Search Results | Showing 1 - 10 of 19 results for "sexual harassment" |
| | | Sexual harassment claims are more prevalent in mining companies than in any other business sector, but better Positive Duty governance could turn the tide around, especially for minorities, delegates at the ACSI conference heard last Thursday. Kate ... |
| | | | ... including whether fatalities have taken place, how 'leading indicator' safety metrics are used and the management of sexual harassment. "ACSI has provided more detailed expectations of companies on safety disclosures and noted the importance of companies ... |
| | | | ... research finds that most directors are concerned their boards may not be fully prepared to meet new workplace sexual harassment laws when they come into force this week. From 12 December, the Australian Human Rights Commission will enforce the Positive ... |
| | | | ... to manage psychosocial risk in much the same way as physical risk - meaning workplaces can be held liable for sexual harassment and gender-based discrimination, and investigations can be made regardless of whether a complaint has been filed. In this ... |
| | | | ... endemic to a sector. "If you're invested across 10 companies and the whole sector has been penalized for, say, sexual harassment, fewer women will want to work at any one company," Jaramillo said. "They're afraid of the bad reputation. If that's ... |
| | | | ... psychosocial risk in the same way they manage physical risk - meaning that companies would be held liable for sexual harassment and gender-based discrimination in the workplace. Further, the government's Respect@Work positive duty suggests remuneration ... |
| | | | ... the gender pay gap, domestic violence policies, parental leave policies, board gender balance, and workplace sexual harassment. Target setting, reporting, and managing the talent pipeline, were identified as key priorities for engagement in a survey ... |
| | | | ... organisation, it is important for managers and HR to consider conducting assessments of things like harassment, sexual harassment, poor change management, heavy workloads, hierarchical management systems, and demanding and traumatic work situations (such ... |
| | | | ... progressing Indigenous hires and retention, that kind of disclosure." UBS also believe issues such as workplace sexual harassment, mental health and diversity beyond gender will come "back in focus in 2023." |
| | | | Managing sexual harassment and psychological safety as part of occupational health and safety, focusing on diversity and inclusion beyond gender and seeking policy certainty through climate are all issues of concern for board members speaking at the ... |
|
