Managing equality in the workplace
Equality in the workplace is still an issue.
The Australian workforce is rapidly changing. Employers are finding their workforces aren’t what they used to be. There is greater ethnic and cultural variety, more mature workers and employees with non-traditional family structures.
The goal is to build a workplace which is healthy, productive and free from discrimination and harassment. The challenge is how to achieve this.
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Today, the Equal Opportunity Act makes it unlawful for a company to discriminate against anyone on the basis of:
- Age
- Disability/impairment
- Gender identity
- Industrial activity
- Lawful sexual activity
- Marital status
- Parental or carer status
- Physical features
- Political activity/belief
- Pregnancy and breastfeeding
- Race
- Religious activity/belief
- Sex
- Sexual orientation
- Personal association with someone who has any of these characteristics.
Your company could be liable for some hefty penalties, if it’s found to have broken the law. In 2004, nearly half a million dollars was paid in discrimination settlements in Victoria alone. Also, hundreds of businesses and organisations paid cash settlements to victims of discrimination.
If your company is found to be at fault, chances are that more than finances will be damaged. Reputations could be tarnished, the workplace could be disrupted and morale will suffer. Furthermore, the personal damage to the victim of the unfair treatment can be devastating.
Of course, there are subtleties and exceptions within the law. For example, an employer can lawfully discriminate against a worker for a genuine job requirement. Obviously, you don’t have to employ a 120-kilogram, six-foot rugby player in your ballet company. However, if he or she is an exceptional ballet dancer then maybe it’s a different story.
Employers must be mindful of equality in the workplace at all stages of employment, including recruitment, workplace conditions and dismissals.
Research suggests that managers tend to hire people that are most like themselves. The lesson here is that you must be aware of your own prejudices and be prepared to think objectively about them.
Astute managers donot fear the regulations, rather they use them to their advantage. A workplace which is free of harmful discrimination tends to be a happy and harmonious one. Such a workplace is more likely to benefit from the contributions and creativity of people from different backgrounds.
And there are other benefits. Where there is no discrimination, workers are more likely to give their best, staff turnover is likely to be less frequent and there will be fewer disruptions from complaints and legal disputes.
For managing equality, one of the best things to do is to start with your own behaviours. Question your own beliefs and prejudices. Maybe it is worth doing a course for there are excellent specific training courses available today. Other useful actions can include:
- Promoting and develop your company’s equal opportunity policy;
- Getting support from the top down;
- Training your staff to recognise and prevent discrimination and harassment;
- Installing an internal complaint handling procedure; and
- Monitoring your workplace culture and regularly reviewing your policies.