Latest news with #DiversityCouncilAustralia
The Advertiser
2 days ago
- Business
- The Advertiser
Fair go or no go? Aussie workers face 'class ceiling'
Australian workers face a "class ceiling" that leaves some with less chance for job progression, confounding the nation's image as an egalitarian society. Early findings from an upcoming Diversity Council Australia report reveal social class can hinder people's careers across a wide range of industries. The data from two surveys, one involving 1400 respondents and another of 3000 people, showed workplace leaders were also less likely than their employees to recognise the difference class could make on job sites. "I knew that class inclusion was low on organisations' radars when it comes to building inclusion and diverse workplaces, but I didn't know it was that low," co-author of the study Rose D'Almada-Remedios told AAP. "We found that the vast majority of people that we surveyed responded that they didn't think that Australia was a classless society. "The myth about Australia being the land of a fair go and everyone having equal opportunity, regardless of who they are ... I think that people are more and more aware that it's a myth." Early data revealed only 44 per cent of disadvantaged workers had been offered career-development opportunities in the past year, compared to 76 per cent who were privileged due to their social class. Among leaders, only four per cent reported being marginalised due to their class, while 40 per cent said they came from privileged backgrounds. One in four marginalised workers felt valued and respected in their teams, compared to 41 per cent of privileged workers. Class bias and conversations surrounding it were still rudimentary in Australia when compared to other jurisdictions, Dr D'Almada-Remedios said. "The conversation is definitely more advanced in the UK ... Australia is nowhere near there," she said. "For Australia, we are really needing to build our class literacy." Disadvantages within the workplace can be attributed to bias as well as a lack of awareness from leadership, according to the Smith Family charity. "We all grow up in particular communities with particular family groups which we're kind of familiar with and accustomed with, so we just have some blind spots about how other people live their lives," chief executive Doug Taylor said. Australian and international research suggests class bias is a greater issue in white-collar or "elite" organisations. The council is due to release its full report in October. Australian workers face a "class ceiling" that leaves some with less chance for job progression, confounding the nation's image as an egalitarian society. Early findings from an upcoming Diversity Council Australia report reveal social class can hinder people's careers across a wide range of industries. The data from two surveys, one involving 1400 respondents and another of 3000 people, showed workplace leaders were also less likely than their employees to recognise the difference class could make on job sites. "I knew that class inclusion was low on organisations' radars when it comes to building inclusion and diverse workplaces, but I didn't know it was that low," co-author of the study Rose D'Almada-Remedios told AAP. "We found that the vast majority of people that we surveyed responded that they didn't think that Australia was a classless society. "The myth about Australia being the land of a fair go and everyone having equal opportunity, regardless of who they are ... I think that people are more and more aware that it's a myth." Early data revealed only 44 per cent of disadvantaged workers had been offered career-development opportunities in the past year, compared to 76 per cent who were privileged due to their social class. Among leaders, only four per cent reported being marginalised due to their class, while 40 per cent said they came from privileged backgrounds. One in four marginalised workers felt valued and respected in their teams, compared to 41 per cent of privileged workers. Class bias and conversations surrounding it were still rudimentary in Australia when compared to other jurisdictions, Dr D'Almada-Remedios said. "The conversation is definitely more advanced in the UK ... Australia is nowhere near there," she said. "For Australia, we are really needing to build our class literacy." Disadvantages within the workplace can be attributed to bias as well as a lack of awareness from leadership, according to the Smith Family charity. "We all grow up in particular communities with particular family groups which we're kind of familiar with and accustomed with, so we just have some blind spots about how other people live their lives," chief executive Doug Taylor said. Australian and international research suggests class bias is a greater issue in white-collar or "elite" organisations. The council is due to release its full report in October. Australian workers face a "class ceiling" that leaves some with less chance for job progression, confounding the nation's image as an egalitarian society. Early findings from an upcoming Diversity Council Australia report reveal social class can hinder people's careers across a wide range of industries. The data from two surveys, one involving 1400 respondents and another of 3000 people, showed workplace leaders were also less likely than their employees to recognise the difference class could make on job sites. "I knew that class inclusion was low on organisations' radars when it comes to building inclusion and diverse workplaces, but I didn't know it was that low," co-author of the study Rose D'Almada-Remedios told AAP. "We found that the vast majority of people that we surveyed responded that they didn't think that Australia was a classless society. "The myth about Australia being the land of a fair go and everyone having equal opportunity, regardless of who they are ... I think that people are more and more aware that it's a myth." Early data revealed only 44 per cent of disadvantaged workers had been offered career-development opportunities in the past year, compared to 76 per cent who were privileged due to their social class. Among leaders, only four per cent reported being marginalised due to their class, while 40 per cent said they came from privileged backgrounds. One in four marginalised workers felt valued and respected in their teams, compared to 41 per cent of privileged workers. Class bias and conversations surrounding it were still rudimentary in Australia when compared to other jurisdictions, Dr D'Almada-Remedios said. "The conversation is definitely more advanced in the UK ... Australia is nowhere near there," she said. "For Australia, we are really needing to build our class literacy." Disadvantages within the workplace can be attributed to bias as well as a lack of awareness from leadership, according to the Smith Family charity. "We all grow up in particular communities with particular family groups which we're kind of familiar with and accustomed with, so we just have some blind spots about how other people live their lives," chief executive Doug Taylor said. Australian and international research suggests class bias is a greater issue in white-collar or "elite" organisations. The council is due to release its full report in October. Australian workers face a "class ceiling" that leaves some with less chance for job progression, confounding the nation's image as an egalitarian society. Early findings from an upcoming Diversity Council Australia report reveal social class can hinder people's careers across a wide range of industries. The data from two surveys, one involving 1400 respondents and another of 3000 people, showed workplace leaders were also less likely than their employees to recognise the difference class could make on job sites. "I knew that class inclusion was low on organisations' radars when it comes to building inclusion and diverse workplaces, but I didn't know it was that low," co-author of the study Rose D'Almada-Remedios told AAP. "We found that the vast majority of people that we surveyed responded that they didn't think that Australia was a classless society. "The myth about Australia being the land of a fair go and everyone having equal opportunity, regardless of who they are ... I think that people are more and more aware that it's a myth." Early data revealed only 44 per cent of disadvantaged workers had been offered career-development opportunities in the past year, compared to 76 per cent who were privileged due to their social class. Among leaders, only four per cent reported being marginalised due to their class, while 40 per cent said they came from privileged backgrounds. One in four marginalised workers felt valued and respected in their teams, compared to 41 per cent of privileged workers. Class bias and conversations surrounding it were still rudimentary in Australia when compared to other jurisdictions, Dr D'Almada-Remedios said. "The conversation is definitely more advanced in the UK ... Australia is nowhere near there," she said. "For Australia, we are really needing to build our class literacy." Disadvantages within the workplace can be attributed to bias as well as a lack of awareness from leadership, according to the Smith Family charity. "We all grow up in particular communities with particular family groups which we're kind of familiar with and accustomed with, so we just have some blind spots about how other people live their lives," chief executive Doug Taylor said. Australian and international research suggests class bias is a greater issue in white-collar or "elite" organisations. The council is due to release its full report in October.
The Advertiser
28-07-2025
- Science
- The Advertiser
Plan to boost gender equity among engineering academics
Female academics are being encouraged into engineering roles as part of a bid to boost gender equity and representation in the sector. The University of Sydney is running a campaign open to international and Australian candidates offering academic roles reserved for women in engineering. The roles are in the schools of aerospace, mechanical and mechatronic engineering, civil engineering, computer science, and electrical and computer engineering. About 12 to 17 per cent of continuing academic staff within these schools are women. But a 2024 Diversity Council Australia report found just 11 per cent of female engineering students qualified and went on to work in an engineering role, while the percentage of those in senior roles was even lower. Shuying Wu, a senior lecturer in aerospace, mechanical and mechatronic engineering at the University of Sydney, said she had been the only women in the room for many parts of her career. "There is a lack of female mentors so there can be limited guidance and inspiration," Dr Wu told AAP. "But when we design engineering projects, if we have more diversity we can solve problems from different angles as diverse teams create more solutions and think about things from different perspectives." Women had historically been under-represented in Australia's engineering sector, something culture and community associate dean Renae Ryan wants to change at the University of Sydney. Other universities had run similar campaigns which had successfully improved diversity among academics, she said. "Increasing diversity is not just about representation, it is also about institutions actively creating opportunities for talent to flourish, develop and grow," Professor Ryan said. "Having these kinds of identified rounds sends a strong signal that we are really serious about attracting talented women into our faculty and it also increases student interest because it highlights the pipeline for women engineers." As diversity, equity and inclusion programs are wound back in the United States, Prof Ryan expected American researchers and academics to be attracted to the roles. "There's a lot going on in research and funding in general in the US and there have been significant changes and a lot of people in the higher education sector are under pressure," she said. "It's something we are conscious of and we would always reach out to the US anyway, but there may be people looking for a change in Australia." Female academics are being encouraged into engineering roles as part of a bid to boost gender equity and representation in the sector. The University of Sydney is running a campaign open to international and Australian candidates offering academic roles reserved for women in engineering. The roles are in the schools of aerospace, mechanical and mechatronic engineering, civil engineering, computer science, and electrical and computer engineering. About 12 to 17 per cent of continuing academic staff within these schools are women. But a 2024 Diversity Council Australia report found just 11 per cent of female engineering students qualified and went on to work in an engineering role, while the percentage of those in senior roles was even lower. Shuying Wu, a senior lecturer in aerospace, mechanical and mechatronic engineering at the University of Sydney, said she had been the only women in the room for many parts of her career. "There is a lack of female mentors so there can be limited guidance and inspiration," Dr Wu told AAP. "But when we design engineering projects, if we have more diversity we can solve problems from different angles as diverse teams create more solutions and think about things from different perspectives." Women had historically been under-represented in Australia's engineering sector, something culture and community associate dean Renae Ryan wants to change at the University of Sydney. Other universities had run similar campaigns which had successfully improved diversity among academics, she said. "Increasing diversity is not just about representation, it is also about institutions actively creating opportunities for talent to flourish, develop and grow," Professor Ryan said. "Having these kinds of identified rounds sends a strong signal that we are really serious about attracting talented women into our faculty and it also increases student interest because it highlights the pipeline for women engineers." As diversity, equity and inclusion programs are wound back in the United States, Prof Ryan expected American researchers and academics to be attracted to the roles. "There's a lot going on in research and funding in general in the US and there have been significant changes and a lot of people in the higher education sector are under pressure," she said. "It's something we are conscious of and we would always reach out to the US anyway, but there may be people looking for a change in Australia." Female academics are being encouraged into engineering roles as part of a bid to boost gender equity and representation in the sector. The University of Sydney is running a campaign open to international and Australian candidates offering academic roles reserved for women in engineering. The roles are in the schools of aerospace, mechanical and mechatronic engineering, civil engineering, computer science, and electrical and computer engineering. About 12 to 17 per cent of continuing academic staff within these schools are women. But a 2024 Diversity Council Australia report found just 11 per cent of female engineering students qualified and went on to work in an engineering role, while the percentage of those in senior roles was even lower. Shuying Wu, a senior lecturer in aerospace, mechanical and mechatronic engineering at the University of Sydney, said she had been the only women in the room for many parts of her career. "There is a lack of female mentors so there can be limited guidance and inspiration," Dr Wu told AAP. "But when we design engineering projects, if we have more diversity we can solve problems from different angles as diverse teams create more solutions and think about things from different perspectives." Women had historically been under-represented in Australia's engineering sector, something culture and community associate dean Renae Ryan wants to change at the University of Sydney. Other universities had run similar campaigns which had successfully improved diversity among academics, she said. "Increasing diversity is not just about representation, it is also about institutions actively creating opportunities for talent to flourish, develop and grow," Professor Ryan said. "Having these kinds of identified rounds sends a strong signal that we are really serious about attracting talented women into our faculty and it also increases student interest because it highlights the pipeline for women engineers." As diversity, equity and inclusion programs are wound back in the United States, Prof Ryan expected American researchers and academics to be attracted to the roles. "There's a lot going on in research and funding in general in the US and there have been significant changes and a lot of people in the higher education sector are under pressure," she said. "It's something we are conscious of and we would always reach out to the US anyway, but there may be people looking for a change in Australia." Female academics are being encouraged into engineering roles as part of a bid to boost gender equity and representation in the sector. The University of Sydney is running a campaign open to international and Australian candidates offering academic roles reserved for women in engineering. The roles are in the schools of aerospace, mechanical and mechatronic engineering, civil engineering, computer science, and electrical and computer engineering. About 12 to 17 per cent of continuing academic staff within these schools are women. But a 2024 Diversity Council Australia report found just 11 per cent of female engineering students qualified and went on to work in an engineering role, while the percentage of those in senior roles was even lower. Shuying Wu, a senior lecturer in aerospace, mechanical and mechatronic engineering at the University of Sydney, said she had been the only women in the room for many parts of her career. "There is a lack of female mentors so there can be limited guidance and inspiration," Dr Wu told AAP. "But when we design engineering projects, if we have more diversity we can solve problems from different angles as diverse teams create more solutions and think about things from different perspectives." Women had historically been under-represented in Australia's engineering sector, something culture and community associate dean Renae Ryan wants to change at the University of Sydney. Other universities had run similar campaigns which had successfully improved diversity among academics, she said. "Increasing diversity is not just about representation, it is also about institutions actively creating opportunities for talent to flourish, develop and grow," Professor Ryan said. "Having these kinds of identified rounds sends a strong signal that we are really serious about attracting talented women into our faculty and it also increases student interest because it highlights the pipeline for women engineers." As diversity, equity and inclusion programs are wound back in the United States, Prof Ryan expected American researchers and academics to be attracted to the roles. "There's a lot going on in research and funding in general in the US and there have been significant changes and a lot of people in the higher education sector are under pressure," she said. "It's something we are conscious of and we would always reach out to the US anyway, but there may be people looking for a change in Australia."
ABC News
25-04-2025
- Business
- ABC News
Older worker loves job in youth-dominated fast food industry
Jan Lawlor, 64, is not your typical fast-food worker. Some women in their 60s are looking to settle down into retirement, while others have re-joined or remained in the workforce for financial reasons during a cost-of-living crisis. But Ms Lawlor said she was in a fortunate position to be working at her local McDonald's simply because she loves it, and was not ready to give it up just yet. In 2020, in the midst of the COVID-19 pandemic, Ms Lawlor chose to leave her job of 22 years at a bakery in regional South Australia. A few months later, after becoming regular customers at Renmark McDonald's, Ms Lawlor and her friend — known by many in the community — were asked by the previous owners to join the crew. "We sort of looked at them and said, 'You don't want a pair of old tarts like us, do you?'" she said. " They thought, being a more 'mature age', we would be an asset to their team because of our experience. " Despite not actively looking for work at the time, Ms Lawlor accepted and was keen to "take the challenge on". More women working in their 60s According to the Diversity Council Australia, older women are participating in the national workforce at an increasing rate. For example, participation rates by women aged 60 to 64 rose from 10 per cent in 1982 to 54 per cent in 2022. "This trend reflects changing social norms, greater financial need, longer life expectancy, and improved health," the council's chief executive Catherine Hunter said. She said employers across Australia should support older women to work in "meaningful roles" to prevent later-life disadvantage as they were the "fastest growing cohort of people experiencing homelessness". Catherine Hunter says diversity across Australian workplaces had improved, but ageism remains a barrier. ( Supplied: Diversity Council Australia ) "Largely because they've had less opportunity to accumulate superannuation and savings due to interrupted or undervalued work histories," Ms Hunter said. "Despite their capabilities, older women still participate in the workforce at much lower rates than men their age, largely due to the double impact of ageism and sexism." Ms Hunter said while diversity in Australian workplaces had improved in recent years, including progress in age diversity, there was still work to be done. "Research shows that age-diverse teams are more motivated, have higher retention and perform better," she said. " Regional workplaces have a unique strength: deep ties to local communities. " Ms Lawlor has worked at McDonald's in Renmark since early 2021. ( ABC Riverland: Elyse Armanini ) Local poster girl When she first started at McDonald's in 2021, Ms Lawlor wondered how she would be accepted by the predominantly young cohort. Four years on, the 64-year-old has become a respected member of the team with the moniker of Nanny. "I love it. I've really engaged with the younger generation," she said " They walk in and say, 'Morning Nanny!' and off we go. " Maddii Lloyd, 25, (right) enjoys working with Ms Lawlor. ( ABC Riverland: Elyse Armanini ) Working for the fast food giant in a regional town has taken Ms Lawlor to unexpected places, to her surprise and that of family members across the country. She was filmed a couple of years ago as part of an advertising campaign shown during AFL games, and was included on flyers at the Perth show. "Just goes to show, you don't have to be a 14-year-old and you can advertise the fact older generations are most welcome," Ms Lawlor said. 'Underestimated' value Ms Hunter said the value mature-aged women brought to industries such as hospitality was "often underestimated". "[They] can offer strong interpersonal and communication skills that strengthen team cohesion and enhance customer experience," she said. In a statement, McDonald's Australia said it provided jobs for people "of all ages and experience levels". According to data provided by McDonald's, more than 560 people aged over 60, nearly 1,000 aged over 55 and more than 2,000 45-plus are currently employed nationally out of a workforce of more than 115,000. Renmark McDonald's owner Brenton Edwards said while the company was one of the largest youth employers in Australia, hiring older workers at the local store had been beneficial for everyone involved. Brenton Edwards says the local McDonald's receives multiple applications a week from people aged 45-plus. ( ABC Riverland: Elyse Armanini ) "We don't have 14 and 15-year-olds applying every day like some of the city stores do, so we've had to pivot a little bit and look at who we can employ," he said. Mr Edwards said he was receiving on average two job applications a week from people aged 45-plus, and employees such as Jan brought "maturity and a sense of calm" to the environment. Ms Lawlor says she enjoys making coffees and teaching younger employees barista skills. ( ABC Riverland: Elyse Armanini ) Not ready to hang up the apron Working under the town's Golden Arches has become somewhat of a family affair for Ms Lawlor. Her daughter worked in the same restaurant during her school years in the late 1990s, and now her 16-year-old grandson, Noah, has joined the team at the same time. Ms Lawlor said while she thought about retirement "a lot", she was happy staying in the workforce for a little while longer. "You're helping others, but you're also helping yourself and you're broadening your horizons and your knowledge." 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