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PALMIS Newsletter No 2 – 08/09/2023
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The PALMIS newsletter is sent to all registered PALMIS users to keep you informed about important features of the system and how to use them.
A policy approach
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This resource provides you with the key features of a flexible working policy.
Workplace Gender Equality Agency - Flexible work
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This resource has been developed by the Workplace Gender Equality Agency and provides information about flexible work.
Flexible Work Application Form
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This form can help employees who wish to request flexible work.
Flexible Work Managers Response
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This form can support employers to respond to requests for flexible work from employees.
Maturity assessment
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This resource will help you map your business' current state against a range of factors including those to attract, recruit and retain women.
New Employment Services Trial Deed 2019-2022
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New Employment Services Trial Deed 2019-2022 incorporating the changes made under General Deed Variation Number 3
Transition to Work Deed 2016-2022
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Transition to Work Deed 2016-2022 incorporating the changes made under General Deed Variation Number 12
jobactive Deed 2015-2022
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jobactive Deed 2015-2022 incorporating the changes made under General Deed Variation Number 13
Career Transition Assistance Panel Deed 2019-2022 incorporating the changes made under General Deed Variation Number 4
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Career Transition Assistance Panel Deed 2018-2022 incorporating the changes made under General Deed Variation Number 4
Career Transition Assistance Trial Panel Deed 2018-2022 incorporating GDV 5
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Career Transition Assistance Trial Panel Deed 2018-2022 incorporating the changes made under General Deed Variation Number 5
Parental practices Self-Assessment Tool
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The self-assessment tool is a simple way of determining where your business is positioned in relation to supportive parental practices.
The Business Case for Gender Equality
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Workplace gender equality is achieved when people are able to access and enjoy the same rewards, resources and opportunities regardless of gender.
Why Managers Design Jobs to Be More Boring Than They Need to Be
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Researchers believe that the lack of engagement, burnout, and dissatisfaction many employees are experiencing worldwide is a result of poorly designed work.
Why Women Don’t Apply for Jobs Unless They’re 100% Qualified
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This article discusses the reasons why men and women apply for jobs.
Inclusive Recruitment
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Use inclusive recruitment approaches to better attract women into your business.
The new rules of recruitment
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The table reflects how businesses are re-designing their approach to recruitment, to tap into diverse talents latent in their community and workforce.
Job design
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Inclusive job design can support employees to work in a way that values their differences, leverages skills and helps them to do their best work.
Factors to consider when designing roles
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The University of Cambridge Human Resource area suggests that the following factors are considered when designing or re-designing roles: