Discrimination | Page 30 (386 items)

Employers and particularly their HR departments could avoid the bulk of complaints about pregnancy discrimination through good communication with employees, according to a partner at Hicksons law firm.

Well-intending organisations risk unwittingly harming the cause of employment diversity if they don't invest time and expertise to help their new recruits beyond the starting line, according to a workplace strategy consultant.

Since legislative amendments took effect in August, every complaint and enquiry to the Human Rights Commission about s-xual orientation, gender identity and inters-x status has been related to employment, so it's clear that employers have some work to do, according to Commission President, Professor Gillian Triggs.

What are your organisation's obligations when an employee's illness or injury has the potential to affect their ability to perform in a role?

Employers that want to keep pace with the rest of the world must adapt their organisations to welcome employees from different cultural backgrounds, but too many expect immigrants and foreign workers to simply 'fit in', says growth strategist and culture specialist Pamela Young.

A recent court case sends a timely reminder that whenever HR professionals communicate something negative about an employee to anyone other than that person, they should beware of defamation risks, says Lander and Rogers partner Neil Napper.

HR professionals should develop a strong business case, and frame internal discussions about diversity in terms of workforce sustainability and inclusion, to avoid them being perceived as "special treatment for a special group", according to a new report.

Most employers recognise the need to be aware of cultural idiosyncrasies when doing business in other countries; but when it comes to doing business with men and women, important differences are all too often overlooked, says neuroleadership expert Silvia Damiano.

Is your organisation making progress on gender equality? Is it measuring this progress systematically? A set of public guidelines and templates released last week will help businesses answer these questions and more, Chartered Secretaries Australia CEO Tim Sheehy told a launch in Sydney last week.

Many practical and legal risks can arise when employees work from home or remotely, and not just from ongoing formal arrangements, but also occasional and after-hours work. Watch this webcast to understand how to assess whether an employee has a right to work remotely; understand the legal and practical issues arising from remote work; and more.