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Wanted share an insightful we have made with Workplace Gender Equality Agency, shedding light on the recent amendments to the Workplace Gender Equality Act in Australia. 📝 From late 2023, employers reporting to WGEA must provide Executive Summaries and Industry Benchmark Reports to their Board. And from early 2024, WGEA will publish gender pay gaps for Australian employers with 100+ employees. 💼 With close to 80% of CEOs being men, these changes aim to make gender pay gaps more reflective of the workforce reality. 🗣️ How do you think these amendments will impact workplaces? Drop your thoughts below and let's start a conversation! 💬 #GenderEquality #WorkplaceEquality #WGEA #AnimatedVideoExplainer

Only 24% of employers worldwide have reached the milestone of full gender equality in the workplace, a new report reveals. Despite progress, the path to equality encompasses equal pay, equal promotion, and leadership development opportunities. The latest insights highlight a significant gap, with just 52% of global employers on track with their pay equity initiatives. Flexibility is emerging as a crucial factor in fostering an inclusive work environment, with 60% of women considering a job change for a better work-life balance. #DiversityAndInclusion #DEI #GenderEquality #WorkLifeBalance  

Podcast: Advancing gender equality in the workplace - eight key policy areas In our latest podcast, Zeba Sayed and Stephen Simpson discuss the importance of having workplace policies that advance gender equality, diversity and inclusion, and highlight some of the innovative policies that progressive employers are now adopting. #genderequality #hrpolicies #diversityandinclusion #hrstrategy #hr

#ICYDK: Creating a culture of true gender equality requires ongoing dedication from business leaders. To promote gender equality, it's crucial to implement policies that ensure pay #equity, family leave, and workplace flexibility. In this Forbes article, I’ve collaborated with 14 members of the Forbes Coaches Council to share actionable tips for prioritizing gender #equality in the workplace. By following our recommendations, you can build a more #inclusive and supportive environment that attracts and retains top talent across all genders, fostering a strong #culture of #diversity and understanding. Read article here: https://lnkd.in/grEfN9Nr

I must admit that I was quite shocked when I looked at the data for the environmental/engineering consulting sector this morning. I have my fingers crossed that the imbalance is due to part-time roles and gender imbalance in administrative roles rather than female technical/professional staff being paid less than their male colleagues for equivalent roles. As PEWA put it so eloquently, for women/AFAB, are you fairly renumerated and do you have the same opportunities for promotion? And for those who are hiring, is there something you can do to reduce this gap in your workplace, and reduce unconscious bias that may be limiting the potential for women in management/leadership roles? These are important things for all of us to unpack.

This week marks a significant milestone in the journey for gender equality in the workplace! Yesterday, the Workplace Gender Equality Agency (WGEA) published the first data collection from companies in Australia with 100 employees or more, looking at the factors that contribute to Gender Pay Gaps. I am thoroughly pleased to see this on several levels, one of which is to move organizations and industry from the singular lens of 'equal pay' to a more thorough analysis of contributors to the reality we are faced. I've also received a few messages and phone calls on this topic over the past two days that highlights a few things for me: 1. Our organizational culture provides anyone to feel comfortable and safe to call upon leaders, including the MD, to discuss and answer the - what, why, and how's. 2. The reason for making this data public is already paying off on its first intention - transparency and accountability. Since reporting last year, the process itself was thought-provoking along with the WGEA's supporting tools. And while we've been able to already make some steps in the right direction since then, there's a long journey ahead. WE have work to do. WE ALL have work to do. https://www.wgea.gov.au/ #EmployerGenderPayGaps #GenderPayGap #GenderEquality #dräger #draeger

Today is the first time in Australia that any company with over 100 staff have their individual business gender pay gap number published. The Workplace Gender Equality Agency estimated median gender pay gap is 21.7 %, which includes part time equivalents and bonuses in the calculation. So with International Women's Day only a week away, we encourage you all to ask questions. Are you fairly renumerated and do you have the same opportunities for promotion. Is there something you can do to reduce this gap in your workplace, and have you checked the unconscious bias that may be limiting the potential for women in management/leadership roles? To look up your workplace performance on the gender pay gap, you can visit https://www.wgea.gov.au/

Today marks a monumental shift in Australia's workplace landscape! As of today, it is mandatory for organisations with 100+ employees to report on their gender pay gaps. This isn't just a milestone; it's a game-changer for transparency and accountability. These changes in gender pay reporting are a bold leap towards a more equitable and fairer future. These changes will drive meaningful change and (hopefully) turn awareness into action! How does your organisation stack up, and if it's lacking, what steps are you going to take to change things? #genderpaygap #wgea #payequality #paygap #equality #women Workplace Gender Equality Agency

As of today, the Workplace Gender Equality Agency will publish the gender pay gap for private sector organizations in Australia with 100+ employees. Above all else, this momentous change is a call to arms for employers to take meaningful action to address pay disparities. 🙌 Here are 👇 4 things you can do to promote gender equality in your workplace: #wgea #genderequality #genderequity #genderpaygap #gendergap

How does your organisation stack up, and if it's lacking, what steps are in place to change things? Well #genderpaygap #genderequality #wgea #genderpaygapreporting