The Managing Diversity in Australia book by Glenda Strachan (Griffith University, Australia), Erica French (Queensland University of Technology, Australia) and John Burgess (The University of Newcastle, Australia) is an exceptionally important text that focuses on managing diversity (MD) within the Australian context. While there is ample literature and research discussing MD issues in countries including Canada, Britain and the USA (e.g. Haq and Ng, 2010; Kirton and Greene, 2005; Cox, 1991; Ely and Thomas, 2001), MD policy and practice in Australia lack adequate investigation (French, 2001). The book therefore, collates some of the studies done in this area to showcase MD in Australia. It addresses the need to examine MD as the Australian population and its workforce become more diverse.
The main objective of the book is to highlight the management of equity and diversity practice of organisations in Australia. This objective is thoroughly accomplished. The text discusses MD in the Australian context by providing examples, case studies, legislation and policies specifically related to Australia. It covers a wide range of diversity issues in Australia with unique emphasis on Australian government initiatives or legislation such as the Equal Employment Opportunity for Women (EEOW) for achieving equity in the workplace. The contents of the book are research-based contributed by 21 experts in the field. The text examines theoretical concepts underpinning MD as an organisational practice including the background and drivers of MD development, particularly within Australia. Such strong theoretical foundation enhances the academic nature of the text. The book will be a good source of interest to MD practitioners, human resource (HR) managers as well as those in the field of employment relations and international readers that are interested in Australian MD. From a teaching point of view, students of MD at both undergraduate and graduate level can also benefit from it. It contains a wealth of information that will challenge both academics and students’ interest in the field. To sum it all, the text has delivered what it sets out to do; thus to showcase equity and MD practices in Australia backed by strong theoretical foundation.
The book has 17 chapters. Each chapter is devoted to specific contextual MD policies and practices identified in Australia. The first five chapters discuss the contextual background of Australian MD. Chapters 6 and 7 examine available opportunities for women workers in association to balancing work and family. Chapter 8 examines the role of trade unions in relation to MD while chapters 9-16 examine other diversity groups such as the progress of women at work, ethnicity, people with disability, differential identities and the young and older workforce. Finally, the last chapter is devoted to envisage the future of MD in Australia. Detailed settings of the content of the text are expressed below.
It may be worth noting that the first seven chapters were mostly contributed by Strachan et al. (2010). The first chapter begins by highlighting the origin of MD. It discusses the difficulty of having an accepted generalised definition of MD due to the varied approaches adopted by organisations. It presents scholastic debate surrounding MD approaches by analysing the core concepts of MD that includes recognition of diverse individual potentials for business case agenda and legislation compliance. It dismantles the differences and similarities between MD approaches in relationship to equity framework. The text emphasises that while organisations within Australia are encouraged to comply with government regulations, there is no legislative imperative for MD. Such voluntary concept of MD makes it difficult to achieve authentic equitable legislative and social justice outcomes for groups or individuals that are considered minority and continue to face challenges in the labour market.
The second chapter outlines the composition of the Australian workforce. Of importance are the characteristics of workers with disability, older workers, indigenous Australians, women and migrant workers. This ties in nicely into a discussion of the changing nature of industries and occupational types involving permanent, casual, full-time, part-time workforce in relation to pay equity in Australia.
Chapter 3 analyses the various approaches to equity and MD in Australia. This section provides in-depth analysis of legislation that governs workplace practice and equity concerns in Australia. Particularly, attention is given to EEO legislation that addresses concerns of women in the workplace without neglecting the non-regulated approach to MD in Australia. The authors argue that anti-discrimination legislation has improved the employment condition of some previously disadvantaged groups such as women, but stress that more needs to be done. In addition, the chapter further provides useful insight into Australian concept of productive diversity and valuing diversity as models to MD.
Notably, chapter 4 reveals practical approaches to equity and MD within organisations in Australia. It analyses a number of case studies within Australian organisations to demonstrate how Australian organisations rely on varied approaches to MD and equity. The chapter makes the point that organisations use a range of broad policy regulations for practicing MD and equity but chiefly based on business agenda. Chapter 5 subsequently examines the relationship between MD approaches and outcomes to provide us with empirical knowledge. It uses equal opportunity progress reports from over 2,000 organisations in Australia for examining the effectiveness of equity and diversity approaches in regards to women. This contribution by French and Simpson clearly contends that regardless of 25 years of legislative requirement of equity and diversity management, effective change and result have been slow to achieve.
Furthermore, chapter 6 develops a picture of the Australian workplace practices of work and family policies that allows job flexibility. It clearly articulates that the changing nature of the current workforce demographics of increase in women workforce has made it necessary for many households to adjust their working commitments to attend to family responsibilities. Therefore policies that address the diversity of family and work obligations are examined.
Additionally, the role of women in male-dominated industries as well as barriers that restrict women's upward employment mobility and ways of improving and increasing their representation in Australian organisations is investigated in chapter 7. It compares the legislative requirement practice of two organisations in relation to women and found disparate outcomes because of internal organisational practice. Burgess, Henderson and Strachan's contribution in this area evidently shows that legislative requirement does not necessarily translate into successful outcomes unless management are committed to achieving effective results.
Furthermore, the role of trade unions in relation to MD and social justice perspective within Australia is presented in chapter 8. Jerrard and Heap in their contribution argue that trade unions play crucial roles in ensuring protection of employment rights, equitable wages and employment conditions and therefore are equally important in assuming key roles in MD. The authors highlight the endemic historical nature of the trade union movement during the nineteenth century that perpetuated discrimination but have in recent times shifted its focus on promoting equity, justice and diversity. The authors discuss successful achievements of five cases of union-led campaigns for paid maternity leave, pay equity, anti-bullying, fair employment conditions for migrants and recovery of Indigenous stolen wages in Australia. The case studies reveal that trade unions are important drivers of change and therefore need to play substantial role in assisting with achieving effective MD policies in organisations. Jerrard and Heap argue that such involvement will ensure vulnerable workers or historically disadvantaged employees attain social justice and moral employment rights which are also important elements of MD.
The book further discusses employment issues relating to Indigenous Australians in chapter 9. A contribution by Dyer highlights the employment participation and unemployment rates of Indigenous Australians compared to the mainstream Australians. It illustrates some of the government initiatives in place for tackling Indigenous employment issues to curb labour market disadvantages. Nonetheless, there seems to be little improvement in Indigenous employment. Dyer attributes Indigenous Australians employment disadvantage and other challenges such as poor health, housing and education to the widespread destruction of Indigenous Australians’ traditional economic and cultural activities in addition to their segregation from the general society.
Chapter 10 presents an outline of Australian women representation in senior positions at the workplace. French and Sheridan argue in this section that women are still under-represented in senior management positions despite a variety of approaches used to enhance the numerical representation of women in management. The authors examine some of the barriers that restrict women's upward employment mobility as well as ways of improving and increasing their representation in Australian organisations. This section provides valuable discussion of specific Australian legislative response for assisting women to gain equitable employment representation at the workplace.
The relationship between multicultural policies and anti-discrimination and equity legislation is also explored in chapter 11. It examines diversity programs designed for addressing discrimination and harassment at work in an Australian organisation. Using social capital concept for case study analysis, Taska and Groutsis present case study to demonstrate the need for managers to understand how immigrants from various cultural backgrounds respond to equity and MD related programmes in Australia.
Further, chapter 12 brings to light MD challenges of recruitment and selection process of skilled professional immigrants in the information and communication technology (ICT) industry in Australia. Wong examines how MD is espoused in the ICT industry in Australia, yet the Australian workplace culture favours mainly the majority (white) Australian; making it hard for the minority groups in Australia to fit in.
Additionally, MD in regards to disability issues has always been challenging. An input by Smith-Ruig in chapter 13 outlines the legislative provisions that protect the rights of people with disability within Australia and MD strategies for addressing disability issues. It argues that disability issues are multifaceted due to its multiple definitions and measurement and yet there is limited research in this area. The author demonstrates the need for more research in this area. The section provides invaluable information on the Australian approach to addressing disability issues. In the same way, Stewart and Coonan discuss the changing nature of multiple gender identities that are likely to be present in the workplace in chapter 14. The authors challenge MD leaders to ensure environment that is free of discrimination based on differential identities.
Further, the role of young people in the labour market and their employment experiences are also provided in chapter 15. This discusses employment issues faced by young workers and their implications for employers. Contribution by Price, Bailey and Oliver suggests that young people are of a diverse group and therefore require effective MD from employers to utilise their skills. The authors claim that as young employees are predisposed to workplace injury, bullying and harassment due to inadequate working experience, employers need to display greater responsibility towards their management. Similarly, Australia like other western nations faces the challenges of aging population. Hicks, Baseu and Sappey in chapter 16 enlighten our understanding of Australian legislation that addresses age-based discrimination in employment. The final chapter of the text discusses the role of HRM in MD and the future of MD in Australia. It reemphasises the business and social agenda of the nature of MD and yet its altruistic necessity for all organisations.
The book has achieved what it intended to deliver, that is, highlight Australian type of MD based on theory and practice. It has provided variety of practical examples that will challenge MD professionals and students alike. It is a valuable contribution to the MD literature and all interested parties of equity and MD will find it useful. The contribution chapters by different experts in the field provide rigour and in-depth analysis to this seemingly emerging field and yet an old subject.
It is, however, worth noting that while the book focuses on MD issues in general within the Australian context, it tilts greatly towards EEO legislation and programmes related to gender diversity in Australia. This is due to the editors special interest in this area which was emphasised at the beginning of the text. It will be significant to have a balance view of MD issues in the future. More research in the area of cultural/ethnic diversity, immigrants and disability issues is necessary as they are also important issues of diversity management in Australia. In future publications, it might be worth organising the text in themes of sections or parts for easier consolidation and fluency. Currently MD text within the Australia context is scarce to find but this text has filled that vacuum.
