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Management and Marketing - Research Publications
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ItemNo Preview AvailableLaying the foundation for gender equality in the public sectorRyan, L ; Blackham, A ; Ainsworth, S ; Ruppaner, L ; Gaze, B ; Yang, E ( 2021)
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ItemWhat works, what’s fair? Using systematic reviews to build the evidence base on strategies to increase gender equality in the public sectorSojo Monzon, V ; Ryan, M ; Fine, C ; Wheeler, M ; McGrath, M ; Roberts, V ; Arthur-Hulme, L ; Hadoux, R ; Western, K ; Sojo Monzon, V ( 2022-05-24)
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ItemPaper Promises? Evaluating the early impact of Australia’s Modern Slavery ActDinshaw, F ; Sinclair, A ; Nolan, J ; Marshall, S ; Zirnsak, M ; Adams, K ; Keegan, P ; Boersma, M ; Bhakoo, V ; Moore, H (Human Rights Law Centre, Uniting Church in Australia, UNSW Sydney, University of Melbourne, RMIT University, 2022)The Modern Slavery Act 2018 (Cth) (MSA) was widely hailed as a critical first step by Australia towards tackling the global problem of modern slavery, with the government proclaiming that it would transform the way businesses respond to modern slavery by prompting a business-led ‘race to the top’.
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ItemHappier workers, healthier patients: An analysis of healthcare worker engagement and health service outcomes in VictoriaBell, S ; Garud, N ; Pati, R ; Sojo Monzon, V ; Healy, J ; Adamovic, M (Safer Care Victoria, Victorian Managed Insurance Authority., 2022-01-21)
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ItemThe ‘good, bad and merit’ arguments in Australian news coverage of workplace gender diversitySojo Monzon, V ; Fine, C ; Lawford-Smith, H ; Yang, Z ; Verspoor, C (The University of Melbourne and VicHealth, 2020-09-30)Research aims: In this study, we used the machine learning technique of topic modelling, as well as qualitative content analysis, on a large sample of articles published in high-circulation Australian printed media with the objectives to: 1. Explore the ways workplace gender diversity issues are discussed. 2. Identify the most common types of arguments for and against striving for greater workplace gender diversity. 3. Evaluate whether the year and month of publication, the type of diversity discussed and the sex of the author are related to the types of arguments for and against workplace gender diversity. Research contribution: Our findings indicate that the analysed articles were more likely to: • Focus on high-profile women (e.g., politicians, actors and influencers) and their life-styles, including trade-offs they had to make, rather than on discussions of the policies and practices organisations implement to manage workplace gender diversity, or on quantitative descriptions of the extent of gender inequality and lack of gender diversity. • Focus on discussions of sexism in the media industry and in particular high-profile workplace sexual harassment cases. • Present a narrow range of reasons for and against workplace gender diversity initiatives. • Focus on arguments in favour of increased workplace gender diversity when written by women (compared with men) and focus on risks to merit when written by men (compared with women).
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ItemImproving Access and Inclusion in Employment for People with Disabilities: Implementation of Workplace Adjustments in ‘Best-Practice’ OrganisationsRaymond, M ; Olsen, J ; Ainsworth, S ; LOTIA, N ; Harbridge, R ; HOLLAND, A (Centre for Workplace Leadership, The University of Melbourne, 2019)The Centre for Workplace Leadership (CWL), in consultation with the Australian Network on Disability (AND) and with funding from the Hallmark Disability Research Initiative at the University of Melbourne, embarked on research to: disseminate information about best practice in implementing workplace adjustments; make a meaningful contribution to disability rights advocacy in the employment sphere; facilitate meaningful engagement between academic enquiry and business practice; and aid the pursuit of self-determination and full and equal participation in society by people with disabilities. To achieve these aims, we conducted interviews of managers and employees with disabilities in ‘best-practice’ organisations in Australia.
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ItemRecruit Smarter - Technical ReportStratemeyer, M ; Sojo Monzon, V ; Wheeler, M ; Rozenblat, V ; Lee, I ; PETER, D ; Kociski, M ; McGrath, M ; Genat, A ; Wood, R (Victorian Government, 2018-10-10)Recruit Smarter trialled four pilot interventions across a range of government departments and private sector organisations. The four interventions included two trials of targeted recruitment via modified language use in job advertisements, a CV de-identification program, and the provision of training to address unconscious bias. The pilot program has found evidence that these interventions are beneficial to improving equity of opportunity for diverse Victorian applicants.