Read about what people and organisations are doing to improve gender equality in their own workplaces and Australia.
Want to share your own story of how you or your organisation is creating change in this area? Get in touch with us!
Laing O'Rourke on targeting and tracking promotions
14 September 2022
Laing O'Rourke undertook a significant review transforming their promotions process and communications to accelerate the progression of women into more senior roles. They introduced a sponsorship program, in partnership with Cultivate Sponsorship, matching Executive and Senior Leaders with high potential women. The program focussed on women who are progressing through project delivery and engineering streams into Construction Manager and Project Leader roles.
Kimberly-Clark Australia Pty Ltd: Gender segregated industries
15 July 2022
Kimberly-Clark Australia made changes in their advertising and recruitment processes to remove the gender bias in operational roles in their Millicent Mill site. The manufacturing sector is largely male dominated.
Motorola: Zero Eligibility Paid Parental Leave
4 June 2021
Motorola Solutions Australia Pty Ltd is determined to attract and retain the best talent to their business. As a male-dominant business in a solutions-based industry, the attraction and retention of talented women and men is a fundamental strategic imperative. Motorola wants to ensure their employee value proposition is consistent with the challenges faced by their workforce, reflects their customer base and continues to deliver a distinct, competitive advantage.
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Aurecon: elevating women in STEM
24 February 2020
Demand for technical and STEM skills is high in the current market and as Aurecon seeks to solve problems with clients that are complex and multi-dimensional, this demand will continue to grow. Aurecon has recognised the importance of increasing diversity to strengthen its business operations and connect with untapped talent. Concurrently, Aurecon is building an inclusive culture to support all employees to feel valued, have a sense of belonging and have equal access to opportunities.
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Viva Energy: tackling pay gaps
7 November 2018
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: introducing men to a career in caring
4 July 2017
Mercy Health recognises the importance of having a workforce that is as diverse as its client base and this means attracting more male workers. With almost 60% of the industry’s direct care workers being 45 years or older and 36% of the current workforce within 10 years of retirement, there is also a need to attract younger people to healthcare.
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Griffith University: developing female leaders
4 July 2017
To address a persistent gender imbalance in senior management roles, Griffith University is working to increase the number of women entering leadership roles by developing the skills of existing staff.
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St Barbara: Attracting women to a male-dominated industry
4 July 2017
St Barbara has been working to increase the number of women in its male-dominated workplace for several years, with the aim of achieving a more equal balance of women and men across the organisation.
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HESTA: conducting a gender pay gap analysis
4 July 2017
In 2016 HESTA began the process of applying for the Employer of Choice for Gender Equality citation. To support this process, an in-depth gender pay gap analysis was required to understand the state of gender pay equity within the organisation.
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Stockland: supporting parents and carers
4 July 2017
For many years, Stockland has been focused on providing competitive parental benefits to attract and retain employees. Understanding that the caring requirements of employees vary widely, the company’s priority has been on reviewing its existing offering and looking for improvements that provide employees with a greater degree of flexibility in how they structure their parental leave benefits.
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MYOB: recruiting women into IT
4 July 2017
Faced with a shortage of female IT graduates, and a lack of women at all levels of the company, MYOB wanted to find an alternative recruitment process. To address this issue, MYOB devised an experimental program to see if it was possible to teach people with no previous IT experience basic coding in 16 weeks.
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Benetas: challenging male stereotypes
4 July 2017
Health Care and Social Assistance is the fastest growing sector in Australia, yet to meet increasing demand for care, the workforce needs to triple by 2050. That is an enormous task. Benetas is striving to achieve cultural change in its workplaces and create greater gender balance by challenging gender stereotypes.
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Small business: pay gap analysis
15 March 2015
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. Gender pay equity is one of these key challenges for small businesses. Through two fictional case studies, learn how a gender pay gap analysis can be undertaken.
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