Case Study

Aurecon are working to increase the representation of women in their organisation, particularly in male dominated technical and STEM fields. They are taking a range of actions from recruitment through to progression and retention.

Helen Karatasas, Education Delivery Manager at the Workplace Gender Equality Agency, and Jodie Haydon, Executive General Manager, People and Culture at Viva Energy Australia, discuss how Viva Energy addresses gender pay gaps within their organisation.

Mercy Health is working to recruit more young men as nurses or carers to help prepare for the increasing demand for healthcare workers as the population ages.

NAB has developed a self-service flexible working intranet site where employees can manage their formal or informal flexible working arrangements directly with their manager.

Griffith University has used the two-year Leneen Forde Future Leadership Program to help develop the leadership capacity of female staff.

HESTA’S pay gap analysis initiated a raft of actions that have helped increase the equity of access to career development opportunities within the company.

St Barbara’s strategy of target setting, supported by regular monitoring, measuring and reporting to the executive has helped increase female recruitment and resulted in a 100% return-to-work rate after parental leave.

Benetas is using flexibility and primary carer’s leave as a drawcard to recruit more men into healthcare.

MYOB’s in-house 16-week DevelopHer program successfully trained three women who had no previous experience of IT to a level where they were offered a job in a development team.

Stockland has developed a program to support parents and carers, including on-site childcare and advanced parental leave benefits, as well as strongly promoting primary carer’s leave to male employees.