Use this glossary when reading the resources for employers of women and gender diverse apprentices and trainees. It will help you understand the language used in the resources and in your workplace. This is guidance only and does not replace definitions under legislation.
An individual who supports and advocates for the equal treatment of marginalised groups, such as women, LGBTIQA+ people and First Nations people. It includes listening and calling out disrespect.
A tendency to believe that some people’s ideas, abilities or worth are better than others, usually resulting in treating some people unfairly. Gender bias is often called sexism.
Repeated, unreasonable behaviour that is directed towards a person or group of people that creates a risk to health and safety.
Examples include:
- aggressive behaviour
- practical jokes
- pressuring someone to do the wrong thing
- excluding others from work-related events
- unreasonable work demands.
When someone who sees or hears inappropriate behaviour or language steps in to:
- challenge the behaviour
- support the person who is being targeted by the behaviour
- report the behaviour.
Cultural safety is about creating a place where people feel respected and safe. Everyone works together with dignity.
Being treated badly or unfairly because of a personal characteristic protected by law such as gender identity, sex, sexual orientation, age, race, religion, disability, marital status or caring responsibilities.
Fair and just distribution of wealth, income and other economic resources. Economic equity is based on the individual needs, contributions and efforts of individuals or groups, not equal distribution.
The right of all people to be treated fairly and equally in employment, regardless of their characteristics such as gender, sex, sexual orientation, age, race, religion, disability, marital status or caring responsibilities.
Working arrangements that allow employees to vary when, where or how they work. This can include job-sharing, part-time hours, different start or finish times, compressed hours or working from different locations.
How a person understands themselves and relates to others. Many people understand their gender as being a man or woman, some people understand their gender as a combination of these, or neither.
Women, men, girls, and boys have the same opportunities, treatment, and conditions to reach their full potential and enjoy their rights. It also means they can equally contribute to and benefit from all areas of society, such as work.
The process of recognising and responding to the differences in gender-related needs and power that should be identified and addressed in a manner that fixes any imbalances.
Common beliefs about how people should act based on their gender. These expectations are shaped by culture and society and can limit people’s choices and opportunities.
The difference in average earnings between women and men across the workforce. It is influenced by job types, unequal career progression and access to leadership roles.
Any behaviour that harms or risks someone’s health and safety because of their sex, gender or sexual orientation. This includes any physical or non-physical violence or abuse, threats and other forms of coercion.
Any source of potential harm to a person’s health, safety or wellbeing in the workplace. This can include physical risks like unsafe equipment, environmental dangers and psychological threats like bullying.
A workplace where behaviour or comments make someone feel unsafe, unwelcome, intimidated or humiliated because of their sex or gender.
Practices that allow all people to feel valued and respected, irrespective of age, disability, gender, religion, sexual preference or nationality.
The way different aspects of a person’s identity like gender, race or age can combine to create unique experiences of discrimination and marginalisation.
A state of wellbeing where individuals can cope with the normal stressors of life, work productively and contribute to their community.
A person whose gender identity does not fit within the traditional categories of male or female. Non-binary people may use a range of pronouns such as he/him, she/her or they/them.
Occupational Health and Safety (OHS), also known as Work Health and Safety (WHS), refers to the laws and systems designed to prevent harm and injury in the workplace.
Ensuring equal pay for work of equal or comparable value, regardless of gender.
Personal traits like gender, sex, sexual orientation, age, race, religion, disability, marital status or parent and carer status that are legally protected from discrimination.
Feeling safe and supported at work, where the psychological health of employees is protected in the same way as physical health.
Hazards at work which create stress and, in turn, reduce people’s ability to cope. These can be aspects of work design, the work itself and the interactions between employees.
Examples include:
- bullying or harassment
- conflict or abuse
- isolation
- lack of support
- unreasonable work demands.
The process of identifying potential hazards in a workplace or activity, working out how likely they are to cause harm, how serious that harm could be and determining how to remove or control those risks.
Modifications to a job, tools, tasks or workplace to enable someone to do their job safely and productively.
Unwelcome behaviour of a sexual nature that can make a person feel offended, humiliated or intimidated.
Examples include:
- unwanted touching or physical contact
- requests for sex
- sexual comments or jokes
- staring or leering
- sending sexually explicit messages
- displaying sexual images.
Shared values, attitudes and behaviours that shape the environment and interactions within a workplace.
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