Fiji Fair is about commitment… a commitment to our workers to provide a safe, productive and harmonious work environmen, a commitment by management staff to comply with international standards of humane and respectful supervision, a commitment to our buyers and end users that we will continue to ensure the products you purchase have been made with no aggression, no disrespect, no abuse and no tolerance for unacceptable behavior and unacceptable working conditions. Fiji Fair means that you can sell or wear an item produced by any TCF Council member and be confident the product is well-made and honours fundamental human rights in every link of the supply chain.
Equal opportunity is a term with numerous definitions. Some use it as a descriptive term for an approach intended to provide a certain social environment in which people are included in the activities of society, such as education, employment or health care without bias.
AusAid, a contributing organisation to the Fiji’s TCF industry funds independent audits on makeitinfiji.com members to ensure that member organisations comply with mandatory local labour regulations. Members that fail to adhere to these practices face possible expulsion from the industry council.
Within the TCF Industry in Fiji, equal opportunity practices include measures taken by member organisations to ensure fairness in the employment process. A fundamental definition of equality is the concept of equal treatment and respect.
All members of the TCF Fiji Industry are legally obliged to create a fair, safe and productive work environment. The industry aims to ensure that all employees are treated fairly, receive an acceptable standard of pay and enjoy a work environment that is free from discrimination, bullying, harassment and vilification.
The TCF Industry within Fiji defines discrimination, bullying, harassment and vilification as follows:
Discrimination – occurs when a person is treated less favourably than others on the grounds of age, disability, medical condition, race, sex or gender preference, marital status, religion, political opinion, criminal record (when irrelevant), trade union activity, pregnancy or family responsibilities. It also includes indirect discrimination – when a rule, policy or practice has an adverse effect or result on a person or group and it is unreasonable in consideration of relevant circumstances.
Bullying – the persistent and ongoing ill-treatment of a person that victimises, humiliates, undermines or threatens that person. This should not be confused with a manager's right to properly exercise their authority in a professional manner in accordance with Fiji Industrial Relations Regulations to give legitimate direction, performance appraisals and to deal with possible complaints of bullying.
Harassment – unwelcome, offensive, humiliating or intimidating behaviour or comments aimed at a person or group that makes the person or group feel belittled, intimidated, insulted and/or offended.
Vilification – occurs when a person speaks or writes in an insulting, abusive or defamatory way about or to a person or group. Vilification is commonly associated with the incitement of hatred towards a person due to their race or religion.