Manly early morning surf boat/M. Hardy
“The recently published 2016-17 State of the Service Report reveals that the APS is well positioned to embrace the changes and challenges of the future of work. Some significant changes are on the horizon, while others are already here. To respond to these changes and challenges, the APS is ensuring that people with the right skills are employed in the right way, in the right job at the right time. We are a diverse workforce and working towards levels of representation that mirror broader Australian society. We engage in innovative and collaborative activities and are seeking to better manage the performance of our people. Many of us have taken up flexible working arrangements.”
Source: Australian Public Service Commission and available from this link (open access).
“The purpose of this paper is to examine Australian efforts to promote gender equality in policing, suggesting that future police leaders will be confronted with the challenge of ensuring that their organisations are not only demographically diverse, but more importantly, that they are inclusive.”
Source: McLeod, A., & Herrington, V. (2017). International Journal of Emergency Services and available from this link (subscription journal).
“How should research and new ways of thinking about violence improve its measurement? Could improved measurement change policy? The book is a guide to how the measurement of violence can be best achieved. It shows how to make femicide, rape, domestic violence, and FGM visible in official statistics. It offers practical guidance on definitions, indicators and coordination mechanisms. It reflects on theoretical debates on ‘what is gender’, ‘what is violence’, and ‘the concept of coercive control’. and introduces the concept of ‘gender saturated context’. Analysing the socially constructed nature of statistics and the links between knowledge and power, it sets new standards and guidelines to influence the measurement of violence in the coming decades.”
Source: Walby, S. ert al. (2017). Policy Press and available from this link (open access).
“According to the report, there are six common manifestations of everyday sexism which include: insults that masquerade as jokes; devaluing women’s views or voices; role stereotyping; preoccupation with physical appearance over competence; assumptions that caring and careers don’t mix; and unwarranted gender labelling such as when women are diminished for being ‘too aggressive’ or men because they ‘lack competitive edge’.”
Source: Male Champions of Change and available from this link (open access).
“Of our 2,500 employees who hold fire and emergency roles, only 26 percent are women. The number of leadership roles held by women is just 19 percent. Participation in roles is skewed, with heavy biases in traditionally feminine and masculine roles. Women are more likely to perform non field-based roles, whereas men are more likely to undertake action-oriented operational roles. We are committing to 50 percent of fire and emergency roles and leadership roles being held by women.”
Source: Victoria. Department of Environment, Land, Water and Planning (2016) and available from this link (open access).
“The 2013 and 2015 OECD Gender Recommendations provide guidance on how to advance gender equality in education, employment, entrepreneurship and public life; this book discusses recent developments in these areas in one overview chapter and 24 short chapters which each include key findings and policy recommendations.”
Source: OECD Publishing (2017) and available from this link (open access).
“One of the most common ways that companies attempt to address organizational diversity is through formal training. Yet research on the effectiveness of such programs has yielded mixed results: Some studies show that diversity training is effective, others show it’s ineffective, and still others show that it may actually lead to backlash. This has led to pessimism regarding diversity training, with some claiming it simply doesn’t work.”
Source: Lindsey, A., King, E., Membere, A., & Ho Kwan, C. (2017). Harvard Business Review Digital Articles and available from this link (open access with personal registration)
“Gender representation is essential to quality outcomes in police services. Currently, the Queensland Police Service (QPS) contains 26% women, compared to the 50.4% of women in the Queensland population. Our research supports the QPS goal of achieving a gender representative police service by highlighting gendered barriers and facilitators from the point of career consideration through the stages of the police application process. Findings outlined in this paper aim to improve the QPS application process to enhance future representation and the quality of the police service.”
Source: Spence, J., Putt, C., Chan, L., Barrett, J., Bennett, S., & Newman, M. (2017). Police Science: Australian and New Zealand Journal of Evidence-Based Policing, and available from this link (open access).
“Over the past 10 years, the World Economic Forum has brought together a community of influential leaders committed to addressing the global gender gap with a focus on the economic aspects of gender parity. We have benchmarked national, regional and industry gender gaps and gathered best practices adopted by leading companies in all regions of the world. The principles showcased in this toolkit highlight several approaches taken to closing gender gaps in companies across the globe. Each of these practices has a potentially transformative role but is most effective within a consistent company-wide strategy. For such an approach to work, leaders must commit for the long-term and manage some of the short-term barriers and trade-offs.”
Source: World Economic Forum and available from this link (open access).
Manly at dusk/Flickr
“This study assessed whether women and minorities are discriminated against in the early stages of the recruitment process for senior positions in the Australian Public Service (APS). It also tested the impact of implementing a ‘blind’ or de-identified approach to reviewing candidates. Over 2,100 public servants from 15 agencies participated in the trial. Overall, the results indicate the need for caution when moving towards ’blind’ recruitment processes in the APS, as de-identification may frustrate efforts aimed at promoting diversity.”
Source: Behavioural Economics Team of the Australian Government (BETA) and available from this link (open access).