Resources Project Officer: job vacancy at NAPWHA

The National Association of People With HIV Australia (NAPWHA), March 2020

NAPWHA is seeking a Resources Project Officer to join their team in Newtown, Sydney and deliver two education projects in 2020.

The ideal applicant will have experience developing online learning resources, ideally in the community health sector and for people living with HIV. They will have experience in project management, working with and managing committees, and delivering projects on budget within a clear deadline. They will also be well-versed in the principles of adult education.

If you have high level resource development skills and enjoy working autonomously and collaboratively within a small team, this may be the job for you. People living with HIV are particularly encouraged to apply.

This four-day a week position is for a 12-month fixed-term contract and carries a total salary package of 60-70K pro rata. Salary packaging is also available.

  • Read more about applying for this job, which closes at 4.00pm on Thursday 9 April 2020, at the PDF here: Resources job ad

Respect@Work: Sexual Harassment National Inquiry Report

Australian Human Rights Commission, March 2020

This Inquiry examined the nature and prevalence of sexual harassment in Australian workplaces, the drivers of this harassment and measures to address and prevent sexual harassment.

Since 2003, the Australian Human Rights Commission has conducted four periodic
surveys on the national experience of sexual harassment. The most recent survey showed that sexual harassment in Australian workplaces is widespread and pervasive.

One in three people experienced sexual harassment at work in the past five years.

Underpinning this aggregate figure is an equally shocking reflection of the
gendered and intersectional nature of workplace sexual harassment. As the 2018
National Survey revealed, almost two in five women (39%) and just over one in
four men (26%) have experienced sexual harassment in the workplace in the past
five years. Aboriginal and Torres Strait Islander people were more likely to have
experienced workplace sexual harassment than people who are non-Indigenous (53%
and 32% respectively).

Discrimination: a health hazard for people from refugee and asylum-seeking backgrounds resettled in Australia

Ziersch, A., Due, C. & Walsh, M. Discrimination: a health hazard for people from refugee and asylum-seeking backgrounds resettled in Australia. BMC Public Health 20108 (2020). https://doi.org/10.1186/s12889-019-8068-3

Abstract

Background

Research has shown that discrimination is harmful to health, but there is relatively little known about discrimination experienced by people from refugee and asylum-seeking backgrounds in resettlement countries and associated health effects. This qualitative-focused mixed methods paper reports on discrimination experienced by refugees and asylum seekers, responses to discrimination, and impacts on health.

Methods

As part of a broader study of housing, social inclusion and health, surveys were completed by 423 adult refugees and asylum seekers living in South Australia who had been in Australia for up to 7 years. The survey included questions on discrimination based on skin colour, ethnicity and religion, as well as questions on hope, trust, belonging, sense of control and health (including the SF-8). Semi-structured interviews were conducted with 65 survey participants, purposively sampled by visa status, continent and gender, further exploring experiences of discrimination. These and survey open-ended responses were analysed thematically.

Results

Twenty-two percent of survey participants reported experiences of discrimination since arriving in Australia (14% in the last year), and 90% of these felt that discrimination had harmed their health. Key settings of discrimination were public transport, within the neighbourhood, and in relation to employment. Those who reported discrimination had significantly worse mental health (p < .000) but not physical health. Discrimination was also associated with less sense of belonging (p = .001), lower levels of trust (p = .038), reduced sense of control (p = .012) and less hope (p = .006). Incidents described in interviews and the open-ended survey responses included incivility, physical assault, and denial of services, experienced across intersecting characteristics of race/ethnicity, religion, gender and visa status. Responses to discrimination spanned affective, cognitive and behavioural dimensions, ranging across types of experience, participant characteristics and context, with most individuals reporting multiple response types. While some of the responses were reported by participants as protective of health, participants’ reflections indicated significant negative impacts on mental health in particular.

Conclusion

Discrimination featured in the resettlement experiences of a significant number of refugees and asylum seekers, with participants reporting clear negative impacts on mental health. Addressing discrimination is a key resettlement and health issue requiring urgent action.

Closing the Gap report 2020 shows only two targets on track

ABC, 12/02/2020

The 12th Closing the Gap report, tabled in Parliament today, shows Aboriginal children still trail far behind non-Indigenous children in literacy, numeracy and writing skills.

The report also shows the country is on track to meet just two of seven government targets to reduce the disparity in health, education and employment outcomes.

Gains in Indigenous health have been the same or smaller than those for non-Indigenous Australians — meaning gaps are persisting and, in the case of child mortality, widening. There has been no progress on a goal to close the life expectancy gap by 2031.

  • Read more of news article here
  • Read the report online here
  • Download full report PDF here

HIV and viral hepatitis disclosure [in South Australia] – factsheet

SA Health, updated 2019

Deciding to disclose your HIV or viral hepatitis (hepatitis B or hepatitis C) status is a personal choice. There are few situations where you are legally required to disclose your HIV or viral hepatitis status, however, there may be times when it’s in your best interests to disclose your status even if you are not legally required to do so.

 

Trans @ Work: a guide for trans employees, their employers, and colleagues

Queensland Human Rights Commission, 2019

This information is for trans and gender diverse employees, their employers, managers and colleagues who are seeking guidance on issues associated with transitioning at work.

The guidelines suggest ways to:

  • work together the achieve a successful transition in the workplace;
  • address pre-employment issues; and
  • provide ongoing support to trans employees.

Why is a trans inclusive workplace important?

For the employee:

  • staying in employment;
  • maintaining self-respect;
  • having financial security.

For the employer:

  • improving staff satisfaction and retention through modern, inclusive workplace policies;
  • enhancing public image of the organisation;
  • reaching new client groups;
  • improving teamwork and increasing productivity;
  • complying with state and federal discrimination legislation

The document also contains some real-life stories.