Search results

For most Australian companies, the transition from Phase 1—Getting in the game, to Phase 2—Getting serious, will be most relevant. However, a number of our companies have been in Phase 2 for some time. Some of us see a path to continued improvement, with a payoff that will go further than just gender balance. Woolworths and CBA’s experiences, starting on page 30, show how individual companies have navigated Phases 1 and 2, and how they are beginning to think about the next phase of their journey.

In 2002–03, as in past years, the Commission participated in some bilateral international program activities, generally as part of the Australian Government’s development cooperation program developed by the Australian Agency for International Development (AusAID).

I am delighted to present my first statement as President of the Human Rights and Equal Opportunity Commission. Much of what is reported in this volume occurred before I took up my appointment. The last twelve months have been a time of challenge and success for the Commission as it continues the important task of promoting and protecting the observance of human rights in Australia.

HRC Report No. 10 – Report of an inquiry into a complaint of acts or practices inconsistent with or contrary to human rights in an Immigration Detention Centre (2000)

Striking the balance between paid work and family life has become more than a "barbeque stopper" - it is one of the major challenges facing families, employers and governments.

The Commission’s vision is of and for an Australian society in which the human rights of all people are respected and promoted. Our task is to find practical, pragmatic ways to turn the rhetoric of human rights into an everyday reality for all Australians and build a more tolerant and inclusive community. As this report indicates, this past year has been a period of substantial achievement as we strive towards this goal.

Back to 1999 - 2000 Annual Report Contents Annual Report 1999 - 2000 Appendix 2 Commission publications released during 1999-2000 Human Rights Rural & Remote School Education Report - January 2000 Emerging Themes - The National Inquiry into Rural & Remote Education Report 1 - March 2000 Recommendations the report of the National Inquiry into Rural & Remote Education - June 2000 (tabled report) Age ...

Do you work in women’s services? Do you work in women’s housing? Women’s health? Violence against women? Women’s support services? Discrimination issues?

HREOC reviews staff performance annually through its Performance Management Scheme. The Scheme provides an opportunity to set goals and priorities and assess the level of individual performance and contribution to Unit outcomes.

1.1 Introduction 1.2 Broadening the work and family debate 1.3 HREOC and the human rights principles supporting workers with family and carer responsibilities 1.4 Background and methodology 1.5 Research and data 1.6 Conclusion

HREOC plays a significant role in monitoring legislation and policy in Australia to assess compliance with human rights principles. This monitoring role includes:

In order for us to realise the Commission’s vision of a society where human rights are for everyone, everywhere, every day, we have made building understanding and respect for human rights one of our two key policy priorities. We are seeking to lift the level of consciousness within the Australian community of the importance of human rights to the maintenance of our free, democratic, inclusive and peaceful society.

Australian and international experts will gather at a two-day conference to be held in Melbourne this week to consider the subject of the trafficking of women into Australia for the purposes of prostitution. The timing of this event could hardly be better, following so closely as it does on the major package of counter-trafficking measures announced by the Australian Government only last week.

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 business imperative.

1. Australia: 36% 2. Lebanon: 10% 3. Turkey: 8% 4. Afghanistan: 3.5% 5. Bosnia-Herzegovina: 3.5% 6. Pakistan: 3.2% 7. Indonesia: 2.9% 8. Iraq: 2.8% 9. Bangladesh: 2.7% 10. Iran: 2.3% 11. Fiji: 2.0%