Review of the Equal Opportunity for Women in the Workplace Act 1999 – Submission
Diversity Council of Australia
- Letter
- Overarching DCA Position
- Key Recommendations
- Recommendation 1: Retain and adapt the Act and establish an independent statutory authority
- Recommendation 2: Establish an ‘Office of Women’s Employment’ to administer the Act and a pay equity function
- Recommendation 3: Locate OWE within the Department of Prime Minister and Cabinet
- Recommendation 4: Establish industry specific gender targets for women on boards, in executive, senior and middle management
- Recommendation 5: Introduce biennial reporting with condensed progress reports in alternate reporting years
- Recommendation 6: Ensure reporting is responsive to organisational size and business units
- Recommendation 7: Design the EOCFW Award application as substitute for compliance reports
- Recommendation 8: Implement live reporting
- Recommendation 9: Consider option of fines as additional non-compliance penalty, along with added profiling of non-compliant employers
- Recommendation 10: Waive organisations for maximum of two years, with interim ‘Update’ report
- Recommendation 11: Regroup “employment matters” in current Act to minimise duplication
- Recommendation 12: Resource in-person OWE support for program design and implementation
- Recommendation 13: Resource further educational tools
- Recommendation 14: Ensure OWE reviews EOCFW Award pay equity criterion
- Recommendation 15: Ensure OWE takes a higher profile role in promoting gender equity
- Recommendation 16: Ensure OWE better promotes gender-based intersectionality
- Recommendation 17: Government takes steps to promote flexibility, including in managerial roles
- Recommendation 18: Take action to address paid parental leave
- Review Methodology
- Summary of DCA Member Consultations
- About Diversity Council Australia
- Appendix A: DCA Submission to Pay Equity Inquiry Recommendations
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