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1、DiversityMattersIssue68,September2010ContentsUnderstandingunconsciousbiasinAustralia2Canwhatyoudon’tknow,hurtyou–orsomebodyelse?4Communicationondisabilitykey6Leadingpracticecasestudy:PwC8Opportunitycost–flexibleworkingandunconsciousbias10PuttingthemicroscopeonIndigenousbias11LGBTpeople–bewa
2、rethestereotype12Mythsandfactsaboutmatureagedworkers13Racialandculturalbiasinrecruitment14Avoidingbiasinredundancy14Sixstepstoidentifyandaddressunconsciousbias15WelcometoDiversityCouncilAustralia’sDiversityMattersforSeptember2010.Inthisissue,weinvestigateunconsciousbias,whatitmeansandhowitm
3、ightmanifestintheworkplaceforeachofthekeydiversitydimensions.Inouropeningstory,NareenYoung,DCA’sCEOandLisaAnnese,DCA’sActingResearchDirectorexplainthetheorybehindunconsciousbias,profileleadingresearchinthearea,andconsiderwhyweshouldexamineitmoreclosely.WritingespeciallyforDCAmembers,DrAnneS
4、ummersAO,best-sellingauthorandjournalistandexpertongenderissues,takesacriticallookatunconsciousbiastogaugethevalueoftheconcept.PaulBarry,founderofbarrierfree.net.au,givesusarevealingandverypersonalaccountofhowworkplacesandcolleaguescanavoidunconsciousbiasagainstpeoplewithadisability.Inourle
5、adingpracticecasestudy,wediscoverhowPwCisadoptinginnovativeapproachestotacklingunconsciousbias,particularlyintheareaofgender.Throughafamiliarworkplacescenario,JacquiAbbottfromAllensArthurRobinsonexplorestheroleofunconsciousbiasagainstpeopleaccessingwork-lifeinitiatives.RachelleTowartoftheAu
6、stralianIndigenousLeadershipCentre,sharesherviewsofunconsciousbiasagainstAboriginalandTorresStraitislanderpeoples,whileGerryMeleadyofPrideinDiversitywarnsofthedangersofmakingassumptionsaboutsexualorientationintheworkplace.Wereviewtwointerestingpiecesofresearchthatuncoverhowunconsciousbiasag
7、ainstolderworkersandworkersfromdifferentracialandculturalbackgroundsmightbeamajorbarrierinrecruitment,developmentandpromotion.DiBanks,PartnerwithGilbert+Tobin(DCA’spreferredlegalprovider)outlinestheimportanceofdevelopingandapplyingfaircriteriatoavoidbias
