Setting aside the current uncertainty around paid parental leave
and the impact this might have on attempts to achieve gender
equality, we have in recent years seen more and more businesses
recognise the importance of gender equality and diversity in the
In fact, the Workplace Gender Equality Act (2012), which is
promoted and overseen by the government's Workplace Gender
Equality Agency, requires certain employers to report each year on
how they're going with achieving workplace gender equality.
If you are an employer with more than 100 employees, between 1
April and 31 May you must submit a report to the Agency providing
information about the previous year (up to 31 March), to enable the
Agency to assess the extent of workplace gender equality in your
workplace. This year, the Agency is requesting additional
information, such as the number of:
Appointments made during the reporting period by gender and
Promotions awarded during the reporting period by gender,
employment status and manager/non-manager categories
Resignations during the reporting period by gender, employment
status and manager/non-manager categories
Employees who didn't come back to work after a period of
parental leave, by gender and manager/non-manager categories.
Visit the WGEA website for more information.
Once employers have submitted their reports, the Agency will use
the information to develop Competitor Analysis Benchmark Reports,
outlining areas for improvement relative to other reporting
organisations. The intention is for employers to be able to clearly
see areas for improvement, and to develop better options to achieve
Organisations that are required to report, but don't, or
fail to report in a manner that complies with their reporting
obligations, may face consequences such as being publically named
and shamed, and being excluded from government tenders.
Reporting is done online, and requires someone within your
organisation with the relevant authority, to register for online
reporting with the Agency.
The content of this article is intended to provide a general
guide to the subject matter. Specialist advice should be sought
about your specific circumstances.
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An employee that refused a reasonable offer of settlement was ordered by the FWC to pay his ex-employer's legal costs.
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