Our data shows that we still have a long way to go before we achieve gender equality in the Australian workplace. But there are actions all workplaces can take to ensure their employees are able to access and enjoy the same rewards, resources and opportunities regardless of their gender.
Gender equality is everyone’s business.
Parental leave policies are designed to support and protect working parents around the time of childbirth or adoption of a child and when children are young.
Flexibility is becoming increasingly important for organisations across Australia as they begin to recognise it as a key enabler of gender equality.
While Australia is making progress on many aspects of gender equality, female representation in leadership continues to be a cause for concern.
A gender equality strategy enables organisations to move beyond an ad-hoc (programmatic) approach to gender equality and ensures investment in gender initiatives is targeted.
To successfully implement a gender equality strategy, continuous communication and engagement with key stakeholders is critical.
Gender bias is pervasive at work and in organisations, creating inequalities at every stage of the employment cycle.
Workplace flexibility and parental leave are major features of Australian workplaces. However, men's access to and uptake of these entitlements remains low.
Small businesses in Australia employ a large number of employees and face a unique set of issues when it comes to managing and improving gender equality in their workplace.
Many Australians have experienced sex-based discrimination and harassment, including in the workplace. This has negative consequences for employees, employers, and the Australian economy. Employers have an important role in preventing sex-based discrimination and harassment.
Gender inequality is not experienced in the same way by all women and men. Different dimensions of identity, including race, geography, class, sexuality, and disability can intersect and influence individual experiences and outcomes at work. Systemic discrimination and bias – both conscious and unconscious – can create inequalities at every stage of the employment cycle.