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Disability Rights14 December 2012Speech
Opportunity knocks
I follow this custom wherever I go to speak in public. I think recognising Australia ' s indigenous peoples and their prior ownership of this land in this way is more than just good manners. It is an important part of recognising our diversity as a nation. -
Employers18 February 2015Quick Guide
Physical Requirements
In some circumstances, employers can require employees and potential employees to meet the physical requirements of a job. However, physical requirements can amount to unlawful discrimination in some circumstances. Discrimination could be against the law if it is linked to a protected attribute, such as a person’s race, age, sex or disability, and the requirement is not reasonable. Example: An ... -
Employers10 February 2015Webpage
Integrating human rights into Australian business practice
Companies in all regions and sectors are demonstrating that a commitment to human rights, decent workplace standards, environmental responsibility and the fight against corruption pays off. Some firms have saved money; others have minimized risks; still others have discovered new opportunities linked to the concept of sustainability. Ban Ki-moon, United Nations Secretary-General The business and ... -
Employers10 February 2015Webpage
The Australian manufacturing and retail sectors and human rights
The corporate responsibility to respect human rights is a social responsibility over and above compliance with applicable laws. It is the minimum expectation society has of business conduct in relation to human rights. It means that as business goes about its business, it should not infringe on the rights of others. So manufacture your mouse traps, deliver whatever services you provide, but don’t ... -
Legal14 December 2012Webpage
Inquiry into the effectiveness of the Sex Discrimination Act 1984 (Cth) in eliminating discrimination and promoting gender equality (2008)
(1) Support a two-stage inquiry process for the SDA, with some amendments made now to the existing law (Recommendations), and the rest completed within three (3) years (Options for Reform) -
Legal14 December 2012Webpage
Inquiry into the effectiveness of the Sex Discrimination Act 1984 (Cth) in eliminating discrimination and promoting gender equality (2008)
(1) Support a two-stage inquiry process for the SDA, with some amendments made now to the existing law (Recommendations), and the rest completed within three (3) years (Options for Reform) -
Employers19 February 2015Quick Guide
Working Hours
Offering employees flexible working hours, like other flexible work arrangements, is a way to create a productive workplace that is free of discrimination. In some circumstances, a rule that requires all employees to work certain hours can be indirect discrimination as it may have an unfair effect on some groups of people, such as people with disabilities, women who are pregnant or breastfeeding ... -
Age Discrimination6 July 2016Speech
National Press Club speech - Susan Ryan
“The ageing revolution is not over” - Last time I spoke here I called my address “the longevity revolution”, and asked, “crisis or opportunity?”. I intended that question as a challenge but it seems my challenge has not been met. We are as a community, still floundering on the crisis side of the binary. Our approach is still steeped in the language of “burden” and “deficits”. We are still failing to realise the opportunities that longevity can create for us. -
Employers18 February 2015Quick Guide
Gender Equality
Women experience inequality in many areas of their lives. At work, women face a gender ‘pay gap’ and barriers to leadership roles. Many encounter reduced employment opportunities because of the time they give to family and caring responsibilities. Sexual harassment and gender-based violence also threaten women’s basic right to feel safe and respected at work, in public, in places of study and at ... -
Employers18 February 2015Quick Guide
Job Advertisements
How a position is advertised is crucial to attracting the right sort of people for the job. A good advertisement will focus exclusively on the essential skills and abilities needed to do the job. Only refer to personal characteristics, such as age, sex, marital status or race, if they are part of the genuine requirements of the job. A discriminatory advertisement can limit the range of applicants ... -
Rights and Freedoms14 December 2012Speech
Developing a Culture of Human Rights: Education, Public Awareness and Active Citizenship
The Australian Human Rights Commission supports a Human Rights Act for Australia. It would set out in a single document the human rights that all people in Australia are entitled to enjoy, and the responsibilities we have to respect the rights of others. -
Employers19 February 2015Quick Guide
Unjustifiable Hardship
People with disabilities can face significant barriers in many parts of their lives, including getting into and staying in the workforce and accessing public buildings and facilities. The Disability Discrimination Act makes it against the law to discriminate against people with disabilities in many areas of public life, including employment, using goods and services and accessing public places ... -
14 December 2012Book page
20 Years on: The Challenges Continue - Chapter 4
Almost one in three targets of sexual harassment in Australian workplaces in the last five years formally reported it either to employers or to external agencies, the majority reporting it to their manager, supervisor or employer. Very few targets reported the sexual harassment to external agencies. -
Disability Rights14 December 2012Speech
2011 Disability Speech: NSW Careers Forum
RITA KUSEVSKIS-HAYES: Good morning, everybody. If I can ask everyone to take their seats. Good morning, everybody. My name is Rita Kusevskis-Hayes, and I would like to welcome you on behalf of the 2011 Careers Forum Organising Committee to the University of New South Wales. -
Employers18 February 2015Quick Guide
Policies
The type of policies your organisation should put in place will depend on the needs and circumstances of your particular workplace. Some organisations choose to have a single workplace policy which prohibits discrimination and harassment on a range of grounds, including a person’s sex, race, disability, age or sexual orientation. Others may decide there is a need for an additional stand-alone ... -
Employers18 February 2015Quick Guide
Human Rights
Human rights are based on the principles of dignity, equality and mutual respect. Human rights recognise the inherent value of each person, regardless of their background, where they live, what they look like, what they think or what they believe. People’s human rights are respected when they are treated fairly and have the ability to make genuine choices in their daily lives. The operations of an ... -
Employers18 February 2015Quick Guide
Job Sharing
Job sharing is a flexible work arrangement where one job is done by more than one person. It can be an option if employees want to work part-time but the job that is available needs to be worked on a full-time basis. Example: One employee works part-time and does the job on Monday and Tuesday and another employee does the same job, also working part-time, on Wednesday, Thursday and Friday. Job ... -
14 December 2012Book page
It's About Time - Consultations and Focus Groups
HREOC conducted a series of 28 consultations around Australia during 2005 and 2006 with employers, employees, community organisations and individuals following the release of the Striking the Balance discussion paper. The dates of these consultations follow. -
Legal27 September 2016Publication
Federal Discrimination Law 2016
Federal Discrimination Law is produced by the Commission’s legal section and provides an overview of the federal unlawful discrimination laws and examines the significant issues that have arisen in the federal unlawful discrimination cases. -
Employers18 February 2015Quick Guide
Racial Discrimination
A quick guide to racial discrimination, legal protection, and special measures to promote racial equality. Promote diversity and prevent discrimination in your workplace.