In recent years, increasing diversity amongst workers and managers, including along lines of gender, sexual orientation, ethnicity, age and (dis)ability, has had major implications for organisational policies and practices internationally. This has coincided with increased government and organisational commitment to managing and supporting diversity and promoting climates of inclusion. Diversity and inclusion policies and practices can influence fairness and innovation in workplaces, individual wellbeing and the level of support for broader societal change.
- Equity and diversity programs in organisations
- Ethnicity and employment
- Gender equity in universities
- Indigenous employment and identity
- Insecure employment in universities
- Lesbian, gay, bisexual, transgender and intersex (LGBTI) expatriate workers
- Migrants’ employment
- Precarious and vulnerable workers
- Professional women
- Women and unions
- Work and family
GENDER EQUITY IN UNIVERSITIES AND 30 YEARS OF RESEARCH
Emeritus Professor Glenda Strachan and colleagues conducted a major Australian Research Council (ARC) Linkage project funded by Universities Australia, Unisuper and the National Tertiary Education Union on gender equity in universities in 2012. As well as a major report, they have published papers on the use of casual academic staff, the insecurity facing highly skilled research staff, workplace harassment, the progress of non-academic staff, and gender discrepancies in academics’ bonus payments. Project leader Strachan has herself been a prolific and influential researcher on work for over three decades, with a particular focus on equity and gender equity.
OTHER RESEARCH ACTIVITIES
Biannually we host day-long symposiums affectionately known as wEDGE: workshops in Equity, Diversity and Gender in Employment. The next event will be hosted on Tuesday 24 October at the Nathan campus. Check out the program at our News and Events page.
The workshops promote discussion among scholars and practitioners interested in related workplace issues of national and international importance.
Recent research outputs
- Bailey, J., Peetz, D., Whitehouse, G., Strachan, G. and Broadbent, K. 2016, ‘Academic pay loadings and gender in Australian universities’, Journal of Industrial Relations, 58(5), pp. 647-668.
- Chen, M. and Gardiner, E. 2019, 'Supporting older workers to work: a systematic review', Personnel Review, 48(5), pp. 1318-1335.
- Hutchings, K., Michailova, S. & Harrison, E. 2013, 'Neither Ghettoed nor Cosmopolitan: A study of western women’s perceptions of gender and cultural stereotyping in the United Arab Emirates', Management International Review, 53(2), pp. 291–318.
- Peetz, D., Murray, G. & Muurlink, O., 2013, ‘Work-life interference and gender in the mining and energy industry’, Labour and Industry, 24(4), pp. 286-301.
- Poorhosseinzadeh M., Strachan G., & Broadbent K. 2019, 'Disembodied senior managers: The perspective of male senior managers in an Australian hospitality organisation', In: Fotaki M., Pullen A. (eds) Diversity, Affect and Embodiment in Organizing, Palgrave Macmillan.
- Ravenswood, K., Le Queux, S., French, E., Strachan, G. & Burgess, J. 2016, ‘Managing diversity in the South Pacific’, in Alain Klarsfeld, Eddy S. Ng, Lize A.E. Booysen, Liza Castro Christiansen & Bård Kuvaas (eds) Research Handbook of International and Comparative Perspectives on Diversity Management, pp. 227–255.
A comprehensive list of outputs can be found at our member’s Griffith Experts links above.
- Centre for Research on Equity and Diversity, QMUL, Britain
- Equity office, Griffith University
- Gender and Diversity Research Group, AUT, NZ