Refine results
-
Commission - General
31 July 2017Book pageExecutive summary
At the request of Australia’s 39 universities, the Australian Human Rights Commission has conducted a national, independent survey of university students to gain greater insight into the nature, prevalence and reporting of sexual assault and sexual harassment at Australian universities. The National university student survey on sexual assault and sexual harassment (the National Survey) also … -
Commission - General
27 February 2017Book page
Conclusion
The customer centricity movement is big business. So much so that the Harvard Business Review devoted two recent editions to answering these headline question: 'What does your customer really want?’ (2016) and ‘How to win and keep customers’ (2017). The esteemed authors wrote about pricing, product/service quality, data, innovation, habits, prototyping and storytelling. Each of these is… -
Commission - General
27 February 2017Book page
Part B - Making a change
What can organisations do to become more (diversity) customer centric and thereby mitigate risks and magnify opportunities? It probably depends on where an organisation sits on a maturity scale, i.e. how mature are they already in adopting a customer centric mindsetand practices? Plus how mature are their diversity and inclusion employment practices? Human resources A mature organisation… -
27 February 2017Book page
Part A - Risks and Opportunities
Finding 1 - A threshold issue Understanding customers is now much more of a science than art. And it needs to be. Customers have become more sophisticated, more empowered and also more distrustful of institutions. Predictably, gaining insights into spending patterns, buying preferences and emerging trends, has become a billion dollar industry. The explicit focus on customer centricity … -
Commission - General
29 November 2016Book page
Recommendations
Recommendation 1: The Australian Government follow up the initial meetings with Indigenous leadership with regular consultations which materially inform policy and legislation impacting Aboriginal and Torres Strait Islander peoples. Recommendation 2: The Australian Government pursue the key priorities for change and recommendations outlined in the Redfern Statement, utilising the Council of … -
Commission - General
27 November 2015Book page
The need for better engagement - Year in review
1.1 Introduction In last year’s Social Justice and Native Title Report, I raised concerns about the changes resulting from the 2014-15 Budget and the restructure to Indigenous Affairs through the Indigenous Advancement Strategy (IAS). Despite initial concerns about how these changes would impact our communities, I indicated that the streamlining of programs and the move away from a ‘one size… -
27 October 2015Book page
4. New South Wales - Applying for an exemption for a targeted recruitment strategy
New South Wales is the only jurisdiction that does not have a clear special measures provision in its discrimination legislation. Therefore an employer wanting to conduct a targeted recruitment strategy for Aboriginal and Torres Strait Islander people in NSW must apply for an exemption from the Anti-Discrimination Act 1977 (NSW) (the NSW Act). The only exception to this is if being of a… -
27 October 2015Book page
5. Applying for exemptions for targeted recruitment other than in New South Wales
As outlined in this guideline, in all jurisdictions except NSW, the granting of an exemption is not a legal prerequisite for conducting a targeted recruitment strategy, as long as the recruitment program meets the requirements of a special measure. This is because the purpose of an exemption is to exclude the application of a particular law to certain conduct which would otherwise breach… -
27 October 2015Book page
2. Requirements for targeted recruitment strategies for Aboriginal and Torres Strait Islander people to qualify as special measures (except in New South Wales)
The purpose of this section is to provide a nationally consistent set of requirements for a ‘special measure’ targeted recruitment strategy for Aboriginal and Torres Strait Islander peoples. The core elements of a special measure are essentially the same under all federal, state and territory discrimination laws. However, the wording of the criteria in the legislation of each jurisdiction… -
Human Resources27 October 2015Book page
3. Practical guidance on designing and implementing ‘special measure’ recruitment strategies
This section sets out practical steps an employer can take to make it clear that a targeted recruitment program for Aboriginal and Torres Strait Islander people is a special measure. Taking these steps will minimise the risk of complaints that such measures are discriminatory, and provide a strong basis to dispute such a claim in the unlikely event a complaint is made. 3.1 Record in writing…