“Reforms of human resource management practices were regarded as a key policy tool in the drive to make fire brigades more representative of, and responsive to, the communities that they serve. HRM reform was largely undertaken through the introduction of the Integrated Personal Development System, which sought to reduce the ambiguity around the roles of all fire service staff at every stage in their professional development, from entry to retirement. Crucially, the IPDS was introduced to ensure career progression was linked to ability rather than rank and hierarchical position.”
Source: Murphy P., Greenhalgh K. (eds.). Fire and Rescue Services: Leadership and Management Perspectives. More about the ebook see this link. Chapter available on request for AIPM staff and students.
“We argue that the popularity of unconscious bias training invites agencies to view this practice as a ‘silver bullet’ to achieve gender equity, but that its effectiveness is likely to be limited unless accompanied by sustained interventions to address discrimination. Further, the impacts of unconscious bias training need to be rigorously evaluated to assess whether government resources are being effectively utilised. Consistent with international research, such an evaluation may reveal that unconscious bias training has unintended negative consequences, but that the training can be improved to reduce these consequences.”
Source: Williamson, S. and Foley, M. (2018). Australian Journal of Public Administration, and available from this link (subscription journal).
“In this article, we present findings from a mixed-methods, multiagency study that examines factors that may mediate the connection between technology adoption and outcome effectiveness in policing. We find that police view technology through technological and organizational frames determined by traditional and reactive policing approaches. These frames may limit technology’s potential in the current reform era and cause unintended consequences.”
Source: Lum, C., Koper, C. S., & Willis, J. (2017). Police Quarterly, and available from this link (subscription journal).
“Emergency services are swimming in data from the 10 million incidents emergency services respond to each year. Smart technology, such as electronic health records, videos from drones and augmented reality glasses, can empower first respondents to assess the situation en route to incidents and most effectively decide on courses of action. Mobile technology can then identify individuals through biometric data and provide links to follow-up services. This paper is sponsored by Motorola Solutions.”
Source: Timms, S. (2018). Reform.org and available from this link (open access).
“In a major analytical report for the NSW Department of Education’s “Future Frontiers” series, CWL researchers have examined how new technologies will affect work and skill requirements in Australia over coming decades. Going beyond the headlines of robots stealing jobs, the report argues that we are not destined for an end to work generally. Rather, we will see further significant shifts in how work is done, and how work is distributed, that will favour jobseekers with the ability to do cognitive, creative, and non-routine tasks. Significant policy challenges lie ahead in ensuring that the workers displaced by the decline of older industries are quickly reconnected with newer jobs. This will require an expansion of training and transitional assistance, to prevent such workers from permanently leaving the labour force.”
Source: Healy, J., Nicholson, D., and Gahan, P. (2018). Centre for Workplace Leadership and available from this link (open access).
“The adequacy of police responses to intimate partner violence has long animated scholarly debate, review and legislative change. While there have been significant shifts in community recognition of and concern about intimate partner violence, particularly in the wake of the Victorian Royal Commission into Family Violence, it nonetheless remains a significant form of violence and harm across Australian communities and a key issue for police, as noted in the report and recommendations of the Royal Commission.”
Source: Segrave, M., Wilson, D., & Fitz-Gibbon, K. (2018). Australian & New Zealand Journal of Criminology, and available from this link (subscription journal)
“Managing employee mental health effectively is a challenge faced by policing and first responder organisations around the world. This includes the Australian Federal Police (AFP) as the Australian Government’s primary policing agency responsible for the enforcement of Commonwealth laws and the protection of Australian interests from criminal activity, both domestically and overseas. To fulfil this role the AFP is responsible for a diverse range of functions, the delivery of which place a range of unique demands and stressors on AFP employees.”
Source: Australian National Audit Office (2018). Report available from this link (open access).
“Social media has been established in many larger emergencies and crises. This process has not started just a few years ago, but already 15 years ago in 2001 after the terrorist attacks of 9/11. In the following years, especially in the last 10, sometimes summarized under the term crisis informatics, a variety of studies focusing on the use of ICT and social media before, during or after nearly every crisis and emergency has arisen.”
Source: Reuter, C., & Kaufhold, M. A. (2018). Journal of Contingencies and Crisis Management and available from this link (subscription journal).
“It’s a target because we don’t want to impose a quota, so that any woman appointed to such a position believes that she is only there because we had to fill a quota. A target means that people think consciously about who they’re appointing or the group of people they’re interviewing for a particular position, and its addressing that unconscious bias. You can address conscious bias, because you can see it, you can hear it, you can feel it, you can smell it.”
Source: Bishop, J. (2018). The Mandarin and available from this link (open access).
“Thursday 8 March 2018 is International Women’s Day. This year’s theme, Press for Progress, is an opportunity to reflect on progress to date and priorities for the future. Here are some key facts about women and work in Australia.”
Source: Workplace Gender Equality Agency and available from this link (open access).