The careers of successful senior executive women have four key characteristics in common, and they're areas that HR departments can influence to make the path easier for others, according to researcher and leadership coach Kerry Baxter.
From 1 April, organisations with more than 100 employees will need to report on the gender composition of their workforce and boards, along with their gender pay equity strategies, and more.
Many organisations will find themselves without a pipeline of professional female talent if they don't take steps soon to mainstream flexibility, according to a panel of diversity experts.
Simplified organisational structures will help businesses respond to an increasingly unpredictable global environment, but this will require HR departments to develop a deeper understanding of the business itself so they can align talent strategies with company objectives, according to new research from ManpowerGroup.
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.
One reason why little or no progress is being made in achieving gender equality in the workplace could be a lack of respect between female employees, according to the latest Leadership Management Australasia (LMA) survey report.
One of the most useful things HR professionals can do to improve gender equality is promote flexible working to male employees, according to speakers at a diversity debate last week.
Structured interviews can help guard against gender bias during recruitment, but employers also need to use slightly different processes when dealing with unsuccessful internal candidates in order to improve gender diversity, according to new research.
Employers have a "legal and moral obligation" to address pay equity, and should analyse their payroll figures in case there's a gender gap they are not even aware of, says the Workplace Gender Equality Agency's Heidi Sundin.
Workplace bullying complaints continue to pose significant challenges for employers, including where the behaviour doesn't meet the legal definition of bullying or the threshold to make a claim. Watch this HR Daily Premium webcast to understand key lessons from cases where bullying complaints interact with other claims and issues.
What constitutes "best practice" when managing neurodiversity at work is evolving all the time. Watch this HR Daily Premium webcast to learn how to embed neuroinclusive practices into HR programs and every stage of the employment lifecycle.
