|
Some suggested considerations you could give to
each of the seven Employment Matters are:
Recruitment and Selection
- Are your recruitment processes transparent and accessible to a
diverse pool of candidates?
- Are these processes delivering you a diverse range of successful
job candidates, including women?
- Does your organisation have formal written policies on how to
advertise, review applications, short-list for interview, conduct
interviews and select the most appropriate candidate?
- Does your organisation recruitment and selection processes meet
anti discrimination legislation guidelines?
- Does your organisations interview questions meet anti
discrimination legislation guidelines?
- Have staff involved in recruiting received training on how to
recruit equitably and on merit?
- Are you advertising to attract applications from both men and
women?
- Is every candidate assessed against the same criteria?
- Do all job descriptions reflect the real requirements of the
job, rather than describing the person who filled the job
previously?
- Does information received via employee consultation confirm the
equity of your recruitment and selection process?
View complete Workplace Analysis Toolkits
back to top
Promotions, Transfers and Terminations
- Are employees aware of the policies on transfer and promotion?
- Are your employees being promoted and transferred according to
your policy?
- Are transfers and promotions made on the basis of merit rather
than seniority or convenience?
- Are women provided with the same promotion and transfer
opportunities as men?
- Are women promoted in the same proportion as they are
represented at lower levels?
- Are women promoted in the same proportion as men?
- Have you identified women who are (and are not) interested in
promotion?
- Are women leaving the organisation at a greater rate than
entering?
- Do women leave your organisation at the same rate as men?
- Does your organisation have a process for capturing information
from staff who leave voluntarily? (eg exit interview)
- Have you planned to address the issues the exit interviews have
raised?
- Does information received via employee consultation confirm the
equity of your promotion, transfer and termination processes?
View complete Workplace Analysis Toolkits
back to top
Training and Development
- Does your organisation do a Training Needs Analysis?
- Do all staff participate in a formal Induction program?
- Is there a formal Performance Management System in place?
- Does it apply to all staff?
- Does your organisation have written and formal policies relating
to training and career development?
- Are all employees informed of your training and career
development policies?
- Do all employees have equal access to training? (How Does your
organisation know this?)
- Does your organisation use a variety of methods to notify
employees of training that is available?
- Is training conducted within normal business hours?
- Have you identified women who are (and are not) interested in
career opportunities?
- For those women who said they are not interested, have you fully
investigated the reasons why?
- Do women have access to leadership, management, supervisory
training in the same proportions as they are represented your
workforce?
- Do women access training in a proportion that reflects the total
number of women employed?
- Are women employed in a broad range of jobs and levels of
responsibility and not clustered in a narrow range of jobs that have
become known as "women's" jobs?
- Does your organisation keep statistics on the career progression
of staff who have worked periods of part time work?
- Is career progression for this group similar to staff who have
always worked full time?
- Does information received via employee consultation confirm the
equity of your training and career development process?
View complete Workplace Analysis Toolkits
back to top
Work Organisation
- Does your organisation have written policies relating to work
organisation, flexible work practices (eg flex time, working from
home) and work/life balance?
- Are all staff and managers aware of them?
- Do staff have a written contract of employment which states
their working hours?
- Are part-time and casual/contract staff kept informed of company
policies and procedures?
- Do any of your staff work from home?
- Does your organisation have job share arrangements?
- Do any of your staff work flexible hours?
- Are managers trained on how to implement and manage flexible
working?
- Does your organisation keep statistics on the usage rate of
these individual policies for men and for women?
- In recruitment advertising, Does your organisation state that
your organisation offers flexible work arrangements?
- Are employment conditions for casual / contract staff consistent
with relevant awards and agreements?
- Is the length of service of casual employees the same or similar
to that of full time employees?
- Are long-term casuals and temporary staff members offered the
opportunity to become full time staff?
- Are long-term casuals and temporary staff members offered the
opportunity to become permanent staff?
- Do staff working part time or flexibly get promoted?
- Are part time and job sharing opportunities available?
- Are women returning from parental leave?
- Do they return part time?
- Are work loads for part time workers realistic?
- Does your organisation keep statistics on the career progression
of staff who have worked periods of part time work?
- Is career progression for this group similar to staff who have
always worked full time?
- Does information received via employee consultation confirm the
equity of your work organisation processes?
View complete Workplace Analysis Toolkits
back to top
Conditions of service
-
Are men and women paid equitably including
bonuses and benefits? How does your organisation know this?
-
Is the access to paid overtime similar for men
and women?
-
Are there similar usage rates for men and
women?
-
Are bonuses allocated equitably on the basis of
performance and requirements of the job?
-
Does your organisation conduct a regular gender
pay equity analysis?
-
Do casual and temporary employees have
comparable conditions of service to full time and permanent
employees?
-
Do staff know what benefits your organisation
offers in addition to salary?
-
Does your organisation offer an Employee
Assistance Program?
-
Are pregnant women and women on parental leave
included in pay review processes?
-
Does your organisation offer paid parental
leave?
-
Are employment conditions for casual/contract
staff consistent with relevant awards and agreements?
-
Does information received via employee
consultation confirm the equity of your conditions of service?
View complete Workplace Analysis Toolkits
back to top
Dealing with Sex-based Harassment
-
Are there clear, written policies in place
outlining what is or isn't acceptable behaviour?
-
Is there an internet policy referring to the
accessing or emailing of offensive material?
-
Have your policies been signed by your CEO and
received by everyone in your workplace?
-
Are your policies on Sex Based Harassment
accessible to non English-speaking staff and staff with low levels
of literacy?
-
Is the Sex Based Harassment policy read,
discussed, understood and signed at the Induction of all staff
members?
-
Are all managers and staff trained in
harassment prevention and grievance handling procedures regularly?
-
Does your organisation have an easy to use and
trusted complaints procedure?
-
Has the complaints procedure been communicated
to all staff?
-
Does your organisation have men and women
trained as contact officers?
-
Do staff know who they are?
-
Have you monitored your harassment prevention
strategies? Are they are working effectively?
-
Do your managers demonstrate and encourage
appropriate behaviour?
-
Do your employees feel comfortable raising
sexual harassment issues?
-
Does information received via employee
consultation confirm the equity of your arrangements for dealing
with sex based harassment?
View complete Workplace Analysis Toolkits
back to top
Dealing with Pregnant and Potentially Pregnant Employees and Employees
who are Breastfeeding
- Does your organisation provide:
-
Does your organisation's anti discrimination
policies include pregnancy discrimination?
-
Do your organisation's certified agreements
provide adequate protection for pregnant and potentially pregnant
employees?
-
Are employees aware of harassment and
inappropriate behaviour in relation to pregnant women?
-
Have all employees been advised of their rights
and responsibilities in relation to pregnant and potentially
pregnant women?
-
Do women who are pregnant or potentially
pregnant have equal opportunities for promotion, transfer and
training?
-
Does the workplace support pregnant employees
working part time?
-
Are your staff and managers aware that your
casual employees who are pregnant or potentially pregnant, have the
same rights under the Sex Discrimination Act as permanent employees?
-
Are your recruitment and selection procedures
free from discrimination in relation to pregnant or potentially
pregnant applicants?
-
Are pregnant employees provided with the
opportunity for reasonable alternate equipment and work environments
to protect their health and safety?
-
Does your organisation comply with occupational
health and safety standards relating to the creation of a safe
working environment for pregnant or potentially pregnant employees?
-
Are pregnant employees able to use their sick
leave to attend medical appointments associated with their
pregnancy?
-
Does your workplace have a safe, clean and
private room for women who are breastfeeding to express and safely
store breast milk?
-
Does information received via employee
consultation confirm the equity of your arrangements for dealing
with employees who are pregnant, potentially pregnant or
breastfeeding?
View complete Workplace Analysis Toolkits
In addressing these seven Employment Matters, you may also wish to
consider the extent to which informal practices have been formalised
into written policies and communicated to all staff.
Return to:
Six Steps to a
Workplace Program
Reporting Tools
|