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Anti‐discrimination legislation in Australia: fair, effective, efficient or irrelevant?

Anti‐discrimination legislation in Australia: fair, effective, efficient or irrelevant? Anti-discrimination legislation continues to be used as a social and labour market mechanism yet the results of Australian telephone surveys of randomly selected employers and job applicants indicate that discrimination in the recruitment and selection process is flourishing despite such legislation. Only limited support for the neo-classical economists' concern that anti-discrimination legislation creates additional costs and inefficiencies was found. The role of the legislation in creating more effective selections was not strongly supported either, but about half of both employers and job applicants thought that the legislation was fair. A more proactive approach is needed if illegal discrimination in the recruitment and selection process is to be minimised; anti-discrimination legislation, without exposure of research findings and active monitoring of human resource practices, is insufficient. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png International Journal of Manpower Emerald Publishing

Anti‐discrimination legislation in Australia: fair, effective, efficient or irrelevant?

International Journal of Manpower , Volume 21 (1): 13 – Feb 1, 2000

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Publisher
Emerald Publishing
Copyright
Copyright © 2000 MCB UP Ltd. All rights reserved.
ISSN
0143-7720
DOI
10.1108/01437720010319435
Publisher site
See Article on Publisher Site

Abstract

Anti-discrimination legislation continues to be used as a social and labour market mechanism yet the results of Australian telephone surveys of randomly selected employers and job applicants indicate that discrimination in the recruitment and selection process is flourishing despite such legislation. Only limited support for the neo-classical economists' concern that anti-discrimination legislation creates additional costs and inefficiencies was found. The role of the legislation in creating more effective selections was not strongly supported either, but about half of both employers and job applicants thought that the legislation was fair. A more proactive approach is needed if illegal discrimination in the recruitment and selection process is to be minimised; anti-discrimination legislation, without exposure of research findings and active monitoring of human resource practices, is insufficient.

Journal

International Journal of ManpowerEmerald Publishing

Published: Feb 1, 2000

Keywords: Equal opportunities; Australia; Legislation

References

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