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Preventing race-based discrimination and supporting cultural diversity in the workplace An evidence review: full report

Ms Brigid Trenerry, Ms Hayley Franklin & Dr Yin Paradies

© Copyright Victorian Health Promotion Foundation 2012 ISBN: 978-1-921822-07-0 March 2012 Publication Number: P-033-GEN_B Suggested citation Trenerry B, Franklin H & Paradies Y 2012. Preventing race-based discrimination and supporting cultural diversity in the workplace (An evidence review: full report). Victorian Health Promotion Foundation, Melbourne, Australia. Acknowledgements Thanks to Dr Karin Maeder-Han for tabulating data, Dr Reza Hasmath for advice and Associate Professor Santina Bertone for reviewing this report. Creating Healthy Workplaces evidence review series VicHealth commissioned five international evidence reviews to build a body of evidence and knowledge about effective workplace health interventions. Both full and summary reports are available for each of the five evidence reviews: • reventingrace-baseddiscriminationandsupportingculturaldiversityin P the workplace • reventingviolenceagainstwomenintheworkplace P • educingalcohol-relatedharmintheworkplace R • educingprolongedsittingintheworkplace R • educingstressintheworkplace R www.vichealth.vic.gov.au/workplace

Preventing race-based discrimination and supporting cultural diversity in the workplace An evidence review: full report
March 2012

Ms Brigid Trenerry, Ms Hayley Franklin & Dr Yin Paradies Melbourne School of Population Health The University of Melbourne

Contents
Executive summary ........................................................................................................................... 4 1. 2. 3. 4. 5. 6. 7. Introduction .............................................................................................................................. 8 Scope and nature of workplace race-based discrimination ....................................................... 11 The benefits of reducing race-based discrimination and supporting acceptance of diversity .... 14 Population groups most at risk................................................................................................. 19 Best-practice workplace interventions – ‘whole-of-organisation’ approaches .......................... 21 Key principles to reduce race-based discrimination and build acceptance of diversity .............. 38 References............................................................................................................................... 56

Victorian Health Promotion Foundation

Executive summary
Race-based discrimination can be defined as discrimination based on race, ethnicity, culture or religion. The behaviours and practices that result in race-based discrimination, along with the beliefs and prejudices that underlie them, are sometimes collectively referred to as racism. Supporting acceptance of cultural diversity means respecting different ways of living and being within an over-arching democratic and human rights framework and valuing diversity as an asset. Reducing race-based discrimination is an important step in ensuring that cultural diversity is nurtured. Systemic race-based discrimination in the workplace occurs through avoidable and unfair differences in recruitment, selection and interviewing, job allocation, seniority, role ambiguity, performance evaluation, training, promotion, remuneration, dismissal, resignations and retirement among staff of various racial, ethnic, cultural and religious backgrounds. This, in turn, leads to inequalities in absenteeism, satisfaction, involvement, attachment, motivation, commitment and intention to leave among staff of various racial, ethnic, cultural and religious backgrounds. Interpersonal discrimination can include bullying, harassment, rudeness, name-calling, exclusion, excessive surveillance, verbal/physical abuse, unfair performance appraisal...
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