population and acknowledge the limitations of the current calendar which has predominantly Anglo-centric celebrations and observances. 

While this policy is not a solution to deep-rooted problems in Australia, it aims to play a part in our journey towards a more equal workplace and society.

The purpose 

The purpose of this policy is to promote the values of equity through the provision of Cultural Leave for culturally and/or faith diverse people at FG. 

In this policy, “workplace” includes all locations in which people in the FG team (including, but not limited to, employees, directors and independent contractors) are required or approved by FG to perform their official duties.

Scope

This policy applies to all culturally and/or faith diverse FG employees. Certain parts of the policy may be applicable to different people based on their role at FG, such as managers and independent contractors.

Our commitments 

  • Full-time culturally and/or faith diverse employees (either on a permanent or fixed-term contract) are entitled to a maximum of up to 4 paid Cultural Leave days per financial year.

  • Paid Cultural Leave will be pro-rated and available each financial year for eligible culturally and/or faith diverse part-time employees (either on a permanent or fixed-term contract). 

  • Paid Cultural Leave is pro-rated for eligible employees in the following way:

    • Eligible employees who typically work 4-5 days per week (or 30 - 37.5 hours per week) are entitled to a maximum of up to four paid Cultural leave days per financial year.

    • Eligible employees who typically work a total of 3 days or less per week (or 22.5 hours or less per week) are entitled to a maximum of up to three paid Cultural leave days per financial year.

  • FG employees employed on a casual basis and independent contractors do not have any paid leave entitlements. Therefore, culturally and/or faith diverse casual employees or contractors will not have access to paid Cultural Leave. However, FG recognises the need for all to observe events significant to their culture and/or faith. All culturally and/or faith diverse casual employees and contractors are entitled to the flexibility to swap out days they usually work where they need to observe events significant to their culture and/or faith to days not usually worked.

  • Employees entitled to Cultural Leave can access it at any point in a financial year (i.e. they are not required to take all 4 days consecutively, although they could if they wish).

  • Paid Cultural Leave will not accrue. Any unused paid Cultural Leave will lapse on 30 June every year. 

  • Any unused Cultural Leave balance will not be paid out upon an employee’s departure from FG.

  • Paid Cultural Leave can be combined with other types of leave offered by FG, with the exception of Mental Health Leave. Employees should refer to the leave guidelines on Confluence for further information. We encourage employees to prioritise taking their annual leave to maintain personal well-being.

  • All leave requests must be submitted on Employment Hero. We ask employees to submit leave requests at least 2 weeks in advance. However, FG also recognises some culturally significant events may not allow for advance notice and will work to accommodate requests at short notice, as is the case for personal leave. 

  • Managers are encouraged and expected to facilitate flexibility for any culturally and/or faith diverse full-time employees, part-time employees, casual employees or independent contractors to observe events significant to their culture and/or faith.

  • Managers are provided with information to support their direct reports access this leave.

Rights and Responsibilities

All employees are strongly encouraged to:

  • Understand this policy and seek clarification from People & Culture or management where required;

  • Consider this policy while completing work-related duties and at any time while representing FG;

  • Support fellow team members in their awareness of this policy;

  • Support and contribute to FG’s aim of providing an equitable and supportive environment for all team members; and

  • Seek assistance from their manager, supervisors and/or the People Programs and DEIB Specialist if they have any concerns or are having difficulties.

Additional Responsibilities of Directors, Managers, Supervisors and People Programs and DEIB Specialist

Directors, managers, supervisors and the People Programs and DEIB Specialist have a responsibility to:

  • Ensure that all team members are made aware of this policy; and

  • Actively support and contribute to the implementation of this policy, including FG’s commitments.

As noted above, culturally and/or faith diverse employees might seek paid leave to observe, attend, or celebrate events significant to their culture and/or faith. Managers should not expect employees to justify the importance of events when applying for Cultural Leave. Certain traditions and customs may be extremely sensitive, personal or private, and employees might not be comfortable discussing these details with their manager(s) or the company. 

Additionally, what is and is not significant to culturally and/or faith diverse employees is rooted in the intersectionality of their identities, and should not require any justification. A requirement to “prove” the significance of certain days, dates or events  risks additional stigmatisation, with the potential to create an undue psychological burden on employees.

This policy will be effective and inclusive only when employees don’t face barriers or stigma when seeking out Cultural Leave. To reduce these barriers, this policy puts the responsibility on managers to encourage and facilitate Cultural Leave uptake. In case a manager wants to deny a Cultural Leave request from an employee, they’re required to justify this denial to the employee as well as the People & Culture team.

Communication  

This leave policy is an effort to make FG a more diverse, equitable, and inclusive organisation. While launching this policy is a vital step, its success depends on the awareness and understanding all staff share around the importance of such policies. FG will ensure that:

  • All team members receive a copy of this policy during the onboarding process, and understand their obligations and rights under this policy;

  • This policy is easily accessible by all members of the organisation;

  • Specific attention will be paid to socialising this policy and its implications with the SMT and Culture Club to reduce barriers and encourage uptake;

  • All team members are informed when a particular activity aligns with this policy;

  • All team members are encouraged to actively contribute and provide feedback to this policy; and

  • All team members are notified of all changes to this policy.

If you have any questions, comments or suggestions about this policy, please comment directly on this document or reach out to People & Culture or your manager. 

Additional policies and resources

  • FG is committed to DEI principles and expects all employees to complete anti-racism training. This training will provide key context about racism and equity. 

  • For a quick refresher or more resources, check out these anti-racism resources on Confluence.

  • All culturally diverse employees are invited to join #SuperGlobal, an employee resource group on Slack. Please reach out to the Diversity Equity and Inclusion Officer for more details or to join the group.

  • Some people might also require additional financial support to observe days that are significant to their culture and/or faith. Permanent employees can apply for a Future Super Group Employee Support Loan. Further information can be found in the  Employee Support Loan Guidelines. 

  • Employees that are interested to learn more about (a few) significant days for culturally/or and faith diverse people can access this calendar crowd-sourced by SuperGlobal members.  

  • Additional support is available. Reach out to the Diversity, Equity and Inclusion Officer if you have any questions, concerns, or feedback (the Diversity, Equity and Inclusion Officer will be able to get support from #superglobal where appropriate).

  • If employees have any questions around leave entitlement, or think they have been denied leave they are entitled to, please speak to your manager or contact a People and Culture Representative for next steps.

Definitions

Casual Employee

Casual employees are not employed on a permanent or ongoing basis. Even though they may work regular hours each week, there is no firm advance commitment by the company to ongoing work with an agreed pattern of work. Casual employees do not have paid leave entitlements. They are therefore paid a casual loading in addition to their base hourly salary rate. Casual employees are entitled to be paid superannuation by their employer.

Cultural Leave

FG acknowledges the importance of customary and cultural obligations for culturally and/or faith diverse employees. Cultural Leave may be taken for the following purposes: 

  • Observance, attendance, or celebration of ceremonies or events significant to a person’s culture and/or faith (e.g. Diwali, Eid, Hanukkah, Lunar New Year and Shraddha etc.)

  • Observance, attendance, or celebration of historically significant days or events (National Independence Days, relevant Memorial Days etc.)

The diversity of people, cultures, histories, and experiences means there are numerous cultural, faith, ceremonial, and significant dates FG employees might want to participate in. Therefore, this policy does not have a prescriptive list of days or events when employees can use their paid Cultural Leave entitlement. The above examples are a guide only and are a non-exhaustive list of days or events. 

Full-Time Employee

Full-time employees have an advance commitment to ongoing employment and can expect to work regular hours each week. At FG, full-time employees can expect to work 37.5 hours each week. They have paid leave entitlements. Full-time employees are entitled to be paid superannuation by their employer.

Part-Time Employee

Part-time employees have an advance commitment to ongoing employment and can expect to work regular hours each week. Part-time employees work fewer hours than full-time employees so their salary is prorated to reflect this. They have paid leave entitlements. Part-time employees are entitled to be paid superannuation by their employer.

Independent Contractors

Independent contractors provide services to another person or business. They aren’t employed by that person or business. Independent contractors usually negotiate their own fees and working arrangements and can work for more than one client at a time. Because independent contractors are not employees, they are not entitled to superannuation or paid leave under the law.

Some fine print

Any obligation contained in this policy does not create contractual rights. Any benefits or entitlements described in this policy is discretionary and Future Group has the right to change, remove or replace any obligation, benefit or entitlement at any time. 

If you have any questions, please email us at peopleandculture@futuresuper.com.au

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