Section C: Eliminate gender bias and sex discrimination in training and development

Pre-empt and prevent the negative impact of the human factor in your workplace

Section B explored a range of things that can go wrong despite the existence of EO policies and programs, as well as different ways to manage, and pre-empt the negative human factors that can compromise or fully negate workplace training and development systems, that set out to provide a non-discriminatory environment. Take a positive approach to eliminating gender bias and sex discrimination by determining what processes need to be introduced or tightened-up in your workplace, to eliminate the negative impact of human factors.

Consider this checklist below and grow your awareness of the many guises human bias can take, for example:

• A failure to identify sexist and pregnancy related stereotypes that impact on decisions and affect peoples careers;
• Senior executives lack interest in the area and fail to understand that they need to lead the way, and do so by example;
• Commercial decisions rule the progress being made re EO in the short term and longer term cultural change;
• The ER manager failed to see why it was essential to be involved after there had been 2 significant complaints - people needed his guidance and reassurance the most of all;
• The person with the knowledge with what really has to happen to progress change, or to prevent discrimination;
• Has neither the power or resources to make the difference;
• Seeds of doubt planted about people’s commitment could be discriminatory and result in future sex or family responsibilities discrimination;
• Assumptions about family responsibilities and support mechanisms are factored into decision making;
• Having sensed the mood staff fear speaking up about the unfair impact of regular work outside of normal working hours;
• No clear policy guidelines that incorporate EO law with respect to training and development requirements;
• A range of discrimination issues emerge in association with the training timeframes but no alternatives are offered;
• The rhetoric of a work – family friendly stance doesn’t reflect what happens in practice, especially when individuals interpret what is ‘normal’ ;
• Functions / training plans have a traditional focus and male underpin;
• The onus for finding a solution is left with;
• The employee which means one group are disadvantaged;
• Performance review used inappropriately to punish employee because of circumstances related to family responsibilities;
• The one size fits all rule continues to be applied without reasonable consideration of different ; and
• Circumstances

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