The Diversity Policies Of Australia

The Act requires public bodies to promote equality of opportunity for disabled people, and also gives rights to them in areas such as employment and education;

The Equality Act 2010 replaced all previous anti-discrimination legislation and consolidated it into one act (for England, Scotland, and Wales). It provides rights for people not to be directly discriminated against or harassed because they have an association with a disabled person or because they are wrongly perceived as disabled. To ensure you comply with the Equality Act, you need to be proactive in all aspects of

Disability Discrimination Act (1995) and (2005)- The DDA bought in to support the rights of disabled people to take a full and active part in society. It gives them equality of access and the same opportunities to participate in society as a non-disabled people. This important piece of legislation gives disabled people rights regarding the way in which they received services, facilities or goods. This also included education, care and play services. A disabled person is someone who has a physical or mental impairment that affects their ability to carry out normal day to day activities. This will be long-term.

Among these rules, one of the rules is the Disability Discrimination Act of 1995; it is a legislation which protects the rights of young people and children with ill health or disabilities. It also influences the duty of schools and other related institutions to create a general setting. The Disability Discrimination Act of 2005 is another act which will help in making the

The Americans with Disabilities Act (ADA) is one of the most significant laws in American History. Before the ADA was passed, employers were able to deny employment to a disabled worker, simply because he or she was disabled. With no other reason other than the person's physical disability, they were turned away or released from a job. The ADA gives civil rights protections to individuals with disabilities similar to those provided to individuals on the basis of race, color, sex, national origin, age, and religion. The act guarantees equal opportunity for individuals with disabilities in public accommodations, employment, transportation, State and local government services, and telecommunications. The ADA not only opened the door for

The Equality Act sets out the different ways in which it is unlawful to treat someone, such as direct and indirect discrimination, harassment, victimisation and failing to make a reasonable adjustment for a disabled person. The act prohibits unfair treatment in the workplace, when providing goods, facilities and services, when exercising public functions, in the disposal and management of premises, in education and by associations (such as private clubs). The equality act will for instance impact on my role as manager with regards recruitment. You will need to ensure that my job specification does not discriminate against particular groups of applicants. When processing applications you should concentrate on an individual’s abilities to do the job, not their disabilities. Make adaptations to accommodate individual’s differences e.g. working hours, special equipment needs etc.

People with disabilities suffer discrimination such as the refuse of companies to hire those peoples. An estimated 386 million of the world’s working-age persons have some kind of disability, according to ILO. In a recent research, they found that two-third of the unemployed and disable persons said that they would like to work but they could not find jobs.

It requires reasonable adjustments to be made in various areas, so that disabled people are not being discriminated against. The human Rights and Equality commissions assist that individual to up hold their rights as set out in the DDA. The Act covers all four main areas such as; transport, housing, education and employment. Also it is unlawful under the DDA for an employer to treat a person with disabilities less favourably that someone else just because of their disability. The DDA provides a legal protection from any discrimination in employment, access to buildings or transport.

In this essay I am going to explain how the Equality Act (2010) P4 and assess how the act promotes anti-discriminatory practice M2. I will also be evaluating how successful the Equality Act (2010) is in promoting anti-discriminatory practise.D1

The Americans with Disabilities Act (ADA) is a civil rights law that forbids the discrimination against individuals with disabilities in jobs, schools, transportation, and all public and private places that are in the general public. This law makes sure that people with disabilities have the same rights and opportunities. (What is the Americans with Disabilities Act (ADA)? (2017, March 21)

To promote equality , diversity and inclusion in policy and practice , my work place also compliant to other legislation like, Human right act 1998, sex discrimination (gender reassignment) regulations 1999, Employment equality (religion belief) regulations 2003 , Disability discrimination amended act 2005, Equality act 2006, Racial and religious hatred act 2006.

Having workers with disabilities can be beneficial to organizations. Sotoa & Kleiner, 2013, recommend to incorporate disability into the agency’s diversity statement, increase supervisor knowledge of the employment of people with

A new policy that can be considered to help address the issues of hiring people with disabilities is creating a People with Disabilities Preference Act. The People with Disabilities Preference Act would give individuals with disabilities a better overall rating when applying for jobs, based on their disability. This new policy would give points based off a medically documented disability, 5-point for a person with one disability and 10 points for a person with two or more disabilities. Going to a point system for applicants can track where people scored rate in their interview or missed due to not being qualified. By enacting the preference points and requiring companies to track and report why they did not

6). The Diversity and Equity policy (DET 2013) was created to respond to the growingly diverse Victorian Community. Many Victorians face issues of racism and bullying and due to cultural and religious backgrounds, as well as socio-economic status, many do not experience equal or equitable opportunities. This is due to the emergence of our society as neo-liberal. Neo-liberalism means that ‘the agenda of economic and social transformation’ (Connell, 2013, p. 99) has moved from public agencies to ‘companies selling services in a market.’ A society modelled under neo-liberalism is skewed to support those with money and privilege, a majority of which, in Australian society, are middle class Anglo-Australians. As a result, the issues of equity and diversity within a neo-liberal society leave those affected at a marked disadvantage in comparison to the majority of Australians. The Diversity and Equity policy (DET 2013) is an attempt to improve the disadvantage experienced by the

Employers should focus on all aspects of the purpose of a disability management program to ensure its effectiveness; such as, a people focused climate, prevention, early intervention, work accommodation, return to work case management and coordination, proper education of management regarding the disability management program, and an integrated claims management monitoring system. (Management of Occupational Health and Safety, 2011, 331-337) A company should also ensure that they are promoting a safe work environment and also keep all stakeholders active in the management of the program.