The theory and practice of recruitment and promotion on merit is core to the public sector. In theory, merit ensures that the people with the best skills and experience are promoted and rewarded. But increasingly research is demonstrating concepts of ‘merit’ can act against diversity and inclusion.
This session will explore how concepts of merit are socially constructed, and are increasingly recognised as flawed in practice. This centres on ideas such as conscious and unconscious bias. This session explores the evidence and how we could rethink the idea of what constitutes ‘merit’ in the public sector.
Debunking concepts of merit illustrates amply some of the deeper cultural and structural barriers to gender equity still holding women and minorities back after decades of anti-discrimination laws and organisational policies.
There remain significant levels of sexual harassment, discrimination and bullying which reflect wider social dynamics including a lack of respect for women and gendered power dynamics. What next and what do we do about it?How do we tackle some of those structural, systemic and cultural barriers as a sector?
Who Are The Speakers?
Why Should I Attend?
Develop an understanding whether appointment on merit is flawed as a concept.
Develop a deeper understanding of cultural and structural barriers to gender equity, sexual harassment, discrimination and bullying
Find alternative ways to tackle structural, systemic and cultural barriers to create a more inclusive, diverse and safe public sector in Victoria.
Who Should Attend?
Anyone who works in the public sector in Victoria
Executives, Managers and Team Leaders
Diversity and Inclusion Managers
Advocates of change
Male Champions of Change
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