Gender Equality in the Workplace Policy

Who can use this policy 
 
This policy can be used by all employers.

Commentary

The Workplace Gender Equality Act 2012 (Cth) (‘WGE Act’) is a federal legislative instrument aimes at:

• promoting and improving gender equality (including equal remuneration between women and men) in employment and in the workplace;
• supporting employers to remove barriers to the full and equal participation of women in the workforce, in recognition of the disadvantaged position of women in relation to employment matters;
• promoting, amongst employers, the elimination of discrimination on the basis of gender in relation to employment matters (including in relation to family and caring responsibilities);
• fostering workplace consultation between employers and employees on issues concerning gender equality in employment and in the workplace; and
• improving the productivity and competitiveness of Australian business through the advancement of gender equality in employment and in the workplace.

These principles are embodied in the Gender Equality in the Workplace Policy (Policy). The Policy also notifies employees, agents and contractors (including temporarycontractors) that the employer may report on gender equality indicators to the appropriate government agency.
 
Under the WGE Act, certain employers are required to report annually to the Workplace Gender Equality Agency on gender equality indicators such as:

1. gender composition of the workforce;
2. equal remuneration between men and women; and 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.

If you are unsure whether your organisation has reporting requirements you should seek legal advice.

Further information
 
For further information on employer reporting requirements under the WGE Act, contact the
Workplace Gender Equality Agency or visit their website by clicking here.
 
Important note to subscribers 
 
The commentaries and documents inWorkplace are updated as necessary, to keep them relevant. You should familiarise yourself with the relevant commentary each time you create a document. 
 
Whilst this document has been drafted to suit a wide variety of businesses, you may need to make other changes to the document so that it suits the specific needs of your business.

If you make additional changes, we cannot guarantee that the changes and modifications you make to the document will be legally compliant or enforceable. 
This commentary and any additional information provided to assist you in creating this document does not constitute legal advice. 

If you are unsure about any aspect of this document (including the changes or amendments you make to it), you should seek legal advice. In this regard, you may wish to consider contacting Australian Business Lawyers & Advisors for advice about your specific business needs.
 
After creating this document, you should read through it carefully to make sure it meets your business needs and is consistent with other industrial instruments, policies and procedures which operate in your workplace. This commentary is not designed to be provided to employees or other workplace participants.