WGEA CASE STUDY

While many reporting agencies note that non-university providers NUHEPs have a higher proportion of casual staff, the size of the university workforce within the tertiary education sector demonstrates the significant influence of universities on statistics about the sector. As part of our project studying the development and implementation of the Scholarly Teaching Fellows STFs as a new category of academic employment, we made a special data request to the WGEA to access data for universities. View the case study. These ratios for permanent, fixed-term and casual staff correspond closely to the ratios that we calculated for each mode of employment in our analysis of the WGEA data above. There is much discussion across the industry about the best course of action to achieve this objective, however success is not reliant on any single initiative. Activate a CommBank card.

In brief The Commonwealth Bank has a range of existing programs to raise awareness and understanding about gender equity issues such as its 35 per cent target for women in senior leadership positions , manager awareness training and tools and applying a gender lens across people reviews, performance and pay outcomes. 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. DCC Jobs believe one of the key drivers is transparency to help women choose employers who are truly committed to supporting their careers. Over that same period, the number of fixed-term employees almost doubled from 25, in to 45, in Australian Human Rights Commission. Within the university workforce 17, employees were in managerial roles including CEOs. Full Stop Foundation Nonprofit Organization.

We hope these inspiring stories will generate ideas and drive change. Equality Rights Alliance Nonprofit Organization.

CBA case study on gender pay equity with WGEA

Australian Defence Force in the Middle East. The proportion of university workers in insecure work was calculated by adding employment data for casual and contract staff together.

  ALUXTEL CASE STUDY RICH PICTURE

The calculation of FTE for casuals differs to the calculation of FTE for fixed-term staff in that it is not based on the proportion of a full-time workload undertaken wgew the casual staff member, but on a set of formulas that differ according to the activity undertaken. The ratio of women employed at universities was higher than the workforce average of Get the latest jobs and news straight to your inbox.

wgea case study

Gender Reporting is Now Open. Within studh non-managerial categories, Professionals made up three-fifths of the workforce Only 2 weeks until the start of our national event roadshow for the release of our fifth year of gender reporting data! Create a great companyculturehire adults, and get flexible. Flex for success WGEA.

Our Watch Nonprofit Organization. Work is a jobs board with a difference! Workplace Gender Equality Agency shared a post. Have you booked your tickets yet? In brief The Commonwealth Bank has a range of existing programs to raise awareness and understanding about gender equity issues such as its 35 per cent target for women in senior leadership positionsmanager awareness training and tools and applying a gender lens across people reviews, performance sgea pay outcomes.

More and more organisations, managers and employees are realising that flexibility is the future of work. This indicates that the FTE figure for casual staff is a significant underestimation of the actual number of casual employees in the sector.

Continue browsing to accept our use of cookies.

Using Workplace Gender Equality Agency Statistics for Universities | Scholarly Teaching

Our analysis is based on this university-specific sub-set of the WGEA public data. 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.

Introduction to workplace flexibility. There were 87, casual employees across all occupational categories in According to Workplace Gender Equality Agencyflexibility, handled correctly, can lead to: There is wgda discussion across the fase about the best course of action to achieve this objective, however success is not reliant on any single initiative.

  COVER LETTER OBSERVERSHIP SAMPLE

wgea case study

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. The graph shows that while the estimated number headcount not FTE of casual staff was roughly the same as that for permanent staff in 51, and 51, respectivelybythere were around acse, more casual staff than permanent staff 81, and 72, respectively.

While many reporting agencies note that non-university providers NUHEPs have a higher proportion of casual staff, the size of the university workforce within the tertiary education sector demonstrates the significant influence of universities on statistics about the sector.

wgea case study

According to Workplace Gender Equality Agencyflexibility, handled correctly, can lead to:. WGEA Director Libby Lyons said employers are looking at ways to create lasting change and hopes their case studies can offer inspiration. Data for covered 11, employers and 4 million employees across Australia. View the case study. DCC list the amount of paid parental leave, commitment to equal pay, flexible working arrangements, programs to develop leadership skills and more. 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: Pages Liked by This Page.

Author: admin