The Australian Government's Affirmative Action Legislation

Achieving Social Change Through Human Resource Management

Bibliographic Data

ID6089818
AuthorsValerie Braithwaite (0000-0003-0708-1416, Australian National University, corresponding author)
Year1993
Volume15
Issue4
Pages327-354
Publication date1993-10-01
Open AccessYes
TypeARTICLE
VenueLaw & Policy (JOURNAL)
Journal identifiersISSN: 0265-8240 • E-ISSN: 1467-9930
PublisherWiley (PUBLISHER • GB)
DOI10.1111/j.1467-9930.1993.tb00112.x
OpenAlexW1979862846
LanguageEN
Citations received11
References cited9

Data from the Affirmative Action Agency Public Reports and the Australian Workplace Industrial Relations Survey were used to review progress in the implementation of the Australian Government's Affirmative Action legislation and to examine the relationship between following mandatory procedures and achieving outcomes that impact positively on women's workforce experiences. The data suggest that while a relationship exists at the bivariate level, it becomes considerably weaker when organizational and workforce characteristics are controlled. The variables that emerged from the analyses as strong predictors of both procedural compliance and the adoption of accommodating practices for women centered around human resource management. Where companies were committed to human resource management, both procedural compliance and accommodating practices tended to be high. These data demonstrate the importance of linking legislation for social change with workplace functions, particularly when resistance to the legislation is high and capacity to enforce is low

Affirmative action · Agency (philosophy · Business · Compliance (psychology · Economics · Government (linguistics · Human resource management · Legislation · Political science · Public economics · Public relations · Sociology · Workforce · Gender Diversity and Inequality · Labor Movements and Unions · Law · Psychology · Social Psychology · Taxation and Compliance Studies

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