tailieunhanh - Lecture Managing diversity in Australia: Chapter 5 - Glenda Strachan, Erica French, John Burgess

Chapter 5 - Auditing and mapping equity and diversity. The topics discussed in this chapter are: Equity/diversity audits, equal opportunity for women in the workplace agency, identified approaches to equity and diversity programs in Australia,. | Chapter 5 Auditing and mapping equity and diversity Erica French and Lyn Simpson Copyright 2010 McGraw-Hill Australia Pty Ltd PPTs to accompany Strachan, French and Burgess, Managing Diversity 5- Equity/diversity audits An audit is universally understood as an evaluation of an individual or system to identify effectiveness, value and/or appropriateness. Equity, diversity and/or cultural audits evaluate the current system or processes for accomplishment to identify overall development, policy implications and the need for change. Copyright 2010 McGraw-Hill Australia Pty Ltd PPTs to accompany Strachan, French and Burgess, Managing Diversity 5- Equal Opportunity for Women in the Workplace Agency Develops a workplace profile Identifies and analyses issues specific to groups and workplace by consulting with employees Prioritises issues to be addressed and takes appropriate action Reviews actions taken to identify the effectiveness of the program Reports on outcomes Reviews | Chapter 5 Auditing and mapping equity and diversity Erica French and Lyn Simpson Copyright 2010 McGraw-Hill Australia Pty Ltd PPTs to accompany Strachan, French and Burgess, Managing Diversity 5- Equity/diversity audits An audit is universally understood as an evaluation of an individual or system to identify effectiveness, value and/or appropriateness. Equity, diversity and/or cultural audits evaluate the current system or processes for accomplishment to identify overall development, policy implications and the need for change. Copyright 2010 McGraw-Hill Australia Pty Ltd PPTs to accompany Strachan, French and Burgess, Managing Diversity 5- Equal Opportunity for Women in the Workplace Agency Develops a workplace profile Identifies and analyses issues specific to groups and workplace by consulting with employees Prioritises issues to be addressed and takes appropriate action Reviews actions taken to identify the effectiveness of the program Reports on outcomes Reviews program Copyright 2010 McGraw-Hill Australia Pty Ltd PPTs to accompany Strachan, French and Burgess, Managing Diversity 5- Identified approaches to equity and diversity programs in Australia Traditional – equity and diversity ignored at an organisational level and identified as matters of individual choice Anti-discrimination – removal of discriminatory practices and processes offering equal treatment based on human rights Equal opportunity – adoption of special measures designed to assist members of disadvantaged groups through the strategic identification and implementation of appropriate policies and strategies for sharing opportunities in the workplace equally Managing diversity – proactive activities that address potential sources of disadvantage for all workers, or the different needs of all workers, and that support culture change for inclusivity (French 2001) Copyright 2010 McGraw-Hill Australia Pty Ltd PPTs to accompany Strachan, French and Burgess, Managing .

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