Diversity & inclusion | Page 41 (553 items)

Sixty three CEOs have committed to addressing gender bias in their organisations, as part of a Federal Government pay equity campaign.

• How to embed a career development culture
  
• Graduate salaries stable, as gender gap narrows
  
• Jobseeking is "always on"
  
• Redouble inclusion efforts to combat racism

• Eight strategies for engaging and retaining older workers
  
• "Purely decorative" competencies a common problem
  
• Unclear job ads a major gripe for jobseekers
  
• Video gaining popularity in recruitment

• "Inclusive leadership" requires six traits
  
• One in two workers support social media screening for certain roles
  
• Workers biased against older colleagues
  
• Male employees more likely to be s-xually harassed by men than women
  
• Confidence returning to recruitment market

Employers keen to understand the risks they face as mature-age workers retire often go about it the wrong way, according to an expert on diversity and inclusion.

Workplace re-entry of employees who have been affected by domestic violence should be handled with the same level of sophistication as a return-to-work plan for illness or injury, according to an HR manager.

The number of employers benchmarking their inclusion and equality initiatives for lesbian, gay, bisexual, transgender and intersex (LGBTI) workers has more than doubled in the past five years, and "best practice" in this area has evolved significantly, according to employer support organisation Pride in Diversity.

Reaping the business benefits of a more diverse workforce will not happen without a genuine, long-term commitment to embed inclusion efforts throughout the organisation, according to lawyers at Herbert Smith Freehills.

The Federal Government's move to restrict so-called 'double-dipping' of parental leave is an unnecessary setback for recent progress in making workplaces more family friendly, says Diversity Council Australia CEO Lisa Annese.

Moving to a values-based recruitment process has enabled an employer to dramatically lift female representation in its workforce.