CHAPTER 5 Management in a diverse workplace

Session objectives Explain EEO, AA and diversity management Describe the various types of discrimination Identify major legislation and court decisions affecting EEO and AA Describe AA plan procedures Understand how EEO led to AA and then to diversity management Perceive diversity management as the third wave of change Accept the business case for diversity management

Discrimination Any distinction, exclusion or preference made on the basis of race, sex, colour, religion, political opinion, national extraction or social origin which has the effect of nullifying or impairing equality of opportunity or treatment in employment or occupation

The legislative forces Reformist governments – state and federal Ratification of ILO Convention III (September 1973) Government-initiated inquiries The women’s movement Hawke affirmative action legislation

Other grounds for discrimination Pregnancy Gender Marital status Family responsibilities Physical and intellectual impairment Age Sexual preference AIDS

Sexual harassment Legislated federally and in each state What is it? Examples

Preventing sexual harassment Raise awareness Implement effective complaints procedures Ensure access of information to all Provide support Provide adequate workplace security

Landmark discrimination cases Harrison v Watson (Director of TAFE) 1979 Wardley v Ansett Transport Industries 1984 Banovic v Australian Iron and Steel Pty Ltd 1989 Lamb v Samuels Real Estate 1995 The Terry Griffiths case 1995 Smith v Commonwealth of Australia 2000

A strategy, or set of strategies, to create opportunities to attract the brightest talent from the entire human resource pool and then develop and retain that talent in order to maintain a competitive position in the marketplace Diversity management