The Intouch work environment is fair, challenging and rewarding. We have a number of workplace policies and procedures we expect our people to adhere to. These policies help ensure that equal opportunities are afforded to everyone to develop knowledge, skills and experience and contribute ideas freely.

Anti-discrimination and anti-harassment

We strive to foster a work environment where everyone is treated with equal respect and dignity and they feel able to achieve their maximum potential. We respect diversity in our people, their ideas, work styles and perspectives. We believe diversity is critical to providing excellent customer service. It fosters innovation and helps grow our business.

Intouch does not tolerate discrimination or harassment on the basis of the following characteristics:

• colour
• descent
• ethnic origin
• national origin
• social origin
• race
• religion
• religious beliefs
• age
• gender
• marital status
• sexual preference
• physical, intellectual, psychiatric, sensory, neurological or learning disabilities
• physical disfigurement
• carrying a disease-bearing organism
• pregnancy or potential pregnancy
• irrelevant criminal record
• medical record
• trade union activity
• political opinion
• transgender
• family or carers responsibilities
• being an associate of someone with (or imputed to have) any of the above attributes.

Recruitment, selection and appointment

Intouch recruits and selects staff who demonstrate attributes that are consistent with its values and culture and committed to aiding the organisation achieve its strategic direction. Recruitment and selection of staff complies with all legal requirements and the equal opportunity and human resource policies adopted by the organisation.

• Intouch will select applicants based on their ability to meet key selection criteria identified for the specified position.
• All appointments will be based on thorough, objective evidence and adhere to the guidelines.
• Appointments will be made based on a large pool of qualified applicants, attracted by internal and external advertising.
• Intouch encourages career development within the organisation, therefore in situations where multiple applicants equally meet the selection criteria, preference will be given to the internal applicant. 
• Recruitment and selection processes will be conducted on the basis of fair and equitable treatment of all applicants.
• All processes will be conducted confidentially to preserve the integrity of the process.
• Recruitment and selection processes will be consistent, transparent, professional and timely.

Remuneration and rewards

Our remuneration and rewards policies aim to attract, motivate and retain the most qualified people and support company strategies by rewarding employees based on individual performance.

Our remuneration and rewards are based on the following three principles:

• alignment with current market conditions in the industries, countries and regions in which we do business
• compliance with all relevant laws and the company's standards of business conduct
• differences in remuneration based on the relative performance of the business, assets and individuals.

Performance management

The performance management policy applies to all people employed by Intouch. It recognises the mutual obligations for both managers and employees to be responsible for their performance. Performance management is a two-way process between managers and employees, focused on the achievement of agreed goals.

Managers will ensure that performance management processes are in place and operating effectively. Employees will be involved in performance management processes that enable them to be effective and efficient in their work. They will have access to appropriate information and opportunities for knowledge and skill development. Agreed outcomes will be recognised through the provision of balanced, objective feedback about performance.