tailieunhanh - Lecture Managing diversity in Australia: Chapter 3 - Glenda Strachan, Erica French, John Burgess

Chapter 3 - Approaches to equity and diversity. The main contents of the chapter consist of the following: Arguments in addressing equity and diversity; discrimination; anti-discrimination; objectives, operation and remedies; equal employment opportunity; legislation; operation and remedies; impact of diversity on organisations. | Copyright 2010 McGraw-Hill Australia Pty Ltd PPTs to accompany Strachan, French and Burgess, Managing Diversity 3- Chapter 3 Approaches to equity and diversity Erica French, Glenda Strachan and John Burgess Arguments in addressing equity and diversity Economic rationalism Neo-classical economics and political liberalism Human rights Social justice Copyright 2010 McGraw-Hill Australia Pty Ltd PPTs to accompany Strachan, French and Burgess, Managing Diversity 3- Approaches in addressing equity and diversity Legislated means anti-discrimination (human rights) equal opportunity (social justice) Non-legislated means traditional (economic rationalist) managing diversity productive diversity (the business case) valuing diversity Copyright 2010 McGraw-Hill Australia Pty Ltd PPTs to accompany Strachan, French and Burgess, Managing Diversity 3- Discrimination Defined by the International Labour Organization (ILO) Convention No. 111 as: ‘Any distinction, exclusion or . | Copyright 2010 McGraw-Hill Australia Pty Ltd PPTs to accompany Strachan, French and Burgess, Managing Diversity 3- Chapter 3 Approaches to equity and diversity Erica French, Glenda Strachan and John Burgess Arguments in addressing equity and diversity Economic rationalism Neo-classical economics and political liberalism Human rights Social justice Copyright 2010 McGraw-Hill Australia Pty Ltd PPTs to accompany Strachan, French and Burgess, Managing Diversity 3- Approaches in addressing equity and diversity Legislated means anti-discrimination (human rights) equal opportunity (social justice) Non-legislated means traditional (economic rationalist) managing diversity productive diversity (the business case) valuing diversity Copyright 2010 McGraw-Hill Australia Pty Ltd PPTs to accompany Strachan, French and Burgess, Managing Diversity 3- Discrimination Defined by the International Labour Organization (ILO) Convention No. 111 as: ‘Any distinction, exclusion or preference made on the basis of race, colour, sex, 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.’ Copyright 2010 McGraw-Hill Australia Pty Ltd PPTs to accompany Strachan, French and Burgess, Managing Diversity 3- Anti-discrimination Federal legislation Racial Discrimination Act 1975 Sex Discrimination Act 1984 Australian Human Rights Commission Act 1986 Disability Discrimination Act 1992 Age Discrimination Act 2004 Copyright 2010 McGraw-Hill Australia Pty Ltd PPTs to accompany Strachan, French and Burgess, Managing Diversity 3- Objectives, operation and remedies Make discriminatory acts in certain areas upon certain grounds unlawful Establish legislative standards of acceptable behaviour applicable throughout Australia Provide remedies for discriminatory actions to individual complainants Complaint system is confidential Process involves .

• Quản trị kinh doanh
• Managing diversity in Australia
• Managing diversity
• Diversity in the workplace
• Personnel management
• Lecture Managing diversity in Australia
• Managing cultural diversity
• Diversity within organisations
• Managing young workers
• Managing the ageing workforce
• Workforce diversity
• Australian Public Service
• Mapping equity
• Women in male dominated industries
• Trade unions
• Social justice
• Complexity of disability
• Family policies
• Employing indigenous Australians
• Women in management
• Cultural fit
• Workplace culture