Over the last two years, DCC Jobs have seen a tremendous change in workplace policies and approach to gender equality. View the case study. Australian Human Rights Commission. While many reporting agencies note that non-university providers NUHEPs have a higher proportion of casual staff, the size of the university workforce within the tertiary education sector demonstrates the significant influence of universities on statistics about the sector. Facebook is showing information to help you better understand the purpose of a Page. According to Workplace Gender Equality Agency , flexibility, handled correctly, can lead to:. Organisations must report on the total number of employees by gender, employment category managers and non-managers differentiated across the eight ANZSCO major occupational categories:
Most go on to improve internal policies and re-apply to advertise.
Insecure Work Almost 2 in 3 university workers are in insecure work. The Commonwealth Bank is committed to eliminating the gender pay gap as part of its holistic approach to diversity and inclusion.
But what is flexibility and how can you make it wor This makes it difficult to isolate stydy exact number of academic staff in each mode of employment. The proportion of casual employees across all managerial occupational categories was 0. Read more about our cookie usage here. Facebook is showing information to help you better understand the purpose of a Page.
CBA case study on gender pay equity with WGEA
Organisations must report on the total number of employees by gender, employment category managers and non-managers differentiated across the eight ANZSCO major occupational categories: View the case study. Work is a jobs board with a difference! These ratios for permanent, fixed-term and casual staff correspond closely to sfudy ratios that we calculated for each mode of employment in our analysis of the WGEA data above. There is much discussion across the industry about the best course of action to achieve this objective, however success is not reliant on any single initiative.
Australian Human Rights Commission. We pre-screen employers on paid-parent leave, pay equity, flexible working arrangements and more.
See actions taken by the people who manage and post content. More and more organisations, managers and employees are realising that flexibility is the future of work.
Smart Strategies to Improve Gender Equality in the Workplace- WGEA Case Studies
Create a great companyculturehire adults, and get flexible. Equipping cae leadership and teams with the relevant data and metrics helps them objectively determine pay offers. The Department of Education and Training DET publishes the most comprehensive collection of statistics about university employeesbut it does not collect or publish data casd the actual number of casual employees sfudy the sector.
DCC Jobs believe one of the key drivers is transparency to help women choose employers who are truly committed to supporting their careers. Options range from part-time and remote working, to job sharing and transition to retirement.
Activate a CommBank card. We pre-screen employers on paid parental leave, pay equity, flexible working arrangements and much more. The calculation of FTE for casuals differs to the calculation of FTE for fixed-term staff in that it is not based on the proportion of a full-time workload undertaken by the casual staff member, but on a set of formulas that differ according to the activity undertaken.
The use of the WGEA data to assess the extent of casualisation among academic staff, however, is not straightforward. In brief The Commonwealth Bank has a range of existing programs to raise awareness and understanding about gender equity issues such as its 35 per cent target for women in senior leadership positionsmanager awareness training and tools and applying a gender lens across people reviews, performance and pay outcomes.
One of the obvious difficulties of using the WGEA industry profiles for studying employment precarity and job insecurity for university employees is that more than half of the organisations included in the dataset are non-university providers. There wereuniversity employees in Over that same period, the number of fixed-term employees almost doubled from 25, in to 45, in Get the latest jobs and news straight to your inbox.
The statistical detail of the WGEA data is also significant. NZ’s Perpetual Guardian trialled a four-day working week on the condition that employees continued to meet their performance targets.
Instead it requires multi-faceted, sustained effort and action from every level of the organisation, backed by data analysis across the employee lifecycle to highlight areas in which pay gaps can occur and ensure they are not continued.