The statistical detail of the WGEA data is also significant. Workplace Gender Equality Agency shared a post. DCC list the amount of paid parental leave, commitment to equal pay, flexible working arrangements, programs to develop leadership skills and more. There were , university employees in The Department of Education and Training DET publishes the most comprehensive collection of statistics about university employees , but it does not collect or publish data on the actual number of casual employees in the sector. Well it can include:
The dataset on which our analysis is based is for the financial year — and comprises 42 universities that reported to the WGEA for that year. Within the university workforce 17, employees were in managerial roles including CEOs. DCC list the amount of paid parental leave, commitment to equal pay, flexible working arrangements, programs to develop leadership skills and more. Figures for casual staff count each individual employee headcount as opposed to the equivalencies used by other government agencies. Find your dream job here.
We hope these inspiring stories will generate ideas and drive change. The calculation of FTE for casuals differs to the calculation of FTE wge 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.
Equality Rights Alliance Nonprofit Organization. This does mean 22, people, but 22, aggregated equivalencies that could each comprise any number of casual staff above one. Introduction to workplace flexibility.
Using Workplace Gender Equality Agency Statistics for Universities | Scholarly Teaching
But what is flexibility and how can you make it wor View the case study. There wereuniversity employees dgea This indicates that the FTE figure for casual staff is a significant underestimation of the actual number of casual employees in the sector.
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Over that same period, the number of fixed-term employees almost doubled from 25, in to 45, in 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. Our Watch Nonprofit Organization.
Smart Strategies to Improve Gender Equality in the Workplace- WGEA Case Studies
According to Workplace Gender Equality Agencyflexibility, handled correctly, can lead to:. The Commonwealth Bank is committed to eliminating the gender pay gap as part of its holistic approach to diversity and inclusion.
Well it can include: 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: Within the university workforce,employees, were in non-managerial occupational categories.
Australian Defence Force in the Middle East. The statistical detail of the WGEA data is also significant. Of the total 87, casual employees, the vast majority — 87, — were in non-managerial occupational categories.
The proportion of casual employees across all managerial occupational categories was 0. Don’t forget to log off when you’re done. Only 2 weeks until the start of our national sfudy roadshow for the release of our fifth year of gender reporting data!
CBA case study on gender pay equity with WGEA
Data for covered 11, employers and 4 million employees across Australia. The Department of Education and Training DET publishes the most comprehensive collection of statistics about university employeesbut it does not collect or publish data on the actual number of casual employees in the sector.