INTRODUCTION OF DIVERSITY  Minimizing workplace diversity conflict  Develop strategies to specifically deal with issues of this nature  Developing an effective mentoring program  Benefits to a diverse  Leadership and diversity  Widen your choice of employees to improve compentitiveness

DEFINITION OF DIVERSITY  Gender  Age  Language  Cultural background  Disability  Personal profile  Sexual orientation  Religious belief  Educational level  Job function  Geographic location  Marital status

Importance of workplace Diversity  Recognising & respecting the value of human differences  Creating an environment where all the abilities and experiences of our employees—diverse as they are— can be used to their fullest.  Diversity recruitment improves workplace staffing and retention rates are higher

Objective of work place Diversity  Improve people difference & achieve our goal  Enhancing opportunities for employee to participate to workplace  Prevent & eliminate harassment & unlawful discrimination in work place  Promote awareness of value of diversity in workplace

what is sexual harassment?  Unwanted sexual advances  Requests for sexual favours, and  Verbal and physical conduct of a sexual nature constitute sexual harassment  Sexual harassment is any unwanted or unwelcome sexual behavior which makes a person feel offended or humiliated and that reaction could reasonably have been expected in the circumstances.

Unacceptable behaviour  Physical contact-- touching, pinching, patting, kissing  Verbal sexual advances or propositions  Verbal abuse of a sexual nature, including graphic comments about an individual's body,  Interfering with or blocking movement  Repeated face-to-face, telephone or invitations after being refused  Sexual or suggestive comments, jokes or taunts

What to do?  Notify  Refuse  Write  Record  Document  Inform  Investigate  Report  Complain

Current work place laws  The Commonwealth Sex Discrimination Act 1984  The Victorian Equal Opportunity Act 1995

Company work place policies  Anti-harassment policy  “No" to requests for sexual favours and refuse sexual advances.  “Zero tolerance" workplace.  Sexual harassment is an unacceptable form of behavior and it will not be tolerated Sexual harassment is an unacceptable form of behavior and it will not be tolerated

Exercise: what have we learned?  What is sexual harassment?  Federal law prohibits sexual harassment based on sexual orientation.?(T/F)  Sexual harassment in the workplace is a "women's issue.“ ? (T/F)  The workplace environment is an important consideration in sexual harassment cases. ? (T/F)  People who sexually harass others are usually motivated by attraction and desire ? (T/F).  Companies with strong anti-harassment policies are protected against sexual harassment suits. ? (T/F).  Sexual misconduct is always a critical element in successful sexual harassment suits. ? (T/F)

Training programme for workplace diversity  0:00-0:15 Introduction and Session Overview  0:15-0:25 Defining work place Diversity  0:25-0:35 Impact of workplace Diversity  0:35-0:50 Objective of work place Diversity  0:50-1:00 what is sexual harassment ?  1:00-1:10 Unacceptable behaviour  1:10-1:25 What to do? 1:25-1:40 Break  1:40-1:55 Current Sexual harassment laws  1:55-2:10 Company work place policies  2:10-2:25 Exercise: what have we learned ?  2:25-2:40 Training evaluation  2:40-2:55 Monitor individual actions  2:55-3:00 Wrap-Up: Summary, Personal Action Plan, Evaluation

Language ability is an essential part of the job Job description for the position The requirement is consistently and uniformly enforced

Documents should be consider  Work rules  Discipline and termination notices  Written employment agreements  Pay roll deduction forms  Releases and settlement

TRAINING FOR WORLPLACE BEHAVIOUR  Work performance standards  Work rules  Procedures for asking questions  Resolving problems  Trained to existing employees

Adoption and enforcement of a discrimination and harassment policy Consistent and uniform application of discipline Documentation of the entire investigation Develop a record retention program EEO investigation records should be kept indefinitely

If someone touch you does it sexual harassment? If you go for job and the person do not allow to do job as a lady? If your boss or any other person used double meaning language in front of you does it is sexual harassment?

ESTABLISH CULUTURALLY SENSITIVE PROCEDURES Individualistic assertive and usually out spoken Obey labour and employment laws Cultural diversity Developing alternate methods for answering questions

EFFECTIVE MENTORING PROGRM  Develop management talent  Organisational learning  Improve creativity and innovation  Encourage staff to use their experience  Provide opportunities for mentors to gain own practice

SMALL GROUP ACTIVITY  Recruitment and promotion procedures can assist  In section 4.4 “ finding a fit between task structures and diversity”

End of the presentation Do you have any questions? Thank you