Equal opportunity for women in the workplace agency current and future state
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Equal Opportunity for Women in the Workplace Agency Current and Future State. CSA National Conference 6 th December 2011. Heather Gordon Education Manager Equal Opportunity for Women in the Workplace Agency. What is EOWA and what does it do?.

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Equal opportunity for women in the workplace agency current and future state

Equal Opportunity for Women in the Workplace AgencyCurrent and Future State

CSA National Conference

6th December 2011

Heather Gordon

Education Manager

Equal Opportunity for Women in the Workplace Agency


What is eowa and what does it do

What is EOWA and what does it do?

The Equal Opportunity for Women in the Workplace Agency (EOWA)

Key agency in the government’s efforts to improve women’s workforce participation

Statutory authority under the Equal Opportunity for Women in the Workplace Act (Act)

Objects of the Act

Promote the principle that employment for women should be dealt with on merit

Promote amongst employers the elimination of discrimination against, and the provision of equal opportunity for, women in relation to employment matters

Foster workplace consultation between employers and employees on issues concerning equal opportunity for women in relation to employment


What is eowa and what does it do1

What is EOWA and what does it do?

Regulatory Function

Private sector organisations with 100 or more employees are required to develop and implement a workplace program for achieving equal opportunity and report annually to EOWA on their program’s effectiveness

“Light touch” regulation

Education and Assistance Function

Facilitate the achievement of equal opportunity for women in workplaces


Review of eoww act and eowa

Review of EOWW Act and EOWA

Review announced in June 2009 to examine the effectiveness and efficiency of the Act and EOWA in promoting equal opportunity for women in the workplace

Key findings concerning EOWA

Generally fulfilling its role

Constrained by the legislative framework and resourcing

Education and assistance role highly valued

Government’s response to the review announced in March 2011

EOWA to be retained and improved

New Director appointed


Review of the eoww act and eowa

Review of the EOWW Act and EOWA

Key reforms

A new name and focus

Workplace Gender Equality Act

Workplace Gender Equality Agency

Objects of the Act to be recast to acknowledge pay equity and caring responsibilities of men and women as central to gender equality

Streamlined Reporting

Requirement to develop workplace programs removed

Reporting to be against a set of gender equality indicators focussing on outcomes for men and women in the workplace

Reports to be signed off by the CEO and an employee representative, lodged on-line and made accessible to employees and shareholders


Review of the eoww act and eowa1

Review of the EOWW Act and EOWA

Compliance

Compliance to be assessed referable to industry benchmarks and progress over time

EOWA to conduct random organisational reviews to ensure reports are accurate and organisations are otherwise complying with the Act

Measures to ensure the government only deals with organisations which comply with the Act to be strengthened

Assistance

EOWA to develop industry benchmarks and industry-specific strategies for achieving gender equality

EOWA to provide advice and support to both reporting organisations and also organisations with less than 100 employees which are not required to report


Review of the eoww act and eowa2

Review of the EOWW Act and EOWA

Current Status

Legislation scheduled to be introduced into parliament shortly

EOWA preparation for new legislation

Restructure of EOWA

Consultation with government

Suite of change management projects


How eowa will operate going forward

How EOWA will operate going forward

Continue with “light touch” regulation and work cooperatively with employers

Build key external relationships, raise the profile of gender equality issues in the workplace and assist in aggregating efforts being made to improve gender equality in the workplace


The case for gender equality in the workplace

The case for gender equality in the workplace

Matter of fairness and equity

Economic benefits

Closing the gap between male and female employment rates will boost Australia’s GDP by 13% (Goldman Sachs - August 2011)

Competitive benefits

Strong correlation between a country’s competitiveness and how it educates and utilises its female talent ( 2010 Global Gender Gap Report – World Economic Forum)


Why we haven t achieved gender equality in the workplace

Why we haven’t achieved gender equality in the workplace

Good intentions versus actions

Failure to truly believe gender diversity is an important business issue

Key impediments

Cultural

Structural


How to achieve gender equality in the workplace

How to achieve gender equality in the workplace

Key steps for making a change

Leadership

Visibly present as a believer in, and advocate for, gender diversity

Be a role model

Set clear expectations

Focus

Establish gender diversity as a business priority

Conduct an analysis to identify the issues to be addressed

Accountability

Establish action plans

Measure and transparently report outcomes

Hold managers to account for achieving results


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