The two month clock is ticking on reporting requirements for gender equality in your workplace
Did you know that, on average, women are still paid over 17% less than men?
One of the principal objects of the Workplace Gender Equality Act 2012 is to promote and improve gender equality in employment, including in relation to equal remuneration between women and men.
Private sector employers with more than 100 employees are required to submit a report to the Workplace Gender Equality Agency between 1 April and 31 May each year, relating to the preceding 12 month period. The report requires answering questions on six "gender equality indicators":
- Gender composition of the workforce
- Gender composition of governing bodies
- Equal remuneration between women and men
- Availability and utility of employment terms, conditions and practices relating to flexible working arrangements supporting employees with family or caring responsibilities
- Consultation with employees on issues concerning gendering equality in the workplace
- Sex-based harassment and discrimination
This year, some additional questions have been included relating to number of appointments, promotions and resignations by gender, as well as number of employees who didn't return after parental leave.
Consequences of failure to comply? Naming and shaming. A list is published on the WGEA website, and WGEA may name non-compliant employers in a report to the Minister. Further, non-compliance can render the employer ineligible under Commonwealth and state procurement conditions.
Keen to know more? Check out the WGEA or click here.
If you employ fewer than 100, you're off the reporting hook. But needless to say, reporting obligations or not, gender should never inform recruitment or remuneration decisions.
We do not disclaim anything about this article. We're quite proud of it really.
