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Workplace gender equality is achieved when people can access and enjoy the same rewards, resources and opportunities. The gender gap in Australia is still prevalent and remains a critical workplace issue. Organisations that choose to have a workplace gender equality policy should do so as part of a broader Diversity and Inclusion workplace strategy.
This policy deals with an employer’s responsibilities under the Workplace Gender Equality Act 2012 (previously the Equal Opportunity for Women in the Workplace Act 1999). This policy is only relevant to employers with 100 or more employees or employers with less than 100 but more than 80 employees, if the employer previously had 100 or more employees.
The calculation of employees is on headcount and included, full-time, part-time, casual and temporary employees. Employer’s part of a corporate group should include all employees in Australia of the parent corporation plus employees in Australia of any subsidiaries.
It is important to note, that even though small business do not have an obligatory reporting role, they still play an integral role in balancing the gender scorecard. There are many strategies that can be implemented such as implementing a fair approach to pay, introducing flexible work and increasing knowledge and acceptance. More information on workplace gender equity can be found here.
This policy is a sample only. Employers should seek advice from the Ai Group in tailoring this policy to the particular needs of the organisation. Ai Group is also well placed to assist employers to comply with their reporting requirements under the legislation.
Guidance notes and instructions are shown italicised.
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|1 July 2020||This policy has undergone a periodic review. No significant changes have been made.|
|02/05/2019||This policy has undergone a periodic review. No significant changes have been made.|
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