89 Degrees East

About 2,000 large Australian companies must meet at least three gender equality targets under new legislation introduced yesterday by Assistant Minister for Women Kate Thwaites. This initiative aims to strengthen requirements for obtaining government contracts. Employers with over 500 employees must choose three targets from six options that promote gender equality, including: - Gender composition of boards and workforce - Reduction of the gender pay gap - Flexible working arrangements - Workplace consultation on gender equality - Efforts to prevent sexual harassment Companies will have three years to achieve these targets. Failure to do so will result in ineligibility for government contracts above a certain threshold, and their performance will be publicly disclosed by the Workplace Gender Equality Agency (WGEA). Employee engagement is a vital component of the six Gender Equality Indicators established by WGEA, and we are here to make it a top priority. The Equal Workplaces process is expertly designed to capture and harness your workforce’s views, perspectives, and experiences. We leverage these insights to craft a tailored gender equality strategy fully aligned with WGEA’s indicators. Reach out to Equal Workplaces today for a complimentary 30-minute discovery session. https://lnkd.in/g848tkj7 Together, we will elevate employee engagement and implement a powerful gender equality strategy that drives meaningful change.

We know that many employers lack the time, resources, or expertise to authentically engage their staff on gender equality. Yet employee engagement is a crucial component of WGEA reporting. Raising awareness is one of the most effective ways to promote gender equality in the workplace. Companies reporting to Workplace Gender Equality Agency are asked whether they have consulted employees on issues around gender equality in the workplace and many respond that they do not have the resources to do so. The Equal Workplaces process is anchored in employee engagement. Through our work, we have the opportunity to talk with staff in a range of industries, workplace sizes and levels of seniority. We are constantly surprised by how few people understand some of the basics, such as the important difference between equal pay and the gender pay gap. This is a crucial piece of knowledge because, unless your employees understand this difference, they don’t understand the ways your gender pay gap applies to them. The National Gender Equality Strategy—Working for Women—foreshadowed new requirements for employers with 500 or more employees. New legislation will require these employers to commit to targets and achieve them in order to access government procurement opportunities. As one of the six WGEA Gender Equality Indicators, employee engagement is a key area to focus on. The Equal Workplaces process is centred on this engagement, allowing us to listen to the views, perspectives, and experiences of your workforce. We use these insights to inform a bespoke gender equality strategy that is aligned with WGEA’s six Gender Equality Indicators. Contact Equal Workplaces today for a free 30-minute discovery session. Our work together will support your employee engagement and inform a meaningful gender equality strategy. https://lnkd.in/eWAjwGt8 #GenderPayGap #GenderEquity #GenderEquality

New research lead by our very own Dr Rebecca Huntley has found that women disproportionately feel that the cost of living has impacted their ability to pay for life insurance, compared to men. With many women holding the pen on their personal and family finances, it’s women who are largely trying to find the balance between planning for the future and just getting through today. Women are being forced to make tough decisions and cut out things that were previously deemed “essential” for our safety net– like life insurance. Check out the op-ed Rebecca has written

We're at our Kickstarter event today celebrating five brilliant women founders, we also launched the Future Female Entrepreneurship and Business Leadership Decadal Plan. With the next ten years as its timeline, the Decadal Plan exposes ten baseline facts, sets ten big ambitions and outlines ten recommendations to fundamentally change the operating environment for women entrepreneurs. Please see the report here: https://lnkd.in/gdyCY7-Z A huge thank you to Rachel Howard for your insights, leadership and hard work on this important piece of work. Enterprising ME #DecadalPlan Glenn Byres

Textio's latest data on workplace bias underscores a critical issue: high-performing employees, particularly women, receive less helpful feedback. This feedback is often influenced by race and gender, leading to women receiving more personality-based feedback and less actionable input compared to men, even when they are top performers. The study also revealed that women are subjected to negative stereotypes at work up to seven times more frequently than men. Equal Workplaces can help address this gender feedback gap within your company. Contact us at www.equalworkplaces.com.au Read the full research report here: https://lnkd.in/gBac6_hx Rachel Howard

Australians are comfortable with more medium density housing to help solve the affordability crisis with one big but . . . They don’t want it built near them. New research by 89 Degrees East reveals the closer new housing proposals are located to someone, the more likely they are to oppose it. For more information, contact our Director of Policy, Advocacy and Stakeholder Engagement Glenn Byres or Director of Research, Dr Rebecca Huntley

It doesn’t add up! Today is Equal Pay Day. On this day, it takes women an additional 50 days into the new financial year to earn the same as their male counterparts. Research from the Workplace Gender Equality Agency reveals the three main contributors to Australia’s gender pay gap: - Gender Discrimination (36%) - Care and Family Responsibilities and Workforce Participation (33%) - Gender Segregation by Job Type and Industry (24%) The national gender pay gap in Australia is 11.5%. For every dollar on average men earned, women earned 89 cents. That's $231.50 less than men each week. Employers, take action now. Get in touch with Equal Workplaces now to fix your company’s gender pay gap. https://lnkd.in/g848tkj7 Australian Bureau of Statistics #EqualPayDay #GenderPayGap

Governments and developers need to reimagine the ways they consult communities on future housing plans. Right now, they’re talking to existing homeowners. But Australians currently locked out of the housing market are being missed in the debate. The findings are revealed in new research released by 89 Degrees East that includes a wide range of insights on the attitudes of Australians to housing. Or read Glenn’s opinion piece in The Fifth Estate.

Housing costs are at the epicentre of Australia’s cost-of-living crunch. Over one-third of all Australians are facing housing stress but there’s a clear generational split. The findings are included in new research released by 89 Degrees East that includes a wide range of insights on the attitudes of Australians to housing. For more information, contact our Director of Policy, Advocacy and Stakeholder Engagement Glenn Byres or Director of Research, Dr Rebecca Huntley

New research commissioned by 89 Degrees East offers unprecedented insights into Australians' attitudes and motivations regarding the nation’s housing markets. From the desire to buy into the Australian dream of home ownership to the need to change the way we consult with local communities, the poll of 2000 people across the country is hot off the press. It tells us: - Australians still aspire to own a home - There are fears young people will be locked out of the market - Housing stress is high - NIMBY-ism is strong - We need to reach the people with skin in the game. Touch base to find out more.