Senior Partnerships Adviser
Changes to WGEA reporting requirements will help relevant employers track the progress of female and male employees within their organisation and provide new insights into key drivers for workplace gender inequality.
From this year, reporting organisations will be asked for information on the number and gender of appointments made, as well as promotions and resignations between 1 April 2015 and 31 March 2016. Organisations will have to outline whether the positions were managerial and whether they were part-time or full-time roles.
The impact of childbirth on employee retention will be a major focus of this year’s changes, with employers now required to report on the number and gender of employees who left their job, for whatever reason, during, or at the end of, a period of parental leave.
Workplace Gender Equality Agency director, Libby Lyons, says the changes will help employers get a clearer picture of the rate at which they are attracting and promoting women and men, and the rate at which employees are leaving.
"When compared to industry benchmarks, these metrics provide an unprecedented understanding of how effectively employers are using their most important asset - their people,” Ms Lyons said.
“Above industry turnover rates can spell trouble for companies. Now employers will receive valuable insights about where they can act to create more productive and equitable workplaces."
Chief Executive of Grace Papers, Prue Gilbert, told SmartCompany that the changes are an opportunity for employers to really start to understand and unlock people’s biases, particularly around parental leave.
As the new requirements are introduced, several previous reporting requirements are being discontinued.
Reporting companies will no longer have to include the salary of their CEO; managers who are more senior than the CEO and report to someone overseas; or any managers they employ on a casual basis.
Employers will also no longer have to provide data on independent contractors, although staff employed on a non-ongoing or fixed term contract still need to be included.
Companies have from 1 April to 31 May 2016 to submit their compliance reports to the Agency.