major assignment in management HRM

Length: 2000 words

Value: 30 %

Task

Diversity in the workplace is clearly the subject of significant attention.

Managers and employers are being urged to recognise and value diversity,

and many are pursuing active programs to improve the environment for

diversity in the workplace. Yet ‘glass ceilings’ remain obstacles to career and

personal accomplishment for too many females and other minority groups.

Why has diversity in the workplace been given so much attention lately?

What are the workforce diversity challenges and opportunities confronting

new managers in the 21st century?

Preparation Read the assigned readings for Weeks 1 – 6.

Presentation  Assignments are to be typed, with one and a half line spacing, and be in 12-

point font.

Assessment criteria Presentation:

 Neatness, layout, correct spelling and grammar, page numbering, consistency

of formatting and font size, and readability.

 Within +/- 10% of word limit of 2000 words.

Integrated Discussion of Topic

 Answer clearly demonstrates a good understanding of the topic and presents

ideas/views in a balanced manner with a well-integrated and complex style.

Research and Referencing

 The use of at least 6 ‘peer reviewed’ journal articles or appropriate reference

articles/texts considered of high academic standard.

 Correct referencing in-text and in reference list

Penalties Late Submissions

 Late assignments will lose 5% of the available marks each day (or part thereof).

After 10 days, assignments will not be accepted.

Plagiarism

 You are to identify the sources of any ideas and words in your assignment that

are not yours. Unattributed materials will not be included in the consideration of

your assignment and serious cases will be handled in accordance with the

Student Plagiarism Management Process.

For guidance and references use these websites please:

The Human Rights and Equal Opportunity (HEROC)  web site is a good place to start your research for the major assignment

In particular have a look at their  Our Work  page

HREOC :Willing to Work: National Inquiry into Employment Discrimination against Older Australians and Australians with Disability

Link:  https://www.humanrights.gov.au/sites/default/files/document/publication/discussion-paper-age.pdf

Abstract

This Paper is the one of two Issues Papers for the Willing to Work: National Inquiry into Employment Discrimination against Older Australians and Australians with Disability. This paper focuses on issues facing older Australians, while the other focuses on issues facing persons with disability. Each paper recognises the distinct challenges and resulting impacts experienced by older Australians and Australians with disability in the workforce, and the solutions needed to address employment discrimination

Click on the link for an interesting article on Gender Equality from the Sydney Morning Herald

http://www.smh.com.au/business/-gn847v.html

A Journal article  Still working for the man? Women’s employment experiences in Australia since 1950

Link  http://www98.griffith.edu.au/dspace/bitstream/handle/10072/36422/66060_1.pdf?sequence=1%C2%A0

Abstract This article tackles the question of what is the ‘good life’ for women in employment in Australia through an examination of national legislation and policies. Since 1950 what has been seen as the good life has changed dramatically. The article outlines three phases of change: in the 1950s and 1960s men were regarded as the wage earners and women the homemakers, with women barred from some jobs and paid less than men; in the 1970s legislation and equal pay cases removed overt discrimination against women; from the mid 1980s the complexity of achieving equality for women at work was recognised through equal opportunity legislation, work and family policies and equal pay inquiries. In 2010 the ‘good life’ for women is having the same opportunities and outcomes in employment as men. While policy provisions support this, the reality of achieving this is difficult. So in 2010 many women are still ‘working for the man’ in the context that most managers are men.

Journal article MANDARINS, MINISTERS AND THE BAR ON MARRIED WOMEN

Link  https://economics.adelaide.edu.au/research/papers/doc/wp2003-08.pdf

Abstract

Until November 1966 clauses in the Public Service Act prevented married women from being permanent employees in the Commonwealth Public Service (or in State public services outside of NSW). Examination of National Archives records reveals that removal of the Marriage Bar was a much more complicated process than hitherto generally realised. Study of the stuttering and convoluted pursuit of its removal over an eight year period through two Inter-Departmental Committees, a Permanent Heads Committee, a Cabinet Committee and through three formal Submissions to Cabinet itself casts an interesting light on the interface between the varying goals of centralized public sector management and the political criteria and ambitions of its political masters. In this period before second wave feminism reached Australia organised labour had various axes to grind, often hidden, sometimes conflicting. At all times macro-economic currents were at least as persuasive as social pre-conditioning.

Current media releases by the Work Place gender Equality Agency available at

https://www.wgea.gov.au/news-and-media/media-releases

Report   Gender Equality Insights 2016

Link  https://www.wgea.gov.au/sites/default/files/BCEC_WGEA_Gender_Pay_Equity_Insights_2016_Report.pdf

Abstract

The persistent gender pay gap is an economic, political and social issue. Gender pay gaps do not always signal direct discrimination, but remain problematic for a number of reasons. They represent poorer outcomes for women in terms of economic and personal freedoms; lost human capital potential and investment; and an impairment of economic growth for a nation looking to remain competitive on a global scale.