Australian Army Journal

ORGANISATIONAL CULTURE
Securing Army’s Future:
Enhancing Career Management
7 Review into the Treatment of Women in the Australian Defence Force, p. 46.
8 Defence People Group, Culture and Workforce Capability Outlook 2012, p. 60. While there is
known under-reporting of those from non-English speaking backgrounds, even if this figure
doubled, the statistical outcome is still well below the Australian labour force average.
9 Diversity Council of Australia, ‘How prepared are Australian organisations for the workforce
of the future?’ at: http://www.dca.org.au/News/News/How-prepared-are-Australianorganisations-for-the-workforce-of-the-future/324
(viewed 26 March 2013).
10 Ibid.
11 Culture and Workforce Capability Outlook 2012, pp. 58–59.
12 Figures compiled from data presented in Women in the workforce: by industry, Workplace
Gender Equality Agency, http://www.wgea.gov.au/sites/default/files/2012-12-13%20-%20
Women%20in%20the%20workforce%20by%20industry.pdf (viewed 26 March 2013).
13 National Defence and the Canadian Armed Forces, ‘Women in the Canadian Armed Forces’,
Latest 5, New Room at: http://www.forces.gc.ca/site/mobil/news-nouvelles-eng.asp?id=3578,
(viewed 26 March 2013).
14 Chubb Group of Insurance Companies, ‘Business Case for Diversity’ at: http://www.chubb.
com/diversity/chubb4450.html (viewed 11 February 2013).
15 Rio Tinto, Diversity and Inclusion Policy at: http://www.riotinto.com/12351_rio_tinto_diversity_
policy.asp (viewed 13 February 2013).
16 Deloitte, ‘Waiter, is that inclusion in my soup? A new recipe to improve business performance’,
Research Report, November 2012, p. 9 at: http://www.deloitte.com/assets/Dcom-Australia/
Local%20Assets/Documents/Services/Consulting/Deloitte_Diversity_Inclusion_Report_V4_
Nov_2012.pdf (viewed 5 December 2012).
17 Ibid.
18 ‘Waiter, is that inclusion in my soup?’, pp. 6–10.
19 Ibid., p. 6.
20 PricewaterhouseCoopers, ‘Workforce inclusion: maximizing business performance: Is your top
talent flying under the radar or soaring to its full potential?’, June 2011, p. 1 at: http://www.pwc.
com/us/en/people-management/assets/workplace_flexibility.pdf (viewed 13 February 2013).
21 Review into the Treatment of Women in the Australian Defence Force, p. 43.
22 Ibid., pp. 144–45.
23 Ibid., p. 147.
24 Sara Charlesworth, Mark Keen and Kerri Whittenbury, ‘Integrating part-time work in policing
services: policy, practice, and potential, Police Practice and Research: An International Journal,
Vol. 10, No. 1, 2009, pp. 31–47; Diversity Council of Australia, Get Flexible! Mainstreaming
Flexible Work in Australian Business, 2012 at: http://www.dca.org.au/News/News/Get-flexibleor-get-real%3A-It%E2%80%99s-time-to-make-flexible-working-a-legitimate-career-choice/245
(viewed 28 November 2012); Barbara A. W. Eversole, Donald L. Venneberg and Cindy L.
Crowder, ‘Creating a Flexible Organizational Culture to Attract and Retain Talented Workers
Across Generations’, Advances in Developing Human Resources, Vol. 14, November 2012, pp.
607–25; Sylvia Ann Hewlett, Maggie Jackson, Laura Sherbin, Peggy Shiller, Eytan Sosnovich
and Karen Sumberg, Bookend Generations: Leveraging Talent and Finding Common Ground,
Center for Work-Life Policy, New York, 2009; Review into the Treatment of Women in the
Australian Defence Force, pp. 227–37.
25 Sylvia Ann Hewlett, ‘Attract and Keep A-Players with Nonfinancial Rewards’, Harvard Business
Review at: http://blogs.hbr.org/hbr/hewlett/2012/05/attract_and_keep_a-players_wit.html
(viewed 1 February 2013).
Australian Army Journal
Culture edition 2013, Volume X, Number 3 Page 157