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.
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.
Employers that want to achieve long-term success need HR to create a workforce that generates a sustainable advantage - but according to Melbourne Business school associate dean Professor Ian Williamson, the majority haven't figured out how.
Most organisations approach leadership and diversity as a choice between "extremes", when they really should be integrating different models and ideas, according to organisational culture expert, Fons Trompenaars.
A new study identifies recruitment and retention as "the number one business case for diversity", but says many organisations are failing to link their business case to action, or move beyond the "foundation stage" of their strategy.
Many employers assume they're "doing the right thing" when they stop communicating with employees on maternity leave, but according to seasoned executive Janine Garner, this is an ineffective - and potentially damaging - business strategy.
All employers should consider putting in place a workplace s-xual harassment prevention plan, even though such plans are only expressly prescribed in one jurisdiction, according to a risk management expert.
Recent events have shone a spotlight on whistleblowing, placing employers firmly on notice that their response to a protected disclosure could be subject to intense scrutiny. Watch this webcast to understand the role HR plays in this challenging space.
