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The Male Champions of Change (MCC) is a collaborative initiative of corporate and institutional leaders convened by Elizabeth Broderick, Sex Discrimination Commissioner, Australian Human Rights Commission. We are committed to discussing and promoting strategies and actions that elevate women’s representation in leadership.

In our companies we see progress from building an understanding of gender diversity and taking the actions described in Phase 1. However, for most of us, these alone do not meet our aspirations. The next transition occurs when we move from an interest in elevating women in leadership, to an understanding that we must actively drive change in the same way that we do for any transformational…

In 2004, Woolworths began to place increasing focus on gender diversity. The business was in a growth phase and the need for the next generation of talented leaders was obvious. At that time, although women were 55 percent of Woolworths’ workforce, they represented only 16 percent of the top team. The opportunity for and benefits of having more women in leadership were clear.

back to African Australian translations Dinka - Summary Guide translations In our own words: African Australians: A review of human rights and social inclusion issues 2010 Download PDF Download Word Audio files Complete audio File 1 File 2 File 3 File 4 File 5 File 6 File 7 File 8 File 9 File 10 File 11

back to African Australian translations Kirundi - Summary Guide translations In our own words: African Australians: A review of human rights and social inclusion issues 2010 Download PDF Download Word Audio files Complete audio File 1 File 2 File 3 File 4 File 5 File 6 File 7 File 8 File 9 File 10 File 11

back to African Australian translations Krio - Summary Guide translations In our own words: African Australians: A review of human rights and social inclusion issues 2010 Download PDF Download Word Audio files Complete audio File 1 File 2 File 3 File 4 File 5 File 6 File 7 File 8 File 9 File 10 File 11

Joint community and police projects, which aimed to build trust, respect, inclusion and participation, were eligible to receive funding of up to $10,000.

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On 5 December 2008 the Australian Human Rights Commission invited a group of young Muslim women to interview the Sex Discrimination Commissioner Elizabeth Broderick for a future community radio segment that the young women will develop themselves. The young women are participating in  the 'Young Muslim Women’s Short Animation Film Project' coordinated by Paula Abood who is the Community Cultural…

In a modern workforce where men and women work side by side it is important that employers protect their employees from unwanted behaviour that is not only harmful to the employee involved but also unprofessional and unproductive for the workplace. Sexual harassment is one form of unwanted behaviour that attempts to exclude individuals from the workplace by focusing on the sex of the person…

The information available in relation to each of the 152 complaints varied. As such, it was not always possible to determine each finding in relation to all of the complaints. For each of the findings below, the number of complaints for which the particular information was available is noted in brackets.

Sexual harassment has been unlawful across Australia for almost twenty years with 2004 marking the twentieth anniversary of the Sex Discrimination Act 1984 (Cth) (Sex Discrimination Act). [2] Over that period, community awareness of the existence of sexual harassment, particularly in the area of employment, has grown considerably.

Sexual harassment is an unwelcome sexual advance, unwelcome request for sexual favours or other unwelcome conduct of a sexual nature which makes a person feel offended, humiliated or intimidated, where a reasonable person would anticipate that reaction in the circumstances. [11] The Sex Discrimination Act defines the nature and circumstances in which sexual harassment is unlawful. [12]

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.

back to Young people in the workplace Young people in the workplace Activities / resources downloads Download complete resource in PDF or Word Introduction PDF or Word Activity sheet: How do you identify yourself PDF or Word Activity sheet: Case studies at work PDF or Word Resource sheet: Aspects of the law PDF or Word Activity sheet: Position cards PDF or Word Activity sheet: The workplace …

Young people in the workplace contains a series of activities and resources to help students explore the issues around workplace discrimination. The activities help students to draw comparisons between the dramatised workplace issues and their personal experiences by looking at how concepts of difference, discrimination and harassment may operate in their daily lives.

2. We all have identities that are significant to us; identities that have an impact on what we think and do. This is true at school, at home and at work.

The following hypothetical case studies present a number of scenarios where you can examine the potential legal rights and the legal responsibilities applicable to both employees and employers in the workplace.