Australian Department of Labour and Employment

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According to the Australian Department of Employment and Labour, a specialty occupation is one that requires theoretical and practical application of a body of highly specialized knowledge, and attainment of a bachelor’s or higher degree in the specific specialty (or its equivalent) as a minimum for entry into the occupation into a Managerial position*. To qualify as a specialty occupation, the position* must require: (1) a theoretical and practical application of a body of highly-specialized knowledge; and (2) attainment of a bachelor’s or higher degree in the specific specialty (or its equivalent) as a minimum for the position*. Remember, you are the Subject Matter Expert (SME) and have been in the Hospitality Industry for a few years now and this is your Statement of Purpose (or letter) to the Australian Department of Employment and Labour, to establish eligibility by showing that the particular position of a ‘Regional Manager’* is so complex or unique that it can be performed only by an individual with a bachelor’s degree or higher in a specific specialty, or its equivalent. You must establish that the prospective employee will perform services in a specialty occupation as a Regional Manager, and how each field of study listed as a qualifying field for the proffered position is directly related to the duties and responsibilities* of the position. To satisfy this requirement, you must: 1. Establish that the proffered position (Regional Manager) is a specialty occupation as defined above. The industry interprets “a bachelor’s degree or higher in a specific specialty” as used above as one that relates directly to the duties and responsibilities of a particular position (See Sample Offer Letter). 2. Establish a close correlation between the required “body of highly specialized knowledge” and the position. A minimum entry requirement of a bachelor’s degree in disparate fields of study would not meet the requirement that the position requires a degree “in the specific specialty (​‌‍‍‍‌‍‍‌‍‌‌‍‍‍‌‍‌‌‌‍​or its equivalent)” unless you establish how each field is directly related to the duties and responsibilities of the particular position (See Sample Offer Letter), and therefore, that the position is a specialty occupation. 3. Explain how each field of study listed as a qualifying field for the proffered position is directly related to the duties and responsibilities of the position.

Sample Solution

The agency with responsibility for labour inspection and law enforcement is the Office of the Fair Work Ombudnsman , (FWO). The FWO is an independent statutory agency and has both an education and a technical assistance function, as well as the responsibility to monitor and enforce compliance of the Fair Work Act. The Fair Work Ombudsman is responsible for the application of Commonwealth workplace laws, in regard to labour inspection and compliance. The Minister for Employment, Education and Workplace Relation does not direct the Fair Work Ombudsman in relation to the Fair Work Ombudsman’s performance of functions.

B) The article was found through the university’s library website; two filters were selected: “articles” and the date of publication of the articles to not be older than 2008. The search words used were: “diversity”, “racial” and “leader”. The article was the 15th article of the suggestions.

C) The scientific article “Are companies beholden to bias? The impact of leader race on consumer purchasing behavior” analyses how consumers perceive leaders and the influence of racial stereotypes. Studies showed that typical leader prototypes degraded the image of people of colour in leadership roles as they are not stereotypically considered as classic business leaders. Experiments illustrated how failure provokes negative stereotypes of non-white leaders. However, familiarity helps reduce this negative image, that could normally lead to low-performance, as it changes people’s impressions on the matter. Finally, over time the idea of poor performance of coloured leaders has decreased due to factors such as the motivation to come off as unbiased.

D) This article is relevant, because it shows the way racial stereotypes can manipulate people’s impressions on the matter and can cause low performance as a leader linking to the research question. It also emphasizes the changing aspect of this stereotype: the willingness to not be biased, for example, helps someone’s mindset evolve and, in the end, they do not link failure with Black leaders. Lastly, it is a very recent article, so it is unlikely that the data is outdated.

E) Citation score: 5, EJL, 2017: STAR, Harzing’s (2018) journal quality list: A

A) Article four: The performance effects of gender diversity on bank boards

B) Article four was found through the university’s library website, using the key words “gender”, “diversity”, “performance” and “effect”. Filters were used to narrow down the results using “Articles” to select the format and “Last 10 Years” to obtain scientific articles published after 2008. “The performance effects of gender diversity on bank boards” was the 5th article found.

C) The research article “The performance effects of gender diversity on bank boards” suggests that previous literature proposes that gender diversity in bank boards show varied effects on financial bank performance. The article argues that the mixed results are caused by the non-linear, U-shaped relationship between female participation in bank boards and bank performance. After analysing approximately 90 bank holding companies in the U.S during the period of 1999-2015, using instrumental variables methods, the researchers have come to the conclusion that

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