Employers want change to achieve effective employment outcomes for women
The recently released Consultation Report from the review of the Equal Opportunity for Women in the Workplace Act and Agency gives interesting insight into what employers think about the current EEO framework and what needs to change.The report by KPMG reveals feedback from public submissions (including DCA's), a survey of reporting organisations, a survey of employees, individual interviews and facilitated roundtables.
Nareen Young, DCA's CEO said the report highlights some important areas that need to be considered to improve employment outcomes for women:
"Whilst the report does not seek to make specific recommendations for action by Government, it does provide a comprehensive overview of the barriers to equality (both social and organisational) and provides extensive feedback from employers about what needs to change. For the first time, it also links together key factors that need to be considered in policy making processes. This contrasts to earlier reviews of the Act and is, in DCA’s view, extremely positive.
"The report also shows that concerns about the lack of progress for women are widespread, mainstream and no longer represent ‘fringe’ or ‘feminist’ views. We urge the Government to take the opportunity the review presents to effect real change to achieve improved employment outcomes for women," says Nareen.
Effective practices, reporting and awardsThe report identified the following as effective internal measures for organisations:
- The existence of EEO policies
- Strong leadership and commitment by Boards, CEOs and senior management
- Quality flexible work arrangements
- Providing training and development opportunities
- Equality and transparency around pay rates
- Linking EEO to overall business strategy
- Identifying the dimensions of inequality
- Developing robust accountability mechanisms
- Demonstrating the business case for change
- Developing employee consultative processes
- Employee engagement strategies.
The following external factors were also seen by many as effective drivers for change:
- Some support for goals and targets, and random compliance audits
- The need to address skill shortages
- Competition for public recognition as an EEO employer
- The need to improve compliance and accountability mechanisms
- Developing financial incentives in the form of subsidies, direct assistance or taxation rebates
- The government and public sector providing leadership
- Some support for the regulatory framework to enforce change.
Workplace programs were generally supported but reporting needs to:
- be simpler, set measurable targets and actions
- be less frequent or more linked to business reporting timelines
- focus less on process and more on outcomes
- be less time consuming and therefore less costly
- involve female employees more in the development of programs and reports
- involve more streamlined lodgement processes.
There were mixed views about the existing awards schemes (i.e. the Employer of Choice for Women (EOCFW) citation and Business Achievement Awards). Many questioned their effectiveness, rigour and credibility although others supported them as a powerful incentive for change. Interestingly, some suggested the EOCFW citation could be replaced with 'league tables' of the best and poorest performers in delivering EEO outcomes for women.
The Act and AgencyIn terms of the Act itself, many supported its re-focusing and
strengthening to better enable it to achieve equality rather than just
equal opportunity. However, the high level of non-compliance,
exemptions of the public sector and smaller businesses, and lack of
enforcement activity were of concern to many.
Most believe the Agency is fulfilling its role within the constraints of the Act and should remain an independent statutory authority. Its support and advice to organisations and education and awareness raising were valued. But there was no consistent view about the most effective institutional arrangements for the Agency, whether it should be in a different portfolio of government or whether there is duplication between it and other agencies.
DCA understands that the report, in conjunction with other evidence and data, will inform the review but that final recommendations on the report from the Government are some time away. For a full copy of the consultation report by KPMG, click here.