WGEA CASE STUDY

Within the non-managerial categories, Professionals made up three-fifths of the workforce NZ’s Perpetual Guardian trialled a four-day working week on the condition that employees continued to meet their performance targets. Our Watch Nonprofit Organization. Australian Industry Group Home. Page Transparency See More. 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 positions , manager awareness training and tools and applying a gender lens across people reviews, performance and pay outcomes.

Learn more about what’s changed. Casualisation Employees in casual employment were the largest group among the three reported categories permanent, fixed-term and casual. These ratios for permanent, fixed-term and casual staff correspond closely to the ratios that we calculated for each mode of employment in our analysis of the WGEA data above. Pages Liked by This Page. You’re still logged on to NetBank. 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.

wgea case study

This makes it difficult to isolate the exact number of academic staff in each mode of employment. Pages Liked by This Page. Organisations must report on the total number of employees by gender, employment category managers and non-managers differentiated across the wwgea ANZSCO major occupational categories: Most go on to improve internal policies and re-apply to advertise. Figures for casual staff count each individual employee headcount as opposed to the equivalencies used by other government agencies.

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We pre-screen employers on paid parental leave, pay equity, flexible working arrangements and much more. The Commonwealth Bank is committed to eliminating the gender pay gap as part of its holistic approach to diversity and inclusion. This does mean 22, people, but 22, aggregated equivalencies that could each comprise any number of casual staff above one.

CBA case study on gender pay equity with WGEA

WGEA Director Libby Lyons said employers are looking at ways to create lasting change and hopes their case studies can offer inspiration. Insecure Work Almost 2 in 3 university workers are in insecure work. 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.

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wgea case study

Australian Human Rights Commission. Australian Industry Group Home. Data for covered 11, employers and 4 million employees across Australia. 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.

As part of our project studying the development and implementation of the Scholarly Teaching Fellows STFs as a new category of academic employment, we made a special data request to the WGEA to access data for universities.

Using Workplace Gender Equality Agency Statistics for Universities

The evidence is clear. Is your organisation ready to flex for success? Sections of this page. Work is a jobs board with a difference!

Using Workplace Gender Equality Agency Statistics for Universities | Scholarly Teaching

The complexity of aggregating and calculating FTE data for casual staff means that not only is it cas difficult to accurately estimate the actual number of people doing the work, but the actual hours of studyy that casuals do is neatly hidden within a set of formulas. DCC list the amount of paid parental leave, commitment to equal pay, flexible working arrangements, programs to develop leadership skills and more. Page Transparency See More. Within the non-managerial categories, Professionals made up three-fifths of the workforce View the case study.

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WORK uses cookies to improve your experience. The proportion of casual employees across all managerial occupational categories was 0.

The use of the WGEA data to assess the extent of casualisation among academic staff, however, is not straightforward. These ratios agea permanent, fixed-term and casual staff correspond closely to the ratios that we calculated for each mode of employment in our analysis of the WGEA data above.

Caae analytics-driven approach is important to identify gaps, however organisations must also work to understand and address the underlying causes of these disparities to be truly effective.

This indicates that the FTE figure for casual staff is a significant underestimation of the actual number of casual employees in the sector.

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