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environment to provide long-standing and loyal service. As they will not have
established set skills they can be trained and guided into careers and
opportunities. Young people tend to be flexible with working hours, learning
new skills and tasks but do need more supervision and management. Having
apprentices and trainees allows you to build on and invest in your workforce
for the future.
People with disabilities also add value to your workplace through their skills
and experiences. They bring a different perspective into the workplace
environment and an outlook that emphasises collegiality. If not covered by an
award, one of the special national minimum wages may apply to those with a
disability.
Relevant legislation that promotes diversity
Legislation and regulations exists to assist businesses in fulfilling legal
requirements for workplace diversity. They help guide employers in the best
ways to ensure and retain a diverse workforce.
Workplace Gender Equality Act 2012
This Act promotes gender equality and improvement to gender equality at
work and the equal participation of women in roles at work and with equal
pay. There should be no discrimination against the genders and barriers to
equal participation at work by women should be eliminated. Further
information on this can be found at: https://www.wgea.gov.au/aboutlegislation/workplace-genderequality-act-2012 (Access date: 14.09.2015).
Anti-discrimination
Age Discrimination Act 2004
The Age Discrimination Act is in place to ensure that individuals are not
advantaged or disadvantaged because of their age; this is particularly
relevant to recruitment, employment and education. This act protects
individuals from being discriminated against on the grounds of their age and
is in place to promote equality in all applicable areas; there are very few
instances that are exempt from this law. It also offers guidance on positive
discrimination such as superannuation, migration, taxation and social
security laws, and with health programmes.
Australian Human Rights Commission Act 1986
The Australian Human Rights Commission Act 1986 was previously known as
the Human Rights and Equal Opportunity Commission Act 1986 and was
renamed in 2008. The Commission is funded by the Australian Government
and is in place to handle and investigate complaints of discrimination.
The types of discrimination that are handled by the Commission include:
Age
Disability
Race
Sex
Sexual harassment
Gender identity.
Racial
Discrimination
Act
1975
protects
individuals
from
being
discriminated against based upon their race and seeks to promote equality.
Under this Act, it is illegal to discriminate against anyone based upon their
race, colour or ethnic origin. The Act also means that racial vilification is
against the law.
Racial Hatred Act 1995
This Act expands the coverage of the Racial Discrimination Act (as above) to
allow individuals to complain directly to the Australian Human Rights
Commission on matters of racially offensive or abusive behaviour. This
provides a means for individuals to communicate freely on such behaviour to
stop acts of unequitable behaviour and treatment.
Sex Discrimination Act 1984
The Sex Discrimination Act 1984 promotes equality between men and
women, especially in the workplace. In terms of the workplace, the Sex
Discrimination Act makes it illegal for employers to discriminate upon
candidates based on their sex in matters such as:
Recruitment
Ongoing employment
Pay gap
Promotion and upward mobility
Leadership and management roles
Family commitments
Caring commitments
Pregnancy and breastfeeding.
The Sex Discrimination Act also addresses sexual harassment, violence
and access barriers and also covers lesbian, gay, bisexual, transsexual
and transgender individuals.
The
Fair
Work Act
2009
(including
the
National
Employment
Standards (NES))
This Act provides requirements for businesses, including small businesses, on
equitable work practices that should be used with employees. It guides on
unfair
dismissal
laws,
protections
for
employees
and
obligations
of
employers, and on other best practices such as the need to keep records and
provide payslips.
Work Health and Safety (WHS) Legislation
In 2011, except for Victoria and Western Australia, states and territories in
Australia adopted the Workplace Health and Safety (WHS) legislation in place
of Occupational Health and Safety (OHS) legislation. Victoria operates under
Occupational Health and Safety Act 2004 and Western Australia operates
under Work Health and Safety Bill 2014. More information can be found at
http://www.safeworkaustralia.gov.au/sites/swa/model-whslaws/pages/jurisdictional-progress-whslaws. It covers all aspects of health
and safety within the workplace. Along with providing a safe environment
with safe equipment/machinery and safe systems of work, it also stipulates
that information, instruction, training and supervision should be given as
needed. With a diverse workforce, training and supervision will help to create
an inclusive environment and a safe workplace.
WHS also includes:
operations.
They
provide
the
guidance
and
the
legal
It shows and
Using
different
approaches
may
work
better
for
need
to
be
reviewed
and
evaluated
for
efficiency
and
and
feedback
and procedures
Ensuring effective management of diversity and inclusion in the
workplace
Successful integration of diversity within the workforce
Allowing time for transition and change to take place.
Inclusive behaviour
Training involves the teaching of new skills and/or behaviours. Diversity
training can provide clear information on cultural awareness, knowledge
and skills to apply in various situations that include diversity and inclusion.
This can help change limiting behaviours and banish misconceptions. It
empowers individuals to adopt a more confident approach in unknown
situations.
Diversity training may include:
others
Looking at the capabilities and attributes of a person, not at their
differences
Inclusion of all individuals
Understanding and accepting there are differences
Showing tolerance of others.
inclusive practices have met your objectives. You can ask for feedback at
meetings,
in
written
or
electronic
communications,
in
passing
or
that
by
treating
everyone
exactly
the
same,
you
are
need
to
be
reviewed
and
evaluated
for
efficiency
and
This
can
help
change
limiting
behaviours
and
banish
vacancies
Recruit and select employees with the right skills and attributes,
regardless of their background
others
Ask what employees think about a relevant work process or
initiative
Build trust with staff and honour confidentiality
Create a safe environment for all persons
Take action to ensure inclusivity is carried out.