Sometimes it is hard to know how or where to start when it comes to improving gender equality in your own workplace. That is why we have created a variety of tools, guides and blueprints to help you navigate areas such as flexible work, parental leave, pay equity and more.
Taking action to ensure equal remuneration between women and men is an important step for organisations to proactively manage any associated legal risks. Organisations are required by law to provide equal pay to employees who are performing work of equal or comparable value.
Achieving gender equality, including gender pay equity, is a process that takes time and conscious significant effort. This guide will help you diagnose the status of pay equity in your organisation, set goals, and take practical steps to improve pay equity as part of your gender equality strategy.
This paper explores the differences between mentoring and sponsorship for women in the workforce and outlines the benefits and the drawbacks for both.
This briefing note provides guidance on the key features of a flexible working arrangements policy.
This toolkit helps organisations set and meet targets to increase gender diversity in the workplace.
For an objective and fair assessment of jobs, gender bias must be considered during job evaluation. If gender bias is not considered, it is possible that key dimensions of jobs typically performed by women are at risk of being undervalued. This can contributed to the perpetuation of the gender pay gap.
WGEA has worked with a committee of job evaluation and equity specialists to produce a guide to the Australian Standards on gender-inclusive job evaluation and grading.
