Employment Discrimination Stories (Law Stories)

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The bank recognises that taking parenting breaks can have an adverse effect on the accumulation of superannuation, and the bank continues to pay superannuation to parents while they are on maternity or parental leave caring for children. This policy makes working for the bank an attractive proposition for prospective employees, as well as encouraging employees to return to work after taking breaks for family.

The bank asserts that you get better business results with a diverse workforce. Diversity produces more creativity and different opinions which result in better decisions.

ADCQ : Stories about discrimination at work

The organisation attracts and retains its talented staff. Individuals are assessed on their merits rather than their gender, age, race or other characteristics. The Workplace Gender Equality Agency has resources on workplace flexibility and setting gender targets. The story demonstrates the loss to business in failing to make reasonable adjustments for staff with family responsibilities. Download the family responsibilities story. IT careers for people with autism. People with autism are under-represented in the workforce. The untapped potential of people with autism to work in the information and communication technology ICT area is now being recognised, with companies and departments recruiting for people with their particular skills to work in IT.

While each person's experience of autism is different, many people with autism have an exceptional ability to retain information, think at a level of detail and depth, or excel in math or code. Many may have strengths such as accuracy,a good eye for detail, and reliability, which can benefit many businesses, including the technology industry. The Brisbane office of the Commonwealth Department of Human Services which includes Medicare and Centrelink recently hired 13 people with autism for three-year traineeships as software analysts.

Human Services Minister, Marise Payne, says, we are very impressed by the quality of work produced by our …trainees, as well as their personal and professional growth. In Adelaide, the department is working with the private and not-for-profit sector to provide skilled employment opportunities for 11 people with autistic spectrum disorder through the 'Dandelion' program.

The department's ICT hub is the perfect workplace to engage the trainees, whose precise attention to detail and ability to systematically process information make them well suited to working in an IT test environment.


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The trainees work in testing teams to ensure the department's IT products and services meet the needs of the millions of Australians the department assists. Microsoft has adopted a similar trainee scheme in the United Kingdom, using the skills and aptitudes of people with autism. The three-year program provides trainees with the opportunity to gain valuable work skills in an environment that enables them to perform effectively, while being supported by people who understand their abilities. Small adjustments can unlock the potential of a whole section of society. Such adjustments could include making job interviews easier for people with autism to demonstrate their abilities, and providing support for workers with autism so that they understand the unwritten rules of the workplace.

Accessibility tools Skip to content Accessibility Colours: Stories about discrimination at work - Anti Discrimination Commission Queensland. Home Resources Fair and inclusive workplaces Discrimination at work Stories about discrimination at work. Stories about discrimination at work This collection of stories shows the kinds of discrimination that people face at work, and some innovative solutions and programs by employers to counter discrimination. Making a complaint She made a complaint of pregnancy discrimination to the Anti-Discrimination Commission Queensland ADCQ , which held a conciliation conference for both parties to discuss what had happened and suggest how the complaint could be resolved.

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Outcomes for the individual At the conciliation conference, the employer agreed to provide: Benefits for the business The employer took the process as a learning experience and has updated their practices, thereby reducing the risk of future complaints. Takeaway messages Dismissing a worker whether they are full-time, part-time or casual because they become pregnant is discrimination.

Sean's story Sean is 20 years old and is a valued, paid member of the staff at the Multicultural Development Association MDA , where he has worked for 18 months.

A business problem An efficiency review at MDA found that staff spent a lot of valuable time on administrative tasks, such as photocopying, which interrupted their priority work with clients. It was the perfect job for Sean. Getting started Before joining the team, Sean and his support worker met with his manager, Michelle, to discuss how they could help Sean settle in.

Developing skills Sean mastered the routine administrative tasks, and other jobs such as stocking the kitchen, helping with client barbeques, food bank shopping, and deliveries. Benefits for the organisation Sean's manager is enthusiastic about the benefits to the organisation from employing Sean. She says, a lot of tasks Sean does are fiddly and time consuming. Benefits for Sean Sean appreciates being part of the team. Takeaway messages Providing a job opportunity for a person with a disability can be as beneficial for the employer as for the person gaining employment.

Some initial planning and preparation may be needed. Many employers report that employing a person with a disability often positively contributes to the work environment in ways that they never imagined. What assistance can you get to employ a person with a disability? Why promote inclusion The Bank of Queensland believes that diversity at all levels in its workforce produces more creativity, better decisions, and better business results. Targets Setting targets gives an indication of progress achieved in the organisation. Unconscious bias The bank recognises that recruiters are a key group in increasing workforce diversity, because people recruit people like themselves.

De-identifying resumes When recruiting senior executives, the bank asks recruitment agencies to de-identify the resumes of all applicants. Flexibility initiative Flexibility in work arrangements is important for many employees, and flexible work options may attract a broader range of applicants. Superannuation boost The bank recognises that taking parenting breaks can have an adverse effect on the accumulation of superannuation, and the bank continues to pay superannuation to parents while they are on maternity or parental leave caring for children. Benefits to the organisation The bank asserts that you get better business results with a diverse workforce.

Benefits to individuals Individuals are assessed on their merits rather than their gender, age, race or other characteristics. Women may receive mentoring to progress their careers at the bank. Generous superannuation options and flexible work options are available to all staff. Takeaway messages Recruiters tend to select people like themselves. De-identifying candidates' resumes produces a short list based on capabilities. Training managers in flexibility is crucial to the success of flexibility programs.

What assistance can you get to increase diversity and retain staff? Commonwealth traineeships offered The Brisbane office of the Commonwealth Department of Human Services which includes Medicare and Centrelink recently hired 13 people with autism for three-year traineeships as software analysts. Small adjustments to develop work skills The three-year program provides trainees with the opportunity to gain valuable work skills in an environment that enables them to perform effectively, while being supported by people who understand their abilities.

Takeaway messages Develop an equal opportunity program and recruit trainees from a disadvantaged group to work in a specific area that suits their skillsets. Partner with the not-for-profit sector to recruit and support trainees in work.

Friedman's Employment Discrimination Stories (Stories Series)

Laura Mateczun and Rebecca Postowski also assisted. The University of Cape Town's Center for Law and Society hosted a visit, courtesy as well of the Fulbright Specialists program, that allowed me to revise this manuscript. Carol Mershon and Denise Walsh's project on advancing women in political science provoked thoughts about law and advancement. Finally, the National Science Foundation grant provided some support. Email your librarian or administrator to recommend adding this journal to your organisation's collection. This data will be updated every 24 hours. Send article to Kindle.

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