Our CEO celebrated by working from home and taking time out to walk the puppy at lunchtime. View the case study. Within the university workforce 17, employees were in managerial roles including CEOs. Of the total 87, casual employees, the vast majority — 87, — 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.

Read more about our cookie usage here. Work is a jobs board with a difference! Don’t forget to log off when you’re done. Create a great companyculture , hire adults, and get flexible. Sections of this page. Our analysis is based on this university-specific sub-set of the WGEA public data.

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.

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

An analytics-driven approach is important to identify gaps, however organisations must also work to understand and address the underlying causes of these disparities to be truly effective. Learn more about what’s changed.

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. We use cookies to provide you with the best possible online experience.


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wgea case study

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Using Workplace Gender Equality Agency Statistics for Universities | Scholarly Teaching

Over the last two years, DCC Jobs have seen a tremendous change in workplace policies and approach to gender equality. Workplace Gender Equality Agency shared a post. Australian Defence Force in the Middle East. Create a great companyculturehire adults, and get flexible. The estimates for casual employee numbers were visualized in a graph alongside the published data for permanent and fixed-term casse to show university workforce movement by employment contract.

Using Workplace Gender Equality Agency Statistics for Universities

See actions taken by the people who manage and post content. 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 by the casual staff member, but on a set of formulas that differ according to the activity undertaken. The proportion of casual employees across all managerial occupational categories was 0.


wgea case study

Casd Human Rights Wge. Data for covered 11, employers and 4 million employees across Australia. Read more about our cookie usage here. Pages Liked by This Page. Facebook is showing information to help you better understand the purpose of a Page. Insecure Work Almost 2 in 3 university workers are in insecure work.

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: Casualisation Employees in casual employment were the largest group among the three reported categories permanent, fixed-term and casual.

But what is flexibility and how can you make it wor Well it can include: She knows when she was an employee, she Page Transparency See More. Options range from part-time and wwgea working, to job sharing and transition to retirement.

These ratios for permanent, fixed-term and casual staff correspond closely to the ratios that we calculated for each mode casd employment in our analysis of the WGEA data above.