- LEADR Workshop 25 November: Mediating workplace bullying complaints
- LEADR Presentation: Mediation – is it suitable for workplace bullying complaints?
- Moira Jenkins to speak at LEADR Conference in Brisbane 7 - 9 September 2011
- Introducing a new model of mediation for addressing complaints of workplace bullying.
- Is Brodie’s law effective in preventing bullying or a case of closing the gate after the horse has bolted?
Workplace Discrimination
Australia is a diverse society, and employees come from a wide range of backgrounds, sometimes with different expectations in regard to behaviours and standards. Discrimination in the workplace can be both destructive to individuals and also to the the effective functioning of the team and organisation. Some types of discrimination are against the law.
Some acts of discrimination are quite subtle, but indirect. Sometimes organisations discriminate against groups of people without realising it until it is too late and they receive a complaint. For example requiring all employees to have a drivers license may be illegally discriminating against those who can not hold a drivers licence for medical reasons, if driving is not an inherent part of their job. This may be indirect disability discrimination.
At Aboto we have experience working through issues of discrimination with employees, and managers. Moira worked for the South Australian Equal Opportunity Commission as a conciliator. We have experience in developing workplace policies, and conduct training that cover issues of discrimination in the best most effective manner.
Workplace discrimination often leads to, or is associated with, workplace bullying and can do significant psychological damage to the workers involved. Once these problems have escalated it is much much harder to address the problems, so focusing on the issues before they occur is a very cost effective and sound strategy. It makes business sense.