Professor Glenda StrachanDept of Employment Relations

and Human Resources,Griffith University

What do we mean by diversity?

Isn’t everyone different?

• Not at work!!

Historically, Australian workforce was segregated by gender, ethnicity, age. Unequal pay legally set for women until 1970s.

What’s in a name?

• Fewer women run top Australian companies in 2017 than men named John — or Peter, or David

CEOs and CHAIRS OF ASX

200 COMPANIES

Men named John 32

Men named Peter 32

Men named David 21

Women 19

INEQUALITY IN THE LABOUR MARKET

Some groups in society are more likely to suffer disadvantage in employment (exclusion and underemployment)

• Indigenous peoples

• People with disabilities

• Older workers

• Women

• Those who involuntarily lost job in last 10 years

• Those with less than year 12 education

• Those with long term health problems

• Migrants with poor English proficiency

• Has a child under 5

Characteristics of discrimination

• can be overt or covert, that is less easily recognised

• intentional or unintentional

Indirect discrimination is the outcome of rules, practices and decisions which treat people equally and therefore appear to be neutral; but which, in fact, reduce significantly a minority group member’s or woman’s chance of obtaining a benefit or opportunity.

‘A Fair Go’ in Australia

• People should be treated equally at work on the basis of their skill and abilities – the ‘best person’ for the job.

• Anti-discrimination legislation applies to all organisations and employers.

Anti-discrimination Legislation

Age

Gender

Pregnancy

Breastfeeding

Family responsibilities

Marital status

Lawful sexual activity

Physical impairment

Intellectual impairment

Race and racial vilification

Religious belief or activity

Physical features

Victimisation

Sexual harassment

Medical record

Criminal record

Industrial activity

Political belief or activity

• Complaint based

• Reactive - occurs after the event

• Individual remedy

• Complaints processed through the Australian Human Rights Commission (AHRC) https://www.humanrights.gov.au/

• or Queensland Anti Discrimination Commission https://www.adcq.qld.gov.au/

GROUNDS OF DISCRIMINATION

Workplace Gender Equality Act 2012applies to organisations with 100+ employees

The principle objects of the Act include:

• promote and improve gender equality (including equal remuneration between women and men) in the workplace

• support employers to remove barriers to the equal participation of women

Requires employers with 100 or more staff to submit an annual report to the Workplace Gender Equality Agency.

• This report analyses employee statistics by gender, examines policies and practices such as flexible working arrangements and reports where there are issues for gender equity (eg few women in management). Each organisation sets out a plan to reduce gender inequity.

What is Diversity and Inclusion?

• Recognise the value of individual differences in people and positively embrace, harness and support these characteristics to achieve organisational and individual benefit.

• Diversity management is the process of implementing different workplace practices which are suited to different groups within the workforce.

• Organisations that practice diversity management are able to maximise the potential and productivity of the organisation and the individuals that make it up. In this sense, diversity management can be said to embrace the notion of equality of opportunity,…which is the main thrust of EEO Legislation. (AHRI https://www.ahri.com.au/assist/inclusion-and-diversity)

The Business Case for Diversity(competitive advantage)

EMPLOYMENT AND RETENTION OF STAFF

Increased candidate pool

Reduced cost (higher productivity, lower turnover)

Has a range of health benefits for staff and can

reduce absenteeism

Uses a wider range of staff talents and abilities and

does not waste these

INCREASE CUSTOMER BASE

Reflects and understands customer base

Potentially expand customer base

Improve effectiveness of working with

culturally/gender/age diverse clients and

colleagues

Marketing advantages

Respond to clients who want to see diverse

workforce

ENHANCED CREATIVITY, INNOVATION, PROBLEM-

SOLVING

Systems flexibility (organisations become more

flexible to manage diverse workforce)

PREVENTS DISCRIMINATION and reduces time and

cost of complaint-handling.

WGEA resources for small business

Pay equity for small business

Briefing note: developing a flexible working arrangements policy

https://www.wgea.gov.au/about-gender-equality-small-business/wgea-resources-small-business

https://www.wgea.gov.au/

Disability Discrimination Act Action Plans: A Guide for Businesshttps://www.humanrights.gov.au/disability-discrimination-act-action-plans-guide-business

Australian Human Rights Commission

Reflection

• What would be the benefits of a diverse workforce in your business?

• What are the ‘roadblocks’ to achieving this?

• How could you overcome these?

• What policies and practices do you think would assist ‘different’ groups of workers in their employment and careers?