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.
The Workplace Gender Equality Agency (‘the Agency’) has relaunched one of its most utilised resources: the gender pay gap calculator. The Agency has developed the gender pay gap calculator to assist employers to identify and analyse the causes of gender pay gaps within their own organisation.
The Gender Equality Strategy Toolkit equips you with the skills and resources to start and/or continue the change process towards greater gender equality in your organisation.
Gender bias is pervasive at work and in organisations, creating inequalities at every stage of the employment cycle, from recruitment to selection to promotion. This leading practice guide provides evidence-based suggestions for creating more equitable hiring and promotion systems.
This toolkit provides the framework and practical guide to conducting a systematic diagnosis of ‘where are we now’.
This toolkit is designed to assist you with the design, implementation and review of a flexibility strategy and change journey.
This toolkit highlights the role of the executive team in leading an organisation towards an successful flexible working environment
The aim of this toolkit is to provide information and guidance on how to successfully implement flexible working arrangements to maximise the opportunities and benefits that flexibility brings.
The WGEA Employee Flexibility Toolkit helps employees understand what flexible working arrangements are, how to request them, and how to integrate flexible working practices into existing work arrangements.
All organisations, regardless of size, benefit from a remuneration policy, whether remuneration is set by award, enterprise agreement or common law contract.
Awards and enterprise agreements are common methods of setting pay for organisations. Data from the Australian Bureau of Statistics (ABS) confirms that gender pay gaps are less prevalent when pay is set by an award or collective agreement.
