Discrimination and equity page 67 of 88

A court has rejected a worker's claims that he was discriminated against, victimised and vilified because of his Indigenous heritage, noting his colleagues apologised for isolated inappropriate comments and that he was not subjected to less favourable treatment.

The FWC has ordered an employer to hand over a confidential report into alleged bullying complaints, board meeting minutes and communications about its investigation to two employees claiming they were bullied in the workplace.

A university has fended off a privacy claim after a tribunal found it wasn't responsible for the actions of two academics who sent emails that disclosed a complainant's health information as part of a response to an FWC bullying claim.

Exploitation of migrant workers hurting Australia: report; Employers' tough-on-drugs policies undermined; NSW Industrial Court edges towards extinction; 'Younger, cheaper, faster' no route to gold: FWO.

Employers of the one in five Australians who have disabilities could face increasing demands to bring "assistance animals" such as dogs and miniature horses into the workplace, a workshop heard recently.

BHP Billiton will seek to have equal numbers of women and men at all levels of the company within nine years, under new targets announced today by CEO Andrew Mackenzie.

A cabin crew supervisor dismissed for s--ually harassing his colleagues has failed to convince the FWC that he was the victim of the airline's workplace culture.

An employer was not obliged to immediately notify an employee it was accessing her Facebook messages or posts during a disciplinary investigation, Victoria's Supreme Court has confirmed in a decision clarifying the manner in which information privacy principles apply to social media.

A worker who made derogatory comments about a supervisor on social media has won $28,000 compensation because he was never told his dismissal was partly based on a confidential report claiming his behaviour had a negative effect on his colleagues.

Responsibility for gender equity strategies should be partially devolved from centralised HR departments to line managers, and training to combat "unconscious bias" in selection processes should be mandated for supervisors and managers, according to a new report on barriers to women's career advancement in higher education.