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15 June 2015Book page
4 The role of business and employers
Businesses and employers benefit from promoting human rights and preventing discrimination within their organisations. In many businesses and organisations, there is already a good understanding of the benefits of a diverse and inclusive workforce. Proven benefits include access to a larger talent pool, increased productivity, improved job satisfaction and customer engagement, higher rates… -
15 June 2015Book page
8 Legal and policy framework
The following section outlines the relevant legal and policy framework, including the international human rights framework. 8.1 International legal framework The rights of older persons are protected by a number of key international human rights treaties. [27] However, there is no specific United Nations convention on the rights of older persons. [28] Some of the key rights protected under … -
15 June 2015Book page
9 Barriers to employment
Older Australians can face a range of individual and structural barriers at different stages of employment including recruitment, retention and re-entering the workforce. [64] Certain groups within the community may experience discrimination on the basis of their age differently from others, for example, people with disability, women, Aboriginal and Torres Strait Islander peoples, people… -
15 June 2015Book page
4 The role of business and employers
Businesses and employers benefit from promoting human rights and preventing discrimination within their organisations. In many businesses and organisations, there is already a good understanding of the benefits of a diverse and inclusive workforce. Proven benefits include access to a larger talent pool, increased productivity, improved job satisfaction and customer engagement, higher rates… -
15 June 2015Book page
5 What do we know about employment discrimination and the labour force participation of people with disability?[6]
The Australian Human Rights Commission has a statutory responsibility to investigate and conciliate complaints of discrimination based on a person’s disability. Each year, the Australian Human Rights Commission receives a significant number of disability discrimination complaints related to employment. In 2013-14, 830 complaints were received under the Disability Discrimination Act and 33%… -
15 June 2015Book page
6 Economic and social benefits of employing people with disability
Improving employment outcomes for people with disability will provide significant benefits to workplaces, the economy, the community and individuals themselves. Employment can provide people with disability with increased income, and with this, higher living standards and financial independence. Employment can contribute to a sense of identity and self-worth and have positive health impacts… -
15 June 2015Book page
7 Economic and social costs of employment discrimination against Australians with disability
Understand the economic and social costs of employment discrimination against Australians with disabilities. -
15 June 2015Book page
8 Legal and policy framework
The following section outlines the relevant legal and policy framework, including the international human rights framework. 8.1 International legal framework The Convention on the Rights of Persons with Disabilities (CRPD) sets out the rights of people with disability generally and in respect of employment. [25] In particular, article 27 of the CRPD protects the right to work for people with… -
Human Resources4 June 2015Book page
Appendix 5: Staffing profile
Table 39: Staffing profile as at 30 June 2014 Classification Male Female Full Time Part Time Total Ongoing Total Non-Ongoing Total Statutory Office Holders 4 4 8 8 8 SES Band 2 1 1 1 1 SES Band 1 1 1 2 2 2 Executive Level 2 ($111 285-130 787) 7 15 18 4 20 2 22 Executive Level 1 ($92 560-103 493) 7 25 22 10 27 5 32 APS 6 ($73 998-84 563) 6 26 24 8 26 6 32 APS 5 ($66 848-73 617) 3 5 7 1 6 2 8…