The Workplace Gender Equality Agency is an Australian Government statutory agency created by the Workplace Gender Equality Act 2012 (WGEA).
The Agency is charged with promoting and improving gender equality in Australian workplaces of 100 employees or more, working collaboratively with employers providing advice, practical tools and education to help them improve their gender performance.
Under the Act, relevant employers are required to report to the Workplace Gender Equality Agency annually on a set of standardised reporting matters under six gender equality indicators. The Act provides for comments to be made to the employer or to the Agency on an employer's report.
As part of the WGEA reporting requirements, CHOICE has recently undertaken an audit of our workforce. It's an incredibly useful way for us to understand where we sit on a national scale, and identify where we need to improve.
CHOICE used insights from last year's WGEA report to develop our Diversity and Inclusion Action Plan, and this year's findings will help us to enhance our diversity and inclusion efforts.
You can access the full CHOICE report here [PDF, 2.6MB].
Key findings were:
- The gender composition of CHOICE's workforce is 56.5% female and 43.5% male.
- 50% of all employees promoted to manager roles were women.
- All people who took parental leave returned to work.
- 19 out of 36 new hires were female (52%).
- CHOICE's full-time female key management team members are paid on average 10% more (total salary package) than their male counterparts.
- There is a 15% average salary gap between female and male professional full-time fixed term contractors.
- Of staff members ranked as professionals, 42 of 69 (61%) are female.
- And finally, CHOICE provides staff with eight of the nine key flexible work practices to support gender equality queried by the WGEA, which highlights how well we support our employees.
Key changes implemented from last year's report included:
- Offering learning and development to employees on parental leave.
- An increase in paid parental leave entitlement from 4–8 weeks (depending on tenure) to 12 weeks.
- Extending superannuation payments through unpaid parental leave (capped at 52 weeks).
- Introduction of support and leave for staff experience domestic or family violence.
- A pay equity audit, to identify and act upon salary gaps in relation to like-for-like roles across the organisation.
- An increase in female representation in decision making roles.
If you wish to provide comments about the findings or the report in general to CHOICE management, please email the People and Culture team on firstname.lastname@example.org.
If you'd prefer to make comments to WGEA directly, you will need to complete the WGEA's comments submission form.