This Year Brings Hope for Gender Equity: New Regulations Propel Action

This Year Brings Hope for Gender Equity: New Regulations Propel Action

by | Feb 14, 2024 | Uncategorized

This year, there is renewed hope for advancing gender equity in Australia, driven by significant legislative changes that are compelling employers to confront longstanding issues of inequality and discrimination. The introduction of mandatory reporting of gender pay gap figures, coupled with the heightened risk of breaching the new Psychosocial Hazards Act, is compelling employers to prioritize transparency and address the systemic barriers that hinder women’s progress in the workplace.

The implementation of mandatory reporting requirements for gender pay gap figures represents a pivotal step towards greater transparency and accountability in addressing wage disparities between men and women. By shining a spotlight on pay discrepancies, these regulations are forcing employers to confront inequities head-on and take concrete steps to rectify them. This heightened scrutiny not only raises awareness of the persistent gender pay gap but also incentivizes employers to proactively address underlying issues contributing to wage disparities.

“We can attribute a roughly 40% decrease in the gender pay gap following pay transparency.” Says Tomasz Obloj, associate professor of strategy and business policy at HEC Paris business school and co-author of the study, of nearly 100,000 academics across the US on the public displaying employee salaries.

Furthermore, the introduction of the Psychosocial Hazards Act underscores the growing recognition of the detrimental impact of workplace discrimination, harassment, and other psychosocial hazards on employees’ well-being. Employers now face increased pressure to create safe and supportive work environments that prioritize the mental health and dignity of all employees, regardless of gender. Failure to address psychosocial hazards not only risks legal repercussions but also damages organizational reputation and employee morale.

These legislative developments are catalysing a paradigm shift in how employers approach gender equity and workplace culture. Organizations are increasingly recognizing the business imperative of fostering diverse, inclusive, and respectful workplaces that empower all employees to thrive. By promoting transparency, accountability, and proactive measures to address gender disparities and psychosocial hazards, employers can cultivate a culture of trust, fairness, and equality that benefits employees and the organization as a whole.

Moreover, these regulatory changes are driving broader societal conversations about gender equity and challenging entrenched norms and attitudes. Employers, policymakers, and civil society are increasingly collaborating to dismantle systemic barriers to women’s advancement and create opportunities for meaningful change. This collective momentum is fuelling optimism that tangible progress towards gender equity is not only possible but imminent.

In conclusion, the convergence of mandatory reporting of gender pay gap figures and the introduction of the Psychosocial Hazards Act represents a watershed moment for gender equity in Australia. Employers are now compelled to confront issues of inequality and discrimination with unprecedented transparency and urgency. While challenges remain, this year holds promise for meaningful strides towards a more equitable and inclusive future where all individuals, regardless of gender, can thrive in the workplace and beyond.

Shaping A Future That Knows No Bias And Celebrates Gender Parity

Shaping A Future That Knows No Bias And Celebrates Gender Parity

by | Dec 22, 2023 | Finance, Uncategorized

Protiviti, global consulting firm, envisions a future where gender parity is not merely a goal but a resounding commitment, guided by the unwavering belief that a balanced and equitable future is within our reach as we navigate the path to inclusivity.

In pursuing gender parity, Protiviti’s commitment is brought to life through concrete actions and cultural shifts led by Garran Duncan, managing director and former country market lead at Protiviti Australia. Over the past five years, the leadership team at Protiviti has been instrumental in championing initiatives that actively support and empower women. Some of the changes are:

  1. Cultivating a culture of gender equity: This involves more than just policy changes; it’s about having open discussions at forums like town halls and setting transparent targets. Leaders prioritise inclusivity by engaging with everyone, not just a select group. Recently, both Protiviti and Garran were honoured as finalists by Business in Heels, Recalibrate Gender Equity Awards, acknowledging our commitment to workplace equity.

Tag: Managing director and former country market lead, Garran Duncan along with other finalists at the Business in Heels, Recalibrate Gender Equity Awards. 

2. Empowering women in leadership: Striving for balanced gender representation, we’re working towards achieving a 50/50 ratio in managing director and director leadership roles at Protiviti. We’ve made significant strides, –and Garran recently appointed outstanding managing director Lauren Brown to take on his role as country market lead. We’ve also proudly announced the promotion of four deserving directors to take effect from 2024, Anastasia Terescenco, Archana Yallajosula, Tanya Barter and Victoria McGlade.

  1. Extending values beyond work: Garran’s always supported our commitment beyond work by creating the first girls’ cricket team at Camberwell Magpies Cricket Club. It’s about including everyone, not just at the office. Protiviti proudly sponsors this initiative, aiming for a 50% balance of female players in the club. We believe in making a difference, both on and off the field.

Chantelle, Protiviti’s HR manager, highlights that the success of policy changes is rooted in senior leaders’ passion. Our commitment to a positive work culture, fostering gender equity, inclusivity, and equal opportunity, is evident. Driving us through our Diversity, Equity and Inclusion journey is Ghislaine Entwisle alongside our women’s network lead Gabriella Soares, whose consistent engagement is crucial.

“I often ensure that I’m regularly championing values that I live by, both within and outside the workplace, often drawing upon analogies from the world of cricket (my favourite sport!) to demonstrate how a diverse and collaborative team leads to triumph. Notably, I’ve applied this philosophy beyond the office by championing a new girls’ cricket team, while working to establish a women’s senior premier program – cricket. I recognise that empowering women is not confined to the workplace or boardrooms; it extends into the fabric of society itself.”, shares Garran.

Protiviti team
Protiviti

Tag: Managing director and former country market lead, Garran Duncan, along with Chantelle Salas (left), HR manager at Protiviti Australia, and technology lead and managing director, Ghislaine Entwisle (right) 

One common challenge on your journey could be avoiding long-term goals as you chase short-term goals for your organisation. But, in those times, it’s good to remember that true empowerment is not a fleeting endeavor but an enduring commitment that requires resilience.

Garran further shares that one of his proudest accomplishments has been the opportunity to promote women to key leadership positions within Protiviti. Current market lead Lauren Brown shares, “Empowering women in leadership isn’t just about equality; it’s about unlocking diverse perspectives and driving innovation. I’m proud to be a part of such an organisation where we’re working towards gender balance in senior roles, as this ensures a richer, more inclusive future for us all.”

To conclude, we’d just say that as we continue fostering inclusivity, advocating for equity, and inspiring change, our commitment extends beyond corporate walls, leaving an indelible mark on Protiviti and echoing a call for societal progress.

Find out more about Protiviti’s DEI initiatives here.

Balancing Parental Needs with Leave

Balancing Parental Needs with Leave

by | Nov 29, 2023 | Manufacturing

Jody Kershaw | Senior Learning and Development Advisor 

I am passionate about making sure everyone has access to the same opportunities in life and this is why gender equity is so important to me. In Australia, we have a significant gender pay gap with women earning on average 21% less than men; additionally, women are responsible for most of the unpaid care and domestic work. 

Having both a son and a daughter, I want to make sure that their futures are different, that they can choose to work in any job and in any industry they want, and they can participate fully at work and at home without any bias or discrimination. 

One of the initiatives and changes I am very proud of is Clough’s equitable parental leave. In 2021, recognising that males in the business were less likely to access parental leave and more likely to be refused or experience bias when applying, we implemented changes to address this. These changes included extending eligibility to our trades and labour workforce, removing eligibility periods to claim parental leave, paying superannuation on the unpaid portion of parental leave and covering stillbirth and surrogacy. These changes resulted in a significant increase in the number of people in the workforce who could access parental leave.

 After speaking with new parents, discussing barriers and biases they had experienced when utilising parental leave, further changes to Clough’s parental leave entitlements were made. These changes included increasing the period in which parental leave can be claimed, from 12 months to 24 months following the birth, adoption or surrogacy, and allowing flexibility in how parental leave can be used, including in a part-time capacity. These changes ensure our people have the support and flexibility they need to manage their work and family life, as well as encourage shared caring responsibilities amongst all parents. 

We have worked to challenge gender-based stereotypes around parental leave by sharing case studies of males taking flexible parental leave. This has had a positive impact on the culture of business, normalising parental leave for all genders and resulting in up to 50% of primary parental leave being utilised by males. 

By implementing changes like these, we support women to remain employed as they start a family, ultimately minimising future gender pay gaps, career advancement impacts and the superannuation gaps experienced by many women at retirement. 

We also encourage more males to take primary parental leave, creating a more equal division of unpaid care and paid work which ultimately improves family work-life balance and contributes to gender equity.