Journal articles on the topic 'Diversity in the workplace Australia'
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Davis, Paul J., Yuliya Frolova, and William Callahan. "Workplace diversity management in Australia." Equality, Diversity and Inclusion: An International Journal 35, no. 2 (March 14, 2016): 81–98. http://dx.doi.org/10.1108/edi-03-2015-0020.
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Purpose – The purpose of this paper is to identify Australian managers’ attitudes and understandings regarding workforce diversity management (WDM) and the practices and incorporation of WDM in organisations. Design/methodology/approach – Methodology is quantitative. A questionnaire in the form of a self-administered survey instrument was mailed to 650 managers (325 HR managers and 325 other managers) in Sydney, Melbourne and Brisbane. Findings – The research found that workforce diversity is not especially well understood or appreciated; especially by non-HR managers. Organisations appear generally not to prioritise WDM and levels of senior manager engagement with the topic are tentative. Statistical analysis highlighted considerable divergence of opinion across the surveyed group. Research limitations/implications – As an exploratory study, further research is encouraged to better understand cause and effect relationships pertaining to the findings. Practical implications – There are implications for HR managers or those in related roles who might design, implement and promote WDM initiatives. There are implications for consultants, employees and senior managers regarding education, awareness and support of diversity objectives. Originality/value – Addresses a gap in the literature by looking at contemporary attitudes and practices regarding WDM in Australian organisations. Provides the first empirical comparison between HR and other managers on the topic.
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Strachan, Glenda, John Burgess, and Anne Sullivan. "Affirmative action or managing diversity: what is the future of equal opportunity policies in organisations?" Women in Management Review 19, no. 4 (June 1, 2004): 196–204. http://dx.doi.org/10.1108/09649420410541263.
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Equal employment opportunity policies were introduced in Australia in the 1980s in response to women's disadvantaged workforce position. Australia's unique form of affirmative action was underpinned by legislation, and aimed to promote gender equity in the workplace via employer action. Throughout the 1990s there has been a policy shift away from collectivism towards individualism, and away from externally driven social programmes at the workplace towards managerialist driven social programmes. The main process for implementing progressive and inclusive equity programmes at the workplace is through human resource management policies that link employment diversity to organisational objectives (for example, productivity and profitability). Programmes titled “Managing diversity” have been introduced into some organisations, and today there are a variety of approaches towards equity policies in Australian organisations. The article proposes that a distinctive Australian version of managing diversity will develop in some organisations based on the prior national legislative framework.
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Lyall, Ruth. "From diversity to inclusion: Woodside Energy's inclusion and diversity journey." APPEA Journal 60, no. 2 (2020): 473. http://dx.doi.org/10.1071/aj19228.
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Woodside is a leading natural gas producer in Australia, operating 6% of the global supply of liquefied natural gas. Woodside has been on an accelerated inclusion and diversity journey since 2015, with female and Indigenous Australian participation growing each year, and recognition through the Australian Workplace Equality Index as the oil and gas sector’s most LGBTI+-inclusive company in 2019.This paper sets out experiences and learnings from Woodside’s journey so far, including: the way Woodside uses measurable objectives to set expectations and increase accountability; why everyday people decisions matter; the critical role of inclusive, employee-driven networks to support under-represented groups, and also engage the broader workforce.
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Lewis, Dianne, Erica French, and Thipaphone Phetmany. "Cross-Cultural Diversity, Leadership and Workplace Relations in Australia." Asia Pacific Business Review 7, no. 1 (September 2000): 105–24. http://dx.doi.org/10.1080/13602380000000005.
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Syed, Jawad, and Edwina Pio. "Veiled diversity? Workplace experiences of Muslim women in Australia." Asia Pacific Journal of Management 27, no. 1 (October 3, 2009): 115–37. http://dx.doi.org/10.1007/s10490-009-9168-x.
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Alexander, Michael, Roy Green, and Andrew Wilson. "Delegate Structures and Strategic Unionism: Analysis of Factors in Union Resilience." Journal of Industrial Relations 40, no. 4 (December 1998): 663–89. http://dx.doi.org/10.1177/002218569804000409.
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This article examines the pattern of union membership decline in Australia using the 1995 Australian Workplace Industrial Relations Survey data set (AWIRS 95), including the panel of surviving workplaces drawn from the 1990 survey. It confirms recent studies that suggest that the decline is more or less comprehensive, but points to some diversity in the longitudinal findings. In particular, the article tracks the growth of delegate structures in the previous five years in unionised workplaces, employee attitudes to unions, and the much slower rate of derline associated with 'active unionism', While it has been argued, not least by Joe Isaac (1958), that workplace organisation tended to 'atrophy' under compulsory arbitration, there is no automatic process by which it will correspondingly flourish under more decentralised bargaining arrangements. The AWIRS 95 findings suggest that the future of unions will be determined by a range of factors, which include their ability to build and co-ordinate delegate networks and hence the role of the state in providing legislative support for workplace organisation and fair wages. We argue that this, not a return to centralised wage restraint, sbould be the focus of strategic unionism.
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Caffery, Jo. "Matching Linguistic Training with Individual Indigenous Community's Needs." Australian Journal of Indigenous Education 45, no. 2 (April 13, 2016): 191–200. http://dx.doi.org/10.1017/jie.2016.7.
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Australia is rapidly losing its Indigenous multicultural and multilingual identity. This vast continent has lost 90 per cent of its Indigenous languages and cultures, without adequate documentation, and risks losing the rest by 2050 if action is not taken. There are formal, accredited linguistics courses designed specifically for Indigenous Australians to document and maintain their traditional languages. This research assessed the relevance of linguistic training for Indigenous Australians in remote communities and whether it provides the necessary skills for Indigenous Australians to document and maintain their languages in their particular workplace or community. The study found that Indigenous Australians come from a diversity of areas across the vast continent of Australia, live a diversity of lifestyles, have a diversity of linguistic attitudes and have access to different and often limited resources and support to meet their goals of documenting their endangered languages. As a result, standardised formal training is generally unlikely to provide the necessary linguistic skills needed for their particular community or workplace. However, by matching linguistic training with individual language community's linguistic situation, targeted training could increase the documentation of Australia's Indigenous languages.
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Lim, Ly Ly. "A Multicultural Act for Australia." Cosmopolitan Civil Societies: An Interdisciplinary Journal 10, no. 2 (July 27, 2018): 47–66. http://dx.doi.org/10.5130/ccs.v10i2.5981.
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Multiculturalism as a public policy framework depends on states identifying cultural differences among their citizens as salient for resource allocation, political participation and human rights. The adoption of multiculturalism as a term and a framework signifies the recognition of a politics of difference within a liberal democratic framework of identities and aspirations. Yet the national government in Australia unlike any other country with espoused policies of multiculturalism has chosen to have neither human rights nor multicultural, legislation. This paper argues that multicultural societies require either or both sets of legislation to ensure both symbolic affirmation and practical implementation. Taking inspirations from international, Australian State and Territory based multicultural and diversity legislations, and modelling on the Australian Workplace Gender Equality Act of 2012, this paper explores what should be included in a national multicultural legislation and how it could pragmatically operationalise in Australia to express multiculturalism’s emancipatory agenda.
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Perales, Francisco, Christine Ablaza, and Nicki Elkin. "Exposure to Inclusive Language and Well-Being at Work Among Transgender Employees in Australia, 2020." American Journal of Public Health 112, no. 3 (March 2022): 482–90. http://dx.doi.org/10.2105/ajph.2021.306602.
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Objectives. To provide empirical evidence of the positive effects of exposure to inclusive language on trans employees’ well-being. Methods. We leveraged unique data from a large Australian national survey of workplace diversity and inclusion (2020 Australian Workplace Equality Index Employee Survey), focusing on a subset of trans respondents (n = 453). We derived self-reported and aggregate-level measures of exposure to trans-inclusive language and created a multidimensional index of employee well-being. We examined their relationships using fully adjusted random-intercept multilevel regression models. Results. We found strong, positive, and statistically significant associations between different indicators of exposure to inclusive language at work and trans employees’ well-being. These relationships were large in magnitude and emerged in the presence of an encompassing set of sociodemographic and workplace controls, including other markers of workplace diversity and inclusion (e.g., victimization experiences and identity disclosure). Conclusions. Our results provide robust evidence indicating that efforts to foster inclusive language at work can yield substantial, positive effects on trans people’s feelings of belonging and inclusion, thereby contributing to their overall socioeconomic integration. (Am J Public Health. 2022;112(3):482–490. https://doi.org/10.2105/AJPH.2021.306602 )
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Hutchinson, Terry, and Heather Skousgaard. "Women in the Queensland Legal Workplace: a Snapshot." Deakin Law Review 13, no. 1 (January 1, 2008): 37. http://dx.doi.org/10.21153/dlr2008vol13no1art152.
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<p>In addition to collating details of the demographic and working habits of over 2500 QLS members, the Queensland Law Society’s Equalising Opportunities in the Law Committee 2003 Membership Survey Report focused on the nature and prevalence of discrimination and harassment in the Queensland legal workplace. Primary areas of concern to the<br />respondents included discrimination or harassment on the basis of gender, age, family responsibilities, pregnancy and marital status. The results of this survey firmly demonstrate that promoting diversity in the Queensland legal<br />workplace should be made a priority. Efforts to amend the Law Council of Australia Model Conduct Rules are ongoing. Providing this is done, will it be sufficient? What else needs to be changed to improve the situation and improve opportunities for diversity in the legal profession?</p>
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Miles-Johnson, Toby, and Kate Linklater. "‘Rorting the System’: Police Detectives, Diversity, and Workplace Advantage." Societies 12, no. 2 (April 8, 2022): 68. http://dx.doi.org/10.3390/soc12020068.
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Internal workplace practices and policies in policing are based on a notion of fairness and equal opportunity. Yet police organizations are frequently criticized for discriminatory policing practices, unfair and biased workplace practices, and poor interpersonal treatment of officers. Whilst there is a wide body of research examining diversity in relation to external police practices, there is a lack of knowledge regarding diversity and internal workplace practices; particularly from the perspective of police detectives who often have more substantial policing experience and longer employment histories than other non-commissioned officers. Contributing new findings to the extant policing literature, this research analyzes data collected from interviews with twenty police detectives working in one of the largest Australian police organizations. It suggests that police detectives in this study have negative perceptions of diversity, and associate diversity with unfair advantages in the workplace. In Australian culture, the phrase ‘rorting the system’ is an informal expression used to describe individuals or groups of people who take unfair advantage of a public service or workplace policy to change their circumstances. The findings suggest that detectives in this study believe diversity enables some officers to take advantage of workplace policy and ‘rort’ the system.
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Egan, Matthew. "LGBTI staff, and diversity within the Australian accounting profession." Sustainability Accounting, Management and Policy Journal 9, no. 5 (November 5, 2018): 595–614. http://dx.doi.org/10.1108/sampj-07-2017-0069.
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Purpose Large accounting firms lay claim today to a broad focus on staff diversity and inclusion. Related initiatives focus on gender, culture, age and sexuality. This paper aims to seek insight from publicly available discourse provided by the “Big 4” in Australia (Deloitte, Ernst and Young, KPMG and PwC), along with two second-tier firms, into the nature and drivers of diversity initiatives for lesbian, gay, bisexual, transgender and intersex (LGBTI) staff. Design/methodology/approach Web-based discourse provided as at May 2017 is examined and analysed. Findings All six firms provided a range of related disclosures, suggesting that a cultural shift for LGBTI staff was underway. Detail provided on actual policies and procedures was limited, and a struggle was suggested, between balancing the needs of diverse staff, with concerns for some, perhaps, more conservative clients. Some repositioning of arguments was suggested, focussed on shifting responsibility to staff and on shifting the object of celebration from staff to the firm. Research limitations/implications This study is limited to an interpretation of carefully constructed publicly disclosed statements. Further studies could explore the lived experience of these apparent changes with staff. Practical implications Recruitment and staff retention continue to be on-going challenges within the accounting profession. This study provides insight into initiatives targeted to support LGBTI staff. Social implications Availing space to bring ‘whole selves’ into the workplace is an important element of creating a pleasant, comfortable and engaging environment for staff. This study provides insight into the perspective of employers on the importance of such initiatives. Originality/value Little attention has been directed to exploring sexual diversity in the workplace or to sexuality within accounting studies.
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Williams, Belinda Rachael. "Disability in the Australian workplace: corporate governance or CSR issue?" Equality, Diversity and Inclusion: An International Journal 36, no. 3 (April 18, 2017): 206–21. http://dx.doi.org/10.1108/edi-12-2016-0111.
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Purpose The purpose of this paper is to determine the current state of play for workplace diversity disclosures, specifically disability by investigating the recently revised Australian Securities Exchange (ASX) Corporate Governance Principles and Recommendations. Design/methodology/approach Case study methodology using documentary analysis techniques. Findings With gender diversity recommendations introduced in 2010 based on the business case perspective, the process of revising the ASX Corporate Governance Principles and Recommendations provided an opportunity for the ASX to expand its diversity focus, with disability diversity specifically identified in the draft third edition. However, the key amendments were subsequently removed when the approved edition was released in 2014 with justification provided on the grounds that disability is a social issue, not a corporate governance issue. Through a widening of the corporate governance lens beyond the business case perspective, this paper calls for a re-imagining of corporate governance to incorporate an ethical viewpoint on diversity. Social implications Disability diversity disclosure is merely the first step towards reform in helping to bring about deep change within organisations. Without both administrative reform and institutional reform, any future revisitation of the disability disclosure recommendations may become little more than a “tick the box” approach. Originality/value The paper is unique in reviewing the ASX Corporate Governance developmental processes towards workplace disability in its recently revised edition.
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Loi, Natasha M., Jennifer M. I. Loh, and Donald W. Hine. "Don’t rock the boat." Journal of Management Development 34, no. 2 (March 2, 2015): 169–86. http://dx.doi.org/10.1108/jmd-12-2012-0152.
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Purpose – There is a vast array of literature which investigates the concept and impact of workplace incivility. Evidence suggests that compared to male employees, female employees tend to experience and put up more with workplace incivility. However, there is limited research on how this affects female employee’s willingness to complete work-related tasks. The purpose of this paper is to set out to examine whether gender moderates the role between tolerance for workplace incivility and those behaviours characterised by work withdrawal. Design/methodology/approach – In total, 317 employees from a range of business industries and governmental agencies completed a quantitative survey of measures relating to their work withdrawal behaviour and their perception of their workplaces’ tolerance for uncivil behaviours. Findings – Results revealed that when females perceived high levels of tolerance for workplace incivility, they decreased their work withdrawal behaviour. No relationship between tolerance for workplace incivility and work withdrawal was found for males. Research limitations/implications – The homogeneity of the sample, that is, the sample comprised predominantly of white-collar, White Australian workers. Practical implications – Improve managers and organisations’ knowledge and understanding about deviant workplace behaviours – especially between male and female employees. Originality/value – The paper adds to the work in the workplace incivility, diversity-gender and equity research area. Specifically, it highlights how male and female employees react when they perceive that their workplace tolerates deviant behaviours. This knowledge will inform managers and their organisations of a more effective way of managing conflict.
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Puplick, Chris. "Discrimination and the world of Work A Coming." Australian Journal of Career Development 6, no. 1 (April 1997): 39–42. http://dx.doi.org/10.1177/103841629700600111.
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Working life is in the process of radical and rapid transformation. Unemployment remaining high through recession and recovery, corporate downsizing, more casual and part-time work together with more intense job insecurity mark the outlines of the emergent “30–30–40” society. At the same time, Australian society is also being transformed by such influences as a more evidently diverse population arising from migration inflows and the changing social and economic roles of men and women. In these changes, Australia reflects internationally observable phenomena. Discrimination law both encourages and stands witness to such transformations, but appears so far to have limited influence in promoting disadvantaged minorities to the top tables of privilege. Women, people from non-English-speaking backgrounds and indigenous Australians are more evident in the workplace, but access and equity questions for them remain unresolved. Nonetheless, acceptance of social diversity and the ability to navigate it will provide the keys to the future.
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Cohrssen, Caroline, Yvette Slaughter, and Edith Nicolas. "Leveraging Languages for Learning: Incorporating Plurilingual Pedagogies in Early Childhood Education and Care." TESOL in Context 30, no. 1 (November 30, 2021): 11–31. http://dx.doi.org/10.21153/tesol2021vol30no1art1572.
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Abstract: Children are members of families and communities, and the languages learnt within these contexts contribute to a child’s sense of “belonging, being and becoming” throughout life (Department of Education Employment and Workplace Relations, 2009). Encouraging children to bring their home languages into early childhood education and care (ECEC) settings exposes all children to additional languages and supports key outcomes of the Early Years Learning Framework for Australia (EYLF; DEEWR, 2009). This article looks at the relationship between key tenets of the EYLF and conditions that support a plurilingual approach within ECEC settings, arguing that multilingualism can be encouraged and effectively supported within these environments. The authors outline Bronfenbrenner’s bioecological theory of development which continues to be influential in Australian ECEC, emphasizing the importance of proximal processes in child development. Examples are provided of educator behaviours set out in the EYLF that encourage linguistic diversity and promote language learning. The influence of three key variables on the valuing of languages is discussed, namely language ideologies, teacher beliefs and attitudes, and plurilingual pedagogies. Recommendations relating to the positive positioning of languages and the integration of plurilingual pedagogies into Australian ECEC contexts are provided.
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Cohrssen, Caroline, Yvette Slaughter, and Edith Nicolas. "Leveraging Languages for Learning: Incorporating Plurilingual Pedagogies in Early Childhood Education and Care." TESOL in Context 30, no. 1 (November 30, 2021): 11–31. http://dx.doi.org/10.21153/tesol2021vol30no1art1572.
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Abstract: Children are members of families and communities, and the languages learnt within these contexts contribute to a child’s sense of “belonging, being and becoming” throughout life (Department of Education Employment and Workplace Relations, 2009). Encouraging children to bring their home languages into early childhood education and care (ECEC) settings exposes all children to additional languages and supports key outcomes of the Early Years Learning Framework for Australia (EYLF; DEEWR, 2009). This article looks at the relationship between key tenets of the EYLF and conditions that support a plurilingual approach within ECEC settings, arguing that multilingualism can be encouraged and effectively supported within these environments. The authors outline Bronfenbrenner’s bioecological theory of development which continues to be influential in Australian ECEC, emphasizing the importance of proximal processes in child development. Examples are provided of educator behaviours set out in the EYLF that encourage linguistic diversity and promote language learning. The influence of three key variables on the valuing of languages is discussed, namely language ideologies, teacher beliefs and attitudes, and plurilingual pedagogies. Recommendations relating to the positive positioning of languages and the integration of plurilingual pedagogies into Australian ECEC contexts are provided.
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Afrouz, Rojan. "Developing inclusive, diverse and collaborative social work education and practice in Australia." Critical and Radical Social Work 10, no. 2 (August 2022): 280–96. http://dx.doi.org/10.1332/204986021x16553760671786.
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The Australian social work accrediting body has set diversity as an agenda for education and practice. Universities and the social work field have also attempted to adhere to principles of diversity. However, despite progressive approaches and improvement, diversity has been challenged by the whiteness of Australian social work and the neoliberal agenda across both workplaces and universities. The dominant narrative of Australian social work still reflects Western values, power and privileges. This article argues that embracing diversity in social work education needs the ongoing adoption of critical pedagogy, including critical theories, and maintaining inclusiveness for diverse students. Social work practice settings also need progressive approaches to include diverse groups of marginalised people, a commitment to diversity and support for social workers to develop cultural competency and humility. Transnational relationships within different countries and nations can help social work move from ethnocentrism to multiculturalism.
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Adams, Eric M. "Human rights at work: Physical standards for employment and human rights law." Applied Physiology, Nutrition, and Metabolism 41, no. 6 (Suppl. 2) (June 2016): S63—S73. http://dx.doi.org/10.1139/apnm-2015-0552.
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This review focuses on the human rights dimensions of creating and implementing physical standards for employment for prospective and incumbent employees. The review argues that physical standards for employment engage two fundamental legal concepts of employment law: freedom of contract and workplace human rights. While the former promotes an employer’s right to set workplace standards and make decisions of whom to hire and terminate, the latter prevents employers from discriminating against individuals contrary to human rights legislation. With reference to applicable human rights legislative regimes and their judicial interpretation in Canada, the United States, the United Kingdom, and Australia, this review demonstrates the judicial preference for criterion validation in testing mechanisms in the finding of bona fide occupational requirements. With particular attention to the Supreme Court of Canada decision in Meiorin, this review argues that an effective balance between workplace safety and human rights concerns can be found, not in applying different standards to different groups of individuals, but in an approach that holds employers to demonstrating a sufficient connection between a uniform physical standard of employment and the actual minimum requirements to perform the job safety and efficiently. Combined with an employer’s duty to accommodate, such an approach to lawful physical standards for employment conceives of worker and public safety and workplace diversity as emanating from a shared concern for human rights.
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Wright, Christopher, and John Lund. "Supply Chain Rationalization." Work, Employment and Society 17, no. 1 (March 2003): 137–57. http://dx.doi.org/10.1177/0950017003017001268.
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This article reviews the implementation of supply chain management within the Australian food and grocery industry and examines the workplace implications of this new form of industry rationalization within the manufacturing, distribution and retailing components of the grocery supply chain. Based upon documentary sources and interviews with employers, consultants and trade union officials, we find the dominant workplace trend involves a focus on increased labour flexibility amongst upstream suppliers in response to the strategic power of the dominant supermarket chains. However, variations in labour use strategies and union responses across the supply chain also highlight the continued diversity of workplace regimes that result even within a highly concentrated product market. The implications of this case for broader debates on the process of `systemic rationalization' are explored.
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Clyne, Michael, and Martin J. Ball. "English as a lingua franca in Australia especially in industry." Cross-Cultural Communication in the Professions in Australia 7 (January 1, 1990): 1–15. http://dx.doi.org/10.1075/aralss.7.01cly.
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This paper reports on a project examining the use of English between speakers of differing non-English speaking backgrounds in an industrial context. This is the most multilingual sphere of Australian life, and at the same time the one in which non-English speakers are most likely to use English. Five workplaces have been selected reflecting a diversity of industry type: automotive, electronics, textiles and health; location in Melbourne: north, west, east and south-east; and three of the workplaces are subsidiaries of multi-national companies from the United States, Japan, and West Germany respectively. Data collected to date has highlighted problems pertaining to: levels of directness, cultural expectations of context; turn-taking and discourse sequencing.
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Smiraglia, Christina. "Artworks at work: the impacts of workplace art." Journal of Workplace Learning 26, no. 5 (July 8, 2014): 284–95. http://dx.doi.org/10.1108/jwl-11-2013-0097.
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Purpose – This paper aims to explore the impact that employees and board members of an organization believe the art in their workplace has on their experience at work and identify the exhibition’s features salient to their experience of the art. Design/methodology/approach – Semi-structured interviews were conducted with 19 affiliates of an Australian organization with an institutional art collection. The interview data were transcribed and analyzed using thematic analysis by two researchers, with a final inter-rater reliability of 0.96. Findings – The results showed that respondents believe there are five main ways they are impacted by the art in their workplace: the art promotes social interactions, elicits emotional responses, facilitates personal connection-making, generally enhances the workplace environment and fosters learning. Participants indicated the salient features of the collection are its changing nature, creativity, diversity, quality and connection to the organization’s mission. Practical implications – The findings suggest that there may be a number of positive impacts on employees and other affiliates when art is present in the workplace, including interpersonal learning and mission-related content learning. The findings suggest that art connected to the organization’s mission, rotating exhibitions and diverse collections are valued by workplace viewers. Originality/value – The study highlights the importance of the aesthetic environment in the workplace and is one of the first to examine artworks in the work setting.
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Murphy, C., R. Nettle, and M. Paine. "The evolving extension environment: implications for dairy scientists." Animal Production Science 53, no. 9 (2013): 917. http://dx.doi.org/10.1071/an12347.
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This paper reviews current challenges in the Australian extension environment and provides a case for developing an adaptive extension platform for the dairy sector in Australia and New Zealand, to support evolving dairy farm systems. The variation in the public-sector engagement in extension, the diversity and number of extension providers and a relatively uncoordinated approach to define new extension roles, functions and professional requirements are current challenges for dairy extension across Australia. In the dairy sector, these challenges coincide with increasing demand for a responsive research, development, extension and education system in supporting the rapid evolution in dairy farming systems. Addressing these challenges is not an issue for extension alone; however, the required level of integration among research, development, extension and education in an environment where needs are changing and resources are scarce demands an engaged dairy-science profession. Drawing on international extension and agricultural innovation-system literature and earlier empirical research, the following three areas for development are proposed: (1) a professional development strategy that incorporates (i) an understanding of the new professional situations extension works within, (ii) leadership in cross-industry and cross-sector coordination concerning the nature of the changing client in research, development, extension and education system and (iii) clear priorities for extension; (2) a professional development plan that incorporates a workplace-learning approach; and (3) for extension specialists to be engaged in defining research priorities, the agenda for change and suitable pathways for change alongside other professional groups, including farming. This development agenda will, however, require an adaptive extension platform to advance these areas on behalf of farmers and public stakeholders.
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Choudhury, Barnali. "Gender Diversity on Boards: Beyond Quotas." European Business Law Review 26, Issue 1 (February 1, 2015): 229–43. http://dx.doi.org/10.54648/eulr2015012.
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Worldwide there is a growing interest in increasing the number of women on boards. Quotas have been proposed in many countries as a way to address this problem, but it is not universally accepted as the right approach. Nevertheless, it is apparent that change is needed as women continue to represent minorities on boards of some of the largest companies. Moreover, increasing the number of women on boards can be beneficial to firms. While it is not clear whether there is a positive relationship between increasing the number of women on boards and firm profitability, it is clearer that women make positive contributions to the board decision-making process. As a result, increasing the number of women on boards improves the quality of decisions made by the board. Given the benefits increased numbers of women on boards can produce for companies and countries' lacklustre interest in quotas, this paper canvasses methods by which boards can increase female representation without relying on quotas. As such, it looks to practices adopted by American football teams, Australian mentoring programs, and UK disclosure rules. It also examines existing workplace norms and practices which inhibit female labour participation. In doing so, it proposes alternative approaches by which countries can increase gender diversity on boards.
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Dunn, Kevin M., Thierno MO Diallo, and Rachel Sharples. "Segmenting anti-Muslim sentiment in Australia: Insights for the diverse project of countering Islamophobia." Ethnicities 21, no. 3 (January 27, 2021): 538–62. http://dx.doi.org/10.1177/1468796821989819.
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Islamophobia is a global issue. Our nationwide survey of Australians, undertaken in 2015 and 2016, reveals the extent of this national calamity in Australia. But Islamophobia is not universal in its manifestation. Latent Class Analysis was used to develop a typology of Islamophobia in Australia. The results place Australians in four classes based on their perception of Islam: Islamophobes (13% of the population); those who are unsure about diversity and have some concerns about Muslims (24%), those with progressive attitudes about diversity but with concerns about Muslims (50%); and progressives who have no concerns about Muslims (13%). We offer a conceptual challenge to those who assert that there is a singular, legitimate approach to challenging Islamophobia. Our analysis offers a pragmatic enablement of the diverse work of those anti-racist practitioners who undertake the day-to-day work of challenging Islamophobia in our schools, workplaces, community and recreation venues.
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Johnstone, Megan‐Jane, and Olga Kanitsaki. "The politics of resistance to workplace cultural diversity education for health service providers: an Australian study." Race Ethnicity and Education 11, no. 2 (July 2008): 133–54. http://dx.doi.org/10.1080/13613320802110258.
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Asquith, Nicole L., Tania Ferfolia, Brooke Brady, and Benjamin Hanckel. "Diversity and safety on campus @ Western: Heterosexism and cissexism in higher education." International Review of Victimology 25, no. 3 (October 3, 2018): 320–40. http://dx.doi.org/10.1177/0269758018799032.
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Discrimination, harassment and violence can vitiate staff and students’ experiences of education and work. Although there is increasing knowledge about these experiences in primary and secondary education, very little is known about them in higher education. This paper draws from landmark research that examines the interpersonal, educational and socio-cultural perspectives that prevail about sexuality and gender diversity on an Australian university campus. In this paper we focus on three aspects of the broader research findings: the heterosexism and cissexism experienced by sexuality and gender diverse students and staff at the university; their actions and responses to these experiences; and the impact of these experiences on victims. The research demonstrates that although the university is generally safe, sexuality and gender diverse students and staff experience heterosexist and cissexist discrimination, which can have negative ramifications on their workplace and learning experiences.
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Naweed, Anjum, Joshua Trigg, Matthew Allan, and Janine Chapman. "Working around it." International Journal of Workplace Health Management 10, no. 6 (December 4, 2017): 475–90. http://dx.doi.org/10.1108/ijwhm-08-2017-0060.
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Purpose The rail driver workplace is full of challenges for effective health management. The purpose of this paper is to investigate how known barriers in rail driving may be overcome by seeking enablers of positive health status and lifestyle. Design/methodology/approach Five focus groups were conducted with 29 rail drivers from four rail organisations across three Australian states. Transcribed data were analysed using directed content analysis and thematic coding to develop health enabler themes and categories. Findings Formal initiatives to manage health were piecemeal. Efforts to maintain health involved countering deteriorative, and promoting restorative, health factors. Themes systematically illustrated work environmental, adaptational, and autonomous features of health management. Participants expressed many different approaches to enabling positive health status, and how these connected to known barriers. Research limitations/implications Discussion of personal health issues within the rail industry is considered a taboo topic by some, therefore participants who took part in this study data may be more representative of health-conscious drivers. Practical implications Occupational health in rail can be enabled in multiple ways, including: improving social support, scheduling certainty, and cross-communication around health behaviours; increasing flexibility and environmental support for health behaviours; and directly promoting dietary control and physical activity engagement. Given the diversity and global representativeness of rail systems found within Australia, the findings have international application. Originality/value This study uses a strength-focussed approach to highlight multiple leverage points for organisational rail-driver health interventions across three levels of the system, helping improve health intervention efficacy despite the intractable nature of their environments.
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Salignac, Fanny, Natalie Galea, and Abigail Powell. "Institutional entrepreneurs driving change: The case of gender equality in the Australian construction industry." Australian Journal of Management 43, no. 1 (August 2, 2017): 152–69. http://dx.doi.org/10.1177/0312896217705179.
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Taken-for-granted rules are difficult to change. The Australian construction industry is one example, where despite considerable attempts at regulating gender equality by government and others, the industry remains steadfastly male dominated. This article investigates the drivers (i.e. why) and processes (i.e. how) of change with regard to gender equality in the workplace. Using institutional entrepreneurship, we provide insight into the change towards gender equality in the Australian construction industry. We collect data from two Australian construction companies and, drawing on interviews conducted with business leaders, look at how new meanings around gender equality and diversity are negotiated. We find that while gender equality is an important point of focus for both companies, discrepancies remain between perceptions and reality as well as people’s level of readiness. We conclude with implications for theory and future research.
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Sanders, Don, and Jim Maguire. "Promoting increased diversity in the oil and gas industry workforce." APPEA Journal 50, no. 2 (2010): 743. http://dx.doi.org/10.1071/aj09107.
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Changes in employment practices in the Australian upstream oil and gas industry are undoubtedly creating a more diverse workplace. Further anticipated skill shortages have caused a shift from dependency on traditional skilled labour supply sources to an increase in under-represented groups, including women and Indigenous Australians. This presentation is focussed on the current situation in relation to recruitment, training and employment within the industry. It outlines the imperatives that are driving the move to consider pro-actively engaging under-represented groups in the oil and gas workforce of the future. The presentation includes: a review of the regional demographics that make a compelling business case for a move towards a more diversified workforce in the industry; coverage of two recent case studies involving companies that have made the decision to move away from conventional recruiting and employment practices; the business benefits that have accrued to these companies as a result of this re-configured workforce development planning model; a focus on the specific strategies employed to engage applicants from the under-represented groups to ensure a successful orientation, induction, recruitment and retention into the industry; and, an outline of the importance of implementing a formal, highly structured and monitored mentoring arrangement to complement this innovative approach.
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King, Alicia Jean, Tracy Lee Fortune, Louise Byrne, and Lisa Mary Brophy. "Supporting the Sharing of Mental Health Challenges in the Workplace: Findings from Comparative Case Study Research at Two Mental Health Services." International Journal of Environmental Research and Public Health 18, no. 23 (December 6, 2021): 12831. http://dx.doi.org/10.3390/ijerph182312831.
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Personal experience with mental health (MH) challenges has been characterized as a concealable stigma. Identity management literature suggests actively concealing a stigma may negatively impact wellbeing. Reviews of workplace identity management literature have linked safety in revealing a stigma to individual performance, well-being, engagement and teamwork. However, no research to date has articulated the factors that make sharing MH challenges possible. This study employed a comparative case study design to explore the sharing of MH challenges in two Australian MH services. We conducted qualitative analyses of interviews with staff in direct service delivery and supervisory roles, to determine factors supporting safety to share. Workplace factors supporting safety to share MH challenges included: planned and unplanned “check-ins;” mutual sharing and support from colleagues and supervisors; opportunities for individual and team reflection; responses to and management of personal leave and requests for accommodation; and messaging and action from senior organizational leaders supporting the value of workforce diversity. Research involving staff with experience of MH challenges provides valuable insights into how we can better support MH staff across the workforce.
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Crossman, Joanna E. "Being on the outer: The risks and benefits of spiritual self-disclosure in the Australian workplace." Journal of Management & Organization 21, no. 6 (March 4, 2015): 772–85. http://dx.doi.org/10.1017/jmo.2015.6.
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AbstractSelf-disclosure has been connected to a number of organisational benefits such as increased motivation, trust building, employee well-being, organisational identification, the communication of organisational values and commitment. Curiously, however, little work about self-disclosure has been published in management and organisation journals and still less that is concerned with spiritual self-disclosure, despite increasing employee diversity as globalisation intensifies.This paper reports on the analysis of semi-structured, qualitative, interview data collected from 40 Australian managers and professionals. The findings reveal that spiritual self-disclosure was largely perceived as taboo, ‘risky’ and stigmatising with the potential for negative consequences. These risks are all captured in the concept of being on the outer, a metaphor denoting marginalisation from the social, cultural and spiritual identity of the organisation. In contrast, ‘safe’, inclusive organisational cultures are likely to encourage spiritual self-disclosure and the benefits it can bring to employees, managers and organisations.
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Spoor, Jennifer R., Simon M. Bury, and Darren Hedley. "Non-autistic employees’ perspectives on the implementation of an autism employment programme." Autism 25, no. 8 (May 7, 2021): 2177–88. http://dx.doi.org/10.1177/13623613211012880.
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Although employees’ attitudes towards an autism employment programme may impact its ultimate success, there is limited research examining the implementation of these programmes from the perspective of non-autistic employees (i.e. co-workers and managers). This study explored the implementation of an Australian-based supported autism employment programme, drawing on qualitative data collected from 32 employees working with autistic trainees in the programme. Thematic analysis revealed three main themes. The programme benefits theme suggested that the employment programme and autistic trainees were generally viewed positively, with the programme benefitting both the trainees and the organisation, and leading to greater understanding of autism. However, negative attitudes and perceptions of special treatment contributed to programme challenges, which paralleled challenges that have been observed with other disability and diversity programmes. The design of this specific programme led to concerns about workforce integration, such as reduced opportunity for social and work integration into the broader workplace. This research extends the research on diversity management in the context of autism employment and provides practical insights into barriers and facilitators associated with implementing autism employment programmes. Lay abstract We asked 32 employees who work alongside autistic trainees for their thoughts about the autism employment programme that is running in their company. Specifically, we analysed their responses to understand how the employees perceived the autism employment programme’s implementation and outcomes. How employees within an organisation view diversity, and the nature of specific programmes to increase the inclusion of certain groups of individuals (e.g. autistic employees) in their organisation, can impact the success of these programmes. Research in other organisations has suggested that diversity perspectives that fully support the inclusion of people with diverse backgrounds in the organisation lead to better outcomes. Thematic analysis of the responses in this study revealed that the views of the employees fit three main themes: programme benefits, programme challenges and concerns about workforce integration. The programme benefits theme suggested that the autism employment programme was viewed positively. However, negative attitudes and perceptions of special treatment contributed to programme challenges, which were similar to challenges that have been observed with other disability and diversity programmes. The design of this specific programme led to concerns about workforce integration, such as reduced opportunity for social and work integration into the broader workplace. This research extends the research on diversity management in the context of autism employment, and it provides practical understanding into ways in which organisational-based autism employment programmes are more and less successful.
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Liu, Yi, Sandra Daff, and Cecil Pearson. "Shaping Sustainable Employment and Social Consequences of Indigenous Australians in a Remote Region." Sustainability 12, no. 21 (October 30, 2020): 9054. http://dx.doi.org/10.3390/su12219054.
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This study aimed to identify employment barriers experienced by long-term working Indigenous Australians so that initiatives can be taken to ensure their social inclusion and participation in the workplace. A qualitative approach was carried out by interviewing 25 Australian Indigenous people in Nhulunbuy. The participants were without employment prospects and so embraced a vocational educational training (VET) program that enabled them to transition into sustainable jobs in small businesses and the mining sector. A qualitative analysis that employed the Leximancer process using data of comprehensive interviews recorded respondents’ experiences from being unemployed to the sustainable different states of wellbeing associated with long-term employment. The participants showed preparedness to confront entrenched barriers to employment in the Australian labor market, but their residual participation was a function of preferences as well as aspirations of cultural attachment. This paper offers helpful advice to decision makers at the national level to redress the high rate of Indigenous unemployment. The key message of our research is that government policies that pursue the ideal of socioeconomic equality need to examine the values of cultural diversity and differences to ensure Indigenous people successfully participate in Australian mainstream society.
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Rayne, Daniel, Heath McDonald, and Civilai Leckie. "Assessing strategic social partnerships between professional sports teams and NPOs in Australian football." International Journal of Sports Marketing and Sponsorship 20, no. 3 (August 5, 2019): 446–61. http://dx.doi.org/10.1108/ijsms-12-2018-0127.
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Purpose The purpose of this paper is to assess corporate social responsibility (CSR) implemented via social partnerships between professional sports teams and not-for-profit organizations according to current theoretical perspectives. Limited resources and outcomes often mean there is a gap between theory and practice, the implications of which are not well understood. Design/methodology/approach Five partnerships in Australian football were analyzed via case study methodology which incorporated interviews, analysis of websites, social media and annual reports. Findings Despite being used as a CSR tool, findings showed most organizations enter these arrangements to achieve instrumental outcomes. Further, such partnerships mostly operate at a basic stage often described as philanthropic. One partnership was seen as more advanced consisting of a workplace plan to enhance diversity. Practical implications It is advocated that managers adopt a more integrated partnership model consisting of formalized objectives, activity implementation, evaluation mechanisms, frequent interaction, top-level leadership involvement and promotion to sufficiently achieve CSR goals. Originality/value Addressing calls from past research into an examination of the variation of CSR in sports, this research is one of the first to compare multiple case studies to assess the strategic implementation of social partnerships in a professional sporting context. Accordingly, the study demonstrates how such partnerships can be evaluated against a prominent theoretical model, the Collaboration Continuum, enabling more robust social partnership strategies.
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Vassie, Claire, Sue Smith, and Kathleen Leedham-Green. "Factors impacting on retention, success and equitable participation in clinical academic careers: a scoping review and meta-thematic synthesis." BMJ Open 10, no. 3 (March 2020): e033480. http://dx.doi.org/10.1136/bmjopen-2019-033480.
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ObjectivesTo examine and synthesise current evidence on the factors that affect recruitment, retention, participation and progression within the clinical academic pathway, focusing on equitable participation across protected characteristics including gender, ethnicity and sexual orientation.DesignScoping review and meta-thematic synthesis.Data sourcesWeb of Science, Google Scholar.Article selectionWe conducted a scoping review of English language articles on factors affecting recruitment, retention, progression and equitable participation in clinical academic careers published in North America, Australasia and Western Europe between January 2005 and April 2019. The most recent and relevant 39 articles were selected for meta-thematic synthesis using detailed inclusion/exclusion criteria.Data extractionThe articles were purposively sampled to cover protected characteristics and career stages and coded for factors related to equitable participation. 17 articles were fully coded. No new themes arose after nine papers. Themes and higher level categories were derived through an iterative consensual process.Results13 discrete themes of factors impacting on equitable participation were identified including societal attitudes and expectations; national and organisational policies, priorities and resourcing; academic and clinical workplace cultures; supportive, discriminatory and compensatory interpersonal behaviours and personal factors related to social capital, finances, competing priorities, confidence and ambition, and orientation to clinical, academic and leadership roles.ConclusionsThe broad and often interconnected nature of these factors suggests that interventions will need to address structural and cultural factors as well as individual needs. In addition to standard good practice on equality and diversity, we suggest that organisations provide equitable support towards early publication success and targeted mentoring; address financial and role insecurity; address the clinical workplace culture; mitigate clinical–academic–personal role conflicts and overload; ensure that promotional structures and processes encourage diverse applicants and promote family-friendly, coherent and transparent national career pathways.
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Handley, Heather K., Jess Hillman, Melanie Finch, Teresa Ubide, Sarah Kachovich, Sandra McLaren, Anna Petts, Jemma Purandare, April Foote, and Caroline Tiddy. "In Australasia, gender is still on the agenda in geosciences." Advances in Geosciences 53 (September 24, 2020): 205–26. http://dx.doi.org/10.5194/adgeo-53-205-2020.
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Abstract. Diversity and inclusion in the workplace optimise performance through the input of a range of perspectives and approaches that drive innovation and invention. However, gender inequity is prevalent throughout society and females remain underrepresented in geoscience careers. This study provides the current status of gender equity in geosciences throughout Australasia within the context of broader gender equity policy, frameworks and initiatives and suggests additional solutions and opportunities to improve gender equity and the retention of women in the geoscience workforce. At an individual institutional level in academia, females make up between 23 %–52 % of the total geoscience departmental or school staff in Australia, 26 %–39 % of the total staff in New Zealand, 29 % of total staff at the University of Papua New Guinea and 18 % at the University of the South Pacific. Significant gender imbalance exists at more senior levels, with disproportionately more males than females, a pattern typical of many Science Technology Engineering and Maths (STEM) disciplines. Gender inequity is prevalent within the general membership, committee roles and in award recipients of Australasian geoscience professional associations. Within the Geological Society of Australia and Geoscience Society of New Zealand, only 4 % (n=47) and 18 % (n=161), respectively of past award recipients for national and general awards were female. All past awards considered in this study that are named in honour of a person were named in honour of a man (n=9). In recent years, women-focused networks have begun to play an invaluable role to support the retention and promotion of women in geosciences and provide a supportive mentoring environment to discuss challenges and share advice. The improved visibility of women in the geoscientific community is an ongoing issue that can in part be addressed through the development of public databases of women geoscientists. These provide a list of women geoscientists that encourages and supports the achievement of gender balance of invited talks, job shortlisting and on panels, as well as in the media. This work highlights that more must be done to actively reduce and eliminate sexual harassment and assault in university and field environments. We emphasise that particular efforts are required to make geoscience careers more inclusive and safer, through the establishment of specific codes of conduct for field trips. Shared learning of best practices from evidence-based approaches and innovative solutions will also be of value in creating positive change. Greater engagement from the wider geoscientific community, and society in general, is required for the success of gender equity initiatives. Identified solutions and opportunities must target all levels of education and career development. Additional data in future should be collected to look beyond gender to monitor and assess intersectionality. Improved efforts to understand why women leave STEM careers will help to address the “leaky pipeline” and determine the initiatives that will be most effective in creating long term sustainable change.
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Van Den Bergh, Nan. "Workplace Diversity:." Employee Assistance Quarterly 6, no. 4 (June 26, 1991): 41–58. http://dx.doi.org/10.1300/j022v06n04_03.
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Agung Priambodo, Ervin. "Kepemimpinan Transformasional Yang Melayani Masyarakat Dalam Bingkai Kebhinekaan." Jurnal Wahana Bina Pemerintahan 4, no. 2 (December 30, 2017): 107–26. http://dx.doi.org/10.55745/jwbp.v4i2.78.
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Diversity is a gift from the almighty power of the Indonesian people that cannot be denied anymore, which is a form of national strength and noble values possessed by the Indonesian people. Diversity is a spirit in providing good services for all Indonesian citizens who do not look at ethnic origin, skin color, groups and groups. Transformational leadership is a leadership style used by a leader if he wants a group to widen its boundaries and have performance beyond the status quo or achieve a whole new set of organizational goals. Transformational leadership is the answer in providing excellent service quality for all people in the scope of government. The leadership of transformation that provides quality of service within the frame of diversity will satisfy the community so that it will usher in the corridor of the Unitary Republic of Indonesia. DAFTAR PUSTAKA Buku-Buku Brundet, Mark, Neil Burton, Robert Smith, Leadership in Education, London : Sage Publish, 2003. Cassidy, Carlene M, Robert Kreitner, Principles of Management 12th, USA :SouthWestern Cengage Learning, 2011. Daft, Richard L, The Leadership Experience 6th, USA : Cengage Learning, 2015. Gibson, Organizations, New York : McGraw-Hill Companies, Inc, 2006. Hamengku Bowono X, Sultan, Merajut Kembali Ke indonesiaan Kita, Jakarta :Gramedia Pustaka Utama, 2008. Hill, Arthur V, Field Service Management, America : RICHARD D. IRWIN, INC,1992. Hughes, Bass, Leadership Enchanging The Lessons of Experience 8th, New York :McGraw Hill, 2015. Jason A. Colquit, Jeffery A. Lepine and Michael J. Wesson, Organizational Behavior: Improving Perfor mance and Commitment in the Workplace, Bston: McGraw-Hill, 2011. Kaelan, Pendidikan Pancasila, Yogyakarta :Paradigma, 2004. Kasmir, Customers Services Excellent, Jakarta :Raja Grafindo, 2017. Majid, Suharto Abdul, Customer Dalam Bisnis Jasa Transportasi, RAJA WALI PERS:PT. Raja Grafindo, 2012. Malau, Harman, Manajemen Pemasaran, Bandung : Alfabeta, 2017. Nelson, Debra L., James Campbell Quick, Organizational Behavior: Foundation, Realities and Chalenge,Canada:Thomson, 2006. Palmer, Andrian, Principles Of Services Marketing, Singapore : McGraw-Hill, 2001. Rangkuti, Freddy, Customer Service Satisfaction & Call Center, Jakarta :PT. Gramedia Pustaka Utama, 2014. Customer Care Excellence, Jakarta :Gramedia Pustaka Utama, 2016. Robert, Lussier N, Achua, Management Fundamentals, Concept, Aplications, Skill Development, Australia: South Western, 2010. Scermerhorn, John R. Jr, Daniel G. Bachrach, Introduction to Management 13th, Singapore : Wiley, 2015. Wibowo, Manajemen Kinerja, Jakarta : PT. Raja Grafindo Persada, 2014. Yukl, Gary A, Leadership in Organizations 8t, New England : Pearson, 2013. Jurnal Gao-Liang Wang, Yu-Je Lee, Song-Fen Cheng, The Impact of Organizational Climate, Service Quality and customer Satisfaction on Organizational Performance: a Case of International Tourist Hotel Industry in Taipei City,International Journal of Business and Management Invention., Volume 5 Issue 6 ||June. 2016 ||., h. 58 Roland K. Yeo, Servicing service quality in higher education: quest for excellence, VOL. 16 NO. 3 2008, Q Emerald Group Publishing Limited, ISSN 1074-8121, h. 100. Internet http://www.astalog.com/974/asal-mula-terbentuknya-bhineka-tunggal-ika.htm http://www.beraunews.com/serba-serbi/3052-melayani-masyarakat-mulailah-dari-yang-sederhana https://damainegerikutercinta.wordpress.com/2012/05/14/kita-butuh-pemimpin-yang-amanah-dan-menjaga-kebhinekaan-5/ https://dkn.go.id/ruang-opini/9/jumlah-pulau-di-indonesia.htm. http://jateng.tribunnews.com/2016/09/01/data-terkini-jumlah-penduduk-indonesia-2579-juta-yang-wajib-ktp-1825-juta. https://www.bps.go.id/KegiatanLain/view/id/127).
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Patrick, Harold Andrew, and Vincent Raj Kumar. "Managing Workplace Diversity." SAGE Open 2, no. 2 (April 17, 2012): 215824401244461. http://dx.doi.org/10.1177/2158244012444615.
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Mercer, Kenneth L. "Roundtable-Workplace Diversity." Journal - American Water Works Association 109, no. 8 (August 2017): 56–63. http://dx.doi.org/10.1002/j.1551-8833.2017.tb00048.x.
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Peck, Catherine, Frederique Bouilheres, Melanie Brown, and Carol Witney. "Because access matters: an institutional case study." Journal of Applied Research in Higher Education 10, no. 2 (April 9, 2018): 194–203. http://dx.doi.org/10.1108/jarhe-04-2017-0045.
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Purpose The purpose of this paper is to overview an institution wide accessibility project undertaken at the Vietnam locations of a transnational Australian university, and the significance of this initiative in symbolising the organisation’s commitment to inclusion and diversity. The project implemented universal accessibility standards for learning materials across all courses delivered at the university. This facilitated an easier in-class and online learning experience for students with a broad range of print disabilities, visual or hearing impairments, and a range of other learning differences or disabilities. Design/methodology/approach The implementation of this project entailed three concurrent streams of activity which the authors describe in this paper. These included development of accessibility standards and processes for conversion of the existing learning materials, a sustained awareness raising campaign for staff and students, and integration of the accessibility standards into induction, support and development activities. Findings The process of establishing the technical foundations for inclusion through a focus on accessibility prompted rich dialogue with staff and students around inclusive practices. Many staff working in professional and non-teaching roles voluntarily adopted the standards to promote an inclusive workplace. Capability building activities for high school teachers were also conducted for the Vietnamese Department of Education & Training. Originality/value The approach outlined in this case is highly transferable, and provides a practical roadmap for achieving accessibility and promoting an inclusive environment. The strategies described through the lens of Kotter’s (1996) process for leading change in this paper can be applied by higher education institutions internationally.
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Oraison, Humberto Manuel, Loretta Konjarski, and Samuel Thomas Howe. "Does university prepare students for employment? Alignment between graduate attributes, accreditation requirements and industry employability criteria." Journal of Teaching and Learning for Graduate Employability 10, no. 1 (May 3, 2019): 173–94. http://dx.doi.org/10.21153/jtlge2019vol10no1art790.
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One of the primary goals of tertiary education is to prepare students for employment. There is debate as to whether university courses adequately provide students with 21st century workplace skills (Kaminski, Switzer, & Gloeckner, 2009; Kivunja, 2014). In a rapidly changing workforce, institutions must constantly adapt to maintain the practical utility of their courses. A thematic analysis was conducted to explore the degree of alignment between graduate attributes, accreditation requirements and industry employability criteria in nursing, psychology and education courses at an Australian University. Graduate attributes were obtained from the Course Approval and Management System. Relevant accreditation requirements were sourced from the respective bodies. A search of advertised job positions for the three discipline fields was conducted from a popular job-search engine (SEEK) to ascertain employability criteria. This analysis identified clear alignment between the university’s graduate attributes and the standards articulated by accreditation bodies for psychology, nursing and education. However, there were differences between graduate attributes and the employability criteria identified by job searches across the three disciplines. Analysis of the employability criteria suggest that employers seek and prioritise graduates who possess practical competencies and 21st century skills such as problem solving and communication. However, there was little to no mention of cultural understandings and attitudes towards inclusion and diversity, both a core graduate attribute and an aspect of professional accreditation. The findings of this study may inform the development of future graduate attributes that better reflect preparedness for the workforce. Alternatively, a reflection on graduate attributes and professional accreditation criteria might produce job advertisements that better reflect work contexts in an increasingly diverse society.
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Ravichandran, Sabthami. "Generational Diversity at Workplace." NHRD Network Journal 14, no. 3 (July 2021): 350–54. http://dx.doi.org/10.1177/26314541211030592.
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The article briefs upon the multiple ways TVS has been engaging its employees for generations. Employees share their experiences and take immense pride in becoming the brand ambassadors of this century-strong and value-filled organisation. From practising a culture of innovation to building an ecosystem that encourages the entrepreneurs, TVS has left its legacy by creating an inclusive and conducive work environment for its employees. The article details on how employees consider being part of the TVS family as a pride of association and further states the revolutionary measures initiated in terms of employee well-being and welfare.
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Vardy, Felix J. J., and John Morgan. "Diversity in the Workplace." IMF Working Papers 06, no. 237 (2006): 1. http://dx.doi.org/10.5089/9781451864977.001.
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Barclay, J. M., and L. J. Scott. "Transsexuals and workplace diversity." Personnel Review 35, no. 4 (July 2006): 487–502. http://dx.doi.org/10.1108/00483480610670625.
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Peppas, Spero C. "Diversity in the workplace." Employee Relations 28, no. 2 (March 2006): 119–29. http://dx.doi.org/10.1108/01425450610639356.
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Morgan, John, and Felix Várdy. "Diversity in the Workplace." American Economic Review 99, no. 1 (February 1, 2009): 472–85. http://dx.doi.org/10.1257/aer.99.1.472.
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We study minority representation in the workplace when employers engage in optimal sequential search and minorities convey noisier signals of ability than mainstream job candidates. The greater signal noise makes it harder for minorities to change employers' prior beliefs. When employers are selective, this leads to minority underrepresentation in the workplace. Diversity improves when the cost of interviewing, the average skill level of candidates, or the opportunity cost of not hiring increases. Reducing the cost of firing also increases minority representation. When employers are sufficiently unselective, the rigidity of employers' beliefs leads to overrepresentation of minorities. (JEL D83, J15, J24, J71, M12, M51)
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O’Rourke, Anne, and Sarah Kathryn Antioch. "Workplace bullying laws in Australia." Common Law World Review 45, no. 1 (March 2016): 3–26. http://dx.doi.org/10.1177/1473779515625009.
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Benson, John. "Workplace Union Organization in Australia." Labour & Industry: a journal of the social and economic relations of work 1, no. 3 (October 1988): 407–30. http://dx.doi.org/10.1080/10301763.1988.10669052.
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