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Anti-Discrimination Commission Queensland - the Queensland Anti-Discrimination Commission has information for employers on anti-discrimination principles and practices. The Equal Opportunity Commission of South Australia provides information for employers and service providers on managing equal opportunity in the workplace. Office of the Anti-Discrimination Commissioner — information for organisations.

All employees have a right to work in a workplace free from discrimination and harassment.


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As an employer, you have a responsibility to ensure that these rights are met. According to the Australian Human Rights Commission, you could be found to have breached anti-discrimination law if you refuse service to a customer based on certain attributes. Are you employing people? Use this free checklist to help guide you through the federal and state laws that can apply when you take on an employee. Home People Hiring Equal opportunity and diversity.


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  • Equal employment opportunity (eeo) and anti-discrimination.
  • Examples of Equal Opportunity Laws in the Workplace.
  • Equal opportunity and diversity Last Updated: 5 July However, the basic idea remains the same and is well-expressed in the following definition provided by the state government of Victoria: Equal opportunity means that every person can participate freely and equally in areas of public life such as in the workplace, in education, or in accessing goods and services.

    Equal opportunity employment legislation in Australia Federal At the national level, equal opportunity employment falls within the domain of the Australian Human Rights Commission, which investigates complaints related to the following acts of federal legislation: Age Discrimination Act This Act ensures that nobody is treated less favourably on the basis of their age not only in the workplace, but also with regards to education, accommodation and the provision of goods and services.

    Australian Human Rights Commission Act The broadest of the federal laws, this Act gives the Australian Human Rights Commission the authority to investigate discrimination in employment or occupation as it relates to race, colour, sex, religion, political opinion, national extraction, social origin, age, medical record, criminal record, marital or relationship status, impairment, mental, intellectual or psychiatric disability, physical disability, nationality, sexual orientation, and trade union activity.

    Racial Discrimination Act This law prohibits discrimination on the basis of race, colour, descent or national or ethnic origin and in some circumstances, immigrant status.

    Adherence to Laws

    State Each state and territory has its own legislation, though they broadly overlap in their application and language this is due, in large part, to the standardising effect of the federal laws described above. We recommending reading it in full, but here we will draw attention to a particularly important point: Employers should also be proactive in addressing hostile behaviour that may be embedded in the workplace culture.

    Your rights during the recruitment process Applications and job advertisements Under Australian anti-discrimination laws, employers are responsible for ensuring that their existing staff are aware of their legal obligations when recruiting new employees. Interviews and tests If you are asked to attend a job interview, you have the right to expect that questions will relate to the essential and desirable criteria described in the job advertised. What about people with a criminal record?

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    The future of gender equality at work

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    Equal Opportunities at Work

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    U.S. Department of Labor

    This process accelerated through the late 19th century and was still common up to the s. During and immediately after the two World Wars, there was increasing concern about the conditions faced by ex-servicemen with disabilities.

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    This resulted in welfare and training schemes offered by government and charities to integrate war veterans with physical disabilities into the community, and facilitate their access to paid work. The first Act of Parliament to treat people with disabilities as a single group was the Disabled Persons Employment Act of which made provision for a variety of rehabilitation services and vocational training courses.

    There have also been measures to remove barriers which prevent people with disabilities from participating in paid work through a range of anti-discrimination legislation, some of which has originated in the European Union. Positive action to encourage the employment of people with disabilities has also been implemented. Despite these changes, people with disabilities have high rates of unemployment. In , While disability may prevent some people from being able to do particular kinds of work, discrimination is also a significant factor preventing disabled people from entering and sustaining paid work.

    Some of these forms of gender discrimination have been explored elsewhere see sections on gender pay gap and on maternity leave and pay. In addition to these issues, women workers also faced various forms of sexual harassment at work, and these were only taken up by trade unions from the s onwards. Despite advances in the legislation, it is estimated that 30, women still lose their job every year because of becoming pregnant.

    Workers also face discrimination on the basis of sexual orientation in matters of recruitment and in terms and conditions of employment and pay.

    Equal opportunity

    This discrimination can affect workers who are gay, lesbian, bisexual or because a worker identifies as a member of the opposite sex by living or seeking to live as a member of that sex. If an employer gives benefits to the unmarried partners of its employees, for example allowing an employee's opposite sex partner to drive the company car refusing the same benefits to same-sex partners could be classified as discrimination. The equality legislation enacted in the s and sconstituted important steps in tackling discrimination at work, but did not cover discrimination on the basis of sexual orientation.

    For example, homosexuality remained a cause for instant dismissal and even court martial within the armed forces till Organisations campaigning for gay rights consistently raised the issue of discrimination at work from the s onwards. However, the ban on homosexuals serving in the armed forces was not lifted until January This came about when the European Convention on Human Rights, which explicitly introduced the category of sexual orientation, was incorporated into British law.

    Despite the existence of anti-discrimination legislation for over a decade now, discrimination and harassment on grounds of sexuality continues to prevail due to underlying cultural values and negative attitudes in society. Trade unions and groups campaigning for the rights of lesbians, gay men and bisexuals continue to challenge such discrimination. After reading this section, undertake a role play exercise which examines the following types of discrimination :. Use the information within each section to help you write your role play script. In your role plays there must be one character who is discriminating and one character who is being discriminated against.

    You could also include characters who witness this discrimination, intervene or offer solutions to the discrimination being experienced in the play.