genU’s Post

The Workplace Gender Equality Agency has released new data into the prevention of sexual harassment within Australian workplaces. According to the data, although 99% of employers have a sexual harassment and discrimination policy, more than 1 in 4 employers (28%) are not monitoring the prevalence of instances. WHS laws require PCBUs to take a proactive, consultative and preventive approach to sexual and gender-based harassment whether it comes from other workers, clients, customers or the public. Our model Code of Practice: Sexual and gender-based harassment provides practical guidance to PCBUs on how to eliminate or minimise sexual and gender-based harassment at work so far as is reasonably practicable to fulfill their WHS duties. Visit our website for more information - https://lnkd.in/dbJriiXx

At Working Women's Centre Australia we receive the findings from WGEA’s Gender Equality Scorecard 2024 on workplace sexual harassment as both insightful and a call to action. The report clearly illustrates that while there are steps in the right direction—such as 99% of employers having policies on sexual harassment prevention—significant work is yet to be done by businesses to comply with their obligation to proactively and meaningfully prevent sexual harassment and sex discrimination, introduced to federal sex discrimination laws in December 2022. It’s encouraging to see nearly universal policy adoption and a substantial focus on training, with 88% of employers providing preventive training. However, the data shows that this training isn’t always inclusive of all organisational levels. This inconsistency suggests that many organisations may still lack a fully embedded, top-to-bottom commitment to creating respectful workplace cultures. When CEOs review these policies, but only 55% of Boards are involved, it reflects an opportunity to strengthen leadership accountability at every level. We advocate for robust, ongoing training and policy enforcement, but we know that genuine culture change goes beyond policies. We need environments where workers feel genuinely safe and empowered to report misconduct without fear of retaliation. The underutilisation of anonymous reporting processes—only 68% of employers have them in place—highlights a barrier that must be addressed to improve reporting rates and, ultimately, accountability. Further, the report shows a strong focus on risk identification, with 87% of employers integrating specific measures into workplace safety risk planning. However, just over half regularly assess the effectiveness of these measures, revealing a need for more diligent monitoring and improvement of response systems. The WGEA findings resonate deeply with our mission. Creating workplaces that respect, protect, and value all employees requires a steadfast commitment to transparency, respect, and accountability.     For the workforce to thrive, especially for women and marginalised groups, employers must act decisively to prevent all forms of harassment and discrimination, ensuring safe, respectful workplaces for everyone.  For more insights, explore WGEA’s full report - Australia’s Gender Equality Scorecard 2024.

Achieving gender equality in the workplace is a pressing issue for modern organizations. This report examines the current state of gender balance. How gender equal is your workplace? 🎥: World Economic Forum #Sdg5 #GenderEquality #WomenInTheWorkPlace #WomenLeaders

New results from the Workplace Gender Equality Agency have confirmed that improvements are being made in gender equality, but there is still more to be done in Australian workplaces. “Employers are being held to account on their gender equality performance by employees, prospective employees, investors and the community. Business leaders are being challenged to articulate the drivers of their gap and how they will address it." Mary Wooldridge

Croatia introduces legislative changes to promote gender equality on corporate boards. With the amendments to the Companies Act, which entered into force on 5 December 2024, Croatia has implemented EU Directive (EU) 2022/2381 on gender balance on corporate boards of listed companies. The so called “Women on Boards” Directive aims to ensure that at least 40% of non-executive board seats or 33% of all board seats for listed companies are occupied by the “underrepresented sex” by the end of June 2026.

With the spotlight on gender pay equality, companies now need deep insights to understand if there are gender pay gaps in their business. GRG’s methodology for gender pay analysis provides deeper insights to identify areas of improvement. Find out more here: https://lnkd.in/gWqtNQ3v #thegenderpaygap

Rekord and the commitment to gender equality: UNI/pdr 125:2022 Certification Rekord has achieved UNI/pdr 125:2022 certification, marking an important step in our commitment to gender equality. This certification reflects our cultural path towards a fairer gender balance in the working environment, in line with the fundamental principles of equality. Through UNI/pdr 125:2022, we have implemented policies that promote women’s employment. These actions are complemented by measures promoting equal pay, equal career and training opportunities, and the implementation of paternity leave, in line with European best practice. The enhancement of women and their talents is a crucial goal for Rekord, in line with the UN 2030 agenda for gender equality and the elimination of discrimination. #Rekord #MGMspa #amovingcompany #Certification #workingconditions #humanrights #genderequality

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New Gender Equality Reporting Obligations. Company secretaries and governance professionals must ensure their boards are informed and engaged with new obligations for employers to improve transparency and accelerate gender equality. With Workplace Gender Equality Agency publishing gender pay gaps, public scrutiny will increase. Boards must leverage these reports to drive accountability and strategic improvements. Find out more here: https://bit.ly/41qfyn9 #GenderEquality #Governance #Leadership #WGEA #BoardLeadership #Inclusion

It's National Science Week this week and there are reasons to celebrate! According to the Workplace Gender Equality Agency report for 2024, gender equality strategies introduced by employers in STEM industries increased by 8% from 2018 to 2023, and 94% of employers in STEM industries in 2023 had a recruitment gender equality policy, compared to 85% in 2018. The biggest increase was in formal policies or strategies to support employees experiencing family and domestic violence, with 86% of employers in STEM industries having policies in 2023 compared to 44% in 2018, an increase of 42%. https://lnkd.in/gemZ6J7p #NationalScienceWeek2024 #GenderEqualityInSTEM #scienceweek2024