1. Equal Opportunity for Women in the Workplace Agency Current and Future State CSA National Conference 6 th December 2011 Heather Gordon Education Manager Equal Opportunity for Women in the Workplace Agency

2. 1 What is EOWA and what does it do? The Equal Opportunity for Women in the Workplace Agency (EOWA) –Key agency in the government’s efforts to improve women’s workforce participation –Statutory authority under the Equal Opportunity for Women in the Workplace Act (Act) Objects of the Act –Promote the principle that employment for women should be dealt with on merit –Promote amongst employers the elimination of discrimination against, and the provision of equal opportunity for, women in relation to employment matters –Foster workplace consultation between employers and employees on issues concerning equal opportunity for women in relation to employment

3. 2 What is EOWA and what does it do? Regulatory Function –Private sector organisations with 100 or more employees are required to develop and implement a workplace program for achieving equal opportunity and report annually to EOWA on their program’s effectiveness –“Light touch” regulation Education and Assistance Function –Facilitate the achievement of equal opportunity for women in workplaces

4. 3 Review of EOWW Act and EOWA Review announced in June 2009 to examine the effectiveness and efficiency of the Act and EOWA in promoting equal opportunity for women in the workplace Key findings concerning EOWA –Generally fulfilling its role –Constrained by the legislative framework and resourcing –Education and assistance role highly valued Government’s response to the review announced in March 2011 –EOWA to be retained and improved –New Director appointed

5. 4 Review of the EOWW Act and EOWA Key reforms 1.A new name and focus –Workplace Gender Equality Act –Workplace Gender Equality Agency –Objects of the Act to be recast to acknowledge pay equity and caring responsibilities of men and women as central to gender equality 2.Streamlined Reporting –Requirement to develop workplace programs removed –Reporting to be against a set of gender equality indicators focussing on outcomes for men and women in the workplace –Reports to be signed off by the CEO and an employee representative, lodged on-line and made accessible to employees and shareholders

6. 5 Review of the EOWW Act and EOWA 3.Compliance –Compliance to be assessed referable to industry benchmarks and progress over time –EOWA to conduct random organisational reviews to ensure reports are accurate and organisations are otherwise complying with the Act –Measures to ensure the government only deals with organisations which comply with the Act to be strengthened 4.Assistance –EOWA to develop industry benchmarks and industry-specific strategies for achieving gender equality –EOWA to provide advice and support to both reporting organisations and also organisations with less than 100 employees which are not required to report

7. 6 Review of the EOWW Act and EOWA Current Status –Legislation scheduled to be introduced into parliament shortly EOWA preparation for new legislation –Restructure of EOWA –Consultation with government –Suite of change management projects

8. 7 How EOWA will operate going forward Continue with “light touch” regulation and work cooperatively with employers Build key external relationships, raise the profile of gender equality issues in the workplace and assist in aggregating efforts being made to improve gender equality in the workplace

9. 8 The case for gender equality in the workplace Matter of fairness and equity Economic benefits –Closing the gap between male and female employment rates will boost Australia’s GDP by 13% (Goldman Sachs - August 2011) Competitive benefits –Strong correlation between a country’s competitiveness and how it educates and utilises its female talent ( 2010 Global Gender Gap Report – World Economic Forum)

10. 9 Why we haven’t achieved gender equality in the workplace Good intentions versus actions –Failure to truly believe gender diversity is an important business issue Key impediments –Cultural –Structural

11. 10 How to achieve gender equality in the workplace Key steps for making a change –Leadership  Visibly present as a believer in, and advocate for, gender diversity  Be a role model  Set clear expectations –Focus  Establish gender diversity as a business priority  Conduct an analysis to identify the issues to be addressed –Accountability  Establish action plans  Measure and transparently report outcomes  Hold managers to account for achieving results