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Workplace diversity refers to the variety of differences between people in an organization

Workplace diversity refers to the variety of differences between people in an organization

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Workplace diversity refers to the variety of differences between people in an organization.

That sounds simple, but diversity encompasses race, gender, ethnic group, age, personality, cognitive style, tenure, organizational function, education, background and more. Diversity not only involves how people perceive themselves, but how they perceive others. Those perceptions affect their interactions. For a wide assortment of employees to function effectively as an organization, human resource professionals need to deal effectively with issues such as communication, adaptability and change. Diversity will increase significantly in the coming years. Successful organizations recognize the need for immediate action and are ready and willing to spend resources on managing diversity in the workplace now. Benefits of Workplace Diversity An organization's success and competitiveness depends upon its ability to embrace diversity and realize the benefits. When organizations actively assess their handling of workplace diversity issues, develop and implement diversity plans, multiple benefits are reported such as: Increased adaptability Organizations employing a diverse workforce can supply a greater variety of solutions to problems in service, sourcing, and allocation of resources. Employees from diverse backgrounds bring individual talents and experiences in suggesting ideas that are flexible in adapting to fluctuating markets and customer demands. Broader service range A diverse collection of skills and experiences (e.g. languages, cultural understanding) allows a company to provide service to customers on a global basis. Variety of viewpoints A diverse workforce that feels comfortable communicating varying points of view provides a larger pool of ideas and experiences. The organization can draw from that pool to meet business strategy needs and the needs of customers more effectively. More effective execution Companies that encourage diversity in the workplace inspire all of their employees to perform to their highest ability. Company-wide strategies can then be executed; resulting in higher productivity, profit, and return on investment. Challenges of Diversity in the Workplace Taking full advantage of the benefits of diversity in the workplace is not without its challenges. Some of those challenges are: Communication - Perceptual, cultural and language barriers need to be overcome for diversity programs to succeed. Ineffective communication of key objectives results in confusion, lack of teamwork, and low morale. Resistance to change - There are always employees who will refuse to accept the fact that the social and cultural makeup of their workplace is changing. The "we've always done it this way" mentality silences new ideas and inhibits progress. Implementation of diversity in the workplace policies - This can be the overriding challenge to all diversity advocates. Armed with the results of employee assessments and research data, they must build and implement a customized strategy to maximize the effects of diversity in the workplace for their particular organization.

Promote diversity in leadership positions.The personal commitment of executive and managerial teams is a must. Organizational success and competitiveness will depend on the ability to manage diversity in the workplace effectively. --------------------------------------------------------This article may be reproduced provided it is published in its entirety. our workforce becomes increasingly diverse. A customizable employee satisfaction survey can accomplish this assessment for your company efficiently and conveniently. Utilize diversity training. Recommended steps that have been proven successful in world-class organizations are: Assessment of diversity in the workplace .alphameasure.This practice provides visibility and realizes the benefits of diversity in the workplace. determining employee engagement. attainable and measurable. Foster an attitude of openness in your organization. That report will be the beginning structure of your diversity in the workplace plan. Evaluate your organization's diversity policies and plan for the future. Colorado. AlphaMeasure provides organizations of all sizes a powerful web based method for measuring employee satisfaction. An organization must decide what changes need to be made and a timeline for that change to be attained. and increasing employee retention. starting today. and all links remain active. includes the author bio information. 2004 © AlphaMeasure. Leaders and managers within organizations must incorporate diversity policies into every aspect of the organization's function and purpose. The plan must be comprehensive. . Use the results to build and implement successful diversity in the workplace policies.Diversity training alone is not sufficient for your organization's diversity management plan.Encourage employees to express their ideas and opinions and attribute a sense of equal value to all. . As the economy becomes increasingly global. Inc.Use it as a tool to shape your diversity policy. Implementation of diversity in the workplace plan .Choosing a survey provider that provides comprehensive reporting is a key decision. Attitudes toward diversity originate at the top and filter downward.All Rights Reserved Josh Greenberg is President of AlphaMeasure. It can help your management team determine which challenges and obstacles to diversity are present in your workplace and which policies need to be added or eliminated. . Management cooperation and participation is required to create a culture conducive to the success of your organization's plan.com.Successful Management of Diversity in the Workplace . . located in Boulder. Reassessment can then determine the success of you diversity in the workplace plan implementation. Recommended diversity in the workplace solutions include: Ward off change resistance with inclusion. .Top companies make assessing and evaluating their diversity process an integral part of their management system. Launch a customizable employee satisfaction survey that provides comprehensive reporting. A strategy must be created and implemented to create a culture of diversity that permeates every department and function of the organization. Inc. For additional employee surveying resources go to http://www. .Involve every employee possible in formulating and executing diversity initiatives in your workplace. Development of diversity in the workplace plan .

then it cannot monetize whatever benefits background diversity might offer. Tagged since July 2007. The "business case for diversity" theorizes that. Designed by HR professionals from the ground up. Please help improve it by adding inline citations. the AlphaMeasure Employee Satisfaction Survey System provides an affordable. often referred to as inclusion. .The AlphaMeasure Employee Survey System is fully-customizable and allows you to target the organizational topics and challenges facing your staff today.) is better able to understand the demographics of the marketplace it serves and is thus better equipped to thrive in that marketplace than a company that has a more limited range of employee demographics. This portion of the business case. If a workforce is diverse. a company that employs a diverse workforce (both men and women. feature rich solution for deploying fully-customized employee satisfaction or employee engagement surveys Article Source: http://EzineArticles. see Diversification (finance). It may require general cleanup to meet Wikipedia's quality standards.com/11053 Diversity (business) From Wikipedia. in a global marketplace. This article has multiple issues. the free encyclopedia Jump to: navigation. people of many generations. people from ethnically and racially diverse backgrounds etc. but the employer takes little or no advantage of that breadth of that experience. relates to how an organization utilizes its various relevant diversities. search For financial strategy. and retention. productivity. y y It is missing citations or footnotes. Please help improve it or discuss these issues on the talk page. Tagged since July 2007. An additional corollary suggests that a company that supports the diversity of its workforce can also improve employee satisfaction.

2 Radical Changes  3. when there is a ³manifest imbalance´ in a ³traditionally segregated job category.In most cases. it can also lead to many challenges. In the Journal of Applied Behavioral Science. and contriving to get along in an environment characterized by cultural diversity"[3].[citation needed] However.2 Challenges 2 Creating the Multicultural Organization 3 Managing diversity tools o 3. C. this organization usually represents white male majorities in the overall employee population with few women and minority men in management jobs"[4]. "In the United States.3 Transformational Change 4 Implementation 5 Legal frameworks 6 See also 7 References [edit] Workplace diversity Cultural diversity includes the range of ways in which people experience a unique group identity.1 Benefits o 1.L. ethnicity. the plural organization.. the US Supreme Court has upheld the use of limited preferences based on race. which includes gender.1 Liberal Change o 3.´[1][2] Contents [hide] y y y y y y y 1 Workplace diversity o 1. and sex. The three organization types are: the monolithic organization. ethnicity and age.2 Pros o 3. "The plural organization . It is the responsibility of managers within organizations to use diversity as an influential resource in order to enhance organizational effectiveness. An organization¶s culture tends to determine the extent to which it is culturally diverse. US employers are prohibited by federal and state laws from giving race or ethnicity any consideration in hiring or assigning employees. sexual orientation.2. race.2. the amount of structural integration (the presence of persons from different cultural groups in a single organization) is very minimal. In a journal article entitled The multicultural organization by Taylor Cox.1 Cons  3. While diversity in the workplace brings about many benefits to an organization[citation needed]. In the monolithic organization. Jr. Walck defines managing diversity in the workplace as "Negotiating interaction across culturally diverse groups. gender identity. and the multicultural organization. Cox talks about three organization types which focus on the development on cultural diversity.

In her article entitled Developing Receiver-Centered Communication in Diverse Organizations. which leads to enhanced product development. it is better to view all diverse organizational environments as low-context cultures.[9] Many organizational theorists have suggested reasons that work-teams highly diverse in workrelevant characteristics can be difficult to motivate and manage. culture. Miscommunication within a diverse workplace will lead to a great deal of challenges. The act of recognizing diversity also allows for those employees with these talents to feel needed and have a sense of belonging. provide little information on which to base common understandings and so communicators must be explicit"[10]. [edit] Benefits Diversity is beneficial to both the organization and the members. sexual orientation. . race. Judi Brownell explains that meanings of messages can never be completely shared because no two individuals experience events in exactly the same way. The multicultural organization not only contains many different cultural groups. Page points out that diversity in teamwork is not so simple. Diversity also provides organizations with the ability to compete in global markets[7]. spanning such areas as ethnicity. He demonstrated that heterogeneous teams consistently out-performed homogeneous teams on a variety of tasks. Simply recognizing diversity in a corporation helps link the variety of talents within the organization [5]. "In high context cultures.[citation needed] Diversity brings substantial potential benefits such as better decision making and improved problem solving. but it values this diversity. [edit] Challenges There are challenges to managing a diverse work population. on the other hand. Diversity is not only about preventing unfair discrimination and improving equality. greater creativity and innovation. Scott Page¶s (2007) [8] mathematical modeling research of team work supports this view. communication is vital to the performance of an organization. age. Even when native and non-native speakers are exposed to the same messages. and a major challenge is miscommunication within an organization. Because of this fact. but also about valuing differences and inclusion. Because people from different cultures perceive messages in different ways. Managing diversity is more than simply acknowledging differences in people. they may interpret the information differently[10]. Diverse organizations will be successful as long as there is a sufficient amount of communication within them. communicators share an experiential base that can be used to assign meanings to messages. and more successful marketing to different types of customers[4]. It is necessary for employees who are less familiar with the primary language spoken within the organization to receive special attention in meeting their communication requirements[10]. and religious belief. Low context cultures. physical disability. There are many challenges which face culturally diverse workplaces.has a more heterogeneous membership than the monolithic organization and takes steps to be more inclusive of persons from cultural backgrounds that differ from the dominant group"[4]. which in turn increases their commitment to the company and allows each of them to contribute in a unique way[6].

physical ability. and needs. the chance to seek mentors to discuss how to overcome diversity obstacles in their fields and eventually their workplace. Judi Brownell identifies three skills which help to develop effective communication in diverse organizational environments. Those who assimilate are denied the ability to express their genuine selves in the workplace.Cultural bias is an additional factor which challenges culturally diverse work environments. a non-profit online mentoring organization that focuses on women and underrepresented minorities in the STEM (Science.000 mentor relationships since 1997. Strategic decision-making implies that the communication sources and channels used to reach organization members. gender. they are forced to repress significant parts of their lives within a social context that frames a large part of their daily encounters with other people. Self-monitoring refers to a communicator's awareness of how his or her behavior affects another person. and discrimination refers to observable adverse behavior for the same reason"[4]. social class. empathy. and strategic decision-making. [edit] Managing diversity tools . Assimilation does not just create a situation in which people who are different are likely to fail. Technology. MentorNet has used an algorithm to match over 30. especially women and underrepresented minorities. In her article. values. There are several ways to go about creating the multicultural organization that performs extremely well." Fine goes on to mention that "People who spend significant amounts of energy coping with an alien environment have less energy left to do their jobs. it also decreases the productivity of organizations"[7]. These skills include self-monitoring. Empathy enables the receiver to go beyond the literal meaning of a message and consider the communicator's feelings. "Prejudice refers to negative attitudes toward an organization member based on his/her culture group identity. as well as the substance of the messages conveyed. sexual orientation. [edit] Creating the Multicultural Organization Main articles: Racial quota and Equality of outcome "The key to managing a diverse workforce is increasing individual awareness of and sensitivity to differences of race. According to the journal Cultural Diversity in the Workplace: The State of the Field. are mindfully selected[10]. An example of a company involved with creating diversity in the workplace is MentorNet[11]. Another challenge faced by culturally diverse organizational environments is assimilation. Cultural bias includes both prejudice and discrimination. The organization is unique because gives students. Engineering and Mathematics) fields. Marlene G. assumptions. Fine explains that "Assimilation into the dominant organizational culture is a strategy that has had serious negative consequences for individuals in organizations and the organizations themselves. and age"[7]. and his or her willingness to modify this behavior based on knowledge of its impact.

racial or ethnic origin. High performing diversity managers recognize that specialized skills are necessary for creating a productive. [edit] Liberal Change The liberal concept. Increasingly. They seek out continuous learning opportunities and some go as far as acquiring certification. In this case.Managing diversity goes far beyond the limits of equal employment opportunity and affirmative action. The biggest weakness of the liberal view is that the formal rules cannot cover every aspect of work life. Directive 2000/78/EC establishes a framework for equal treatment in employment and occupation. age. disability. as well as a fair distribution of rewards among employees. religion or belief. also called the antidiscrimination law[16]. disability. Policy makers are responsible for ensuring that nobody suffers discrimination by the rules and that these rules are enforced on all. equal treatment and anti-discrimination directives were implemented in the general equal treatment bill. The aim of the liberal change model is to have a fair labor market from which the best person is chosen for a job position just based on performance. Radical Change. there are anti-discrimination acts. Positive action is used to guarantee maximum effectiveness. The liberal concept is implemented by formal rules[13]. companies have little scoop for configuration. Title VII of the Civil Rights Act of 1964 protects employees and job applicants in the US from discrimination by employers. Directive 2006/54/EC deals with the implementation of the principle of equal opportunities and equal treatment of men and women in matters of employment and occupation. age. [edit] Radical Changes In contrast to the liberal approach. Corporate Diversity Management can aim at achieving equal opportunities regarding gender. However. For example. One way to achieve the liberal conception is by law. in other countries. race or ethnic origin. companies are concerned with corporate diversity management. Three approaches towards corporate diversity management can be distinguished: Liberal Change. Also. diverse workforce. Assessment skills and diversity education are key elements of culture change. and Transformational Change. in Germany. Motivations for corporate diversity management are manifold and include legal pressures as well as increasing employer attractiveness. the importance of leadership¶s support for the change cannot be understated. or sexual orientation[13]. sees equality of opportunity as given when all individuals are enabled freely and equally to compete for social rewards. which partly deal with anti-discrimination issues at worksites. the Treaties of Rome 1957 establish the right to equal pay for women and men. Recently. deduced from Liberalism. It ensures equal treatment for job applicants and employers independent of their gender. radical change seeks to intervene directly in the workplace practices in order to achieve balanced workforces (in regard to all diversity dimensions). as there is always a non-formal side to work[14][15]. In Europe. The radical approach is thus more outcome . the European Parliament and the Council passed EU directives concerning equal opportunities at work. improving financial performance as well as realizing moral beliefs[12]. Managers must be willing to work towards changing the organization in order to create a culture of diversity and inclusion. religion or belief. or sexual orientation.

Women have the right to equal representation in companies and management positions. Youngsters are seen as more innovative and more flexible. Therefore. [edit] Transformational Change Transformational change covers an equal opportunities agenda of shorter and greater length[19]. Since the introduction of the system. In the long-term. The long-term is seen as a project of transformation for organizations. Today. On short-term it implements new measures to minimize bias in procedures such as recruitment or promotion. [edit] Pros y y y y y y Quotas for women do not discriminate.3 percent of parliamentary representatives are women.focused than focused on the forming the rules of the game[15]. thus minimizing the stress often experienced by the token women. Introducing quotas may cause conflicts. a number which stands out compared to the global average of 19%. Women's experiences are needed in corporate life. In short-term the power concept is handled with the above mentioned measures. it can be seen as a combination of the liberal and the radical approach. since women are given preference over men. Introducing quotas creates significant conflicts within organizations. Quotas imply that there are several women together in a work related meeting or committee. Furthermore. but women's qualifications are downgraded and minimized in a male-dominated economic system. women representation in parliament has risen dramatically even above the defined quota. One major tool of radical change is quotas which are set by companies or national institutions with the aim to regulate diversity of workforce and equal opportunities. not because of their qualifications. but those may be only temporarily. Women are just as qualified as men. Sweden¶s quota system for parliamentary positions is a positive case for radical change through quota setting[18]. older employees are associated with higher . A quota system was introduced at the Swedish parliament with the aim of ensuring that women constitute at least a µcritical minority¶ of 30 or 40 percent of all parliament seats. 47. Quotas imply that employees are elected because of their gender. This approach acknowledges the existence of power systems and tackles them. Quota systems are critically discussed concerning their effectiveness. but compensate for actual barriers that prevent women from their fair share of the managerial positions. An illustrative case for transformational change is ageing management[20]. and that more qualified candidates are pushed aside. Arguments for and against gender quota systems in companies or public institutions are listed below[17]: [edit] Cons y y y y Quotas are against the principle of equal opportunity for all. the reproduction of the existing power is combated through implementing the equality values in the organization. Many women do not want to get employed just because they are women.

costs. Age Discrimination in Employment Act). and adequate leadership[24]. depending on local historical and dynamic conditions. In fact the working ability can increase with the age[22] and a mixture of ages in workforce can increase a firm¶s profitability[23]. and they help people work and understand each other.[25] [edit] See also y y y y Affirmative Action Diversity (politics) Reverse discrimination White privilege [edit] References Managing Diversity Back to top Introduction The Department is committed to diversity and inclusion in providing the highest level of service to the Victorian community and in reflecting the diversity of the community across its workforce. the perception of elderly employees and their working abilities can be improved. Overt "diversity programs" are usually limited to large employers. you can set up legislation to prevent discrimination regarding age (e. e.g.Therefore companies prefer young to elderly people. [edit] Implementation Diversity issues change over time. In long-term. Through the implementation of an ageing management in an organization. In short-term. There are mainly two factors that should be considered to alter the working ability of elderly job holders: optimization of working conditions and the advancement of the employees on three levels (health. government agencies. through early retirement or higher rates of absenteeism[21]. . The latter is based on the idea that workers of different ages are complementary to some degree.[citation needed] The implementation of diversity is often limited to the Human resources department[citation needed] when there is also a good economic case for UK companies to use it as a tool to reach new market shares.g. [edit] Legal frameworks Employers Legal Profession generated significant controversy in October 2007 for reporting data suggesting that most private law firms themselves lacked demographic diversity. life-long learning. and businesses facing rapid demographic changes in their local labor pool. negative stereotypes should be abolished and the value of elderly people highlighted.

Respect for diversity also embraces the range of individual skills. Some of the dimensions of diversity include gender. languages and other relevant attributes and experiences which differentiate individuals. religion and disability. It emphasises the importance of valuing differences and maximising the benefits of diversity in a planned way. race. work experience and background.Diversity management recognises and accepts that the workforce is changing along with the community and environment in which it operates. family/carer status. Back to top Diversity in the workplace Diversity management is being driven by demographic changes in the community and workforce including: y y y y y increased participation by women in the workforce increased participation by employees with 'carer' responsibilities an ageing workforce changes in the family structures of employees eg. sole parents. It focuses on improving the performance of the organisation and building a culture of respect and inclusion. Diversity management is a key component of effective human resource management. sexual orientation. Back to top Benefits of diversity Diversity management provides significant organisational benefits including: y y y y y y y y y increased ability to attract and retain skilled employees broadened recruitment pool responsive service provision higher staff morale and reduced absenteeism enhanced community relations and reputation positive communication and relationships improved team functioning and performance creativity and innovation improved staff health and well being . educational qualifications. age. culture. fewer men and women in traditional family roles high levels of cultural and linguistic diversity.

selection criteria.Diversity@Work Training .Victorian Equal Opportunity and Human Rights Commission Workshops Department of Planning and Community Development Diversity Register Related Topics y y y y y y y Managing Diversity in Schools Equal Opportunity Gender Identity Sexual Orientation Flexible Work for Work-Life Balance Disability Cultural & Linguistic Diversity Contact Information Contact Human Resources Diversity and Equity The Department is committed to diversity and the principle of equal opportunity in education. training and employment for staff and students. Equal Opportunity is a requirement under Commonwealth and State . position descriptions. Back to top y y y Other Resources y y y Training . Back to top Diversity Plan A diversity plan might focus on the following: y Diversity and equity principles are incorporated into strategic and business planning. accountabilities and capabilities The organisational climate supports and encourages diversity and equity The workplace environment fosters fairness and equity in employment and does not tolerate discrimination and harassment The workplace aims to be representative of the community it serves and meets whole of government requirements for target groups.y enhanced equality of opportunity.

Relevant legislation. and essential to the well being of all. We all have a responsibility to ensure schools and Department workplaces are safe and inclusive.legislation. For further information relating to Diversity and Equity. All staff. The legislation defines the minimum requirements for ensuring equal opportunity in the workplace. Managers and Principals are responsible for ensuring that diversity. school council members. Departmental policies. dignity and respect for diversity. select from the following: Managing Diversity Equal Opportunity Flexible Work For Work-Life Balance Disability Cultural and Linguistic Diversity Indigenous Employment Equal Opportunity The right to live and work free from discrimination and sexual harassment in Victoria is protected by both Commonwealth and State legislation. bullying. equal opportunity and anti harassment principles and practices are followed and integrated into appropriate planning. The Department and educational institutions have an obligation under Victorian and Commonwealth Equal Opportunity and Human Rights legislation to ensure workplaces are free of discrimination and harassment and employees are made aware of their rights and responsibilities. y y y y y Legislation and Compliance Complaint Resolution Procedures Policy Discrimination and Harassment Workplace Contact Officer Network Flexible Work For Work-Life Balance Flexible Work Options: achieving work-life balance in the Department . The Department aims to foster a culture of acceptance. free of discrimination. harassment. victimisation and otherwise unlawful and unacceptable behaviours. vilification. contractors and volunteers should adhere to these principles. related programs and resources are provided on this website. students. parents.

The Kit was developed as part of the Flexible Work Project to review current practice and policy and to provide practical advice to managers. Arrangements made must also conform with relevant legislation. The EOA aims to protect family time in the context of employment obligations. adaptive and high performing workforce able to meet current and future educational needs. employees with disabilities and those with family and caring responsibilities. agreements and awards.The Department recognises the increasing importance of flexible work options and family friendly work practices in maintaining a diverse. generation X and Y. The success of flexible work arrangements requires 'give and take' and a shared responsibility between employees and principals or managers to make the arrangements work. When making a decision. see Other Resources below. The employer has an obligation to accommodate the responsibilities that an employee may have because of their parental status or status as a carer. Not all requests for flexible work arrangements will be able to be met. principals and staff when considering flexible work arrangements. the Victorian Department of Education and Early Childhood Development has produced an Information Kit titled 'Flexible Work Options: achieving work-life balance'. The Kit includes: y Flexible Work Guidelines (PDF . For more information on EOA. The project involved consultation with a wide range of stakeholders and employees. Flexible Work Options: achieving work-life balance Kit To promote access to and implementation of flexible work options in school and non-school locations. tools and resources to enable staff to enter into successful flexible work and leave arrangements. benefits and a framework for successful implementation are provided. Managers must therefore seriously consider requests for flexible work arrangements from staff members who hold parent or carer responsibilities. . Flexible work guiding principles. the needs of the workplace must be considered as well as the needs of the employee. Flexible working arrangements can help employees balance the changing demands of work and personal life while contributing to improved performance and productivity. The Department¶s policy commitment to flexible working conditions to assist employees find a balance between work and personal responsibilities is consistent with the principles and provisions of the EOA. unless that accommodation is not reasonable given the circumstances of the case and the needs of the workplace. The decision to implement a flexible work option should be agreed between the manager or principal and the employee with the chosen option being mutually acceptable.729Kb) Flexible Work Guidelines outline the Department's policy on flexible work and family friendly work practices. Flexible work can also assist in the attraction and retention of valuable skills and is an important contributor to the optimal participation of diverse groups in the workforce such as older workers. The µFlexible Work Options: achieving work-life balance¶ Kit contains policies. Rights and Responsibilities under the Equal Opportunity Act The Equal Opportunity Amendment (Family Responsibilities) Act 2008 (EOA) emphasises the importance of flexible working arrangements for persons with carer responsibilities. It provides information on flexible leave and work options available to staff and includes case studies of staff in successful flexible work arrangements.

The written response must state whether the employer grants or refuses the request. y y If you require documents in an alternative format please email or phone Contact/s below Flexible Workplace Arrangements .98Kb) can be used by staff to frame their requests.Guidelines for Employers and Employees provide details of the family responsibilities changes under the Equal Opportunity Act effective from 1 September 2008. The Guidelines provide details of the amendments.National Employment Standards (NES) Where a request for flexible workplace arrangements is made to assist with the care of a child who is under school age or is under 18 years of age and has a disability. Family Responsibilties Guidelines The Victorian Equal Opportunity and Human Rights Commission Family Responsibilities .y Flexible Work Managers' Guide (PDF . answers to frequently asked questions and a process that can be used to make and consider requests for changes to work arrangements. The Flexible Work proforma (Word .276Kb) The Flexible Work Managers' Guide is a decision making and assessment tool to assist principals and managers to successfully assess and implement flexible work arrangements including trialling of flexible work arrangements and ongoing review processes.257Kb) The Telecommuting guidelines and agreement provide appropriate guidelines and a model agreement pro forma to be followed when staff are entering into an agreement to work from home or other locations other than the primary workplace. Flexible Work Staff Guide (PDF .186Kb) The Flexible Work Staff Guide provides staff with a vehicle to self-assess their need for work-life balance and appropriate options. Other Resources Parent Resources y y y Carers Room and Lactation Room Guidelines (Word . and if a request is refused.163Kb) (Treasury Precinct) Find Child Care Find School or Kindergarten Related Topics y y y y y Sabbatical Leave Part Time Employment Time in Lieu Long Service Leave Personal Leave (Carers) . the National Employment Standards (NES) require that a Principal or manager provide a written response to that request within 21 days. the grounds for refusal. A request may only be refused on reasonable business grounds.228Kb) Telecommuting Agreement (Word . Telecommuting Guidelines (PDF . A feature is the focus on schools and business units creating a culture and climate to support flexibility. It mirrors the Managers' Guide and assists staff to consider personal needs and workplace requirements when developing their proposal.

y y y y y y y y Compassionate Leave Leave Without Pay Maternity Leave Paternity Leave Adoption Leave Family Leave Study Leave Cultural and Ceremonial Leave .

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