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Managing for inclusion; equality and workplace diversity, Glass ceiling,…

- - - - Physical characteristics (height, weight)
      - Mental Ability
      - Gender
      - Ethnicity
      - Physical Ability
      - Race
      - Personality
      - Age
      - Sexual Orientation
    - - International Labour Organisation (ILO)
        
        Elimination of discrimination in respect of employment and occupation
      - Anti-discrimination, equal opportunity and affirmative action legislation in Australia
      - Australian Population
        
        28% born overseas (Third Highest in the world)
        
        Overseas-born residents contribute to more than 50 per cent of population growth
        
        Overseas-born population from Asia and Africa have proportionally larger young and working age compared to those from Europe
        
        Indigenous Australians comprise of approximately 2.4% of the population
        
        Over the next 50 years, approximately 1/4 Australians will be 65 or older
        
        Embracing the LGBT community
      - Changing composition of labour market
      - Not about meeting 'legal' or 'moral' obligations
- - - - Gatherings
    - - Team Lunchroom talks
  - - - sub-group competition
- - - - exclusion - employees from more informal subgroups - leads to subgroup competition
      - Formation of subgroups- social categories - result in restriction of movement of information
      - success dependent to which employees embraces diversity
    - - Individuals in 'out-groups' leave = homogenous workplace (non-diverse)
      - Managers likely to hire people from 'in-groups'
      - Homogenous workplace due to diverse people leaving
      - Power Probems
      - Individuals seek out 'like' managers
  - - - effective diversity
    - - resulting in the protection of workers