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Human rights principles require that Indigenous people's relationships to land, based on traditional laws and customs, be given legal recognition and protection. International legal principles also recognise that Indigenous peoples have economic, social and cultural human rights. Native title, as it is constructed through the Australian legal system, has a limited capacity to meet these human rights standards.

Homelands still belong to the people, we want to build homes on our land and live there. When we come to the homeland we come back to the peace and quiet. ... It is a much better environment on the homelands, better things for the children.[1]

If a group’s traditional country is not in a mining area they escape the injury to country that mining represents but have little opportunity to really develop industry and commerce that could support their communities.1

In 2006 the Secretary of the Department of Prime Minister and Cabinet made a revealing statement about Indigenous affairs. He argued that his own government’s policy performance in the Indigenous portfolio had been a failure. He went further to say that while well intentioned, the policies and approaches of the past 30 years had contributed to poor outcomes for Indigenous people.

WORKability I: Barriers noted that many employers are afraid of the 'unknowns' that may arise when employing people with disability. [1] On the one hand, this is the case with any new employee and the way to deal with the risk is to have a probationary period in an employment contract. On the other hand, several First Round Submissions suggested that a 'risk-free' opportunity to test an employment relationship with people with disability would be an incentive to employers to take on new employees with disability.

In my role as Aboriginal and Torres Strait Islander Social Justice Commissioner I am required to produce two annual reports on Indigenous human rights issues – the Social Justice Report and the Native Title Report.

Tackling discrimination and harassment in the workplace is legal obligation for all employers – but it’s also good for business. It can help you get the best for person for the job and reduce the potential for costly complaints and disruptions.

7.1 Introduction 7.2 Health and welfare of mothers and newborn children 7.3 Enabling women to combine work and family 7.4 Direct cost of children 7.5 Economic security for women

2.1 Scope of international obligations 2.2 National framework 2.3 Equality before the law and non-discrimination 2.4 Migrants, refugees and asylum seekers 2.5 Right to life, liberty and security of the person 2.1 Scope of international obligations Australia prides itself on its commitment to the promotion and protection of human rights and has announced its candidacy for election to the Human ...

Issues Paper 3, which was issued on the launch of the Inquiry, discussed the incentives and disincentives regarding employment of people with disability from the perspective of employers.

The current submission recognises the need to move beyond mere critique of the status quo and focus resources on the development of viable alternatives. To be feasible any such model must satisfy the legitimate concerns of the government while upholding the fundamental right of freedom of movement.

Catherine Branson welcomed guests, in particular international guests and acknowledged the traditional owners of the land. She thanked the Asia Pacific Forum of National Human Rights Institutions for co-hosting the seminar. She acknowledged the importance of the right to be free from torture, and congratulated the Australian Government for recognising the rights of those deprived of their liberty by signing the Optional Protocol to the Convention Against Torture (OPCAT). She noted that Australia faces challenges in implementing OPCAT, particularly due to its federal structure.