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1 – 3 of 3Santina Bertone and Sanjeev Abeynayake
(1) Critically analyze the role of diversity and inclusion practitioners and the legal/policy framework for managing diversity and inclusion in Australia. (2) Propose enhanced…
Abstract
Aims
(1) Critically analyze the role of diversity and inclusion practitioners and the legal/policy framework for managing diversity and inclusion in Australia. (2) Propose enhanced framework to improve outcomes for disadvantaged groups in the workforce.
Design/Methodology/Approach
Review of international and Australian literature, overview of gains and continuing gaps for disadvantaged groups, and consideration of the features of work health and safety (Robens-style) legislation that could be adapted to the diversity and inclusion jurisdiction.
Findings
The role of diversity and inclusion practitioner is often transient and fragmented, offering a limited base to advance the diversity and inclusion cause. Based on indicators, much more work is required to achieve full diversity and inclusion. A stronger legislative/policy framework is needed to increase the effectiveness and longevity of the diversity and inclusion practitioner role, spread responsibility, and achieve improved outcomes.
Research Limitations
A lack of qualitative data from workplaces to augment our understanding of the challenges encountered by diversity and inclusion practitioners. To date, there has been no opportunity to test the feasibility of Robens-style legislation/policy in this area.
Practical Implications
Opportunity to develop a fully worked proposal for legislative/policy reform to present to the government, employers, professional associations, trade unions, and representatives of disadvantaged groups.
Social Implications
Reforms could have far-reaching implications for the regulation and administration of diversity and inclusion practice in Australia
Originality
Critical review of the diversity and inclusion practitioner role and associated legislation/policy in Australia and consideration of an alternative framework for diversity and inclusion in the workplace.
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Keywords
Andri Georgiadou, Maria Alejandra Gonzalez-Perez and Miguel R. Olivas-Luján
The purpose of this chapter is to provide an overview of the research presented in this edited volume.
Abstract
Purpose
The purpose of this chapter is to provide an overview of the research presented in this edited volume.
Design/Methodology
This report is based on 17 chapters, which vary in terms of research approach, design, and method, yet aims to present different country perspectives on diversity within diversity management.
Findings
The chapters present new insights on how the national and macro-social environment impacts the institutional approaches to diversity management across the world. Findings indicate the need for organizations to focus on deep-level diversity, rather than choosing a tick-box policy on surface-level diversity. Empirical studies reveal that every institution can adopt a diversity-friendly approach in a way that best fits their structure, culture and the mentality of their top management team.
Originality
The report summarizes and integrates novel insights on country perspectives and approaches on diversity management.
Details