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21 May 2013Webpage
Submissions raising ICCPR Article 9
ICCPR Article 9 addresses some of the most basic liberty rights, and has been the subject of a large amount of Commission work including through submissions. Examination of the Migration (Regional Processing) package of legislation - January 2013 Human rights discussed: ICCPR Articles 2.1, 2.2, 7, 9.1, 9.4, 14, 17, 23, 26; ICESCR Articles 6, 11; CRC Articles 2, 3.1, 8.1, 10.1, 20, 22,37.b;… -
Rights and Freedoms
18 May 2013WebpageFreedom to believe and the freedom to manifest that belief
Article 18 of the ICCPR distinguishes between the freedom to hold a particular belief, and the freedom to manifest that belief in conduct. It is clear from the different focuses of paragraphs (2) and (3) of article 18 that the freedom to hold a belief is broader than the freedom to act upon it. Of course, persons who express religious opinions may also be protected under , which recognises… -
Rights and Freedoms
18 May 2013Webpage
The collective aspect of freedom to manifest religion or belief
Article 18 of the ICCPR explicitly includes the freedom to manifest beliefs ‘in community with others’. As prominent human rights scholar Yoram Dinstein explains: ... freedom of religion, as an individual right, may be nullified unless complemented by a collective human right of the religious group to construct the infrastructure making possible the full enjoyment of that freedom by… -
Rights and Freedoms
18 May 2013Webpage
1981-86 Human Rights Commission Occasional Papers
These papers have been added to this site for research and historical purposes. Australia's first federal Human Rights Commission was established by the Fraser Government under the Human Rights Commission Act 1981. The first Commission was replaced by the Human Rights and Equal Opportunity Commission (now renamed as the ºÚÁÏÇ鱨վ) in December 1986. The first… -
Sex Discrimination
17 May 2013PublicationWomen in male-dominated industries: A toolkit of strategies (2013)
This toolkit is designed to assist leaders in organisations to develop and implement constructive and sustainable strategies to increase the representation of women in non-traditional roles in male-dominated industries. It provides practical suggestions and examples of different kinds of workplace strategies and mechanisms across four areas of: attraction, recruitment, retention and development… -
Human Resources16 May 2013Book page
Chapter 6: Additional Resources
View Chapter 6 as PDF View Chapter 6 as Word This chapter provides some useful information and links for industry-specific and general information on increasing the representation of women. Mining Industry Australia Increasing the Diversity of the Mining Industry Workforce – Strategies for Employers Women in Mining Network (WIMnet), 2003This bulletin is a collection of strategies and ideas… -
Human Resources16 May 2013Book page
Chapter 5: Development
View Chapter 5 as PDF View Chapter 5 as Word Strategies to ensure women have access to both formal and on-the-job development required for career paths in non-traditional rolesIncreasingly, organisations in the mining, construction and utilities industries are recognising that the training and career development of women is instrumental to achieving their gender diversity strategies.These -
Human Resources16 May 2013Book page
Chapter 3: Recruitment
View Chapter 3 as PDF View Chapter 3 as Word Strategies for an inclusive and rigorous interview and selection processRecruitment is a critical component of an organisation’s gender diversity strategy. Leading organisations in the mining, utilities and construction industries recognise this and now use the recruitment process to address negative perceptions about the industries.These same -
Human Resources16 May 2013Book page
Chapter 4: Retention
View Chapter 4 as PDF View Chapter 4 as Word Strategies to ensure more women are not only recruited, but also retained, in non-traditional rolesThe mining, construction and utilities industries have struggled to not only attract women to apply for jobs, they have also had challenges in retaining the women who have chosen to work with them. Retaining engaged and motivated employees is vital… -
Human Resources16 May 2013Book page
Chapter 2: Attraction
View Chapter 2 as PDF View Chapter 2 as Word Strategies to attract more women to consider and apply for opportunities within male-dominated industriesThere is a skills shortage in Australia and 45% of Australian employers are having difficulty filling key positions in their organisations. Employers have the most difficulty finding skilled trades people and engineers, both of which have…