Equal Opportunity Workplace
An equal opportunity workplace is easier to recognise by its processes than by anything it says about itself. Four practices separate the real thing from the stated intention.
- Criteria written before candidates are seen. Both for hiring and for promotion. Assessing against a standard set in advance is the single most effective control available.
- More than one person scoring, independently. Comparing notes before scoring produces agreement, not accuracy.
- Development tracked over time. Who has been offered training, secondments and visible projects across three years, reviewed as a pattern rather than one round at a time.
- Adjustments recorded so they persist. If a person has to renegotiate the same adjustment with each new manager, the organisation has tolerated it rather than accepted it.
None of these require a campaign. They are process changes that survive a change of staff.
The Australian Human Rights Commission covers discrimination obligations. This is general information rather than legal advice, and obligations vary by state and territory.
See Sentrient’s EEO training course and performance review software.
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When it comes to Equal Employment Opportunity many personal attributes are protected by various laws. These laws are designed to ensure that we do not suffer discrimination, harassment, adverse action or victimisation as a result of any of our protected attributes, with some common examples below. Age Disability Family or carer’s responsibilities Gender Marital or relationship status […]
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When it comes to Equal Employment Opportunity many personal attributes are protected by various laws. These laws are designed to ensure that we do not suffer discrimination, harassment, adverse action or victimisation as a result of any of our protected attributes, with some common examples below. Age Disability Family or carer’s responsibilities Gender Marital or relationship […]
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