1. Introduction: At Good Drinks Australia, we believe in encouraging a culture of innovation, diversity, and growth. This recruitment policy reflects our commitment to attracting and hiring exceptional talent that aligns with our values and supports our vision for the future. We are committed to maintaining a fair, ethical and socially responsible recruitment process.

2. Equal Opportunity and Diversity: We are dedicated to providing equal employment opportunities to all individuals, regardless of their race, gender, age, sexual orientation, disability, or cultural background. Our commitment to diversity and inclusion drives our recruitment efforts. We unequivocally oppose the recruitment and employment of child labour in any form. We adhere to the International Labour Organization (ILO) conventions and local laws that prohibit the employment of children below the legal working age. We will not engage in any practices that exploit children, and we will take all necessary steps to prevent child labour in our operations and supply chain.

3. Youth Workers We recognise the importance of providing opportunities for young individuals to gain valuable work experience while ensuring their safety, development, and well-being. Our provisions for youth workers are as follows:

a. Legal Compliance: We will comply with all local laws and regulations related to the employment of youth workers. We will ensure that any individuals below the legal working age are not employed in positions that could be hazardous or detrimental to their health, education, or development.

b. Working Hours and Conditions: Youth workers will be provided with appropriate working hours and conditions that prioritise their health and well-being. We will ensure that their work does not interfere with their education and personal development.

c. Training and Mentorship: We will offer necessary training and mentorship programs to youth workers to help them develop skills, learn about workplace ethics, and understand their rights and responsibilities.

d. Age Verification: We will establish robust age verification procedures during the recruitment process to ensure that all youth workers meet the legal working age requirements.

e. Parental/Guardian Consent: For youth workers below a certain age, we will require written consent from their parents or legal guardians before employing them. This will ensure that all stakeholders are aware of and supportive of the young individual's employment.

f. Monitoring and Feedback: We will regularly monitor the well-being and performance of youth workers and provide a platform for them to provide feedback. This will allow us to address any concerns, make necessary adjustments, and ensure a positive work environment.

4. Job Analysis and Role Definition: Prior to initiating recruitment, we conduct comprehensive job analysis to outline the specific skills, competencies, and responsibilities required for each role. This ensures that our hiring process is targeted and effective.

5. Sourcing Channels: To attract a diverse pool of candidates, we utilise a range of sourcing channels such as online job boards, social media platforms, industry networking events, university partnerships, and collaboration with diversity-focused organisations.

6. Application and Screening: Applications are reviewed by our HR team, who assess candidates based on their alignment with role requirements and our company values. Shortlisted candidates move forward to the interview stage.

7. Interviewing Process: Our interview process is designed to evaluate candidates comprehensively. It includes behavioural interviews, technical assessments, and opportunities for candidates to showcase their alignment with our values.

8. Selection and Decision-Making: The final selection decision is made based on a combination of interview performance, skills assessment results, and cultural fit. We prioritise candidates who demonstrate a commitment to our values of innovation, collaboration, and continuous learning.

9. Reference Checks and Background Verification: Upon selection, we conduct thorough reference checks and background verifications to validate the candidate's professional background and ensure their alignment with our values and expectations.

10. Offer and Onboarding: Selected candidates receive job offers outlining compensation, benefits, and expectations. Our onboarding process is designed to help new employees integrate smoothly into our culture and contribute from day one.

11. Timelines and Communication: We maintain transparent communication with candidates throughout the process, from acknowledging receipt of applications to providing timely updates on their application status. Feedback is provided whenever possible.

12. Feedback and Continuous Improvement: We value feedback from candidates, interviewers, and other stakeholders. Regularly collected feedback helps us refine our recruitment process, ensuring it remains progressive, efficient, and candidate focused.

13. Confidentiality and Data Protection: Candidate information is treated with the utmost confidentiality and stored securely. We adhere to relevant data protection laws to protect candidate privacy.

14. Training and Development: Our interviewers and hiring managers undergo training to conduct inclusive and equitable interviews. This training promotes fair assessments and ensures a positive candidate experience.

15. Policy Review: This recruitment policy is reviewed annually to ensure alignment with our evolving business needs, Australian employment laws, and industry best practices.

By adhering to this recruitment policy, Good Drinks Australia and its subsidiaries aim to build a dynamic and diverse workforce that drives innovation, fosters collaboration, and contributes to our growth in the Australian business landscape.

Date of Policy Approval: [01/08/2023] Policy Owner: [Emma Cross – People and Sustainability Manager]