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Existing Capacity of HREOC and the Commissioner.Existing functions and powers of HREOC and the Commissioner.

Powers and Capacity of HREOC and the Sex Discrimination Commissioner

The efficiency and effectiveness of the complaint handling service.

Permanent exemptions that may be contrary to substantive gender equality but are sought to be justified by competing public policy consideration/s.

Permanent Exemptions which allow differential treatment consistent with substantive gender equality.

The permanent and temporary exemptions and ‘special measures’ under the SDA.

Concerns over the victimisation provisions.

Positive duty to prevent sexual harassment.

Importance of eliminating sexual harassment.

Specific issues re coverage of sexual harassment provisions.

Administration of Commonwealth laws and programs.

Discrimination in other areas of public life.

Other potentially excluded categories of workers.

Statutory appointees, judges, members of parliament.

Areas of public life in which discrimination is unlawful.

Positive duty to reasonably accommodate family and carer responsibilities.Extending protection from discrimination under the SDA.HREOC’s It’s About Time (2007) findings.Sexuality, Sex Identity and Gender Identity.Additional issues regarding the definition of discrimination.Positive duty to eliminate discrimination and promote gender equality.Improving laws to address sex discrimination and promote gender equality: a national priority.National Plan of Action towards Gender Equality.Freedom from discrimination, harassment and violence.Work and family balance across the life cycle.

Gender equality in Australia: the state of the nation Table of Recommendations and Options for Reform. Human Rights and Equal Opportunity Commission HUMAN RIGHTS AND EQUAL OPPORTUNITY COMMISSION to the SENATE LEGAL AND CONSTITUTIONAL AFFAIRS COMMITTEE on the INQUIRY INTO THE EFFECTIVENESS OF THE SEX DISCRIMINATION ACT 1984 (Cth) IN ELIMINATING DISCRIMINATION AND PROMOTING GENDER EQUALITY 1 September 2008