DIVERSITY AND CHANGES IN ICT - June 2012, Sydney
PRA and the Australian Computer Society jointly present an interactive panel discussion on Friday 22nd of June 2012 to help you explore the challenges that organisations face to retain and engage ICT professionals from an increasingly diverse background.
Research has shown that we are heading into an environment in which skills shortage, already visible in Australia's information and communications technology sector, will become critical. Understanding changes and diversity in the workplace is the key to achieve job satisfaction and staff retention.
In a panel discussion chaired by Yu Dan Shi, Chair for NSW Women Board of Australian Computer Society and Talent Management Consultant for Right Management, five inspirational speakers will share with you their personal experiences on how you can:
- Address diversity in the workplace, should it be age, gender or culture
- Adapt to the changing requirement of employees, particularly generation Y
- Attract and retain high caliber ICT staff
- How to leverage your personal brand and professional value proposition
Do not miss this rare opportunity to network with like-minded peers and enjoy a complimentary lunch and an interactive session with:
- Leisa Hart - Director Lucex Consulting and Board Member at Uniting Care; Former COO of Mission Australia
- Linda Zeelie - South Pacific PPM Lead and APJ PPM Regional Program Office Lead at HP
- Tannya Follington - Project Director, Avanade
- Yu Dan Shi - Chair for NSW Women Board of Australian Computer Society and Talent Management Consultant for Right Management
- PRA representatives: Alison Evans, Managing Consultant and Matt Gordon – Director, Professional Recruitment Australia
Download our 2025 PRA Market Salary Survey
Can you believe 2024 is almost over? As we get ready to say goodbye to the year, let’s look back at some of the key talent trends that shaped the market in 2024 and are set to continue their influence into 2025. Spoiler alert: It’s all about speed, upskilling, and an experience that puts candidates first.
This week saw a significant change Australian workplace rights with new legislation that empowers employees to set boundaries, ensuring that work does not intrude into their personal time outside of official working hours. It demonstrates the increasing importance of maintaining a healthy work-life balance, and the introduction of the "right to disconnect" is a significant step in this direction. The change has benefits for Employees & Employers and we dive into them below: Combating Constant Availability: The legislation addresses the growing issue of employees feeling pressured to be constantly available, a problem worsened by remote work and the prevalence of digital communication tools. Protecting Personal Time: Workers can now fully disengage from work-related communications during their non-working hours, except in cases of emergency or pre-agreed necessity. Fostering better culture: By encouraging employees to disconnect, companies can foster a more motivated, productive workforce, as employees return to work refreshed and focused. Promoting Mental Health: This shift towards prioritising mental health and well-being in the workplace may lead to a healthier, more sustainable work culture. What are some tips for employers with this change? Encourage Clear Boundaries: Support your employees in setting and respecting boundaries between work and personal time to help maintain their work-life balance. Avoid After-Hours Communication : Minimise sending work-related emails or messages outside of official working hours unless it's an emergency or has been pre-agreed upon. Promote a Healthy Work Culture: Foster an environment where disconnecting after work is the norm, helping to reduce stress and prevent burnout among your team. Lead by Example: As a leader, demonstrate the importance of the right to disconnect by respecting your own boundaries and not engaging in work communications after hours. Provide Flexibility: Offer flexible working arrangements that allow employees to manage their time effectively while still meeting their professional responsibilities. Whilst it will take a while to adjust the changes, together Employees & Employers can work together on balancing work and personal time.
