Reasonable adjustments and accommodations
The workplace adjustments Just Gold provides, how to request them and what managers must do.
Easy Read
This policy is about changes that help you work well.
We change the work to suit you, not the other way round.
Changes can include flexible hours or quiet spaces.
Changes can include different tasks or working from home.
You do not need a diagnosis or paperwork to ask.
Talk to your manager or email the CEO.
Managers must answer without judgement or delay.
Nobody is punished for needing a change.
In plain language
Just Gold changes the work to suit the person, not the other way around. Adjustments can include flexible hours, quiet spaces, changed tasks or remote work. You do not need a diagnosis or paperwork to ask. Just talk to your manager or email the CEO. Managers must respond without judgement or delay.
Full policy
Section 8: Accessibility and inclusive practice
Inclusion is more than a value; it is a requirement. This section outlines how we ensure accessibility in our operations, communications, service design, and staffing. It affirms our commitment to intersectional practice, cultural safety, and the active dismantling of systemic barriers.
Policy statement
We don’t ask people to ‘fit in’. Just Gold provides adjustments to ensure team members can thrive, not just survive, at work. Adjustments are proactive, ongoing, and not conditional on disclosure or diagnosis.
Examples of adjustments
- Flexible hours or meeting free days
- Quiet workspaces, noise cancelling tools, or sensory supports
- Task modification or role adjustments
- Support with written communications, executive function, or transitions
- Hybrid or remote work as standard
Process
- Team members can request adjustments via a direct conversation with their manager, or by emailing the CEO.
- No documentation or explanation is required unless the person chooses to provide it.
- Adjustments will be reviewed regularly and adapted as needed.
Manager responsibilities
- Respond without judgement or delay.
- Ensure no one is penalised or excluded due to adjustment needs.
- Normalise conversations about access, not pathologise them.
Application
Applies to all staff, interns, and contractors. Also informs recruitment, performance conversations, and team planning.
- Status
- Under review
- Version
- 2.0
- Last updated
- 14 May 2025
- Effective date
- 14 May 2025
- Review date
- March 2027
- Owner
- CEO, Just Gold