Module 7: Leading and Managing People in a Research Context

2.3 Promoting an equitable environment

It is up to the research leader to initiate and monitor behaviours that enable staff to work at their best. Building a reputation as a leader whose team has the opportunity to have their views heard can help you attract other talented researchers onto your projects. The analytical process is by its nature challenging. The focus of the challenges should be on the ideas being tested and not misdirected to personal characteristics of individual team members. Standards of interpersonal behaviour that stress respectful treatment provide a supportive context within which people can feel confident of being well treated even when exploring creative and unusual ideas. This is the purpose of academic freedom.

Equal employment opportunity initiatives ensure that all employees are treated with fairness and respect. It protects them from discrimination or harassment in the workplace. EEO does not assume that everyone has the same abilities or that everyone will reach the same levels of seniority or remuneration. Rather, it requires that everyone be given an equal chance to use his or her skills and capabilities.

Equal opportunity in the workplace matters because:

• People feel valued and able to contribute to the best of their ability
• The economic status of traditionally disadvantaged people is improved.

Workplace effectiveness increases because:

• Workplace relationships improve
• Staff are more productive, innovative, and creative
• Relationships with outside groups improve when the staff diversity reflects the stakeholder's diversity
• The organisation is tapping into 100% of the talent pool
• Absenteeism and staff turnover drops.

As a research leader, you are responsible for ensuring that your staff make decisions and allocate tasks and resources that promote individual members reaching and challenging their potential. You must also ensure that they are not discriminated against on the basis of irrelevant characteristics such as race, sex, age, or religious belief.

The social norms and processes you develop should be:

• Open
• Transparent
• Inclusive
• Free from discrimination or bias.

As an equal opportunity employer, your university will not condone any form of discrimination and expects all staff to know and to adhere to the related policies and procedures. Federal and state legislation outlines the requirements to be legally met to uphold the values of fairness, and the consequences for the university and the individual if these are breached are severe.

These obligations are specified under the following federal Acts of Parliament and state laws.

• Age Discrimination Act 2004 (Commonwealth)
• Disability Discrimination Act 1992(Commonwealth)
• Equal Opportunity for Women in the Workplace Act 1999
• Human Rights and Equal Opportunity Commission Act 1986(Commonwealth)
• Racial Discrimination Act 1975(Commonwealth)
• Sex Discrimination Act 1984(Commonwealth)

A respectful culture can be established by discussing with the team as a whole the kind of workplace relationships that enable them all to be most productive. Typically, the norms that are listed are: respect for others' opinions, open communication, acceptance of diverse backgrounds, and supportiveness. When the pressure of deadlines, multiple demands, heavy workloads, and challenges to produce results put pressure on individuals, then reminders of the agreed standards can help stop destructive interactions at an early stage.

In addition to the values that underpin ethical and courageous enquiry, you have an obligation to uphold the espoused values of your university and the legal obligations it faces as a good employer. These include a safe and non-discriminatory workplace so that people can perform more effectively. Confrontations based on irrelevant issues such as race, gender, colour, sex, and sexuality must be addressed quickly. Not only does discrimination deny you the best source and performance of talented individuals and upset effective teamwork, it is illegal. As a leader you are responsible for establishing a culture that supports respectful behaviour.

Reference

http://www.eowa.gov.au/About_Equal_Opportunity/Why_Equal_Opportunity_Matters.asp