At Art Processors, we ensure all our people are educated in diversity, equity and inclusion best practices to ensure a safe and inclusive working environment. Our policies include a Non-binary Inclusion Guide, Trans & Gender Language Guide, Ramadan FAQ and a Gender Affirmation Policy. 

We also believe that days off should also align with your values or dates of significance in your culture. That's why we offer flexible public holidays. For example, a team member in Australia might swap their state's Labour Day for Eid, Passover or Diwali and choose to work on Labour Day. In the United States, you might swap Indigenous Peoples' Day (Columbus Day) for Yom Kippur or International Day Against Homophobia, Transphobia, and Biphobia. These are just some examples—you may swap for any day of significance that aligns with your beliefs.

Art Processors is a firm and vocal supporter of equal rights and participation, both in our internal community and across the world. With the recent regressive decisions made in the United States to remove the option for a person to terminate a pregnancy prior to fetal viability, we implemented a Reproductive Health Services Support Policy. 

This policy applies to all employees based in the United States who are located in a state where reproductive health services are illegal, those employees' domestic partners, and their dependents. We provide financial assistance to cover the cost of flights and accommodation expenses up to the value of $2,500 per employee for anyone on our team who needs to travel in order to access reproductive health services.

Experiences of menstruation and menopause can be very debilitating, yet we have been enculturated to mask their existence in the workplace, at schools and at home. At Art Processors, we support employees in their ability to adequately self-care during their period or menopause, ensuring team members are not penalised by having to deplete their sick leave. Periods and menopause are not a sickness after all. We offer one paid day per month of menstrual or menopause leave. Our policy also seeks to remove the stigma and taboo surrounding menstruation and menopause

We are committed to providing a safe and inclusive workplace for all team members who identify as trans and/or gender diverse. In line with our values, everyone on our team is expected to treat others with dignity, courtesy and respect. We greatly value diversity among our people and will not tolerate discrimination.

Our Gender Affirmation Policy aims to ensure that team members affirming their gender are properly supported, can easily access relevant entitlements, and are treated equally in a safe and inclusive workplace. All team members who are transitioning can access 20 days paid leave for the purpose of affirming their gender. We also provide a $500 stipend to support costs associated with gender affirmation.

We offer a free and confidential Employee Assistance Program in both the USA and Australia. Whether you are experiencing stress at work, at home, depression, anxiety, or other mental health-related challenges, our EAP can help match you with the best clinician to help you. These services also offer business and professional coaching that can assist you with all things work and career related. Whether you want to articulate your goals for the year ahead, improve your leadership skills, build your resilience or prepare for a challenging conversation, the choice is yours.

In 2022, we expanded our Mental Health and Wellbeing Policy to include family wellbeing with the aim of reducing the tension that can exist between work and family goals. Everyone on our team is encouraged to be mindful of family wellbeing when making work-related requests, such as rescheduling meetings that may conflict with school drop-off and pick-up times.

Art Processes is committed to providing a supportive environment that is respectful of team members' life needs, and we support parents through all stages of parenthood. Our Parental Leave Policy specifically supports our team members in the first 24 months after the birth, adoption, or formal foster care of their child/ren.

We offer 20 weeks of paid parental leave to parents who have been with Art Processors for 2 years (16 weeks after one year and 8 weeks after 6 months). This can be taken when and how you choose within the first 24 months of the child's birth, offering maximum flexibility to all parents.

The definition of parent in our policy is deliberately open to include a parent by birth, a parent by adoption, a parent by surrogacy, and/or a parent by full-time ongoing foster care. This policy applies to all caregivers including single-parent families and same-sex parents. 

When you return to work, we continue to support you in this huge life change. We pay for full time hours for the first four weeks after returning from parental leave but only require you to work 50% of those hours, and we give all parents a $500 allowance to help with any return to work costs associated with parenting such as the purchase of a breast pump or office (home or Art Processors office) technology or equipment.

Life doesn't always go to plan and there are times when you will need leave to help you respond to different needs that arise in your life.

As an organisation, we support team members as much as possible so we offer our people up to 5 additional days of paid life leave to support high-pressure life situations. 

We observe a 'Meeting Free Monday' in Australia and 'Meeting Free Friday' in the US. This allows our people to carve out dedicated time for deep work, focus time and the space for creativity and thought leadership.

We recognise the difficulty working carers can have when trying to harmoniously manage their professional and personal responsibilities. To this end, we endeavor to provide team members with a range of options to support caring responsibilities.

Our Support for Carers Policy includes breast milk shipping, reimbursements for school holiday programs and after school care, emergency childcare, back up carer's leave, access to the Circle In platform, and emergency respite care.

We've also expanded our Support for Carers Policy to include support for eldercare and Aboriginal kinship, ensuring staff members with these types of caring responsibilities can access emergency respite care, back-up carer's leave and/or support groups.