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Can we really “Lean In” in Australia? Are discrimination laws secretly hurting women?

by Employment Innovations on May 27, 2013
Business

Sheryl Sandberg’s recently published book “Lean In” has been described as the modern manifesto for women in the workplace. I can also attest that it offers just as much value for men. Despite having worked both with and for women for decades the book gave me a clearer perspective on the unique challenges and difficult decisions women face while managing their careers.

“Lean In” also highlights a significant issue faced by employers when it comes to retaining female employees who decide to start a family, be it in the near or distant future. The problem arises from whether (or not), employers should be discussing it first. Australia’s employment and discrimination laws prohibit treating women differently (unfairly) on the basis of pregnancy, breastfeeding and family responsibilities. This is known as ‘adverse action’. Therefore, simply asking employees about their family plans may expose employers to claims of adverse action which are expensive and difficult to defend. Employment lawyers typically advise against asking questions like this during interviews and reviews.

managers should have an open dialogue with staff regarding their parenting decisions and timing

However, in “Lean In” Sandberg suggests that managers should have an open dialogue with staff regarding their parenting decisions and timing. The idea being that this knowledge allows employers to easily provide the support and opportunities that women need to juggle their family and career. She gives some great examples of ways to keep women engaged at work to avoid “leaving before they have left”, admitting that she has openly asked employees about their parenting plans despite the legal risk.

The book suggests many things employers can do to help overcome these challenges such as special parking for pregnant mothers, child care arrangements, flexible work and more opportunities for women to speak up and support each other. But how is it possible to implement this extra support in the face of the high risk, potentially contentious conversation which ultimately precedes it? The laws that aim to protect against discrimination appears in this way to be perpetuating it, as they can hinder vital communication between employer and employee. This is a troublesome legal conundrum that Australian legislators need to resolve.

A perspective on ‘Lean In’ by Employment Innovations CEO, Ben Thompson.

Have you ever experienced a situation where you were afraid to ask an employee a question that would otherwise enable you to provide more support and assistance to an employee?  How did you deal with this situation?

Melinda Gibson

Melinda is a HR Manager with Employment Innovations (EI), based in Melbourne; she primarily assists clients in the retail and hospitality industry. With over 10 years of experience in human resource management, Mel provides advice and training on HR practices and employment law, assisting clients with the implementation of effective human resource tools and strategies.

Visit www.thinkei.com.

Employment Innovations
Employment Innovations (EI) was founded in 1990 with one simple mission: to make being an employer easier. We helped make Australia’s first Enterprise Agreement for a small business in NSW. That client remains with us today. Sydney, Australia.
 
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