TABLE OF CONTENTS

1. Introduction - 22. What is Discrimination in the Workplace? - 23. Why is there Discrimination in the

Workplace? - 34. The Importance for Employees and

Employers to Understand the Issue - 45. Challenges of Discrimination in the

Workplace Presents both now and in the Future - 4

a. Individuals b. Groups c. Countries

6. Recommendations - 57. Conclusion - 5

Appendix - 6 Bibliography – 12Media Journals - 14

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1. Introduction

Discrimination is treatment or consideration of, or making a distinction in favour of or against, a person or thing based on the group, class, or category to which that person or thing belongs rather than on individual merit1. In other words, discrimination occurs when a person is treated less favourably because of factors such as gender, age, ethnicity, religion or disability2. The issue has been a widespread practice all around the world since antiquities. Regardless of the background, discrimination is almost a common thing. A person’s level of education does not guarantee that he or she can avoid from falling into a sort of discrimination3. The issue occurs regardless of an individual’s education or any other social demographics. You may find yourself in such situation even without realising it. This is often referred to as indirect discrimination as opposed to the direct discrimination 4 we are dealing here in the report. The report will mainly be based on circumstances in Australia.

2. What is Discrimination in the Workplace?

Discrimination in the workplace occurs in hiring, promotion, job assignment, termination, and compensation. It includes various types of harassment5 or bullying. Discrimination in the workplace – as is the case with any other discrimination as evidence in Appendix 2 - Grounds Falling under Acts of Discriminations – falls into several types, namely age, sex and racial and even religious discrimination and one based on disability. For instance, women find it difficult to gain promotion, and salary for women has been, and still is, below that of their counterpart in most comparable employment. Older employees were sometimes dismissed or forced to retire to be replaced by younger, lower-paid workers. Many migrants and indigenous peoples found it difficult to secure permanent employment because of their racial background6.

Discrimination in the workplace occurs due to various circumstances. One is racial discrimination which is when a person is treated less favourably than another person in a similar situation because of their race, colour, descent, national or ethnic origin or immigrant status. For example, it would be ‘direct discrimination’ if a real estate agent refuses to rent a house to a person because they are of a particular racial background or skin colour. It is also racial discrimination when there is a rule or policy that is the same for everyone but has an unfair effect on

1 Dictionary, “discrimination,” http://dictionary.reference.com/browse/discrimination?s=t2 Chapman, Stephen (Stephen John), New Concept in Commerce, 2dn edition, John Wiley & Sons Australia, Ltd.: Queensland, 2009, p. 128.3 Herald Sun, “Doctor Greg Canning quits James Cook University teaching post over feminist colleague Betty McLellan's 'sexual vilification' of men,” http://www.heraldsun.com.au/news/national/doctor-greg-canning-quits-james-cook-university-teaching-post-over-feminist-colleague-betty-mclellans-sexual-vilification-of-men/story-fndo45r1-12264259045714 Chapman, Stephen (Stephen John), New Concept in Commerce, p. 128.5 Wikipedia, http://en.wikipedia.org/wiki/Employment_discrimination6 Chapman, Stephen (Stephen John), New Concept in Commerce, p. 128.

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people of a particular race, colour, descent, national or ethnic origin or immigrant status. This is called ‘indirect discrimination’. For example, it may be indirect racial discrimination if a company says that employees must not wear hats or other headwear at work, as this is likely to have an unfair effect on people from some racial/ethnic backgrounds.7

To sum it up, due to racial discrimination, you have been: refused employment, dismissed, denied a promotion, transfer or other employment-related benefits, given less favourable terms or conditions of employment, denied equal access to training opportunities, selected for redundancy, or harassed.

With regards to Australian indigenous peoples, the Aboriginal and Torres Strait Islander peoples, the case is most prominent. This is evidence as in Appendix 7 - Case Studies of Aboriginal People on Workplace Discrimination.

Another kind is age discrimination. It is when a person is treated less favourably than another person in a similar situation, because of their age. For example, it could be ‘direct age discrimination’ if an older applicant is not considered for a job because it is assumed that they are not as up to date with technology as a younger person. It is also age discrimination when there is a rule or policy that is the same for everyone but has an unfair effect on people of a particular age. This is called ‘indirect discrimination’. For example, it may be indirect age discrimination if an employer requires an older person to meet a physical fitness test – which more young people are able to meet – if the fitness standard is not an inherent requirement of the job.8

Sex discrimination in the workplace is when a person is treated less favourably than a person of the opposite sex would be treated in the same or similar circumstances. For example, it would be ‘direct sex discrimination’ if male and female employees are doing exactly the same work, but male employees are being paid more. It is also sex discrimination when there is a rule or policy that is the same for everyone but has an unfair effect on people of a particular sex. This is called ‘indirect discrimination’. For example, it may be indirect sex discrimination if a policy says that managers must work full-time, as this might disadvantage women because they are more likely to work part-time because of caring responsibilities.9

See further statistical data on workplace discrimination in Australia in Appendix 6 - Complaint Statistics.

3. Why is there Discrimination in the Workplace?

7 Australian Human Rights Commission, “Racial Discrimination,” http://humanrights.gov.au/racial_discrimination/guide_to_rda/index.html8 Australian Human Rights Commission, “Age Discrimination,” http://humanrights.gov.au/age/info_age.html9 Australian Human Rights Commission, “Sex Discrimination,” http://humanrights.gov.au/sex_discrimination/publication/guide/index.html

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Discrimination in the workplace takes place due to the same general reason discrimination occurs in other areas of life. But the workplace possesses a different shape of the issue. As stated above, due to the uniqueness of the circumstance of the employment or labour world, discrimination takes shape in many ways – race, age, sex, etc. – but the results is certainly singular: unemployment. This in itself is clearly an issue that holds solid ground for speedy and accurate solutions.

4. The Importance for Employees and Employers to Understand the Issue

Both employees and employers must understand this issue well.

Employers have a legal responsibility to take all reasonable steps to prevent racial discrimination and should have policies and programs in place to prevent racial discrimination in the workplace.10

While employees, on the other hand, have legal rights to ask for their equal employment opportunity from their employers and not be exposed to any discrimination in the workplace.

5. Challenges of Discrimination in the Workplace Present both now and in the Future

The issue poses challenges for present as well as future time for individuals, groups and countries.

a. Individuals

Individuals both as employees and employers must realise that discrimination poses challenges that must be dealt with. Employees are the ones most affected by the issue. But employers in turn for ignoring to deal with the issue will suffer consequences primarily from the society who are becoming more aware of the issue. The big challenge for employees is to have fair and equal employment opportunity while for employers is to give fair and equal employment opportunity.

b. Groups

The challenges for various groups are varied. For those groups who deal with complaints on workplace discrimination, the big challenge is how to process those complaints so as to render the best service to the victims of discrimination. See Appendix … for a table on how slow the process is for handling complaints and how this is a great challenge. While those groups representing employers must also deal with the

10 Australian Human Rights Commission, “Racial Discrimination.”

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challenge that there can be no tolerance for discrimination. As such they must assist employers to set up company policies that are in line with Anti-Discrimination Acts.

c. Countries

For many countries in general, the challenges are how to set up regulations and public awareness so the issue can be handled and dealt with accordingly. Their governments must realise that the issue presents clear and present danger and cannot be ignored. They must be able to provide the public with an atmosphere of certainty and justice in terms of equal employment opportunity. Only governments can pass regulations for the public to abide.

6. Recommendations

Given the facts and data, it is imperative to have a set of legislations that protects labours from discriminations in the workplace. Awareness is also important to compliment legislations on the issue. Practical ways to solving the issue is by doing conciliations and setting up conciliation centres across the country at specific administrative levels.

7. Conclusion

Discrimination in the workplace is both a fact that cannot be avoided and must be dealt with. Passing legislations and creating public awareness on the issue is highly important and a must. The cost in battling the issue may not be cheap11 but that is the price of justice and equality in the society in general and in the workplace in particular.

11 The Sydney Morning Herald, “Govt to spend $36m to combat ageism”, April 17, 2011. http://news.smh.com.au/breaking-news-national/govt-to-spend-36m-to-combat-ageism-20120418-1x60r.html

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Appendices

Appendix 1: The Difference between Prejudice and Discrimination12 There is really a difference between prejudice and discrimination. Prejudice is a learned act or thought from someone else or some experience you had to dislike a certain people for being different. Whether it is to where they go to school, where they live or even who they are as to religion, colour or gender. It has been around for as long as mankind can remember. So understanding these two words can be a benefit to us all. No one likes to be a victim of prejudice. I used to be in a marriage where my husband thought men were better than women and women were stupid. He made many comments to me that made me feel inferior. It is not a pleasant feeling at all. To be prejudice is one thing but to act out your prejudice is far worse. This in itself is discrimination. The way we were raised the situations we seen in our lifetime mould our thinking. If we let prejudices boil within ourselves it can bubble forth discrimination and cause many hurtful things. If we have prejudices then we need to examine ourselves and see what it will take or if we can take action to calm them within ourselves. - Chloe W

Appendix 2: Grounds Falling Under Acts of Discriminations- Gender, Ethnicity, Age or Sexual Orientation- Physical or Mental Disability- Religious Faith or Political Opinions- Marital Status, Family Responsibilities, Pregnancy or Potential PregnancyChapman, Stephen (Stephen John), New Concept in Commerce, 2dn edition, John Wiley & Sons Australia, Ltd.: Queensland, 2009, pp. 128.

Appendix 3: The Main Legislations in Ending Discrimination13

1. Racial Discrimination Act. This Act ensures that employers cannot specify particular racial or cultural characteristics when advertising a position.

2. Sex Discrimination Act. This Act makes it unlawful to dismiss an employee on the basis of family responsibilities that he or she may have (for example, the care of a sick child).

3. Disability Discrimination Act. This Act is designed to ensure that, within reason, all people with disability have equal access to employment.4. Affirmative Action Act. This Act requires business to promote equal employment opportunities (EEO) for those groups of people who were

formerly discriminated against.

12 http://www.reference.com/motif/Society/differences-between-prejudice-and-discrimination13 Chapman, Stephen (Stephen John), New Concept in Commerce, 2dn edition, John Wiley & Sons Australia, Ltd.: Queensland, 2009, pp. 128-129.

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Appendix 4: Some Examples of Complaints and How They were Resolved in Conciliation14

Alison’s complaint about sex and pregnancy discriminationAlison works as a driver with a transport company and recently took maternity leave. At the end of her leave, Alison told the company that she wanted to go back to work part-time, as she did not have full-time care for her baby. Alison said the company told her she had to come back to work full-time or resign. After Alison made a complaint to the Commission, a conciliation meeting took place. At the conciliation meeting the company agreed that Alison could return to work part-time.

Raymond’s complaint about race and disability discriminationRaymond is an international student from India who works part-time with a fast food company. Raymond said there was an accident one night at work and he injured his arm. Raymond claimed that his manager did not call a doctor for him, refused to pay his medical allowances and told him he would “send him back to India”. Raymond said he was sacked one week after the accident. While the company did not agree with everything that Raymond said, they agreed to attend a conciliation meeting. At the conciliation meeting the company agreed to reinstate Raymond to a similar job at a different location, to help him make a worker’s compensation claim, and pay him the wages he had lost. Raymond’s previous manger also wrote a letter of apology to Raymond.

Appendix 5: Some Case Studies15

Case study 1

A Maori man, working for a building company claimed that his co-workers used offensive terms, such as ‘blacks’ and ‘niggers’, in his presence.

He made a complaint to the company director which led to his co-workers refusing to work with him. This led to him being made a casual, and eventually, not being offered any more work by his boss.

Through conciliation, the company agreed to pay the man financial compensation, provide him with a written reference and arrange anti-discrimination training for company staff.

Case study 2

14 http://humanrights.gov.au/complaints_information/WOYR_case_studies.html15 Australian Human Rights Commission, “Racial Discrimination.”

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A woman from El Salvador said she was harassed and bullied by a co-worker during her employment with an organisation.

She said she raised her concerns with management and was told "you are being too emotional - this is because you are from South America". The woman’s position was subsequently made redundant and she alleged that this constituted racial discrimination.

The organisation acknowledged that the woman had a dispute with a colleague and had complained to management. The organisation denied that comments connected to the woman's ethnic background were made as alleged. The organisation said the redundancy was due to a genuine restructure.

The complaint was resolved through conciliation with an agreement that the organisation would provide the woman with a Statement of Regret and financial compensation. The organisation also agreed to have staff complete anti-discrimination training within 6 months of the conciliation conference.

Appendix 6: Complaint Statistics16

 Racial Discrimination Act – complaints received by ground

Racial Discrimination Act Total Percentage

Total* 922 100

Colour 54 6

National origin/extraction 38 4

Ethnic origin 76 8

Descent 4 0.5

Race 536 58

Victimisation 17 2

Racial hatred 166 18

Aids, permits or instructs 3 0.5

Association 7 1

Immigrant 21 2

16 http://humanrights.gov.au/about/publications/annual_reports/2009_2010/complaint-statistics.html

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 Complaints received by Act over the past five years

2005–06 2006–07

2007–08 2008–09

2009–10

Total 1 397 1 779 2 077 2 253 2 517

Racial Discrimination Act 259 250 376 396 550

Sex Discrimination Act 347 472 438 547 532

Disability Discrimination Act 561 802 988 980 1 057

Age Discrimination Act 106 106 126 151 174

Australian Human Rights Commission Act

124 149 149 179 204

Country of birth – complainants

RDA SDA DDA ADA AHRCA (%) Total

Born in Australia 49 49 52 70 35 50

Born outside of Australia

38 14 16 14 28 21

Unknown/unspecified 13 37 32 16 37 29

 Racial Discrimination Act – complaints received by ground

Racial Discrimination Act Total Percentage

Total* 922 100

Colour 54 6

National origin/extraction 38 4

Ethnic origin 76 8

Descent 4 0.5

Race 536 58

Victimisation 17 2

Racial hatred 166 18

Aids, permits or instructs 3 0.5

Association 7 1

Immigrant 21 2

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ex Discrimination Act – complaints received by sex of complainant

Sex Discrimination Act Total Percentages

Total 532 100

Female 418 79

Male 101 19

Other category* 13 2

Age Discrimination Act – age group of complainant

Age Discrimination Act Total Percentage

Total 174 100

 0 – 14 years 4 2

15 – 24 years 20 12

25 – 34 years 13 7

35 – 44 years 18 10

45 – 54 years 41 24

55 – 64 years 40 23

> 65 years 33 19

Unknown 5 3

Appendix 6: Case Studies of Aboriginal People on Workplace Discrimination17

Complaint of race discrimination at a restaurant

Jess is an Aboriginal woman who lives in a country area of NSW. Jess came to the city for a holiday and to visit her cousins who she had not seen for quite a while. On her last night in the city, Jess and her cousins decided to go to a restaurant which they had been told had great food and a great view. Jess said that when they arrived at the restaurant the head waiter told them they could not go in because they were not dressed appropriately. Jess said the waiter was rude to them. Jess said other people in the restaurant were also dressed in casual clothes and so she felt they were being treated differently because they were Aboriginal. Jess made a complaint to the Commission about the restaurant.

17 Australian Human Rights Commission, “Discrimination: Case Studies - Complaint of race discrimination at a restaurant,” http://hreoc.gov.au/complaints_information/indigenous/case_studies.html

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When the Commission contacted the restaurant, the restaurant agreed that Jess and her cousins were told they could not go into the restaurant because their clothing did not meet the restaurant’s dress standards. The restaurant denied that Jess and her cousin were treated differently to other people because they were Aboriginal.

The Commission helped Jess and the restaurant resolve the complaint. The owner of the restaurant invited Jess and her cousins back to the restaurant, offered to meet them in person when they came in and to provide them with a free meal. Jess was happy to accept this as a way to resolve the complaint.

Complaint of race discrimination by a boarding house

Steve, who is Aboriginal, needed to find a new place to live. He said he called a nearby boarding house and was told there was a vacancy. Steve said he agreed to go to the boarding house the next day to pay a deposit for the room. Steve said that when he arrived at the boarding house, the caretaker said “There is a problem. We don’t take anyone who is Aboriginal because there have been problems in the past. This is a management policy”. Steve made a complaint to the Commission about what had happened.

The owner of the boarding house told the Commission they did not have a formal policy to not accept Aboriginal people. He agreed, however, that they were reluctant to provide accommodation to Aboriginal people because of some bad experiences with tenants in the past. The owner of the boarding house agreed the comment the caretaker made to Steve was unacceptable.

The Commission helped Steve and the boarding house resolve the complaint. The owners of the boarding house agreed to apologise to Steve, provide him with accommodation, develop an anti-discrimination policy and pay Steve $3,000 compensation for the hurt and humiliation he said he had experienced.

Complaint of race discrimination in employment

Geoff worked as a labourer in an engineering firm. Geoff said the people he worked with called him names because he is Aboriginal. He said they called him names such as “black”, “dark”, “half cast” and “coon”. Geoff claimed his employer did not help him deal with the problems he was experiencing at work. Geoff decided to make a complaint to the Commission.

When the Commission contacted the company, they said that the first time they were aware of Geoff’s concerns was when he walked out of his job. The company said it had anti-discrimination policies in place. The company provided statements from some of Geoff’s co-workers. The co-workers agreed they had called Geoff “black” or “dark”, but said the comments were just a joke and that Geoff had laughed at the comments.

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The Commission helped Geoff and the company to resolve the complaint. The company agreed to review and improve its anti-discrimination and harassment policies, to nominate harassment contact officers and hold regular meetings where staff could talk about discrimination issues. The company also agreed to pay Geoff $7,400 compensation for the hurt and humiliation he said he had experienced.

Complaint of race discrimination and sexual harassment in employment

Ben is Aboriginal and worked as a cook in a small bistro. Ben claimed that while working in the bistro his supervisor made comments to him about his race that he found offensive. Ben said that his supervisor would say “Are all black c**** as dumb as you?”; “Can you pass me the ‘Abocado’”and “Abo’s want everything for nothing”. Ben claimed that his male supervisor also sexually harassed him by making comments such as: “Whilst you’re down there.”; “Do you want me to f*** you”; and “I always knew you were gay”. Ben made a complaint to the Commission. In the complaint, he said he had resigned from his job because of the way his supervisor had treated him.

The owner of the bistro said that Ben’s supervisor denied discriminating against Ben because of his race and denied sexually harassing him. The owner said staff in the bistro teased and joked with each other and that Ben joined in some of this behaviour.

The Commission helped Ben and the company to resolve the complaint. The owner of the company agreed to pay Ben $10,000 compensation and provide him with a Statement of Service to resolve the complaint.

Bibliography

Printed

1. Chapman, Stephen (Stephen John), New Concept in Commerce, 2nd edition, John Wiley & Sons Australia, Ltd.: Queensland, 2009.

Online

2. International Labour Organization, “Workplace Discrimination,” http://ilo.org/global/topics/equality-and-discrimination/workplace-discrimination/lang--en/index.htm

3. The Australian government’s principal business resource, “Equal employment opportunity & anti-discrimination,” http://www.business.gov.au/BusinessTopics/Employingpeople/Hiringpeople/pages/Equalemploymentopportunityandantidiscrimination.aspx

4. Australian Human Rights Commission, “Conciliation Service,” http://humanrights.gov.au/complaints_information/WOYR_case_studies.html

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5. Australian Human Rights Commission, “Racial Discrimination,” http://humanrights.gov.au/racial_discrimination/guide_to_rda/index.html6. Australian Human Rights Commission, “Age Discrimination,” http://humanrights.gov.au/age/info_age.html 7. Australian Human Rights Commission, “Sex Discrimination,” http://humanrights.gov.au/sex_discrimination/publication/guide/index.html8. Australian Human Rights Commission, “Discrimination: Case Studies - Complaint of race discrimination at a restaurant,”

http://hreoc.gov.au/complaints_information/indigenous/case_studies.html9. Australian Human Rights Commission, “Complaint Statistics,” http://humanrights.gov.au/about/publications/annual_reports/2009_2010/

complaint-statistics.html10. National Seniors Australia, “Case study: Age Discrimination,”

http://www.nationalseniors.com.au/page/Driving_Change/Campaigns/Federal_Election_2010/Case_Studies/Case_Study_Three/11. Fair Work Ombudsman – Australian Government, “Unlawful workplace discrimination fact sheet”, Page last updated: 20 December 2011.

http://fairwork.gov.au/resources/fact-sheets/workplace-rights/pages/unlawful-workplace-discrimination-fact-sheet.aspx12. Diversity Council Australia, “Leading practice case studies: Overall diversity management: IBM,”

http://www.dca.org.au/why-diversity/leading-practice-case-studies.html13. Higher School Certificate, Charles Sturt University, “Communicate in the workplace – Case Study”,

http://www.hsc.csu.edu.au/business_services/services_120/communicate/4029/case_study.htm14. Higher School Certificate, Charles Sturt University, “Communicate in the workplace – Case Study Answers”,

http://www.hsc.csu.edu.au/business_services/services_120/communicate/4029/case_answers.htm15. Dictionary, “discrimination,” http://dictionary.reference.com/browse/discrimination?s=t16. Reference, “Differences Between Prejudice and Discrimination,” http://www.reference.com/motif/Society/differences-between-prejudice-

and-discrimination17. Wikipedia, “Employment Discrimination,” last modified on 1 July 2012 at 16:52. http://en.wikipedia.org/wiki/Employment_discrimination18. ABC News, “Mothers still face workplace discrimination,” last updated July 21, 2012. http://www.abc.net.au/news/2010-07-21/mothers-

still-face-workplace-discrimination/91306219. ABC Ramp-Up, “Wanting to work isn't always enough,” 15 Apr 2011. http://www.abc.net.au/rampup/articles/2011/04/15/3192295.htm20. ABC News, “Libs leader tells women to ignore discrimination”, last updated May 23, 2012. http://www.abc.net.au/news/2012-05-23/libs-

leader-tells-women-to-ignore-discrimination/402768421. ABC Religion and Ethics, “The burqa and the new religious intolerance,” http://www.abc.net.au/religion/articles/2012/05/22/3507845.htm22. The Age, “People with piercings still facing job hurdles”, March 9, 2012. http://www.theage.com.au/victoria/people-with-piercings-still-

facing-job-hurdles-20120308-1un89.html23. Newser, “NEWS ABOUT: workplace discrimination”, http://www.newser.com/tag/2427/1/workplace-discrimination.html24. The Australian, “Women told to 'ignore sex bias at work' by Isobel Redmond”, National Affairs section, May 23, 2012 12:00AM.

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25. Herald Sun, “Doctor Greg Canning quits James Cook University teaching post over feminist colleague Betty McLellan's 'sexual vilification' of men”, Townsville Bulletin, July 14, 2012 6:12AM. http://www.heraldsun.com.au/news/national/doctor-greg-canning-quits-james-cook-university-teaching-post-over-feminist-colleague-betty-mclellans-sexual-vilification-of-men/story-fndo45r1-1226425904571

26. The Sydney Morning Herald, “Bullied at work - and it's not just the boss to blame”, June 8, 2011. http://www.smh.com.au/executive-style/management/bullied-at-work--and-its-not-just-the-boss-to-blame-20110607-1fr56.html

27. The Sydney Morning Herald, “Govt to spend $36m to combat ageism”, April 17, 2011. http://news.smh.com.au/breaking-news-national/govt-to-spend-36m-to-combat-ageism-20120418-1x60r.html

Media Journals

Date of Article

Source/URL Title of Article Country Key point summary

17/4/2012 SMH/http://news.smh.com.au/breaking-news-national/govt-to-spend-36m-to-combat-ageism-20120418-1x60r.html

Govt to spend $36m to combat ageism

Australia Govt will pay a bonus to employers willing to hire and retain older staff

NA The Australian Government’s Principal Business Resource/http://www.business.gov.au/BusinessTopics/Employingpeople/Hiringpeople/pages/Equalemploymentopportunityandantidiscrimination.aspx

Equal employment opportunity and anti-discrimination

Australia In Australia, national and state laws cover equal employment opportunity and anti-discrimination in the workplace

9/3/2012 The Age/http://www.theage.com.au/victoria/people-with-piercings-still-facing-job-hurdles-20120308-1un89.html

People with piercings still facing job hurdles

Australia Legally, piercing-based discrimination remains a grey area

legally regarded as physical features ''for the purposes of the definition of the attributes of discrimination''

20/12/11 Fair Work Ombudsman/http://fairwork.gov.au Topics on employment Australia Issues on employment2010 Australian human rights

commission/http://humanrights.gov.au/about/publications/annual_reports/2009_2010/complaint-statistics.html

Complaint statistics Australia Data on how complaints on workplace discrimination is handled

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21-07-2012 ABC/http://www.abc.net.au/news/2010-07-21/mothers-still-face-workplace-discrimination/913062

Mothers still face workplace discrimination

Australia pregnant women and new mothers are still suffering workplace discrimination, three decades after protective laws were introduced

23-05-2012 ABC/http://www.abc.net.au/news/2012-05-23/libs-leader-tells-women-to-ignore-discrimination/4027684

Libs leader tells women to ignore discrimination

Australia South Australian Opposition Leader Isobel Redmond says those facing bias on gender grounds were better off avoiding confrontation

The Australian/http://www.theaustralian.com.au/national-affairs/state-politics/women-told-to-ignore-sex-bias-at-work-by-isobel-redmond/story-e6frgczx-1226363990736

Women told to ignore sex bias at work

Australia Australia's top female political leaders has told young women facing sex discrimination at work to ignore it and it will "just disappear"

07-06-2011 SMH/http://www.smh.com.au/executive-style/management/bullied-at-work--and-its-not-just-the-boss-to-blame-20110607-1fr56.html

Bullied at work it’s not just the boss to blame

Australia Bullying and discrimination are still rife in the workplace

Almost a third of workers claim to have been bullied in the workforce

With a quarter having experienced bullying in the past two years.

Almost half of the 5100 workers surveyed also witnessed a colleague being bullied or discriminated against.

More than one in 10 workers claimed had been the victim of systemic workplace abuse or intimidation.

The boss is not necessarily to blame, with the unwelcome behaviour just as likely to come

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from colleagues as superiors.14-07-2012 Herald

Sun/http://www.heraldsun.com.au/news/national/doctor-greg-canning-quits-james-cook-university-teaching-post-over-feminist-colleague-betty-mclellans-sexual-vilification-of-men/story-fndo45r1-1226425904571

Doctor Greg Canning quits James Cook University teaching post over feminist colleague Betty McLellan's 'sexual vilification' of men

Australia An academician quits position in University over female colleague’s sex discrimination attitude

http://www.abc.net.au/rampup/articles/2011/04/15/3192295.htm

http://www.newser.com/tag/2427/1/workplace-discrimination.html

http://www.menshealthaustralia.net/content/doctor-greg-canning-quits-james-cook-university-teaching-pos.html

http://www.humanrights.gov.au/index.htm

http://www.dca.org.au/

http://humanrights.gov.au/complaints_information/WOYR_case_studies.html

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