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Employers19 February 2015Quick Guide
Vision Impairment
A guide for employers to support employees with vision impairments in the workplace. -
Employers19 February 2015Quick Guide
Work-related events
An employer can be liable for acts of discrimination or harassment, including sexual harassment, that occur in the workplace or in connection with a person’s employment. This is called ‘vicarious liability’. It means that employers can be liable for acts by their employees that occur at work-related events, such as conferences, training workshops, business trips and work-related social… -
Employers19 February 2015Quick Guide
Social Media
Social media postings can be against the law if they discriminate against, harass, bully or racially vilify a person. Discrimination occurs when a person is treated less favourably than another person because of a particular attribute they have. Harassment or bullying can amount to discrimination in some circumstances. Inappropriate posts, comments or content shared on social media can… -
Employers19 February 2015Quick Guide
Special Measures
Special measures aim to foster greater equality by supporting groups of people who face, or have faced, entrenched discrimination so they can have similar access to opportunities as others in the community. Special measures are sometimes described as acts of ‘positive discrimination’ or ‘affirmative action’. They are allowed under federal anti-discrimination laws. The Sex Discrimination Act… -
Employers19 February 2015Quick Guide
Recruitment
Every organisation aims to recruit the best person for the job. That’s why it is important to be able to select from the widest possible range of applicants. Recruitment processes that are discriminatory reduce an employer’s opportunity to find the best person for the job. Employers who are recruiting staff should be aware of their responsibilities under federal anti-discrimination laws… -
Employers19 February 2015Quick Guide
Sexual Orientation, Gender and Intersex Discrimination
The Sex Discrimination Act makes it unlawful to discriminate against someone because of their sexual orientation, gender identity or intersex status. Sexual orientation discrimination happens when a person is treated less favourably than another person in a similar situation because he or she has a sexual orientation towards persons of the same sex; persons of a different sex; or persons of… -
Employers18 February 2015Quick Guide
Questions in Job Interviews
Asking applicants certain questions in a job interview may disadvantage some people and could amount to discrimination. Employers are required by law to avoid discrimination when recruiting staff. Employers should not seek unnecessary and potentially discriminatory information from applicants when they develop selection criteria or prepare interview questions. It could be discrimination if … -
Employers18 February 2015Quick Guide
Languages
Treating someone differently because of the language that they speak may be against the law. Find out more in this quick guide for employers. -
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… -
Employers18 February 2015Quick Guide
Dress Code
Employers often set rules regarding how their employees are expected to dress in the workplace. Employers should ensure that any dress code they propose does not amount to discrimination. Discrimination is against the law if a person is treated unfairly because of a protected characteristic, such as his or her race, sex, age, disability, sexual orientation, gender identity or intersex status… -
Employers18 February 2015Quick Guide
Direct Discrimination
Understanding Direct Discrimination. Learn about unlawful treatment based on protected characteristics. -
Employers18 February 2015Webpage
Business and Human Rights Factsheets
Explore publications by the Australian Human Rights Commission on how businesses can integrate human rights principles into their business practice. -
Employers13 February 2015Quick Guide
Criminal Record
Obtain information and practical guidance on how to prevent criminal record discrimination in the workplace. -
Employers13 February 2015Quick Guide
Complaints – Internal Complaints Processes
Establishing a process to resolve complaints of discrimination and harassment can improve staff satisfaction and help avoid complaints to external agencies or other legal action. Under federal anti-discrimination laws, if an organisation argues that the organisation should not be held liable for any discrimination or harassment by one of its employees, the organisation will need to… -
30 July 2013Book page
Disclaimer
The information contained in this publication does not constitute legal, financial or any other form of professional advice. Individuals or organisations should get their own independent professional advice prior to incorporating the information in this publication for use. The information provided is of a general nature and you should obtain professional advice as to whether the content -
22 July 2013Book page
Terms of Reference
The Review’s Terms of Reference were developed by the Australian Human Rights Commission after consultation with the ADF. The Terms of Reference requested the Review Panel, led by the Sex Discrimination Commissioner, to review, report and make recommendations on: the treatment of women at the Australian Defence Force Academy with a particular focus on the adequacy and appropriateness of… -
Rights and Freedoms24 June 2013Webpage
Human rights indicators
Human rights indicators are essential tools in turning human rights from legal principles into realities. The importance of development and application of appropriate indicators of human rights performance and progress is increasingly being recognised internationally and within Australia. The Commission promotes and participates in development of human rights indicators in Australia and… -
Legal11 February 2016Submission
Law Enforcement Legislation Amendment (Powers) Bill 2015
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11 June 2013Webpage
Australia's 2nd National Human Rights Action Plan
A second National Action Plan for Australia was released in 2004 by Prime Minister John Howard and provided to the United Nations. This Plan is dificult to find on Australian Government or United Nations sites. It is linked from this page in PDF and MS Word formats for ease of access. -
16 May 2013Project
Supporting participation in key international forums
The Commission welcomes proposals for funding to support the participation of people with disability and organisations representing people with disability to attend key international forums on human rights
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