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This study provides a case analysis of a successful collaborative information technology outsourcing arrangement in a public sector setting. An endogenous framework depicting four key factors (motivation, decision-making, outcomes, and relationship management) was developed and used to examine a collaboration between the Australian Government (Treasury and Taxation Office) and Fujitsu to develop Australia's Standard Business Reporting infrastructure. Document analysis and interviews with business and technical executives of both parties provided insights that highlight a shift from cost-focused outsourcing initiatives toward more mutually beneficial partnerships focused on co-created value.

This paper presents the results of a survey of Australian and Bangladeshi corporate managers' response patterns in the food and textile sectors to increasing demands for improved corporate social performances. Based on an analysis of six internal and external decision areas using Analysis of Variance (ANOVA), significant differences were found in corporate action between countries and within selected industries. Australian managers were more likely to act on the internal marketing decision areas (product, price, distribution and communication), Bangladeshi managers tended to act on external environmental decision areas. The strategic implications of these findings are that macro- and micro-environmental variables and government and business capabilities in diverse settings significantly influence managerial actions on social responsibility pressures.

Employers increasingly commit to embracing diversity, equity and inclusion (DEI) in their workplaces. A key strategy for communicating this commitment is the use of DEI statements in recruitment materials, including job advertisements. However, this practice is ad hoc and is mostly viewed as a matter of compliance or impression management. This paper presents a systematic literature review of 39 studies published between 1994 and 2023 to understand the wider outcomes of using DEI statements as a recruitment marketing strategy. In doing so, it considers both employer and job applicant perspectives to outline goals communicated through DEI statements and environmental influences that drive the adoption of DEI communication. The paper also presents an agenda for future research highlighting critical observations and gaps that contribute to the progress of DEI discussions within recruitment marketing.

BACKGROUND: Health status is a crucial determinant of an individuals' labour market outcomes. The present study investigates the association between obesity and disability with perceived employment discrimination within Australia. METHODS: A total of 17,174 person-year observations from the 11,079 respondents were analysed using four waves of data from the Household, Income, and Labour Dynamics in Australia (HILDA) survey. The primary outcome examined was employment discrimination, using obesity and disability as the main exposure variables. The longitudinal random-effects regression technique was applied to investigate the between-person differences in employment discrimination associated with obesity and disability. RESULTS: The findings suggest that more than one in ten (12.68 %) Australians experienced employment discrimination. The odds of being discriminated against while applying for a job were 1.56 times (aOR: 1.56, 95 % CI: 1.15–2.11) higher for obese than their healthy weight counterparts in youngest women. Adults with a disability had 1.89 times (aOR: 1.89, 95 % CI: 1.65–2.17) higher odds of being discriminated against than peers without disability. CONCLUSION: The results provide evidence that obesity and disability contribute to employment discrimination in Australia. The findings can assist government and related agencies to consider the adequacy of existing discrimination legislation and help organisations to develop appropriate policies to address discrimination against obese and disabled people in their workplaces.

Background Health status is a crucial determinant of an individuals' labour market outcomes. The present study investigates the association between obesity and disability with perceived employment discrimination within Australia. Methods A total of 17,174 person-year observations from the 11,079 respondents were analysed using four waves of data from the Household, Income, and Labour Dynamics in Australia (HILDA) survey. The primary outcome examined was employment discrimination, using obesity and disability as the main exposure variables. The longitudinal random-effects regression technique was applied to investigate the between-person differences in employment discrimination associated with obesity and disability. Results The findings suggest that more than one in ten (12.68 %) Australians experienced employment discrimination. The odds of being discriminated against while applying for a job were 1.56 times (aOR: 1.56, 95 % CI: 1.15–2.11) higher for obese than their healthy weight counterparts in youngest women. Adults with a disability had 1.89 times (aOR: 1.89, 95 % CI: 1.65–2.17) higher odds of being discriminated against than peers without disability. Conclusion The results provide evidence that obesity and disability contribute to employment discrimination in Australia. The findings can assist government and related agencies to consider the adequacy of existing discrimination legislation and help organisations to develop appropriate policies to address discrimination against obese and disabled people in their workplaces.