ࡱ> ikfgh_ bjbj ;jA\jA\~2!)DD,`.//////8/dT2/p33(4:T4T47,8,X8DFFFFFF$kj/d?*7|7d?d?j / /T4T4@vCvCvCd?, /lT4/T4DvCd?DvCvCH4x/,T4IA|B0<2slB|s|ds/Tp8n:lvC;$<fp8p8p8jjBp8p8p8d?d?d?d?sp8p8p8p8p8p8p8p8p8D> +:   鱨վ the Commission The Victorian Equal Opportunity and Human Rights Commission is an independent statutory body with responsibilities under three laws: Equal Opportunity Act 2010 Racial and Religious Tolerance Act 2001 Charter of Human Rights and Responsibilities Act 2006 The Equal Opportunity Act makes it against the law to discriminate against people on the basis of a number of different personal characteristics. The Racial and Religious Tolerance Act makes it against the law to vilify people because of their race or religion. Under the Equal Opportunity Act and the Racial and Religious Tolerance Act, the Commission helps people resolve complaints of discrimination, sexual harassment and racial or religious vilification through a free and impartial complaint resolution service with the aim of reaching a mutual agreement. The Charter of Human Rights and Responsibilities means that government and public bodies must comply with human rights and must consider relevant human rights when making decisions. The Commissions role includes educating people about the rights and responsibilities contained in the Charter, reporting annually to the Victorian Government about the operation of the Charter, reviewing programs and practices of public authorities, and intervening in certain matters before courts and tribunals on questions of law. The Commission does not handle complaints related to the Charter. Services provided by the Commission include: a free telephone Enquiry Line; a free and impartial dispute resolution service under the EOA and RRTA; information and education about equal opportunity, racial and religious vilification and the Charter; education, training and consultancy services; legal assistance to courts and tribunals on questions of law;  1. Introduction The Victorian Equal Opportunity and Human Rights Commission (the Commission) welcomes the opportunity to make submissions into the Willing to Work: National Inquiry into Employment Discrimination against Older Australians and Australians with Disability (the Inquiry). The Commission has made two separate submissions to this Inquiry. This submission addresses the employment of older people in Victoria, while the accompanying submission addresses the employment of people with disabilities in Victoria. As Victorias human rights and equal opportunity agency, the Commission welcomes the opportunity to contribute its expertise from a Victorian perspective to this national inquiry, both regarding compliance with equal opportunity and human rights legislation and in focusing on effective systems and policy reform that will better protect the rights of older people in employment. The laws under which the Commission has responsibilities are relevant to the Inquiry in a number of ways. Age discrimination in employment under the Equal Opportunity Act 2010 (EOA) is a significant concern for the Commission. The right to equal protection of the law without discrimination under the Charter of Human Rights and Responsibilities 2006 (Vic) (Charter) is also an important protection for older people employed by a public authority. These laws significantly impact on the lives of older people in Victoria, with respect to their income and economic participation, professional development, transition to prepare for retirement, community participation and personal sense of purpose. Age discrimination in employment not only affects individuals but also deprives industries and workplaces of the valuable set of skills, contributions and experiences that older people have to offer. 2. Structure of this Submission This submission addresses the questions outlined in the discussion paper, Employment discrimination against older Australians, with a focus on the Victorian legal context, complaints data on age discrimination and barriers to employment for older people. The Commission outlines a series of recommendations at the conclusion of this submission with respect to: Policies, workplace practices and programs for all employers including equal opportunity policies and recruitment and workplace policies that support the needs of older people. Education and awareness-raising programs for older people regarding their rights in employment and promotion of existing programs to support older people in employment. Improved access to current training programs for older job seekers and employees. Education programs for employers and recruitment agencies regarding their obligations under anti-discrimination legislation. Expanding eligibility for the Employment Assistance Fund to include older people aged 45 and over who would benefit from the program. Law reform to introduce a direct cause of action under the Charter of Human Rights and Responsibilities Act 2006 (Vic); inclusion of a positive duty to take reasonable and proportionate measures to eliminate discrimination, sexual harassment and victimisation in anti-discrimination legislation across all Australian jurisdictions; and to make it unlawful to discriminate against a person on the basis of irrelevant convictions within anti-discrimination law around the nation. 3. Terminology The term older people is used in this submission. Definitions of older people vary within the literature and depending on the context. The Commission has complaints data for all age groups and has presented data from ages 40 years and upward in this submission. In doing so however, the Commission recognises that age-related distinctions are often arbitrary and that older people are not a homogenous group. 4. Legal Context In Victoria, older people are protected under anti discrimination and human rights laws. The EOA and the Charter prohibit employment discrimination on the basis of age and set out the rights of all people in Victoria. 4.1 The Equal Opportunity Act The objects of the EOA include the elimination of discrimination, promoting and protecting the right to equality under the Charter, and the identification of systemic causes of discrimination to address social and economic disadvantage. 4.1.1 Discrimination Under the EOA, discrimination means direct or indirect discrimination on the basis of an attribute in an area of public life. Age is an attribute. There are eight areas of public life where people with a relevant attribute are protected: employment, provision of goods and service, education, accommodation, sport, clubs and club membership, disposal of land and local government. Employers must not discriminate against job applicants on the basis of age: in offering HYPERLINK "http://www.austlii.edu.au/au/legis/vic/consol_act/eoa2010250/s4.html" \l "employment"employment; in the terms on which HYPERLINK "http://www.austlii.edu.au/au/legis/vic/consol_act/eoa2010250/s4.html" \l "employment"employment is offered; by refusing or deliberately omitting to offer HYPERLINK "http://www.austlii.edu.au/au/legis/vic/consol_act/eoa2010250/s4.html" \l "employment"employment ; by denying access to a guidance program, an apprenticeship training program or other occupational training or retraining program. Employers must not discriminate against an employee on the basis of age: by denying or limiting access to opportunities for promotion, transfer or training or to any other benefits connected with the HYPERLINK "http://www.austlii.edu.au/au/legis/vic/consol_act/eoa2010250/s4.html" \l "employment"employment; by dismissing or terminating HYPERLINK "http://www.austlii.edu.au/au/legis/vic/consol_act/eoa2010250/s4.html" \l "employment"employment; by denying access to a guidance program, an apprenticeship training program or other occupational training or retraining program; by subjecting the employee to any other detriment. Direct discrimination Direct discrimination is when a person treats, or proposes to treat, a person with a disability unfavourably, because of their age. Direct discrimination often happens because people make unfair assumptions about what older people can and cannot do. Indirect discrimination Indirect discrimination is when an unreasonable requirement, condition or practice that purports to treat everyone the same ends up either actually, or potentially, disadvantaging older people. Exceptions An employer may discriminate against a person on the basis of age by limiting the offering of employment in relation to a dramatic or artistic performance, entertainment, photographic or modelling work or any other employment if it is necessary to do so for authenticity or credibility. An employer may also take into account an employees age when deciding the terms on which to offer an employee an incentive to resign or retire. 4.1.2 Remedies An older person may make a complaint in relation to employment discrimination to the Commission or directly to the Victorian Civil and Administrative Appeals Tribunal (VCAT). The Commission provides an impartial, fast, flexible, and free dispute resolution process to help people resolve discrimination complaints. The dispute resolution services assists parties to identify the disputed issues, develop options, consider alternatives, and try to reach an agreement. Complaints may also be made directly to VCAT, or to VCAT following dispute resolution. 4.1.3 Positive duty The EOA imposes a positive duty on those with obligations under the Act, including those in the area of employment, not to engage in discrimination, sexual harassment or victimization. The positive duty includes an obligation to take reasonable and proportionate steps to eliminate discrimination, sexual harassment or victimisation as far as possible. This requires a person to be proactive about discrimination and take steps to prevent discriminatory practices before they occur. In determining whether a measure is reasonable and proportionate, the EOA sets out a number of factors that must be considered including: the size of the person's business or operations; the nature and circumstances of the person's business or operations; the person's resources; the person's business and operational priorities; the practicability and the cost of the measures. Measures aimed at preventing discrimination may include staff awareness of zero tolerance policies, action plans to elimination discrimination, audits of policies, good complaints handling or grievance procedures, and mechanisms for reviewing and improving compliance. The positive duty may be implemented progressively over time. It cannot be the subject of a contravention complaint to the Commission for dispute resolution or to VCAT. However, the Commission may investigate a contravention of the positive duty under its investigation function into serious issues relating to a class or group of persons that cannot reasonably be resolved through dispute resolution. 4.2 The Charter of Human Rights and Responsibilities Act The Charter outlines 20 human rights of all people in Victoria, including the right to recognition and equality before the law, the right to take part in public life without discrimination, the right to freedom from slavery, servitude, forced work or compulsory labour. The right to equal protection of the law without discrimination at s 8(3) of the Charter goes beyond formal equality. It allows for disadvantaged or vulnerable people to be treated differently in order to ensure that they are treated equally. The right to effective protection against discrimination is the right not be discriminated against. The Charter requires the Victorian Government, public servants, local councils, Victoria Police and other public authorities to act compatibly with human rights, and to give proper consideration to human rights making decisions. The Charter applies to Parliament, courts, tribunals and public authorities. Although the Charter applies to government employers, it does not apply to employers within private and community sectors unless they are performing functions of a public nature on behalf of the State or a public authority in which case they may be considered public authorities for the purposes of the Charter. Private sector employers may however, as a matter of good practice, elect to comply with the Charter. Current remedies The Commission does not handle complaints related to the Charter. The Victorian Ombudsman can receive and investigate HYPERLINK "http://www.humanrightscommission.vic.gov.au/index.php/the-charter/complaints"complaints about whether administrative actions taken by the Victorian government departments, statutory bodies and employees of local government (councils) are in breach of, or have not properly considered, human rights. Complaints about breaches of the Charter can also be made to the HYPERLINK "http://www.ibac.vic.gov.au/"Independent Broad-based Anti-corruption Commission in relation to police misconduct. The Charter does not create a direct cause of action. It does, however, allow a person to raise a human rights argument in an existing legal proceeding. 5. Age Discrimination Complaints in Employment 5.1 Complaints received by the Commission Over the 2013/2014 and 2014/2015 financial years, the Commission received a total of 167 age discrimination complaints in the area of employment. This represented 2.9 per cent of all complaints made to the Commission and 58.6 per cent of all complaints made on the grounds of age discrimination over this two year period. Employment was the area that received the highest number of complaints over this period (167; 58.6 %), followed by goods and services (81; 28.4 %). Table 1 shows the total number of age discrimination complaints in the area of employment for each of these two financial years, both as a percentage of complaints to the Commission overall and as a percentage of complaints on the grounds of age. Table 2 shows a breakdown of age discrimination complaints by area over this period. Table 1. Age discrimination complaints in employment for 2013/2014 and 2014/2015 financial years 2013/20142014/2015Total*Number of age discrimination complaints in employment7790167Percentage of total age discrimination complaints55.0 %62.1 %58.5 %Percentage of total complaints (all attributes/areas)2.8 %3.0 %2.9 %*A complainant may make allegations of age discrimination in employment against one or more respondents i.e. employer, manager, co-worker which equates to 3 complaints of age discrimination in employment. Table 2. Age discrimination complaints by area for 2013/2014 and 2014/2015 financial years as a percentage of total age discrimination complaints Area of Complaint2013/2014 (no, % of total)2014/2015 (no, % of total)Sum of two years (no, % of total)Employment 77 (55.0 %)90 (62.1 %)167 (58.6 %)Goods and Services45 (32.1 %)36 (24.8 %)81 (28.4 %)Education 5 (3.6 %)2 (1.4 %)7 (2.5 %)Accommodation 8 (5.7 %)15 (10.4 %)23 (8.0 %)Sport 5 (3.6 %)2 (1.4 %)7 (2.5 %)Clubs---Local Government---Total 140 145285 Of the complainants who made age discrimination complaints in employment and provided their age, the highest number of complainants were within the 50-59 year age bracket (36), followed by those within the 40-49 year age bracket (19) and 30-39 year age bracket (16). Table 3 shows the age demographic of complainants who lodged disability discrimination complaints in the area of employment over the last two financial years. Table 3. *Age demographics of complainants who made age discrimination complaints in employment for 2013/2014 and 2014/2015 financial years. Age in years2013/2014 2014/2015 Sum of two years 40-499 10 19 50-599 27 36 60-697 9 16 70-79-3 3 80+---Total254974* The age type is based on the complainants demographic. A complainant may make age discrimination complaints against one or more respondents. 5.2 Case Studies The following three case studies are examples of age discrimination complaints in the area of employment that the Commission has received over the past two years. For reasons of confidentiality, all case studies have been de-identified. 5.2.1 Case study 1 Alleged discrimination involving bullying The complainant is 53 years of age and worked for a real estate company as a property manager. She alleged that her employer preferred recruiting younger management staff and her age was the topic of jokes and innuendo. The respondent stated that comments about the complainants age were jocular as opposed to ridicule or insults. The parties agreed to attend a conciliation conference and the matter was resolved via negotiation for $15,000 compensation. 5.2.2 Case study 2 Alleged discrimination involving unfair dismissal The complainant is 54 years of age and commenced employment on a traineeship with an automotive wholesaler. Shortly after, his employment was terminated as the company thought he was too old for the job and wanted someone in their 20s. The parties agreed to attend a conciliation conference and the matter was resolved via negotiation for $4,000 compensation and an apology. 5.2.3 Case study 3 Alleged discrimination involving failure to approve leave for hospital treatment The complainant is 55 years old and took sick leave for a medical condition which required hospitalisation. Her employer was unwilling to grant her leave and issued her with a warning. The complainant was then asked by her employer how old she was and when she replied she was advised to retire. The parties agreed to attend a conciliation conference and the matter was resolved via negotiation for $10,000 compensation and an apology. 6. Barriers to Employment 6.1 Barriers to Employment for Older People Older Victorians can face a range of barriers at different stages of employment, including recruitment, retention and re-entering the workforce. The Commission acknowledges the significant research work that the 鱨վ has conducted in the area of age discrimination. The Commission draws on this research base to guide its work on age discrimination against older people in Victoria. Some of the barriers that older people experience with respect to employment include: Discrimination by employers and within the workplace: Age discrimination can be both direct and indirect in recruitment and retention of staff, and often interacts with other barriers. In an Australian sample of 2,271 survey respondents (1,836 community; 435 business), 88 per cent of community respondents and 92 per cent of business respondents reported that age discrimination is likely to occur in the workplace. Being denied a position is a common experience of age discrimination. Common reasons that employers provide are that the older applicant is over-qualified, lacking up-to-date skills, will not fit into the team and concerns about health and fitness. Discriminatory practices of recruitment agencies: Research has found that some recruitment agencies do not accept older people as clients or recommend them to employers. Given that recruitment agencies have an increasing role in being the intermediary between job seekers and employers, discriminatory practices of recruitment agencies are likely to disadvantage older job seekers. Lack of awareness among older people about their rights in employment: Many other protected attributes are relevant to groups of people for most or all of their working life (e.g. disability, gender, sexual orientation), however people experience older age in the latter portion of their working life. Therefore, many older people are not as aware of their rights under anti-discrimination legislation compared to people with other protected attributes. Care giving responsibilities: Older people may have care giving responsibilities for their parents who are toward the end of their lives. Older women in particular may have had extended periods of time out of the workforce caring for their own children and, in some cases elderly parents, and can therefore experience barriers re-entering the workforce after this period. Out-dated job search skills: Older job seekers can have difficulty finding employment due to out-dated job search skills, e.g. lack of familiarity with internet-based job search websites and applications. Changing industry demands: The decline in the manufacturing industry in recent decades means that many older people who previously worked in this industry have skills and work experience that are less suited to current work industries. Difficulties re-training and up-skilling: Older workers may have qualifications that are no longer relevant to their field of work or may need to re-train to meet industry changes. These challenges are exacerbated for older people with low levels of prior qualifications and formal education. The cost of further education and training can also be a barrier for older people. Difficulties re-entering the workforce after extended periods of unemployment: Many older people have experienced difficulties re-entering the workforce after periods of unemployment. Job seekers aged 55 years and over have an average duration of unemployment of 71 weeks, compared to 41 weeks for job seekers aged between 25 and 44 years. Physical and mental illness and disability: Some older people can acquire physical disabilities as they age. This can impact on early retirement, job loss and difficulties re-entering the workforce. Research suggests strong connections between mental illness and early retirement, job loss, unemployment and difficulties re-entering the workforce. Therefore, barriers associated with mental illness, disability and employment are particularly relevant to some older people. Difficulties negotiating flexible working arrangements: Older people are more likely to work beyond retirement age if they have access to part-time work or other flexible working arrangements. Flexible working arrangements can also support the workplace participation of older people with physical disability and mental illness, as well as older people with caring responsibilities. 6.2 Barriers to Employment for Specific Groups of Older People The Commission acknowledges that many older people face systemic discrimination in employment based on intersectional identities, for example older women, older people with disability, older Aboriginal and Torres Strait Islander people, older people from culturally and linguistically diverse (CALD) backgrounds and older people who are lesbian, gay, bisexual, transgender and intersex (LGBTI). 6.2.1 Older women Older women can experience compounded discrimination and disadvantage because of factors including a lifetime of gender inequality, poor education and wage inequality. Women, on average, earn less than men. As at May 2015, the average weekly earnings of women was 17.9 per cent less than that of men. The gender pay gap has ranged between 15 and 19 per cent for the past two decades. Fewer women in senior positions and more women in non-permanent or part-time employment arrangements contribute to this gender pay gap. The current superannuation system, being tied to paid work, severely disadvantages women who are more likely to have had extended periods out of the workforce or in part-time work to care for family members over the course of their working life. In 2012, the superannuation gender gap was 47 per cent, with the average superannuation balance at the time of retirement being $105,000 for women and $197,000 for men. 6.2.2 Older people with disability Some of the barriers to employment are likely to differ for people with disability who are ageing and people who develop disability with age. Many people with disability who are ageing would have experienced barriers to employment throughout their working life, which could impact on their prospect of finding work in their older age and also on the amount of superannuation as they approach the age of retirement. Employees with degenerative disability (e.g. multiple scoliosis, muscular dystrophy, or arthritis) may require additional reasonable adjustments in their workplace as they age, such as modified work tasks, more flexible working hours, assistive aides and equipment. Employees who develop disability with age may be less aware of their rights to reasonable adjustments in the workplace than other employees with disability who have negotiated workplace adjustments throughout their working life. Some employees may develop disabilities such that they are unable to perform their previous duties and thus may require modified work duties or, in some cases, retraining. A more comprehensive outline of barriers to employment for people with disability has been included in the supplementary submission to this Inquiry. 6.2.4 Older Aboriginal and Torres Strait Islander people In 2012-2013, Aboriginal and Torres Strait Islander people aged between 15 to 64 years had a labour force participation rate of 60 per cent, compared with 80 per cent for non-Aboriginal or Torres Strait Islander people. Disparities in labour force participation rate were greatest for older populations. For both 45 to 54 years and 55 to 64 year age brackets, the labour force participation rate for Aboriginal and Torres Strait Islander people was 24 per cent below that of non-Aboriginal and Torres Strait Islander people. Lower life expectancy and higher prevalence of disability is one contributing factor to this discrepancy in labour force participation. Between the period of 2008-2012, approximately two-thirds (65 per cent) of Aboriginal and Torres Strait Islander people died before the age of 65 years, compared to only 19 per cent of non-Aboriginal and Torres Strait Islander people. Chronic health conditions, including circulatory disease, metabolic and nutritional disorders, cancer and respiratory diseases account for two-thirds of this gap in mortality rates. This highlights barriers to employment associated with ill health and the need for workplace policies and practices that are inclusive of the needs of people with disabilities, including chronic health conditions. The accompanying submission to this inquiry further details the barriers and recommendations with respect to the employment of people with disabilities in Victoria. Experiences of compounding discrimination on the basis of cultural identity and age can be a barrier to employment for older Aboriginal and Torres Strait Islander people. In 2013, the Commission published a research report, Reporting Racism, to document the nature and extent of racism in Victoria. Approximately one third of the 227 survey respondents had witnessed or experienced racism at work. The Commissions findings were consistent with research conducted by VicHealth, which found that 42 per cent of Aboriginal and Torres Strait Islander survey respondents reporting experiences of racism in employment. Experiences of discrimination included unfair treatment when applying for work, being denied work opportunities, inappropriate questioning and comments and hearing racist jokes or derogatory comments in the workplace. 6.2.5 Older people from culturally and linguistically diverse backgrounds Racism can be a barrier to gaining and maintaining employment for older people from CALD backgrounds. A 2010 research study found that applicants with Chinese and Middle Eastern sounding names were less likely to be contacted by employers in recruitment processes compared to applicants with Anglo-Saxon sounding names. Further, as detailed above, the Commissions research report Reporting Racism found that approximately one third of survey respondents had witnessed or experienced racism at work. Similarly, research by VicHealth found that 33 per cent of CALD survey participants reported experiencing racism in connection with work. Added to this, people from CALD backgrounds can be less familiar with Australian anti-discrimination laws and avenues for complaint handling. Racism can compound other barriers to employment that older people can experience. 6.2.6 Older people who are lesbian, gay, bisexual, transgender and intersex Older LGBTI peoples experiences of age discrimination can be compounded by discrimination based on their sexual orientation or gender identity. Many LGBTI people report experiences of discrimination in Australian workplaces including: social exclusion or ridicule in the workplace; being subjected to unreasonable work expectations; denial of job entitlements; denial of promotion and career development opportunities, and in some extreme cases, sexual harassment and threats of violence. Some older LGBTI people, in particular older gay men, experience barriers to employment arising from prior historic criminal convictions associated with homosexual behaviour. Until 1981, some people in Victoria could be convicted of certain sexual and public morality offences to punish homosexual behaviour. Although laws for homosexual offences were repealed by March 1981, the criminal convictions arising from such offences have remained on the criminal records of people for more than 30 years. This barrier to employment is particularly relevant to older gay men, given that they are most likely to have been convicted of these offences. In 2015, the Victorian Government introduced a new scheme to expunge historical convictions for homosexual activity and protect people against discrimination of an expunged historical homosexual conviction. While New South Wales and South Australia have introduced similar schemes, convictions for homosexual activity remain a barrier to employment for older gay men. 7. Recommendations The Commissions research into equal opportunity in the workplace has found that for change to be effective, long-term and sustainable, it must occur on a number of levels, including at industry-wide, organisational and individual levels. The Commission puts forward the following recommendations with respect to: Policies, workplace practices and programs for all employers Education and support Law reform The Commission acknowledges the recommendations put forward by the National Seniors Productive Ageing Centre in its 2012 report. In particular, the Commission would like to endorse Recommendations 5, 8, 16 and 20 which are restated below, along with other recommendations outlined below. 7.1 Policies, Workplace Practices and Programs for All Employers Develop an equal opportunity policy that includes practices and policies that will enhance the recruitment and retention of older people, including new policies and practices that will eliminate discrimination. Organisations and business should develop a plan that is relevant to its size, resources and functions. Develop recruitment policies and practices that accommodate the needs of older people and eliminate discrimination against them. Some examples may include: A statement in position descriptions welcoming applicants who are older, with disabilities and other diverse backgrounds, e.g. statement that the organisation or business is an equal opportunity employer. Determine strategies for reaching the widest possible pool of applicants, such as using specialist media for specific cultural groups, Indigenous media, social media, information networks, community groups and organisations, industry groups and trade unions. Avoid selection processes that may unfairly disadvantage older applicants, e.g. do not eliminate applicants based on their age or because they are perceived to have too many years of experience in the workplace. Also avoid eliminating applicants based on periods of leave in their resum as this can disadvantage older women in particular who extended periods of time out of the workforce caring for family members. Develop workplace practices that accommodate the needs of a range of older employees. Although some policies and practices will need to be tailored to the organisation or business, some examples include: Flexible working hours, e.g. flexible start and finish times, part-time work, job sharing. Time in lieu arrangements can assist employees with fluctuating health conditions to work during periods when they are able to and take leave during periods of ill-health. Flexible leave options, including leave without pay, extended or special leave options. Flexible work location, e.g. offering employees options to work from home and use technology to liaise with colleagues and stakeholders. For staff members who do work off-site, measures should be taken to include older employees in staff work and social activities. Also refer to the accompanying submission on the employment of people with disabilities for additional policies and practices to support older people with disabilities in employment. The Commission also published the Guideline for the Recruitment Industry and Employers: Complying with the Equal Opportunity Act 2010 in Recruitment in 2014. This guideline provides guidance to employers in meeting their obligations under the Equal Opportunity Act 2010, including positive steps that employers can take in preventing discrimination. 7.2 Education and Support 7.2.1 Education and Support for Employers and Recruitment Agencies Governments and Peak Industry Bodies should deliver education programs for employers in government, private and community sectors regarding their legal obligations under anti-discrimination legislation, including a specific focus on older employees. This should incorporate a communications strategy to maximise effectiveness and spread. This may involve holding seminars at different times of the day or online, issuing media releases, using social media or publishing articles in relevant industry journals. Attention should be given medium to small organisations and businesses that tend to be less aware of these obligations and initiatives. Education programs should be delivered across a range of vocational fields and all government departments. Governments and Peak Industry Bodies should specifically deliver education programs to recruitment agencies regarding their legal obligations under anti-discrimination legislation. Recruitment agencies have been identified as frequently discriminating against older clients. There is a critical need for specific education programs targeted at recruitment agencies to address this discrimination, given the increasing role that agencies have in finding job seekers work and educating and reminding employers of their legal obligation under equal opportunity legislation. Governments should establish independent contact officers located within various Peak Industry Bodies across Australia to provide practical advice and assistance to employers around workforce ageing issues. This could include industry-based information products to educate older people of their rights in employment and employers and recruiters of their obligations under anti-discrimination legislation. 7.2.2 Education and Support for Older Job Seekers and Employees Governments and Peak Industry Bodies should deliver education programs for older people on their rights in recruitment and employment. This would assist to address the lack of awareness among older workers of their rights in employment. Greater promotion of existing programs to support older job seekers and employees (e.g. Experience+). This would assist to address barriers to employment associated with out-dated job search skills. Improved access to current training programs for older job seekers and employees. Experience+ Training allows employers to provide training to older workers to build their capacity to supervise or mentor Australian Apprentices or Trainees. Such programs should be incorporate flexible arrangements to maximise accessibility to older workers. These training programs would assist older workers who have trade skills but are seeking to transition to work options that are less physically demanding. Expand the eligibility criteria for the Employment Assistance Fund to include older people aged 45 and over who would benefit from the program. This would assist older people to access workplace assessments, modifications, adaptive equipment or other special work-related equipment to support them in their employment without having to demonstrate that they have a disability. 7.4 Law Reform 7.4.1 Recommendations of the Eight Year Review of the Charter During 2015, the Charter was independently reviewed. The Review, in its report From Commitment to Culture: the 2015 Review of the Charter of Human Rights and Responsibilities Act 2006, recommended that the Charter be strengthened. The Review concurred with the Commissions recommendation that the Charter be amended to provide the Commission with the statutory function and resources to offer dispute resolution for disputes under the Charter. In addition, the Review recommended that remedies under the Charter be improved by enabling a direct cause of action in VCAT for people who claim a public authority has breached rights under the Charter and if VCAT find a public authority acted incompatibility with the Charter it should have the power to grant any relief or remedy considered just and appropriate excluding damages. 7.4.2 Inclusion of a Positive Duty in Anti-Discrimination Legislation Under section 15 of the EOA, employers and the recruitment industry have a positive duty to take reasonable and proportionate measures to eliminate discrimination, sexual harassment and victimisation. The positive duty is about being proactive. It means eliminating causes of discrimination that may be part of systems of work, not just responding to complaints that arise. In the same way occupational health and safety laws require employers to take steps to improve procedures, policies and practices to avoid workplace injuries occurring, the positive duty requires employers to do the same to prevent discrimination from occurring. (See section 4.1.3, above). Victoria is the only Australian jurisdiction that includes the positive duty in its EOA or equivalent. The Commission recommends that other jurisdictions consider incorporating a positive duty into their anti-discrimination legislation. The Guideline for the Recruitment Industry and Employers: Complying with the Equal Opportunity Act 2010 in Recruitment that the Commission published in 2014 provides further information on how employers can meet their positive duty. 7.4.3 Introduce attribute of irrelevant conviction Victoria has amended the Sentencing Act 1991 by the Sentencing Amendment (Historical Homosexual Convictions Expungement) Act 2014, which was passed by Parliament in October 2014 and came into operation on 1 September 2015. The amendments establish a scheme under which certain convictions may be expunged. Coinciding with these amendments, on 1 September 2015, an attribute was added to section 6 of the Equal Opportunity Act 2010 to prohibit discrimination on the basis of an expunged homosexual conviction. It is added as section 6(pa) of the EOA. While New South Wales and South Australia have introduced similar schemes, historical homosexual conviction continue to be a barrier to employment for LGBTI people in other Australian states and territories. Historical homosexual convictions are one type of irrelevant conviction that can impact on an older persons prospects of gaining employment. Some convictions may be historic, such as 30 year old homosexual convictions, and others may have no bearing on the requirements of employment or responsibilities of the position. As outlined above, there is now a scheme to expunge historic homosexual convictions in Victoria. While such schemes would and do deal with some of the obstacles to employment, they do not fully address issues of criminal convictions that have no bearing on a persons ability to meet the employment requirements. There are calls for Victoria to introduce a spent conviction scheme, which would limit the disclosure and use of older, less-serious and/or irrelevant convictions and findings of guilt by mandating when a conviction becomes spent. While the Commission welcomed the introduction of an attribute of expunged homosexual conviction in the EOA, the Commission proposes that a new, broader attribute be added in the EOA and other equivalent legislation nationally to make it unlawful to discriminate against a person on the basis of irrelevant convictions. This would capture both historical homosexual convictions as well as other historical convictions and convictions that are irrelevant to the requirements of particular employment. 8. Conclusion Addressing and preventing discrimination in employment ensures that society and the economy continue to benefit from the significant contribution of older Victorians, while also enhancing individual wellbeing and self-esteem. This is particularly critical given the ageing population across Australia, and likely implications for people looking to remain in the workforce for longer. Overall this submission seeks to demonstrate that human rights and preventing discrimination are central to enhancing the realisation of human rights of older people and facilitate their meaningful economic participation and inclusion in the workforce. Thank you for the opportunity to make this submission. The contact officer for this submission is Bridie Hudson, Policy and Project Officer. She may be contacted on bridie.hudson@veohrc.vic.gov.au.  There is no single age that defines the onset of old age. Arbitrary limits of anywhere between 50 and 70 have been used by various programs for various groups of older people. Analysis of patterns of age discrimination at work have tended to refer to people 45 and older (see for example the 鱨վ report, n.8).  EOA s 26(3).  EOA s 29.  EOA s 15.  EOA s 15(6).  Victorian Toll & Anor v Taha and Anor; State of Victoria v Brookes & Anor [2013] VSCA 37 (4 March 2013), Justice Tate JA [210]; Lifestyle Communities Ltd (No 3) (Anti-Discrimination) [288].  See Justice Tate JA Victorian Toll & Anor v Taha and Anor; State of Victoria v Brookes & Anor [2013] VSCA 37 [209]; Lifestyle Communities Ltd (No 3) (Anti-Discrimination) [141].  See principles 15, 17 to 21, the Guiding Principles on Business and Human Rights, United Nations Human Rights Council resolution 17/4 of 16 June 2011.  National Seniors Productive Ageing Centre, Barriers to mature age employment: Final report of the consultative forum on mature age participation (Report) (2012): New South Wales, 1.  鱨վ, Fact or fiction? Stereotypes of older Australians (Report) (2013), 29.  Ibid, 32.  Deborah Smeaton, Sandra Vegeris and Melahat Sahin-Dikmen, Older Workers: Employment Preferences, Barriers and Solutions (Report) (2009) Equality and Human Rights Commission: London,  New South Wales Ministerial Advisory Committee on Ageing Work and older people roundtable decision report (Report) (2009), 36.  National Seniors Productive Ageing Centre, above n 9, 1.  Ibid, 1.  Ibid, 2.  Ibid, 4.  Ibid,,5.  David Lundberg and Zaniah Marshallay, Older Workers Perspectives on Training and Retention of Older Workers (Report) (2007) National Centre for Vocational Education Research: Adelaide.  National Seniors Productive Ageing Centre, above n 9, 13.  Australian Bureau of Statistics (2012), Labour Force, Australia, Detailed - Electronic Delivery, cat. no. 6291.0.55.001 .  National Seniors Productive Ageing Centre, above n 9, 4.  Jeff Borland and Diana Warren, Labour Force Outcomes for the Mature Age Population (Report) (2005), prepared for the Australian Government Department of Employment and Workplace Relations under the Social Policy Research Services Agreement.  Australian Bureau of Statistics (2010), Multipurpose Household Survey, Expanded CURF, Australia, 2008-09, cat. no. 4100.0 .  The United Nations Committee on the Elimination of Discrimination against Women (CEDAW) has also expressed concern about older womens experiences of poverty: see for example CEDAW, Luxembourg, UN Doc A/58/38 part 1(2003) 295 (there may be more recent UN observations to refer to)  Australian Bureau of Statistics (2015), Average Weekly Earnings, Australia, May 2015, cat. no. 6302.0 .  Workplace Gender and Equality Agency Gender Pay Gap Statistics (Factsheet) (2015), 3.  Australian Council of Trade Unions, Voices from Working Australia Findings from the ACTU Working Australia Census 2011, 29.  Workplace Gender and Equality Agency, above n 29, 3, 10.  Association of Superannuation Funds of Australia Limited, An update on the level and distribution of retirement savings (Report) (2014): New South Wales, 9.  Australian Bureau of Statistics (2014), Australian Social Trends, Exploring the gap in labour market outcomes for Aboriginal and Torries Strait Islander Peoples, cat. no. 4102.0 < HYPERLINK "http://www.abs.gov.au/ausstats/abs@.nsf/Lookup/4102.0main+features72014" http://www.abs.gov.au/ausstats/abs@.nsf/Lookup/4102.0main+features72014>.  Australian Government, Department of the Prime Minister and Cabinet, Aboriginal and Torries Strait Islander Health Performance Framework 2014 Report (2014) 2.07. The labour force participation rate was 62 per cent for Aboriginal and Torres Strait Islander people aged between 45 to 54 years and 43 per cent for those aged between 55 to 64 years, compared to 86 and 67 per cent for non-Aboriginal and Torres Strait Islander people in these respective age brackets.  Australian Government, Australian Institute of Health and Welfare, Mortality and life expectancy of Indigenous Australians 2008-2012 (Report) (2014), 8.  Ibid  Victorian Equal Opportunity and Human Rights Commission, Reporting Racism (Report) (2013), 20.  Victorian Health Promotion Foundation, Mental health impacts of racial discrimination in Victorian Aboriginal Communities Experiences of racism survey: a summary (2012), 4. This contrasts with findings of the Melbourne Institute of Applied Economic and Social Research who, when analysing data from the Household, Income and Labour Dynamics in Australia surveys of 2008 and 2010 found the incidence of perceived employment discrimination was 11.6 per cent among Indigenous job applicants, and 10.4 per cent of Indigenous employees (based on a nationally representative sample). Markus Hahn and Roger Wilkins, Perceived Job Discrimination in Australia: Its Correlates and Consequences, Melbourne Institute Working Paper Series, Working Paper No. 9/13 (2013) 9.  Victorian Equal Opportunity and Human Rights Commission, above n 37, 20.  Applicants with Chinese and Middle Eastern sounding names needed to send out approximately 65 per cent more applications in order to receive a call-back rate from employers that matched that of applicants with Anglo-Saxon sounding names: Alison Booth, Andrew Leigh and Elena Varganova Does racial and ethnic discrimination vary across minority groups? Evidence from a field experiment (2010) 74 Oxford Bulletin of Economics and Statistics 4, 55760.  Victorian Equal Opportunity and Human Rights Commission, above n 37, 20.  Victorian Health Promotion Foundation, above n 38, 5.  See See Ian Smith, Lindsay Oades and Grace McCarthy, The Australian corporate closet, why it's still so full: a review of incidence rates for sexual orientation discrimination gender identity discrimination in the workplace 9(1) Gay and Lesbian Issues and Psychology Review 51, for a review; Jude Irwin, Discrimination against gay men, lesbians and transgender people working in education (2002) 14(2) Journal of Gay and Lesbian Social Services 65; Paul Willis, It really is water off our backs: Young LGBQ peoples strategies for resisting and refuting homonegative practices in Australian workplaces (2009) 5(3) Gay and Lesbian Issues and Psychology review 139142.  State Government Victoria, Department of Justice and Regulation, Expungement Scheme (viewed 1 December 2015); see Equal Opportunity Act 2010 (Vic) s 6(pa).  Section 19(A) (I), Criminal Records Act 1991 (NSW); Section 8A Spent Convictions Act 2009 (SA).  Australian Bureau of Statistics (2015) Disability and Labour Force Participation, 2012, cat. no. 4433.0.55.006 < HYPERLINK "http://www.abs.gov.au/ausstats/abs@.nsf/mf/4433.0.55.006" http://www.abs.gov.au/ausstats/abs@.nsf/mf/4433.0.55.006>.  National Seniors Productive Ageing Centre, above n 9, 2329.  This reflects ibid Recommendation 5, 26.  Ibid, 1.  This reflects ibid Recommendation 16, 27.  This reflects ibid Recommendation 8, 26.  This reflects ibid Recommendation 20, 28.  This reflects ibid Recommendation 23, 29.  See Michael Brett Young, From Commitment to Culture: the 2015 Review of the Charter of Human Rights and Responsibilities Act 2006 (1 September 2015).  See Recommendation 23.  See Recommendation 27(a).  Victorian Equal Opportunity and Human Rights Commission, Recruitment Industry and Employers: Complying with the Equal Opportunity Act 2010 in Recruitment (Guideline) (2014), 13, 1719.  See section 19(A) (I), Criminal Records Act 1991 (NSW); Section 8A Spent Convictions Act 2009 (SA).  See Law Institute of Victoria Submission on the Introduction of Spent Conviction Legislation, 22 April 2015.  Australian Bureau of Statistics (2014), Australian Demographic Statistics, Feature Article: Population by age and sex, Australia, States and Territories, cat. no. 3101.0, < HYPERLINK "http://www.abs.gov.au/ausstats/abs@.nsf/0/1CD2B1952AFC5E7ACA257298000F2E76?OpenDocument" http://www.abs.gov.au/ausstats/abs@.nsf/0/1CD2B1952AFC5E7ACA257298000F2E76?OpenDocument>.     PAGE 17 PAGE 18  Willing to Work Submission to the National Inquiry into Employment against Older Australians and Australians with Disability People with Disability 4 December 2015 Victorian Equal Opportunity and Human Rights Commission Level 3, 204 Lygon Street, Carlton 3053. 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