week 2 Flashcards
Disability definition
Disabilitys defined as ‘any limitation, restriction or impairment, which has lasted, or is likely to last, for at least 6 months and restricts everyday activities’ (ABS 2003: 3)
levels of severity in disabilities 4
Profound limitation (people with the greatest need for help or who are unable to do an activity) Severe limitation (people who sometimes need help and/or have difficulty) Moderate limitation (people who need no help but have difficulty) Mild limitation (people who need no help and have no difficulty, but use aids or have limitations).
stats on disabilities 3
In 2015, almost one in five Australians reported living with disability (18.3% or 4.3 million people). A further 22.1% of Australians had a long-term health condition but no disability, while the remaining 59.5% had neither disability nor a long-term health condition. Some 3.7 million Australians with disability, had a specific limitation or restriction such as a schooling or employment restriction (e.g. unable to attend or required special equipment) and/or limitation with core activities - communication, mobility or self-care. For core activity limitations, SDAC provides information on four levels of severity:
types of mistreated workers
Ageing workforce
Indigenous work force
Women workers
Migrant workers
Emerging workforce developments 9
Changes in workforce composition; changes in work due to digital disruptions
Introduction of information and communications technology (ICT) across the workforce – new mobile and home work possibilities;
New forms of workplace such as call centres
Long hours and diverse and unsociable working hours
Changes to employment regulations
Falling trade union density
Growth in temping and agency work
Growth in contracting and franchising
Identifying the employee and the employer can be problematic under some contractual and agency conditions
Organisational challenges – Are there any?
Two dimensional: (See Shen et al., 2009)
Hr diversity management
(i) to achieve equality through complying with equal opportunity-related laws
(ii) to value and make use of diversity through increasing diversity and
representativeness of traditionally under-represented employees, such as
racial minorities and women, and empowering them.
For example: Ethnicity is one of the most important aspects of workforce diversity in Australia. Although 24.8% of the total Australian workforce was born overseas, a further 26% have at least one parent born overseas. Migrants from over 130 different countries live in Australia and speak over 200 languages (ABS, 2008)
Challenges of workforce diversity 2
Diverse workforce, particularly in terms of race, has various problems, including communication breakdown, low cohesion and high turnover
Diversity has also been found to have a detrimental effect on organizational performance including work environment barriers, people-related barriers and diversity initiative-related barriers, which prevent the successful implementation of diversity initiatives.
Barriers in the work environment
Barriers in the work environment include competing agendas, size and complexity of the organization and rapid economic change resulting in a decrease in resources for diversity initiatives.
People related barriers
People related barriers include the failure to understand the value of diversity, absence of support for diversity and slow involvement of some groups in the organization.
Barriers to diversity initiatives
Barriers to diversity initiatives include difficulty in evaluation, difficulty in showing return on investment of diversity initiatives and organizational policies, which interfere with diversity initiatives.
types of diversity
Race and ethnicity diversity Gender diversity Age diversity Disability diversity Sexual orientation diversity Cultural diversity
