Does cognitive diversity kill team cohesion?
Is it better to work with like-minded people or to have a team that challenges one another? Behavioural scientists have known for long time that diverse teams have the advantage. However, while leaders are eager to build diversity, when it comes to hiring, they may also fear introducing new members who won't 'slot in'. The good news is, you don’t need to have interpersonal similarity to create team cohesion.
All 55 ‘Respect@Work Report’ recommendations accepted “wholly, in part, or in principle”
One of the first considerations of the "Womens' Taskforce" introduced to the Federal Cabinet earlier this year was the 55 recommendations from the “Respect@Work” Report, and today it has been announced that the Federal Government has accepted (wholly, in part or in principle) all 55 recommendations made in the Report.
FWC Says Operational Reasons Not Sufficient to Justify Genuine Redundancy
Employers need to be mindful that any proposed redundancy requires strict compliance with the genuine redundancy requirements of the FW Act. Despite a reason for redundancy being due to operational requirements, a failure to comply with the consultation requirements of any applicable modern award or enterprise agreement and consider reasonable redeployment opportunities will invalidate the whole process.
ALERT: Everything you need to know about the Fair Work Amendment Bill 2021
Federal Parliament has passed the Fair Work Amendment (Supporting Australia’s Jobs and Economic Recovery) Bill 2021 (often referred to as the Omnibus IR Bill) (‘the Bill’). The Bill outlined proposed changes to the Fair Work Act 2009 (Cth). Read more here & join us at our webinar on 30 March to find out what is included, what was removed and what action employers should take?
Men – we need you!
Gender inequality continues to be a pervasive issue within the workplace despite the tremendous efforts of many. Women supporting women has long been the strategy to tackle the gender-based barriers, however the brunt of responsibility should no longer be placed on women to solve a system that is structurally biased against them. By ignoring the importance of men’s role in closing the gap we are ignoring the systemic nature of gender inequality.
For gender equity at work, we need gender equity at home
These days workplaces expect to accommodate women who are parents. However, this norm also impacts on fathers who would like to be equal or primary caregivers. There are too few voices currently “choosing to challenge” the status quo. Until this changes it will be difficult to reach more equitable outcomes for both women and men at work.
No job is off limits
There are millions of women throughout history and present day that are silently working and silently succeeding in male dominated industries – many of which will not be known, have no Wikipedia page, have no social media following, but who are choosing to challenge the norms and expectations which in turn paves the way for future women.
How psychological safety fights back against bullying, harassment & discrimination?
When red flags start to appear in the workplace the challenge of knowing where to start will often create avoidance or no action. So how do you target your focus toward the moments that matter most to strengthen culture & therefore performance? How do you ensure a psychologically safe workplace?
Choose to Challenge
Mapien are proud to be sponsoring the National Aboriginal & Torres Strait Islander Women’s Alliance (NATSIWA), IWD Breakfast event in Perth this year. We've also been fortunate to collaborate with one of the breakfast organisers, Christine Ross on a project in the past year! Christine is empowering Aboriginal women & forging change. Read her profile here!
ALERT | Is it time to review your annualised wage arrangements?
On the 1st of March 2020, the Fair Work Commission inserted a model clause relating to annualised wage arrangements into a number of Modern Awards. One year on, some Employers may be due to conduct an annual reconciliation of their annual wage arrangements against the entitlements provided by their relevant Modern Award. Even companies with sophisticated payroll systems and who are aware of compliance requirements, are susceptible to underpayment of wages. Is it time to review your annualised wage arrangements?