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Employers13 February 2015Quick Guide
Complaints – Internal Complaints Processes
Establishing a process to resolve complaints of discrimination and harassment can improve staff satisfaction and help avoid complaints to external agencies or other legal action. Under federal anti-discrimination laws, if an organisation argues that the organisation should not be held liable for any discrimination or harassment by one of its employees, the organisation will need to… -
Employers11 February 2015Webpage
Good practice guidelines for internal complaint processes
Good practice guidelines for internal complaint processes PDF (676 KB) Good practice guidelines for internal complaint processes Word (124 KB) Why have an internal complaint process? Addressing employee complaints about discrimination and harassment quickly and fairly is good for business because it can: identify ways to improve workplace practices and policies improve staff morale,… -
14 December 2012Book page
Chapter 3: A human rights-based approach to lateral violence - Social Justice Report 2011
Social Justice Report 2011 Back to Contents Chapter 3: A human rights-based approach to lateral violence Chapter 1: The Year in Review Chapter 2: Lateral violence in Aboriginal and Torres Strait Islander communities Chapter 3: A human rights-based approach to lateral violence 3.1 Introduction 3.2 Human rights and lateral violence (a) The Declaration (b) Applying the principles of the… -
Sex Discrimination
18 February 2015Webpage
Good Practice, Good Business factsheets
The Good Practice, Good Business factsheets help you to promote diversity and prevent discrimination in your workplace. Download them now. -
14 December 2012Book page
Immigration detention at Curtin: photos
Key observations and concerns arising from the Commission’s visit are set out in the Commission’s public report, Immigration detention at Curtin. -
Human Resources16 May 2013Book page
Chapter 4: Retention
View Chapter 4 as PDF View Chapter 4 as Word Strategies to ensure more women are not only recruited, but also retained, in non-traditional rolesThe mining, construction and utilities industries have struggled to not only attract women to apply for jobs, they have also had challenges in retaining the women who have chosen to work with them. Retaining engaged and motivated employees is vital… -
14 December 2012Book page
A Bad Business - Part C: Findings
The majority of reported sexual harassment was targeted at women, involved multiple forms of harassing behaviour and occurred on more than one occasion. In over one in five cases, the harassment continued for more than 12 months. Verbal harassment was often a precursor to physical forms of harassment. -
Asylum Seekers and Refugees
14 December 2012Book pageSummary of Observations following the Inspection of Mainland Immigration Detention Facilities 2007
This report is a brief summary of the observations made by the Human Rights Commissioner and staff of the Australian Human Rights Commission (the Commission). These summary notes and recommendations are based on what we personally observed and heard from staff and detainees during our immigration detention facility inspections. -
14 December 2012Book page
A Bad Business - Fact Sheet: Cost to Employers
Learn about the significant financial impact of workplace sexual harassment on employers. -
14 December 2012Book page
Annual Report 06-07: Appendix 3
During 2006–07, HREOC received 18 initial requests for access to documents under the Freedom of Information Act. HREOC was also asked to conduct an internal review of two of those decisions.