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If so, what recommendations might you make to help rectify the situation?

Consider the possibilities of stereotyping, prejudice, and unconscious bias discussed earlier in the course – might these be contributing factors?

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3 resource based view

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We have a good mix with male and female leaders

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Gender

Religion

Nationality

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The company would need to prove why they are restructuring and why the restructuring requires a role to go from PT to FT

I think they ruled in favour of the employee

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My organisations approach has a mix of different approaches.

1. Best practice approach, they do have a select recruitment process, training programs provided and encouraged.

2. Best fit approach, the company continuously adapt to external laws / policy changes implemented by external organisations.

3. Resource based, the oraganisation actively encourages supervision and views communication with staff as a key priority in the success of the company.

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Yes, managerial roles appear to be held mostly by Irish women.

I feel I could ask more questions of senior management as to how they have incuded everyone within the company in opertunities for progression, asking questioning unconscious bias may assist with highlighting areas of weakness in EDI in the company.

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Disability

Age

Race

Religion

Membership to minority group

Gender

Sexual orientation

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The organisation would need to prove that there was no possibility of being able to keep anyone in a part time role, and the decision to move to a full time role was not based on discrimination against someone with family, they could have attempted to work with the employee and respect to her needs.

I believe she won her case based on the fact discrimination to place. (Family act)

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Nothing comes to mind, I do believe there are many areas of discrimination on the grounds of disability due to lack of understanding on the employers part. I understand I could look at the WRC as they publish cases.