This document discusses several topics related to human resource management including workplace health and safety, affirmative action, anti-discrimination, types of discrimination, and questions for individuals. It outlines key legislation related to each topic, such as the Workplace Health and Safety Act of 1995, Anti-Discrimination Act of 1992, and Racial Discrimination Act of 1975. The role of HR managers is to ensure businesses comply with these laws to avoid penalties and promote equal opportunity and a positive work environment free of discrimination.

1. Human Resource Management
Legal Environment

2. Workplace Health and Safety
 Each year more than 500 Australian are
killed in the workplace.
 Workplace Health and Safety Act 1995 is
aimed at eliminating risk in the workplace.
 The HR managers role is thus to ensure that
correct procedures are followed and that the
business complies with the law

3. Affirmative action
 This involves promoting equal opportunity within the
workplace for groups that have experienced
discrimination.
 Women are encouraged under equal opportunity
laws to apply for jobs and business is encouraged to
employ as many females as possible.
 What is the mix in this school with DUX awards?

4. Anti Discrimination
 This encourages fairness in the workplace.
 Promotes a positive work environment
 Types of acts FYI
– Anti Discrimination Act 1992
– Racial Discrimination Act 1975

5. Discrimination Types
 Direct Discrimination
– Anything that results in exclusion of a worker.
 Indirect Discrimination
– This is where one rule is the same for everyone but results
in discrimination of someone.
 Positive Discrimination
– Aimed at promoting minority groups.
 Sexual Discrimination/harassment
– Unwanted sexual advances

6. Questions Individual
 Why is it important that organisations follow the WHS
Act? What consequences would businesses face if
they did not follow the legislation?
 Do you think affirmative action is necessary in
Australia? Justify your opinion.
 If you are the HRM manager how would you deal
with a case involving direct discrimination of an
employee who is female?