Difference in the workplace often creates misunderstandings that give rise to conflict, but with the right management approach, difference can lead to respect, says Macquarie University professor of management Lucy Taksa.
Organisations are building some "quick wins" toward their diversity targets by boosting the numbers of senior women in traditionally female-dominated areas of business, but gender diversity experts say they need to broaden their approach in order to make real progress.
Managers need to look through a "wide-angle lens" in facilitating effective corporate diversity programs, according to ANZ's head of culture and engagement, Julie Bisinella.
If economic conditions improve significantly next year employers will have a battle on their hands to retain their staff, says Mercer head of human capital, Rob Bebbington.
While employers might have gender and other diversity policies in place, most still have a long way to go in ensuring that LGBTI workers feel comfortable at work, says Diversity Council Australia CEO Nareen Young.
Combining goals for diversity, corporate social responsibility and staff development in a work placement program has proved a win-win situation for NAB, says its manager of corporate volunteering, Natalie Howard.
HR alone can't be responsible for increasing gender diversity in organisations, but it should drive the first phase of the journey, according to IBM managing director Andrew Stevens.
The real challenge in hiring workers with a disability lies not in making accommodations for them, but in overcoming other employees' attitudes and perceptions, according to a new white paper on the topic.
"One size doesn't fit all when it comes to Indigenous recruitment", so any strategy in this space needs to be very flexible, says Indigenous recruitment advisor at Qantas, Jason Timor.
Employers are often reluctant to ask how a job applicant with a disability might perform a role, but they should be giving each one "a real opportunity to demonstrate capacity", according to federal Disability Discrimination Commissioner, Graeme Innes.
When an employer receives a complaint or becomes aware of a conduct issue, it's not always appropriate to go down a traditional disciplinary path. This HR Daily Premium Q&A will discuss alternative options and how to determine which is best in various circumstances.
Recent constructive dismissal claims highlight the risks involved in accepting a resignation from an employee who is experiencing mental health issues. Watch this Q&A to understand the rulings' implications for all employers.
