WGEA CASE STUDY
Get the latest jobs and news straight to your inbox. The Department of Education and Training DET publishes the most comprehensive collection of statistics about university employees , but it does not collect or publish data on the actual number of casual employees in the sector. Within the non-managerial categories, Professionals made up three-fifths of the workforce More and more organisations, managers and employees are realising that flexibility is the future of work. See actions taken by the people who manage and post content.
The evidence is clear. Our CEO celebrated by working from home and taking time out to walk the puppy at lunchtime. The Sydney Morning Herald. These ratios for permanent, fixed-term and casual staff correspond closely to the ratios that we calculated for each mode of employment in our analysis of the WGEA data above. But what is flexibility and how can you make it wor
WGEA Director Libby Lyons said employers are looking at ways to create lasting change and hopes their case studies can offer inspiration.
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Smart Strategies to Improve Gender Equality in the Workplace- WGEA Case Studies – WORK
The estimates for wwgea employee numbers were visualized in a graph alongside the published data for permanent and fixed-term staff to show university workforce movement by employment contract.
Get the latest jobs and news straight to your inbox. Options range from part-time and remote working, to job sharing and transition to retirement. But what is flexibility stud how can you make it wor Our analysis is based on this university-specific sub-set of the WGEA public data.
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 positionsmanager awareness training and tools and applying a gender lens across people reviews, cae and pay outcomes.
The evidence is clear. Figures for casual staff count each individual employee headcount as opposed to the equivalencies used by other government agencies.
CBA case study on gender pay equity with WGEA
Equipping recruitment leadership and teams with the relevant data and metrics helps them objectively determine pay offers. Sstudy wereuniversity employees in There were 87, casual employees across all occupational categories in This makes it difficult to isolate the exact number of academic staff in each mode of employment.
She knows when she was an employee, she Only 2 weeks until the start of our national event roadshow for the release of our fifth year of gender reporting data!
The Sstudy of Education and Training DET publishes the most comprehensive collection of statistics about university employeesbut it does not collect or publish data on the actual number of casual employees in the sector. The statistical detail of the WGEA data is also significant. The ratio of women employed at universities was higher than the workforce average of Is your organisation ready to flex for success?
Using Workplace Gender Equality Agency Statistics for Universities
Within the university workforce,employees, were in non-managerial occupational categories. Well it can include: The complexity of aggregating and calculating FTE data for casual staff means that not only is it extremely difficult to accurately estimate the actual number of people doing the work, but the actual hours of work that casuals do is neatly hidden within a set of formulas.
Facebook is showing information to help you better understand the purpose of a Page. DCC list the amount of paid parental leave, commitment to equal pay, flexible working arrangements, programs to develop leadership skills and more.
Using Workplace Gender Equality Agency Statistics for Universities | Scholarly Teaching
More and more organisations, managers and employees are realising that flexibility is the future of work. There is much discussion across the industry atudy the best course of action to achieve this objective, however success is not reliant on any single initiative. 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.
Within the non-managerial categories, Professionals made up three-fifths of the workforce