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Lecture Managing diversity: Chapter 8 - Glenda Strachan, Erica French, John Burgess

In this chapter you should be able to: Explain the strategic importance of process selection and the influence it has on the organization and its supply chain, name the two main factors that influence process selection, compare the four basic processing types,. | Chapter 8 Trade unions and social justice Marjorie Jerrard and Lisa Heap Copyright 2010 McGraw-Hill Australia Pty Ltd PPTs to accompany Strachan, French and Burgess, Managing Diversity 8- Employee rights, and challenges for trade unions Many rights at the workplace often taken for granted by employees are derived from International Labour Organisation (ILO) standards and some are not enshrined in law in Australia; instead being defended by trade unions and their members at the workplace through bargaining, perhaps supported with industrial action. The challenge for trade unions as agents of collectivism and social justice when it comes to diversity-related employment rights in an organisational context is that, from their perspective, diversity is business-driven from senior management with a focus on individuals leaving little opportunity for union input into policy-making and often excluding diversity-related matters from collective bargaining agreements. Copyright 2010 . | Chapter 8 Trade unions and social justice Marjorie Jerrard and Lisa Heap Copyright 2010 McGraw-Hill Australia Pty Ltd PPTs to accompany Strachan, French and Burgess, Managing Diversity 8- Employee rights, and challenges for trade unions Many rights at the workplace often taken for granted by employees are derived from International Labour Organisation (ILO) standards and some are not enshrined in law in Australia; instead being defended by trade unions and their members at the workplace through bargaining, perhaps supported with industrial action. The challenge for trade unions as agents of collectivism and social justice when it comes to diversity-related employment rights in an organisational context is that, from their perspective, diversity is business-driven from senior management with a focus on individuals leaving little opportunity for union input into policy-making and often excluding diversity-related matters from collective bargaining agreements. Copyright 2010 McGraw-Hill Australia Pty Ltd PPTs to accompany Strachan, French and Burgess, Managing Diversity 8- Employee rights, and challenges for trade unions (cont.) This is further reinforced by diversity objectives being entrenched in human resource management formulated policies, moving diversity into HRM and out of collective bargaining and the industrial relations arena. This chapter offers an analysis of five campaigns that the Australian Council of Trade Unions (ACTU) and its affiliates ran to protect workers’ rights and promote equity and diversity at workplaces across Australia. Copyright 2010 McGraw-Hill Australia Pty Ltd PPTs to accompany Strachan, French and Burgess, Managing Diversity 8- What are employment rights? In Australia, workers’ human rights have not been adequately recognised under labour law and their protection is dependent almost entirely on the extent to which Australian governments have enacted legislation for their protection and exercise. The flip side