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Executive Summary After 10 years, and despite closing the gap being a national bipartisan priority, it is clear that Australian governments at all levels are, in key respects, failing Australia’s First Peoples. In February 2016, the Close the Gap Campaign (the Campaign) welcomed the Prime Minister’s words at his first Closing the Gap report to Parliament where he said ‘we have to stay the…

The ºÚÁÏÇ鱨վ is very pleased to launch Missing out: The business case for customer diversity in partnership with Deloitte Australia.

This report outlines work the National ºÚÁÏÇ鱨վ's Commissioner has undertaken throughout 2015-16 to promote the human rights of children and young people in Australia. The main focus of the report is the Optional Protocol to the Convention against Torture (OPCAT) in the context of children and young people detained in youth justice centres or adult facilities

As Acting Aboriginal and Torres Strait Islander Social Justice Commissioner and Deputy Aboriginal and Torres Strait Islander Social Justice Commissioner, we are pleased to present the Social Justice and Native Title Report 2016.

Also available: Complaint Statistics 2015-2016 | President’s statement This Annual Report sets out the performance of the ºÚÁÏÇ鱨վ in the 2015–16 financial year. This year has been both a challenging and rewarding one for the Commission. We have achieved the highest conciliation rates of complaints under the four discrimination laws since our inception 30 years ago …

President’s introduction Australia’s policy of sending asylum seekers and refugees to Nauru and Papua New Guinea’s Manus Island for processing of their claims has been one of the most contentious aspects of Australia’s migration policies. Introduced in 2012, third country processing has been a key plank of successive Australian governments to deter asylum seekers from travelling to Australia by…

This Corporate Plan sets out the strategic goals and priorities of the ºÚÁÏÇ鱨վ (the Commission). It creates an explicit connection between our purpose, corporate goals, operational environment, key activities and annual performance reporting.

Leading for Change starts the conversation about improving the representation of cultural diversity within Australian leadership. It provides guidance for how organisations can nurture leadership that is fit for our multicultural society and our global economy.

Some employers, particularly small businesses, told us that they would have liked to do more to hire and retain employees with disability and older employees, but were time-poor and had limited resources and access to information. For this reason, we have produced this resource which sets out our recommendations to businesses, examples of existing good practice and a list of available…

This paper expands on the evidence presented in the Willing to Work Inquiry regarding the link between health and workforce participation. As a critical factor of ongoing workforce participation it is important to analyse how improvements in health and related workplace practices can facilitate and enhance policies aimed at increasing the workforce participation of older people.