infrastructure; provide establish support groups anti-discrimination and and programs unconscious bias education Facilitate return to Design flexible jobs and Establish a ‘results work: Establishing flexible careers; promote focused’ culture; flexible work flexible work and embed Increased schedule arrangements flexibility into the control for employees; culture create jobshare organisation’s registers; IT equipment purchases to enable remote work Think big picture: Understanding and ‘what’ ‘why’ Know your legal responsibilities as a business. Employers must be aware of the laws that govern this area in order to fulfil their responsibilities adequately. Employers should seek advice from government, business associations and industry peak bodies, who have many resources available that provide this information. Further information: Useful resources on legal obligations Australian Human Rights Commission: Fair Work Ombudsman: ASX Corporate Governance Council: Australian Industry Group Bizassist Infoline: 1300 78 38 44 Australian Chamber of Commerce and Industry (and state and territory Chambers of Commerce): Workplace Gender Equality Agency: Some state and territory anti-discrimination and equal opportunity authorities have developed resources for employers and employees. For example, Victorian Equal Opportunity and Human Rights Commission: Some state and territory governments also have resources specific to their respective jurisdictions. For example, NSW Industrial Relations: Understand and communicate the reasons for establishing infrastructure, policies and programs to support employees who are pregnant, on parental leave or returning to work. Awareness of employee rights is crucial to ensuring that these policies are integrated into the values, organisation’s operations and culture.
infrastructure; provide anti-discrimination and unconscious bias education establish support groups and programs Facilitate return to work: Establishing flexible work arrangements Design flexible jobs and flexible careers; promote flexible work and embed flexibility into the organisation’s culture Establish a ‘results focused’ culture; Increased schedule control for employees; create jobshare registers; IT equipment purchases to enable remote work Think big picture: Understanding ‘what’ and ‘why’ Know your legal responsibilities as a business. Employers must be aware of the laws that govern this area in order to fulfil their responsibilities adequately. Employers should seek advice from government, business associations and industry peak bodies, who have many resources available that provide this information. Further information: Useful resources on legal obligations Australian Human Rights Commission: Fair Work Ombudsman: ASX Corporate Governance Council: Australian Industry Group Bizassist Infoline: 1300 78 38 44 Australian Chamber of Commerce and Industry (and state and territory Chambers of Commerce): Workplace Gender Equality Agency: Some state and territory anti-discrimination and equal opportunity authorities have developed resources for employers and employees. For example, Victorian Equal Opportunity and Human Rights Commission: Some state and territory governments also have resources specific to their respective jurisdictions. For example, NSW Industrial Relations: Understand and communicate the reasons for establishing infrastructure, policies and programs to support employees who are pregnant, on parental leave or returning to work. Awareness of employee rights is crucial to ensuring that these policies are integrated into the organisation’s values, operations and culture.
SWP_Report_2014.docx