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The Commission has a number of concerns about the impact on the human rights of people whose applications for visas are refused or whose visas are cancelled under section 501 of the Migration Act. The Commission is particularly concerned about the consequences for: refugees who have their applications for protection visas refused on character grounds long-term permanent residents of…

5.1 Access to merits review Depending on the circumstances, a person who has an application for a visa refused or a visa cancelled under section 501 may be able to apply to the Administrative Appeals Tribunal (AAT) for review of the merits of the decision, or they may only be able to challenge the legality of the decision through the courts. Whether the person can apply for merits review by…

6.1 Commission projects and publications The Commission has considered issues relating to the human rights of people impacted by section 501 visa refusals or cancellations in the following work: The Commission’s report: 2011 Immigration detention at Villawood: Summary of observations from visit to detention facilities at Villawood [106] The Commission’s 2009 submission to the Senate Standing…

You have the right to choose where you live. As you grow older, your housing needs may change. For example, you may become less independent, choose to downsize, or have a desire to live closer to family. Know your rights in each of these situations. This chapter provides information about the different housing options available in retirement. 9.1 Staying at home: finance options If you would…

Losing someone close is very difficult. For that reason, it is important that you are aware of the services and supports that are available when you are bereaved. This chapter provides information about the services that can assist you after the loss of a loved one. 14.1 Income support after bereavement Financial support is available to eligible people to assist with the financial adjustment…

The Review’s Terms of Reference were developed by the Australian Human Rights Commission after consultation with the ADF. The Terms of Reference requested the Review Panel, led by the Sex Discrimination Commissioner, to review, report and make recommendations on: the treatment of women at the Australian Defence Force Academy with a particular focus on the adequacy and appropriateness of…

The Report of the Review into the Treatment of Women at ADFA (November 2011) (ADFA Report) made 31 wide ranging recommendations to effect significant cultural change. The ADF accepted all the recommendations made – 30 in full and one in principle. 1 The Audit team does not expect that cultural change of the scale envisaged by the Review will have been achieved within 12 months. This is…

ADFA has made significant progress in implementing the Review’s recommendations. The senior leaders at ADFA are committed to cultural change and have worked with a view to embedding reforms. Further work is required in certain areas, including in the development and delivery of an evidence based sexual ethics program with an expert educator. Continued efforts are also required to separate…

The Audit undertook qualitative and quantitative research and conducted an extensive review of all documentation which provided evidence of the implementation of recommendations. The Audit spoke to undergraduates, all members of the Review Implementation Team (RIT),1 members of the ADFA leadership team, military staff, academic staff, padres and international cadets. Initial interviews and…

This chapter outlines the structure and processes for implementing the Review’s recommendations. It describes the overarching framework and approach to reform at ADFA. This chapter also identifies risks to implementation of recommendations and the sustainability of cultural change. 1 In summary: The Audit is confident that the recommendations are being implemented with a view to creating…

Key Finding of Review The Review found that: There needs to be a strong reaffirmation of ADFA as the centre of excellence for tri-Service education and training for junior officers. ADFA espouses excellence; however it lacks a well-articulated purpose and a clear vision. This inhibits it from realising its potential and, significantly, from integrating equality, diversity and inclusion in a …

Key findings of Review The principles of equity and diversity should provide overarching, positive values to inform everyday practice within the ADF. At ADFA, the Review found equity and diversity to be conceptually grounded in disciplinary and punitive processes and framed as a response to unacceptable behaviour. The Review made five recommendations with the aim of reframing the way equity…

Key findings of Review Given their age, most undergraduates enter ADFA without much ‘real world’ experience, with many having never lived away from home before. 1 The differing levels of maturity of undergraduates, combined with the pressures of living, working and studying together, can present substantial risk factors for ADFA. In particular, the Review findings indicated that: A number of…

Key findings of Review High profile incidents that occurred in the residential accommodation made accommodation and supervision an area of particular concern to the Review. Well supervised residential settings can significantly minimise the risk of unacceptable behaviour. The residential setting at ADFA is a complex place, encompassing home, place of study and place of work for…

10.1 Education Key findings of Review ADFA provided undergraduates with limited education about healthy and respectful relationships, issues regarding consent, the meaning and appropriateness of sexist language and behaviour, and issues regarding controlling and threatening behaviour. The 2011 Unacceptable Behaviour Survey indicated that incidents of inappropriate conduct and inappropriate …

Explore recommendations on ADFAS structure and staffing.

This research report: Assesses the prevalence and depth of stereotypes and negative attitudes towards older Australians Provides insight into the impact of these attitudes and the resulting behaviours on older Australians and the general community, including business decision makers Examines the portrayal, and invisibility, of older Australians in the media by all main media platforms…

View Chapter 6 as PDF View Chapter 6 as Word This chapter provides some useful information and links for industry-specific and general information on increasing the representation of women. Mining Industry Australia Increasing the Diversity of the Mining Industry Workforce – Strategies for Employers Women in Mining Network (WIMnet), 2003This bulletin is a collection of strategies and ideas…

View Chapter 5 as PDF View Chapter 5 as Word Strategies to ensure women have access to both formal and on-the-job development required for career paths in non-traditional rolesIncreasingly, organisations in the mining, construction and utilities industries are recognising that the training and career development of women is instrumental to achieving their gender diversity strategies.These

View Chapter 4 as PDF View Chapter 4 as Word Strategies to ensure more women are not only recruited, but also retained, in non-traditional rolesThe mining, construction and utilities industries have struggled to not only attract women to apply for jobs, they have also had challenges in retaining the women who have chosen to work with them. Retaining engaged and motivated employees is vital…