Purpose – The purpose of this paper is to evaluate the role flexible work arrangements (FWA) play in diversity policies, and the reasons for/barriers to their implementation. Design/methodology/approach – Based on qualitative case study research in four large multinational service companies. Primary data were collected through senior and line-manager interviews and questionnaires. Findings – The…
What is flexibility? Flexible working arrangements, as defined by the Fair Work Ombudsman, are changes to the standard hours, patterns and locations of work. Flexible working arrangements are usually implemented in response to a request from an employee. While any employee can request flexibility from their employer, only some employees are specifically entitled under the…
This article seeks to clarify the meanings behind contemporary uses of the terms “equality” and “equity.” It also supports the conception, associated at times with equality and at times with equity, of laws and policies that are responsive to individual and structural differences in people’s circumstances. Lawyers, students, and policy makers work every day with…
Abstract Background Implicit biases are present in the general population and among professionals in various domains, where they can lead to discrimination. Many interventions are used to reduce implicit bias. However, uncertainties remain as to their effectiveness. Methods We conducted a systematic review by searching ERIC, PUBMED and PSYCHINFO for peer-reviewed studies conducted on adults…
This research piece by the International Labour Organization outline factors behind gender-based pay inequalities. It discusses the gender pay gap across different countries including revealing the countries with less than 20% gneder wage gap, and those with more than 20%: “Gender inequalities in pay are often assessed through an indicator known as the gender pay…
This Research Note from the International Labour Organization discusses the topic of “Breaking Barriers: Unconscious Gender Bias in the Workplace” “Unconscious gender bias remains a significant barrier to women’s career advancement. It is also difficult to identify and prevent. This research note provides a review of unconscious gender bias and its role in impeding women’s…
Many CEOs who make gender diversity a priority—by setting aspirational goals for the proportion of women in leadership roles, insisting on diverse slates of candidates for senior positions, and developing mentoring and training programs—are frustrated. They and their companies spend time, money, and good intentions on efforts to build a more robust pipeline of upwardly…
Diversity Australia proudly celebrating International Women’s Day theme, Changing Climates: Equality today for a sustainable tomorrow and encourages all organisations to undertake and adopt the new global best practices standards recently released and adopted by countries globally for ISO/DIS 30415 Human Resource Management Diversity and inclusion as a risk system for Human Capital Management. …
The Great Resignation is really the “The Great Awakening”. With the average life span now pushing 6000 weekends most people would be re-evaluating their life and how to live it. People are rejecting cultures of burnout in favour of what makes them thrive. It’s being called “The Great Resignation” and “The Great Awakening.” The terms are…
Independent contractor and workplace consultant, Vitality Works Australia Pty Ltd (Vitality Works), and NSW government-owned corporation Sydney Water (Sydney Water), have each been held jointly liable for sexual harassment after displaying a ‘sexually suggestive’ poster aimed at promoting work health and safety. The poster itself was designed by Vitality Works as part of a “safe…