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14 December 2012Book page
1996 Social Justice Report
The Fourth Report focuses on housing issues for Indigenous peoples. The report outlines current critiques of public housing, contains a detailed consideration of the proposed reform to the public housing industry and gives several examples of best practice in the area of housing and infrastructure policy for Indigenous people. The report critically analyses the "race debate" in… -
14 December 2012Book page
1995 Social Justice Report
The Third Report examines the juvenile justice system and its impact on Indigenous children and young people. It also includes a discussion of the recent High Court decision in Teoh and its implications for Australian human rights law and practice. A detailed consideration of cultural rights under Article 27 of the International Covenant of Civil and Political Rights (ICCPR) is provided… -
14 December 2012Book page
1997 Social Justice Report
The Fifth Report 1997 includes a discussion of co-existence with emphasis on the Wik decision and a consideration of the 30 years of Indigenous affairs since the 1967 Referendum. A time line summarises some of the major achievements of Indigenous activism in that time. The report includes a chapter on the contemporary separations of Indigenous children from their families through the juvenile… -
14 December 2012Book page
2011 Freedom of religion and belief in 21st century Australia
2011 Freedom of religion and belief in 21st century Australia A research report prepared for the Australian Human Rights Commission By Professor Gary Bouma, Professor Desmond Cahill, Dr Hass Dellal, and Athalia Zwartz Download Report in Word [1.38 MB] Download Report in PDF [1.80 MB] For supplementary papers and other material from this project see the main project index page -
Rights and Freedoms27 March 2019Webpage
How are human rights protected in Australian law?
Australia lacks a Bill of Rights, but there are safeguards through the Constitution and legislation. Understand the role of the Commission. -
26 March 2014Book page
Terms of Reference
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… -
15 June 2015Book page
6 Economic and social benefits of employing people with disability
Improving employment outcomes for people with disability will provide significant benefits to workplaces, the economy, the community and individuals themselves. Employment can provide people with disability with increased income, and with this, higher living standards and financial independence. Employment can contribute to a sense of identity and self-worth and have positive health impacts… -
23 January 2014Book page
1. What are Temporary Protection Visas?
Temporary Protection Visas (TPVs) are a type of visa available to people who arrive in Australia without a visa and are found to be owed protection obligations. [1]As its name suggests, a TPV only permits the holder to remain in Australia temporarily (this can be contrasted with a Permanent Protection Visa (PPV), which grants the holder permanent resident status). TPVs can last for up to… -
3 January 2014Book page
Attachment 1: Calendar of upcoming key UN treaty dates
Treaty Key dates Convention against Torture and other Cruel, Inhuman or Degrading Treatment or Punishment (CAT) The fifth periodic report was submitted in July 2013 (due in August 2012) Convention on the Rights of Persons with Disabilities (CRPD) Australia appeared before the committee in September 2013 Convention on the Elimination of Racial Discrimination (CERD) The report was due October… -
27 March 2015Book page
1 Introduction
Rights & Responsibilities 2014 was a national consultation conducted by the Human Rights Commissioner, Tim Wilson. The consultation examined how well people think their human rights and freedoms are protected in Australia. [2] In particular, the consultation sought to examine whether Australia’s different levels of government, through the enactment of legislation and implementation of… -
Human Resources18 March 2015Webpage
CEO Message
As the President of the Australian Human Rights Commission, I would like to welcome you to the careers section of our website. If your career aspirations involve building awareness, shifting attitudes, influencing laws and policies then you are in the right place. A career at the Commission means you will contribute towards real and lasting change in Australia. Working at the Commission… -
Employers19 February 2015Quick Guide
Unjustifiable Hardship
People with disabilities can face significant barriers in many parts of their lives, including getting into and staying in the workforce and accessing public buildings and facilities. The Disability Discrimination Act makes it against the law to discriminate against people with disabilities in many areas of public life, including employment, using goods and services and accessing public… -
Employers19 February 2015Quick Guide
Vicarious Liability
Employers can be held legally responsible for acts of discrimination or harassment that occur in the workplace or in connection with a person’s employment. This is known as ‘vicarious liability.’ For example, employers can be held vicariously liable for discrimination and harassment that occurs at: employer-sponsored events, such as seminars, conferences and training workshops work-related… -
Employers19 February 2015Quick Guide
Vision Impairment
A guide for employers to support employees with vision impairments in the workplace. -
Employers19 February 2015Quick Guide
Work-related events
An employer can be liable for acts of discrimination or harassment, including sexual harassment, that occur in the workplace or in connection with a person’s employment. This is called ‘vicarious liability’. It means that employers can be liable for acts by their employees that occur at work-related events, such as conferences, training workshops, business trips and work-related social… -
Employers19 February 2015Quick Guide
Working Hours
Offering employees flexible working hours, like other flexible work arrangements, is a way to create a productive workplace that is free of discrimination. In some circumstances, a rule that requires all employees to work certain hours can be indirect discrimination as it may have an unfair effect on some groups of people, such as people with disabilities, women who are pregnant or… -
Employers19 February 2015Quick Guide
Special Measures
Special measures aim to foster greater equality by supporting groups of people who face, or have faced, entrenched discrimination so they can have similar access to opportunities as others in the community. Special measures are sometimes described as acts of ‘positive discrimination’ or ‘affirmative action’. They are allowed under federal anti-discrimination laws. The Sex Discrimination Act… -
Employers19 February 2015Quick Guide
Training
Training for both employers and employees is a key aspect of preventing discrimination and harassment in the workplace. Organisations and employers can undertake training to better understand how they can prevent discrimination and harassment in their workplace. They can also provide training for staff on their rights and responsibilities regarding discrimination and harassment in the… -
Employers19 February 2015Quick Guide
Sexual Orientation, Gender and Intersex Discrimination
The Sex Discrimination Act makes it unlawful to discriminate against someone because of their sexual orientation, gender identity or intersex status. Sexual orientation discrimination happens when a person is treated less favourably than another person in a similar situation because he or she has a sexual orientation towards persons of the same sex; persons of a different sex; or persons of… -
Employers19 February 2015Quick Guide
Social Media
Social media postings can be against the law if they discriminate against, harass, bully or racially vilify a person. Discrimination occurs when a person is treated less favourably than another person because of a particular attribute they have. Harassment or bullying can amount to discrimination in some circumstances. Inappropriate posts, comments or content shared on social media can…