WGEA CASE STUDY

Equipping recruitment leadership and teams with the relevant data and metrics helps them objectively determine pay offers. The statistical detail of the WGEA data is also significant. 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. But what is flexibility and how can you make it wor Insecure Work Almost 2 in 3 university workers are in insecure work.

DCC Jobs believe one of the key drivers is transparency to help women choose employers who are truly committed to supporting their careers. Equipping recruitment leadership and teams with the relevant data and metrics helps them objectively determine pay offers. This does mean 22, people, but 22, aggregated equivalencies that could each comprise any number of casual staff above one. 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. 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. Get the latest jobs and news straight to your inbox.

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

Most go on to improve internal policies and re-apply to advertise. Pages Liked by This Page. The proportion of university workers in insecure work was calculated by adding employment data for casual and contract staff together. WORK uses cookies to improve your experience.

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Using Workplace Gender Equality Agency Statistics for Universities

The evidence is clear. 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. 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.

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.

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wgea case study

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. Options range from part-time and remote working, to job sharing and transition to retirement. We pre-screen employers on paid-parent wgda, pay equity, flexible working arrangements and more. This makes it difficult wges isolate the exact number of academic staff in each mode of employment.

Read more about our cookie usage here. Data for covered 11, employers and 4 million employees across Australia. Workplace Gender Equality Agency shared a post. The ratio of women employed at universities was higher than the workforce average of The Department of Education and Training DET publishes the most comprehensive stjdy of statistics about university employeesbut it does not collect or publish data on the actual number of casual employees in the sector.

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 10, more casual staff than permanent staff 81, and 72, respectively. Flex for success WGEA. Sections of this page. Learn more about what’s wga.

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wgea case study

The Sydney Morning Herald. Within the non-managerial categories, Professionals made up three-fifths of the workforce 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.

Continue browsing to accept our use of cookies. This indicates that the FTE figure for casual staff is a significant underestimation of the actual number of casual employees in the sector.

CBA case study on gender pay equity with WGEA

DCC list the amount of paid parental leave, commitment to equal pay, flexible working arrangements, programs to develop leadership skills and more. The proportion of casual employees across all managerial occupational categories was 0. Our Watch Nonprofit Organization. View the case study.

We pre-screen employers on paid parental leave, pay equity, flexible working arrangements and much more. Have you booked your tickets yet? 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.

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