Date: 
Tuesday 1 January 2008 to Thursday 1 April 2010
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Workplace Issues

Sexual Harassment
Resources for employees and employers (2008 Update)

Harsh Realities 2
Harsh Realities 2 is the second set of case studies drawn from conciliated complaints lodged under the federal Sex Discrimination Act 1984. While the majority of the 17 case studies detail real life examples of sex discrimination, pregnancy discrimination and sexual harassment in employment, several are specific to education and the provision of goods and services.

Pregnancy Guidelines 2001

The Pregnancy Guidelines 2001 help clarify many of the issues surrounding pregnancy and work. The intersection of anti-discrimination, industrial and occupational health and safety laws can be complex and confusing. The Guidelines aim to help employers and employees better understand and meet the existing requirements.

 

Pregnant and Productive: It's a right not a privilege to work while pregnant (1999)
Pregnant and Productive: It's a right not a privilege to work while pregnant presents the findings of an extensive inquiry conducted by the Commission. Information provided to the inquiry indicated that discrimination on the basis of pregnancy and the inability to obtain paid maternity leave are significant factors contributing to Australian women and their partners deciding to not have children or to limit the size of their families. This report details pregnancy discrimination in the workplace and makes recommendations to address these inequities.

Harsh Realities
Harsh Realities is a set of educative case studies of complaints managed under the federal Sex Discrimination Act. "Sexual harassment and discrimination on the basis of sex, pregnancy and family responsibilities...these complaints demonstrate the harsh realities of what some working women are confronted with on a daily basis", said Commissioner Susan Halliday.

Guidelines for writing and publishing recruitment advertisements
A guide outlining the requirements for writing and publishing recruitment ads. The guide is aimed at recruitment and employment agencies, employers and those who publish or display job ads.

Stretching Flexibility: Enterprise Bargaining, Women Workers and Changes to Working Hours
Stretching Flexibility examines the impact on women workers of demands to work increasingly flexible hours and changes to working time arrangements being negotiated in enterprise agreements. The report recommends that the ACTU develop a comprehensive policy on working time arrangements, building on gains in leave arrangements as well as the insertion of implementation and monitoring mechanisms into agreements. It also stresses the need for the maintenance and strengthening of minimum standards and protection through a comprehensive "no disadvantage" test, as well as the maintenance and strengthening of consultation requirements.

The Equal Pay Handbook
The Equal Pay Handbook is designed to assist employers to meet their obligations under federal industrial and anti-discrimination legislation. It is also relevant to employees, equity practitioners and unions. It contains essential equal remuneration principles, explanatory material, case law, case studies and an equal remuneration audit methodology. The Handbook is intended to contribute to an understanding of pay equity and the implementation of equal remuneration in the workplace.

Glass Ceilings and Sticky Floors: Barriers to the careers of women in the Australian finance industry
Glass Ceilings and Sticky Floors confirms the findings of previous studies: that women are concentrated in part-time, lower-grade work with limited opportunities for training and advancement. The report identifies the barriers to equality and proposes recommendations for change aimed at producing concrete improvements for those women affected by 'sticky floors' and 'glass ceilings', including the introduction of career and gender awareness programs, the introduction of development plans for managerial and non-managerial women employees, the provision of appropriate training, and an examination of 'lateral' as well as conventional 'vertical' career paths.