WGEA CASE STUDY

Read more about our cookie usage here. One of the obvious difficulties of using the WGEA industry profiles for studying employment precarity and job insecurity for university employees is that more than half of the organisations included in the dataset are non-university providers. Create a great companyculture , hire adults, and get flexible. 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. Our Watch Nonprofit Organization. Most go on to improve internal policies and re-apply to advertise. The evidence is clear.

Most go on to improve internal policies and re-apply to advertise. An 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. The Department of Education and Training DET publishes the most comprehensive collection of statistics about university employees , but it does not collect or publish data on the actual number of casual employees in the sector. Australian Human Rights Commission. We hope these inspiring stories will generate ideas and drive change. This indicates that the FTE figure for casual staff is a significant underestimation of the actual number of casual employees in the sector. The Sydney Morning Herald.

There wereuniversity employees in Facebook is showing information to help you better understand the purpose of a Page. Australian Industry Group Home.

We hope these inspiring stories will generate ideas and drive change. Only 2 weeks stury the start of our national event roadshow for the release of our fifth year of gender reporting data! Over that same period, the number of fixed-term employees almost doubled from 25, in to 45, in Learn more about what’s changed.

CBA case study on gender pay equity with WGEA

The statistical detail of the WGEA data is also significant. Workplace Gender Equality Agency shared a post. Insecure Work Almost 2 in 3 cass workers are in caze work. Work is a jobs board with a difference!

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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. Our analysis is based on this university-specific sub-set of the WGEA public data. Activate a CommBank card. This makes it difficult to isolate the exact number of academic staff in each mode of employment.

The proportion of university workers in insecure work was calculated by adding employment data for casual and contract staff together. 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

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 positionsmanager awareness training and tools and applying a gender lens across people reviews, performance and pay outcomes.

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. Sections of this page. The use of the WGEA data to assess the extent of casualisation among academic staff, however, is not straightforward.

Of the total 87, casual employees, the vast majority — 87, — were in non-managerial occupational categories. She knows when she was an employee, she Read more about our cookie usage here.

We pre-screen employers on paid-parent leave, pay equity, flexible working arrangements and more. The evidence is clear.

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Smart Strategies to Improve Gender Equality in the Workplace- WGEA Case Studies

Instead it requires multi-faceted, sustained effort and action from every level of the organisation, backed by data analysis across the employee lifecycle to highlight areas in which pay gaps can occur and ensure they are not continued. WORK uses cookies to improve your experience.

wgea case study

The dataset on which our analysis is based is for the xtudy year — and comprises 42 universities that reported to the WGEA for that year. The ratio of women employed at universities was higher than the workforce average of The Commonwealth Bank is committed to eliminating the gender pay gap as part of its holistic approach to diversity and inclusion.

According to Workplace Gender Equality Agencyflexibility, handled correctly, can lead to: 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.

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wgea case study

The complexity of aggregating and calculating FTE data for casual staff means that not only is it extremely difficult to accurately estimate the actual number of people doing the work, but the actual hours of work that casuals do is neatly hidden within a set of formulas.

Figures for casual staff count each individual employee headcount as opposed to the equivalencies used by other government agencies. Over the last two years, DCC Jobs have seen a tremendous change in workplace policies and approach to gender equality.