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About EOWA: Contains information on the Agency's role, the Act and our vision and mission statements. This section also contains the Director's profile and employment opportunites at the Agency.
About Equal Opportunity: Contains information on the importance of Equal Opportunity in the workplace and how it can benefit both your business and employees.
Developing a Workplace Program and Reporting: Includes all you need to know about reporting and compliance including developing workplace programs, submitting a compliance report and applying to be waived from reporting.
Case Studies: Diverse examples of the leading-edge practices being implemented by other organisations. Read about how these practices have benefited both business and workplace culture.
EOWA Events: Find out about upcoming EOWA events, including our annual Business Achievement Awards. Also download our calendar of other organisations' events, or tell us about an event your organisation is planning.
EOWA Employer of Choice for Women: Find out more about the initiatives these women-friendly organisations have put in place, or download information on applying for your organisation to become an Employer of Choice for Women. This section also contains useful resources for working women.
Research and Resources: This section houses the vast range of quality research and resources that have been produced by EOWA. Includes the EOWA Census, Annual Surveys, Publications and Employment Matter Guidelines and Resources.
Consultancy and Workshops: Download information on the various workshops and consultancy services provided by EOWA, including dates, times, locations and a registration form.
Media Centre: Contains media contact details and all EOWA Media Releases since December 1998.
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 Home : Developing a Workplace Program : Six Steps To a Workplace Program : Step 2 : Consultation Tools

This kit is designed to provide you with tools to gain information from your staff about what is working and what is not working in your organisation in relation to removing discrimination and advancing women.

Why Consult?

  • It is a requirement of the Act;
  • It helps identify equal opportunity issues for women;
  • It involves employees and employee representatives;
  • It enables employees to participate in decisions;
  • It enables employees to share responsibility for action; and
  • It makes good business sense.

The following table lists all the tools discussed:

Consultation Tools

Starting Out 
Level 1
Moving Forward
Level 2
Leading the Way
Level 3
Issues Raised in Staff meetings Task Groups One-on-one Interviews
Issues Raised by Consultative Committees Staff Survey Staff Survey
Exit Interviews Focus Groups Women’s Network Meetings
Staff Survey Equal Opportunity or Diversity Committees 360 ° Feedback Findings
  Performance Management Programs Diversity Summits

To access these tools directly, either click on the relevant tool (above)
Or
Click on the appropriate level for all tools appropriate for that level (below)

Starting Out - Level 1
Your organisation is reporting for the first time
or
Your organisation has reported before and you want more information on how to develop a more comprehensive EOWA program and report

Moving Forward - Level 2
Your organisation has a well-developed program (and you are aiming at Waiving or ‘EOWA Employer of Choice for Women’ standard).

Leading the Way - Level 3
Your organisation is already recognised for its leading edge practices for women and you want to develop your program to achieve even greater business benefits?

If your organisation has particular issues because it is predominantly male or predominantly female watch out for links indicating further information related to your issues.

What Next?

Once you have gathered information using the above tools, use the 'Next Steps' links from each Consultation level home page.

 
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Did you know . . .

Women are significantly over-represented in low-paid, low-status work.

Quote
“To provide exemplary service, a company must have good morale. To do this, one must consult with staff, and take a flexible approach.”

... Hollywood Private Hospital Executive Director, Kevin Cass-Ryall