Businesses that employee over 100 staff are reminded that they have increased obligations under the Workplace Gender Equality Act 2012 (the Act) to report on the gender composition of their workforce. ACAPMA is developing resources to help members with this obligation.

Why?

The changes to the Act have shifted focus from equal opportunity to gender equality with the aim of distributing the opportunities offered to men and women in the workplace as well as being able to balance paid work and caring and family responsibilities. The new reporting requirement will identify where gender equality barriers exist and enable the Agency to focus its efforts on assisting employers to eliminate these barriers.

Who has to report?

All businesses that employ over 100 staff must report under the Act. When looking at the staff count the business includes subsidiary businesses and staff includes casuals. So a business with a wholesale and a retail arm is required to count all retail, warehouse, driving and administrative staff.

What has to be reported?

Reporting businesses will need to provide information based on Gender Equality Indicators (GEI). This reporting structure has been designed to reduce the burden on reporting businesses when complying with the Act.

The GEIs are:

1. Gender composition of the workforce

  • data for workforce by gender, occupation, classification (management, professional, apprentice etc), employment status (full time, part time, casual etc)
  • data on the existence of strategies or policies to support gender equality in place

2. Gender composition of governing bodies of relevant employers

  • data on the existence of a governing body (board of directors/committee of management/council/trustees or other governing body of the employer)
  • data for the gender profile of the governing body
  • data on the targets (if any) that have been set for the gender composition of the governing body
  • data on the existence of strategies or policies to support gender equality in place pertaining to the governing body

3. Equal remuneration between women and men

  • data on the wages by gender for different classifications at base salary and total remuneration levels
  • data on the existence of a remuneration policy or strategy
  • data on the existence of gender pay objectives within any existing remuneration policy or strategy
  • data on the existence of gender remuneration gap analysis
  • data on the actions taken based on any gender remuneration gap analysis

4. Availability and utility of employment terms, conditions and practices relating to flexible working arrangements for employees and to working arrangements supporting employees with family or caring responsibilities

  • data on the existence of employer funded paid parental leave for primary and secondary care givers and the levels offered
  • data on the proportion of the workforce who has access to employer funded parental leave
  • data for the workforce by gender and classification on the availability of employment terms conditions and practices, including; flexible hours of work, compressed working weeks, time in lieu, telecommuting, part time work, job sharing, carers leave, purchased leave, unpaid leave and other flexible arrangements
  • data on the existence of a flexible working arrangements policy or strategy
  • data on the existence of a carers policy or strategy
  • data on the existence of non leave based carers support measures
  • data on the existence of a domestic violence policy or strategy
  • data on the existence of domestic violence support mechanisms

5. Consultation with employees on issues concerning gender equality in the workplace

  • data on the existence of consultation with employees on workplace gender equality matters
  • data on the mode of operation of any consultation with employees on workplace gender equality matters
  • data on the categories of employees consulted with on workplace gender equality matters

6. Sex-based harassment and discrimination

  • data on the existence of a sex-based harassment and discrimination prevention strategy or policy
  • data on the presence of a grievance process within any sex-based harassment and discrimination prevention strategy or policy
  • data on workplace training, if any, for managers on sex-based harassment and discrimination, including the frequency of such training

Reporting timelines

As part of the changes to the reporting guidelines, the timelines also must be noted by reporting businesses.  Reporting businesses must supply information on their profile, in the form of addressing the GEI listed above, for the year 1/4/2012 through to 31/3/2013. Reports have to be submitted by 31/5/2013.

ACAPMA Gender Reporting Guide

ACAPMA is developing an interactive tool to assist members with completing their required Gender Equality Reports.  This tool will outline each of the GEI, provide functionality for members to enter their data, link to further information and suggested policies, and produce an executive summary and pdf version for submission to the Workplace Gender Equality Agency.

Members should establish if they are required to report, specifically, if they employ over 100 staff in all subsidiaries.  Once a member has established that they are required to report under the Act they can click here, or email Gender Equality Reporting to communications@acapma.com.au .  The ACAPMA Gender Equality Reporting Tool will be available 1/5/2013.

More information

For more information on the Act visit www.wgea.gov.au

Here to help

ACAPMA members are reminded that the ACAPMAlliance Workplace Relations Professionals are available to assist with all elements of workplace relations in your business. For more information just call 1300 160 270.

HR Highlights are things to consider, implement and watch out for in your business. They are provided as general advice and you should seek further advice on your situation by calling 1300 160 270 and speaking to one of the ACAPMA Workplace Relations Professionals its free for members. ACAPMA membership is affordable at only $550 per year for a single site and valuable with sites gaining HR advice support and representation as well as a raft of other benefits and discounts. Click here to apply for  ACAPMA membership.

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