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14 December 2012Book page
A Bad Business - Part A: Background
Sexual harassment has been unlawful across Australia for almost twenty years with 2004 marking the twentieth anniversary of the Sex Discrimination Act 1984 (Cth) (Sex Discrimination Act). [2] Over that period, community awareness of the existence of sexual harassment, particularly in the area of employment, has grown considerably. -
14 December 2012Book page
A Bad Business - Part B: The Complaints Process
Sexual harassment is an unwelcome sexual advance, unwelcome request for sexual favours or other unwelcome conduct of a sexual nature which makes a person feel offended, humiliated or intimidated, where a reasonable person would anticipate that reaction in the circumstances. [11] The Sex Discrimination Act defines the nature and circumstances in which sexual harassment is unlawful. [12] -
14 December 2012Book page
A Bad Business - Part C: Findings
The majority of reported sexual harassment was targeted at women, involved multiple forms of harassing behaviour and occurred on more than one occasion. In over one in five cases, the harassment continued for more than 12 months. Verbal harassment was often a precursor to physical forms of harassment. -
14 December 2012Book page
National Inquiry on Employment and Disability Interim Report: executive summary
Back to contents National Inquiry on Employment and Disability Interim Report: Executive Summary This is the Interim Report of the National Inquiry into Employment and Disability. The Inquiry was announced on 4 March 2005 and is due to issue its final report by the end of 2005. The purpose of this Interim Report is to: (a) summarise the concerns and suggestions contained in the submissions… -
14 December 2012Book page
INQUIRY INTO EQUAL EMPLOYMENT OPPORTUNITY AND PARTICIPATION FOR PEOPLE WITH DISABILITIES: TERMS OF REFERENCE
Dr Sev Ozdowski, Human Rights Commissioner and Acting Disability Discrimination Commissioner, will conduct on behalf of the Human Rights and Equal Opportunity Commission and pursuant to sections 31(a)(b)(c) and (e) of the Human Rights and Equal Opportunity Commission Act 1986 (Cth), an inquiry into equal opportunity in employment and occupation for people with a disability in Australia. -
14 December 2012Book page
National Inquiry into Employment and Disability: Guide to the Inquiry
National Inquiry into Employment and Disability Guide to the Inquiry You can also download this document in Word(70K) or PDF(37K) format. Disability is a normal part of life. Anyone in the community might experience a disability at some stage of their life - men and women, young and old, city and country dwellers. In fact, almost 20% of Australians - 3.96 million - have some sort of… -
14 December 2012Book page
National Inquiry into Disability and Employment: Submissions - round 1
National Inquiry into Disability and Employment: Submissions - round 1 This page lists submissions made to the ºÚÁÏÇ鱨վ's National Inquiry on equal employment opportunity and participation for people with disabilities prior to the release of the Inquiry's Interim Report, and provides links to those submissions which have been provided electronically and on which no … -
14 December 2012Book page
Sterilisation
This paper will highlight the findings of research examining Family Court and state Guardianship Tribunal's originating materials and written reports from 'experts' and family members. It includes all sterilisation cases involving minors that have proceeded to legal judgment in Australia between 1992-1998. The central assertion is that non-consensual sterilisation continues to be framed as a… -
Disability Rights
14 December 2012WebpageWorld Wide Web Access: Disability Discrimination Act Advisory Notes
Work continues on the development of comprehensive recommendations for the implementation of the Web Content Accessibility Guidelines 2.0 (WCAG 2.0). Over the past three months we have been considering all the issues, some of them quite complex, relating to an orderly transition to WCAG 2.0, and receiving a range of views from government, industry, and the web development community (including web… -
Rights and Freedoms
14 December 2012Book pageForeword
It has become apparent to the ºÚÁÏÇ鱨վ that employers and managers are supportive of workers with mental illness. However, there is a need for guidance on how to do this better. -
14 December 2012Book page
2. Understanding mental illness
It is highly likely that at least one worker in your workplace will, at some point in time, have a long or short-term mental illness. While you do not need to become an expert in mental health, having a better understanding of what mental illness is (including its possible effects on a worker) enables you to be more effective in handling issues that may arise. -
14 December 2012Book page
3. Managing mental illness in the workplace
Some workers will choose to disclose their mental illness if they require workplace support. Others may choose not to disclose their illness if they feel they do not require any workplace support or fear an adverse reaction. -
14 December 2012Book page
4. Creating a safe and healthy workplace for all
The most effective way to attract and support competent and productive workers is to ensure a healthy and safe work environment for everyone including workers with mental illness. -
14 December 2012Book page
5. Where to get assistance
JobAccess is a confidential advice service available to managers who work with workers with disability, including workers with mental illness. The free telephone service provides: -
Rights and Freedoms
14 December 2012Book page
7. Acknowledgements
A special thank you goes to the following organisations, particularly for their generosity of time, assistance and goodwill, which contributed to the development of this guide: -
14 December 2012Book page
Appendix A: Knowing the law
The Commonwealth Disability Discrimination Act 1992 (Cth) (DDA) and equivalent state and territory laws make it unlawful to discriminate against, harass or victimise people with disabilities or their associates – including in employment. -
14 December 2012Book page
Appendix B: Types of mental illness
The following information provides a brief overview of mental illness. It is important to have an understanding of what mental illness is and its possible effects on a worker as this helps you to be more effective in handling issues that may arise. However, you do not need to become an expert in mental health nor are you required to assess whether a worker has a mental illness. -
14 December 2012Book page
Appendix C: How to talk about mental illness
First and foremost people with mental illness are people and therefore it is important to use 'people first' language when referring to a person with a mental illness. -
Sex Discrimination
14 December 2012Book pageOpen letter to all Local Government Authorities
I recently had the opportunity to address participants in the ALGA National Local Roads and Transport Congress on the role of local government in responding to the mobility and access needs of people with a disability. -
14 December 2012Book page
Building Regulation and equitable access - an Australian view
Michael Small Senior Policy Officer in the Disability Rights Unit at the Australian Human Rights and Equal Opportunity Commission michaelsmall@humanrights.gov.au