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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 : EOWA Employer of Choice For Women : Compliance Vs Waiving Vs Eocfw

Complying
To comply with the Act, you need to only demonstrate that you have:

  • Addressed your priority issues, and
  • Taken actions.

Waiving
To be waived, you need to demonstrate:

  • That you have addressed all issues , and
  • Taken all reasonably practicable measures to address those issues.

EOWA Employer of Choice for Women
Women-friendly companies with Equal Opportunity (EO) programs that recognise and advance their female workforce can apply to EOWA to brand and position themselves in the marketplace as an 'EOWA Employer of Choice for Women' (EOCFW). 

Private sector organisations that have attained EOCFW status still need to comply with the Act (if they are covered by the Act), or be waived from reporting. 
 
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When Westpac introduced six weeks’ paid maternity leave they lifted their return to work rate by 30 per cent, which saved the company $6 million.

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