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Many same-sex couples who appeared at the Inquiry’s community forums talked about the problems they face in getting visas. They highlighted the limited options available to a same-sex couple wanting to migrate to Australia as a couple. They talked about the additional expense and disruption to their lives in proving their entitlement to a visa. And they talked about the indignity of being…

Organisations and individuals raised a range of issues with the Inquiry that did not fall strictly within its Terms of Reference. Where these issues relate to one of the main chapters of this report, they are discussed within that chapter.

The Commission’s Performance Management Scheme provides a framework to manage and develop our staff to achieve our corporate objectives. There have been two cycles completed since its implementation on 1 July 1999. The scheme provides regular and formal assessment of an employee’s work performance and allows for access to training and skill development.

This is the Interim Report of the National Inquiry into Employment and Disability. The Inquiry was announced on 4 March 2005 and is due to issue its final report by the end of 2005.

WORKability I: Barriers noted that many employers are afraid of the 'unknowns' that may arise when employing people with disability. [1] On the one hand, this is the case with any new employee and the way to deal with the risk is to have a probationary period in an employment contract. On the other hand, several First Round Submissions suggested that a 'risk-free' opportunity to test an…

This work is copyright. Apart from any use as permitted under the Copyright Act 1968, no part may be reproduced by any process without prior written permission from the Human Rights and Equal Opportunity Commission.

The issue of divorce never arises for same-sex couples, since they cannot legally marry. However, a same-sex couple, like an opposite-sex de facto couple, may need the assistance of a court to resolve property and child-related issues if their relationship breaks down.

The following chapter summarises the findings and recommendations made in each of Chapters 4 – 16 in this report. This chapter should be read in conjunction with Appendix 1 which sets out the list of legislation to be amended in order to eliminate discrimination against same-sex couples and their children.

Workers’ compensation schemes are intended to provide compensation to an employee who is incapacitated because of a work-related accident or to an employee’s dependants if the employee dies because of a work-related accident.

WORKability I: Barriers noted that one of the main impediments to the employment of people with disability lies in employer concerns about increased exposure to legal and financial risks related to occupational health and safety, disability discrimination and unfair dismissal laws. [1]

“In Australia, if you have a pet, you take your pet out at least once a week. I haven’t had an excursion in the two years I’ve been in detention ... I don’t even know what Australians look like.”

The following 58 legal instruments must be amended to eliminate discrimination against same-sex couples and their children in the area of financial and work-related entitlements.

One of the Commission’s central functions is to undertake education programs that increase public awareness and generate discussion of human rights and anti-discrimination issues within Australia.

HREOC reviews staff performance annually through its Performance Management Scheme. The Scheme provides an opportunity to set goals and priorities and assess the level of individual performance and contribution to Unit outcomes.

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

The Indigenous Land Use Agreement (ILUA) and Argyle Management Plan Agreement (AMPA) together are arguably the most comprehensive arrangements ever made between a resource company and traditional owners negotiated in Australia. They are the result of one of the most comprehensive agreement processes undertaken with traditional owners.

This appendix provides a summary of the Council of Australian Governments (COAG) whole-of-government community trials initiative and its implementation in each state and territory. [1]