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Introduction to Module
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To eliminate sex discrimination and gender bias we need to adopt and implement EO policies and processes, as well as explore what goes wrong once they are in place.
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Negative human factors can intervene during the recruitment and selection process when people interact at a personal level, make decisions and rely on cultural norms. Our policies, processes and intent to ensure equality of opportunity can be either compromised, or fully negated.
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To move forward we have to identify, unpack and neutralise the human factors that can have a negative impact on women during recruitment and selection. Be they covert, overt, subtle or blatant, understanding their potential impact and how to pre-empt and prevent them in the future is essential.
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To create and maintain a workplace that is fair and merit based, everyone who has a role in the recruitment and selection process needs to be able to identify the human factors that can impact negatively on women.
Module Objectives
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Explore the ways human factors can compromise and negate our objective policies and merit-based processes, impacting negatively on women at work.
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Identify immediate actions to defuse or counteract negative human factors.
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Identify long-term strategies to pre-empt and prevent negative human factors.
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Determine what processes need to be introduced or enhanced in your workplace to pre-empt and prevent the negative impact of human factors.
How To Use This Module
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Section A
A brief introduction to the sample
workplace;
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Section B
- Section C
Finish by identifying processes and policies for your workplace that could be introduced or tightened-up, to pre-empt and prevent the specific set of human factors listed, each of which has potential to impact
negatively;
- Section D
Definitions of key concepts are provided to assist you in addressing sex- based harassment in the
workplace.
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