What The New Workplace Gender Equality Act Means To You

workplace gender equality act passedJust recently, new measures were enacted into the Parliament, mainly to address the issue with gender inequalities in Australian workplaces. The Australian Government introduced newly modified legislation to Parliament.


This legislation depicted the intention of improving and subsequently continuing the Equal Opportunity for Women in the Workplace Act, in addition to the Equal Opportunity for Women in the Workplace Agency. The move was successful, as the amendment bill for the aforementioned Acts passed on November 22nd of this year.


The amended Act is now referred to as the Workplace Gender Equality Act. To correspond with the aforementioned, the Equal Opportunity for Women in the Workplace Agency is now the Workplace Gender Equality Agency.


The main objectives of both Acts will help combat gender inequalities and improve gender related workplace diversity. This comes in the form of promoting and improving workplace and employment related gender equality, in addition to supporting employers to remove barriers preventing women from fully participating in the workplace. In other words, the newly amended Workplace Gender Equality Act is designed to bring light to the issues Australian women face at work.


As a woman in today’s workforce, the WGEA will expose and help correct the barriers preventing you from seeking work. Workplace inequalities have always been present within in the Australian workforce. Several studies, with substantial evidence, have proved these inequalities over the years.


In fact, women have been under-represented in higher earning positions and industries. It has created a 17.5 percent gap as a pay discrepancy between the salaries of men and women. Many attribute the discrepancy to ingrained cultural stereotyping and expectations, however the issue is so important that trivial matters like the aforementioned shouldn’t be used as a scapegoat.


A significant change with the new Act helps women better combat workplace discrimination in Australia. Employers have always been required to report data relating to the gender composition of their workforces.


The WGEA now requires employers to submit more details information to the Agency. Most of the information is available to view online, allowing analysis and evaluation of their results by the public and other sources. Employers will have to disclose information to both employees and shareholders regarding their gender composition data.


This newly implemented system will allow employers to keep track of the gender discrepancies found in their workforce. Through the implementation of this act, the security of the Australian workforce is expected to continue prospering through the advancement of gender quality in the workplace.

Details – click here.

Springboard Women's Development Program 2013

Springboard Public Programs 2016


The insanely popular Springboard Women’s Development Program is all set up and ready to go for 2015. Grab the brochure here or head over to www.springboard.org.au to find out more information about it.  Check out the HUGE deal when you book and pay early.


Springboard matches the agenda to increase women’s equity and participation in the workforce.

Springboard Women's Development Program 2013

Web 3.0 Job Ads

As a recruiter in a former life, I bemoaned the standardisation of job ads and recruitment pages on web sites.  It was hard to stand out from the pack and attract great candidates when everyone advertised in much the same way. When I tried a different way od advertising jobs, I wasn’t able to convince the hierarchy that it would make a difference to the pool of talent we would attract.

I’m glad to see that some areas such as government job ads have stepped outside the box and focussed on things like lifestyle and challenge to attract candidates.

These days, there is more originality but most follow the same model we’ve been following since the 50’s.

While researching today I fell upon a “work with us” page that was definitely different.


At Crowd Favourite, they are leading edge developers. Geek stuff. So the stormtrooper image most likely appeals to many in that market.

What I especially like is that they are more into ethos and capability than job titles and benefits.

It’s worth a look for picking a few ideas that can transport (beam me up, Scottie – oops, wrong galaxy) to other industries and market sectors.

All it takes is a typical marketing mindset

  • what does your potential recruit want?
  • what can you provide that they might want
  • how can you connect the two on an emotional level?

I’m hoping Crowd Favorite are highly successful in attracting the right people for their growing business. I love their work with WordPress. Pity I’m not a geek!

Experience Plus Older Workers

Experience Plus: Older Workers

Not long ago a relative was faced with a tough decision: continue to commute 2 hours a day each way to work for minimum wages or move to Sydney, pay a huge rent and be closer to her job but farther away from family and friends. Local work was hard to come by and when it did it was rarely permanent. My sister was in the ‘over 55’ category. She applied for literally hundreds of jobs over the course of a few months, adjusting her resume to focus on key skills required for the role. At times she was fortunate enough to get an interview which meant she had to take time off from her Sydney job to attend. When she arrived, she would invariably be told she was ‘too experienced’ for the job. My sister is a bright woman. She’s one of the generation who decided to put her career aspirations on hold to be at home for her four children. Her husband earned enough for the family to get by and she worked in casual jobs when she could to afford a few extras.

It was my, and her, firm belief after her experiences that confirmed the deep vein of ageism that runs through the Australian employment scene. (And we’re not even talkig about recruiters – thats’ a whole other story).

Experience Plus Older WorkersIt was with that in mind that I conducted a program for older workers, workers with ‘experience plus’, who need to continue to work and plan of their transition to retirement. The uptake of the program was limited. Employers largely were not convinced of the value of training and developing workers at the back-end of their working life.

I’m pleased to see another push by the government of the day to encourage employers to manage the ageing workforce scenario. It hasn’t gone away. Heavens, we’ve known about this time coming since the late 1940’s!

Applications are now open for employers (or small business owners) to apply for Experience+ Training grants of $4,950 (includes GST). Experience+ Training allows you to retain valuable skills and experience in the workplace. It provides quality training (at the Certificate III level or above) for your mature age workers (aged 50 years or over) so that they can gain the skills to successfully mentor and supervise your apprentices or trainees. The grants are paid in two installments – a start up payment of $3,500 and a completion payment of $1,450 (when the worker has completed the course).

For more information and details, go to:  Experience+ Training Guidelines and Application Form 2010-14or call the Experience+ hotline on 13 17 64 (8am to 6pm, Monday to Friday).

Applications close on 30 June 2011.

http://www.deewr.gov.au/experienceplus is the place to go to get more information on the latest government mature worker initiatives.