Workplace
Issues
Sexual Harassment
Resources for employees and employers (2008 Update)
Harsh
Realities 2
Harsh Realities 2 is the
second set of case studies drawn from conciliated complaints lodged under
the federal Sex Discrimination Act 1984. While the majority of the 17
case studies detail real life examples of sex discrimination, pregnancy
discrimination and sexual harassment in employment, several are specific
to education and the provision of goods and services.
Pregnant
and Productive: It's a right not a privilege to work while pregnant
Pregnant and Productive: It's a right not a privilege
to work while pregnant presents the findings
of an extensive inquiry conducted by the Commission. Information provided
to the inquiry indicated that discrimination on the basis of pregnancy
and the inability to obtain paid maternity leave are significant factors
contributing to Australian women and their partners deciding to not have
children or to limit the size of their families. This report details pregnancy
discrimination in the workplace and makes recommendations to address these
inequities.
Of Working Age
On 16 May 2005, Pru Goward, Commissioner responsible for Age Discrimination, hosted a seminar on age discrimination in the workplace. The seminar featured a number of invited speakers and explored issues surrounding workplace age discrimination.
Harsh
Realities
Harsh Realities is a set
of educative case studies of complaints managed under the federal Sex
Discrimination Act. "Sexual harassment and discrimination on the basis
of sex, pregnancy and family responsibilities...these complaints demonstrate
the harsh realities of what some working women are confronted with on
a daily basis", said Commissioner Susan Halliday.
Guidelines
for writing and publishing recruitment advertisements
A guide outlining the requirements for writing and publishing
recruitment ads. The guide is aimed at recruitment and employment agencies,
employers and those who publish or display job ads.
Stretching
Flexibility: Enterprise Bargaining, Women Workers and Changes to Working
Hours
Stretching Flexibility examines
the impact on women workers of demands to work increasingly flexible hours
and changes to working time arrangements being negotiated in enterprise
agreements. The report recommends that the ACTU develop a comprehensive
policy on working time arrangements, building on gains in leave arrangements
as well as the insertion of implementation and monitoring mechanisms into
agreements. It also stresses the need for the maintenance and strengthening
of minimum standards and protection through a comprehensive "no disadvantage"
test, as well as the maintenance and strengthening of consultation requirements.
The
Equal Pay Handbook
The Equal Pay Handbook is designed to assist employers
to meet their obligations under federal industrial and anti-discrimination
legislation. It is also relevant to employees, equity practitioners and
unions. It contains essential equal remuneration principles, explanatory
material, case law, case studies and an equal remuneration audit methodology.
The Handbook is intended to contribute to an understanding of pay equity
and the implementation of equal remuneration in the workplace.
Glass
Ceilings and Sticky Floors: Barriers to the careers of women in the Australian
finance industry
Glass Ceilings and Sticky Floors
confirms the findings of previous studies: that women are concentrated
in part-time, lower-grade work with limited opportunities for training
and advancement. The report identifies the barriers to equality and proposes
recommendations for change aimed at producing concrete improvements for
those women affected by 'sticky floors' and 'glass ceilings', including
the introduction of career and gender awareness programs, the introduction
of development plans for managerial and non-managerial women employees,
the provision of appropriate training, and an examination of 'lateral'
as well as conventional 'vertical' career paths.
