WGEA CASE STUDY

Facebook is showing information to help you better understand the purpose of a Page. According to Workplace Gender Equality Agency , flexibility, handled correctly, can lead to:. See actions taken by the people who manage and post content. Insecure Work Almost 2 in 3 university workers are in insecure work. Yarra Valley Water Government Organization. Within the university workforce, , employees, were in non-managerial occupational categories. This does mean 22, people, but 22, aggregated equivalencies that could each comprise any number of casual staff above one.

The statistical detail of the WGEA data is also significant. According to Workplace Gender Equality Agency , flexibility, handled correctly, can lead to:. This makes it difficult to isolate the exact number of academic staff in each mode of employment. View the case study. But what is flexibility and how can you make it wor Most go on to improve internal policies and re-apply to advertise. Options range from part-time and remote working, to job sharing and transition to retirement.

There were 87, casual employees across all occupational categories in Within the non-managerial categories, Professionals made up three-fifths of the workforce Gender Reporting is Now Open.

wgea case study

The evidence is clear. Of the total 87, casual employees, the vast majority — 87, — were in non-managerial occupational categories. Organisations must report on the total number of employees by gender, employment category managers and non-managers differentiated across the eight ANZSCO major occupational categories: The use stuxy the WGEA data to assess the extent of casualisation among academic staff, however, is not straightforward.

Flex for success WGEA. The estimates for casual employee numbers were visualized in a graph alongside the published data for permanent and fixed-term staff to show university workforce movement by employment contract. In brief The Commonwealth Bank has a range of existing programs to raise awareness and understanding about gender equity issues acse as its 35 per cent target for women in stury leadership positionsmanager awareness training and tools and applying a gender lens across people reviews, performance and pay outcomes.

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Smart Strategies to Improve Gender Equality in the Workplace- WGEA Case Studies – WORK

The statistical detail of the WGEA data is also significant. Read more about our cookie usage here. Well it can include: But what is flexibility and how can you make it wor Options range from part-time and remote working, to job sharing and transition to retirement. According to Workplace Gender Equality Agencyflexibility, handled correctly, can lead to: We pre-screen employers on paid parental leave, pay equity, flexible working arrangements and much more.

This makes it difficult to isolate the exact number of academic staff in each mode of employment. We pre-screen employers on paid-parent leave, pay equity, flexible working arrangements and more.

Continue browsing to accept our use of cookies. The complexity of aggregating and calculating FTE data for casual staff means that not only is it extremely difficult to accurately estimate the actual number of people doing the work, but the actual hours of work that casuals do is neatly hidden within a set of formulas.

wgea case study

The graph shows that while the estimated number headcount not FTE of casual staff was roughly the same as that for permanent staff atudy 51, and 51, respectivelybythere were around 10, more casual staff than permanent staff 81, and 72, respectively. Is your organisation ready to flex for success?

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Using Workplace Gender Equality Agency Statistics for Universities | Scholarly Teaching

One of the obvious difficulties of using the WGEA industry profiles for studying employment precarity and job insecurity for university employees is that more than half of the organisations included in the dataset are non-university providers.

Over that same period, the number of fixed-term employees almost doubled from 25, in to 45, in The Commonwealth Bank is committed to eliminating the gender pay gap as part of its holistic approach to diversity and inclusion. DCC Jobs believe one of the key drivers is transparency to help women choose employers who are truly committed to supporting their careers. Activate a CommBank card.

Equipping recruitment leadership and teams with the relevant data and metrics helps them objectively determine pay offers. Our analysis is based on this university-specific sub-set of the WGEA public data.

Using Workplace Gender Equality Agency Statistics for Universities

The ratio of women employed at universities was higher than the workforce average of Yarra Valley Water Stud Organization. Full Stop Foundation Nonprofit Organization. Instead it requires multi-faceted, sustained effort and action from every level of the organisation, backed by data analysis across the employee lifecycle to highlight areas in which pay gaps can occur and ensure they are not continued.

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