Infrastructure and property company John Holland recently conducted a pay gap analysis and discovered 15% of their female employees were being paid less than their male colleagues across the business.
More employers are taking action to address pay gaps and gender imbalances that persist across the economy, according to 2016-17 workplace data released by the Workplace Gender Equality Agency (WGEA).
This paper explores the different parental leave policies available in OECD countries and offers suggestions for increasing the share of men using parental leave.
National gender pay gap shows women still undervalued at work
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.
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.