Staff equity research and reports
Gender Pay Gap: The Facts, Why It Is Important and What Can Be Done About It
Closing the gap between men's and women's employment rates and boosting women's productivity in the workplace would significantly boost Australia's economic activity. This fact sheet, produced by the Equal Opportunity for Women in the Workplace Agency, examines factors that contribute to the Gender Pay Gap and provides strategies to close the gap.
The graphs and data tables included in this report illustrate the changes that have occurred over the past 15 years in the landscape of gender equity in Australian higher education institutions. Data was collected from 1996 to 2010 by Queensland University of Technology’s Equity Services Department to track progress in implementing the first and second Action Plans for Women published by the Australian Vice Chancellor’s Committee (now Universities Australia).
Equality Means Business – Communique of the Gender Equity in the Workplace Summit
This summit was held in Sydney in March 2011. The communique includes the ideas and experiences of some of the speakers and a number of recommendations, including recommendations for gender pay audits and gender quotas for boards.
2011 Gender Equity in the Workplace Research Report - AHRI (3 MB)
A sample group of 920 Australian Human Resource Institute (AHRI) members responded to the AHRI Workplace Gender Equity Survey which resulted in this report.Nearly two-thirds of the sample reported male majorities of between 70-100 per cent in management and leadership positions in their organisations. Unsurprisingly, around six out of ten respondents believed that the gender mix in their organisation was not appropriate. Only a minority of respondents reported that managers at any level were required to satisfy measurable key performance indicators on gender equity.
This report was prepared for the Federation of Australian Scientific and Technological Societies by Sharon Bell in October 2009. It focuses on the participation, retention and success of women in the science, engineering and technology (SET) fields in Australia. Persistent horizontal and vertical segregation of women academics and researchers are outlined as key contributing factors that impact on Australia's research and innovation agendas. Particular emphasis is placed on identification of the barriers women face in their career paths as researchers and tertiary education professionals, the barriers to attaining the highest levels of achievement and recognition, and the cost of attrition of women from SET in terms of international competitiveness and return on educational investment.
Review of the Equal Opportunity for Women in the Workplace Act 1999 Consultation Report
Report prepared for the Office of Women, Department of Families, Housing, Community Services and Indigenous Affairs, January 2010.
Deakin University made a submission to the Review of the Equal Opportunity for Women in the Workplace Act 1999 and participated in roundtable discussions in October 2009. The Review aimed to examine the contributions made by the Act as well as the Equal Opportunity for Women in the Workplace Agency to increasing women's employment opportunities and advancing gender equity in the workplace. It also sought to examine the role of the Act and Agency in gathering and reporting on workplace data. Additionally, the Review examined the effectiveness of current legislation in delivering equal opportunities for women and considered the implications of the review's recommendations on social inclusion, the economy, the labour market, business competitiveness and the general wellbeing of the Australian community.
Impacting Gender Diversity - Exploring the Challenges and Generating Strategies for Change (896 KB)
In 2011, Deloitte and Women & Leadership Australia co-hosted a series of ‘Impacting Gender Diversity’ workshops that allowed participants to explore challenges for advancing gender diversity within their organisations. This report shares their insights about organisational challenges and practical change strategies.
Flexibility Drives Profitability
Flexible ways of working are becoming more the norm as businesses and employees enjoy the personal and commercial benefits these practices afford. This report now provides hard, independent research evidence that business internationally have found that flexible working produces and enables real increases in productivity and greater revenue generation
Only Skin Deep? Re-examining the Business Case for Diversity
Best practice companies and researchers are starting to realise that workplace diversity is much more than having a sprinkle of women and a dab of colour. In fact diversity alone will not improve business performance: the magic ingredient is inclusion. And that requires a focus on adaptation, not just assimilation and tolerance. This report explores these ideas and expresses a point of view on the diversity + inclusion = improved business outcomes equation.
Gender Agenda: Unlocking the Power of Diversity in the Boardroom – Gender Work Report 2010
This study focuses on the impact of gender diversity on board effectiveness based on the views of 849 directors who served on 105 boards in Australia and New Zealand.
Key Findings:
- Men and women on the gender diverse boards thought similarly, and men on gender diverse boards thought differently from men on male dominated boards.
- Gender diverse boards showed greater evidence of a diversity of thought and perspective and at the same time, greater unity and collegiality
- Gender diverse board members perceived that they added more organisational value through the quality of their decision making
- Directors of gender diverse boards perceived their colleagues as having a higher degree of integrity than directors on male dominated boards.
Women working longer just to get job done: survey 12 March 2012
Women are finding their workloads are increasing, and they are working additional hours just to get their job done, according to a new survey. More than 13,000 women were interviewed for the CPSU's annual What Women Want survey, which found that almost three in five women report they work additional hours on a regular basis, and two in three women report they almost always or often feel rushed or pressed for time. The survey also found that despite increasing workloads, most women are happy with their work–life balance, with three in five reporting they are satisfied or very satisfied with their work–life balance.
Survey on Paid Maternity Leave, Sex-based Harassment Initiatives and the Gender Pay Gap
Over 2,300 reporting organisations participated in this 2009 Equal Opportunity for Women in the Workplace Agency (EOWA) survey, representing more than one million female employees. This report examines gender issues in the workplace.
Women's Selected Inter-Institutional Gender Statistics 2010 (287 KB)
Each year, Queensland University of Technology prepares a comparative analysis of selected inter-institutional gender statistics for all Australian universities in addition to the analysis QUT data and a comparison of Australian Technology Network universities.
