20 Questions & Answers about Reporting:

1. What should I include in my report?
   EOWA has developed a Public Report Form as a guide to submitting your report. The Compliance Guidelines also provide assistance. In addition, a Sample Public Report has been developed to suggest details that you may wish to include in your report. To download these documents, see our Resource Centre section.
   
   
2. What period of time is covered by the report?
   The reporting year covers the period from 1 April to 31 March. Reporting is retrospective; for example, reports submitted in the current year cover the period from 1 April in the previous year to 31 March of the reporting year.
   
   
3. When are the reports due?
   Reports are due by 31 May every year and may be submitted between 31 March and 31 May.
   
   
4. Can I have an extension of time to report?
   Yes, EOWA may grant an extension of time. If you are unable to meet the required deadline you can apply to EOWA for an extension of time in which to lodge your report. Requests for an extension must be lodged prior to 31 May. EOWA will extend the reporting deadline for employers where an acceptable reason has been provided as part of the extension request. Please e-mail EOWA with your request for an extension.
   
   
5. What happens if I do not submit a report on time and do not get an extension?
   If you do not submit a report, EOWA will send a letter to your CEO providing 28 days notice. (This is a requirement under the Act.) This letter is also forwarded to the parent organisation within your corporate group.
   
   
6. What are the consequences if I fail to report?
   There are two government sanctions associated with failure to comply with the Equal Opportunity for Women in the Workplace Act 1999:
   • Naming of your organisation in Parliament;
   • Contract compliance policy - which makes organisations unable to tender for government contracts and industry assistance.
   
   See Sanctions for further information on non-compliance.
   
   
7. Are there exemptions from reporting annually to EOWA?
   There are no exemptions from developing and implementing an equal opportunity for women in the workplace program. An organisation can have their reporting obligations waived if they have met the requirements for waiving and applied to be waived.
   
   See Waiving
   
   
8. I didn't realise I had to report
   After an organisation has been registered with EOWA, they are given at least 6 months to establish a program before they are due to report. A starter kit is sent to all new organisations, which includes a sample form and guidelines. All reporting organisations receive our regular e newsletter EOWA News Alert.
   
   
9. We have changed our details (name, address, contact, CEO, phone no. etc.)
   Please call, e-mail or write to EOWA with the relevant changes, or make the change on our online form.
   
   
10. How many reports do I have to submit?
    An organisation can submit one report to cover the whole corporate group, or subsidiaries can report separately. Parent organisations are responsible for ensuring that subsidiaries have reported to EOWA, and they are also named in Parliament if one of their subsidiaries is non-compliant. If you want to change the number of reports submitted to EOWA by your corporate group, please contact EOWA or make the change on our online form.
    
    
11. How do I obtain a copy of last year’s report?
    You can visit the online searchable database of reports to obtain a copy for no charge or
    call the Compliance Advisory Team on (02) 9448 8500 or
    e-mail EOWA. There is a photocopy and postage charge involved in obtaining a copy of last year’s report if you phone or email us.
    
    
12. How do I obtain feedback on my report?
    You can call EOWA's Compliance Advisory Team to discuss your program in detail. EOWA will also contact you to provide specific feedback on your report. If you want more detailed feedback on your program, please contact the Compliance Advisory Team on (02) 9448 8500.
    
    
13. We have fairly even numbers of men and women and there have been no complaints here, so do we have to report?
    All organisations with over 100 employees have to report to EOWA. Developing a workplace program is more than just looking at the numbers of men and women employed and whether there are discrimination cases at an EEO tribunal. The Act requires the development of a program and the implementation of initiatives and strategies to ensure equity exists for women at your workplace. Collecting data about where men and women work is part of this process, but achieving outcomes from your program and the development of a strategic plan is also very important.
    
    
14. Do I have to use EOWA’s report form?
    No, the report form provided by EOWA is voluntary. However, we do recommend it as the ideal format for your report.
    
    
15. Does the CEO have to sign the report?
    The commitment of the CEO has been crucial to the success of workplace programs in our best practice organisations. The CEO, along with the Board of Directors, is ultimately responsible for the organisation's obligations under the Act. While the Act does not require reports submitted to EOWA to be signed by the CEO, they are accepted by EOWA as a true and accurate record and as have been approved by the CEO or his/her representative. (Note that if you submit your report electronically, a typed name is acceptable instead of a signature.)
    
    
16. What companies do I include on the report form?
    If your report covers more than one company, please list the other companies covered by the report on ‘Organisation Details’ page of your report. You may want to look at your last year's report as a guide to what has been covered previously. If there have been major changes from previous reports, please detail these in an attachment or letter or by using the online [change of details form]. All employees in a corporate group must be covered by a report. EOWA may contact you to clarify information about the companies you have listed.
    
    
17. I want to set up an equal opportunity committee. Do you have any guidelines?
    EOWA has not developed formal guidelines on establishing an equal opportunity committee but has general information about the principles of good consultation. Initially you will need to work out whether a committee is the best way to consult in your organisation and what you want the committee to achieve. It is important to consult with employees at the earliest stages of the equal opportunity planning process. To increase the success of your consultative committee, ensure that representatives are trained, have time and support to carry out their duties, and that these representatives have the support and trust of staff. Ideally there should be equal representation of employees and management.
    
    
18. Do you have any sample surveys?
    To obtain free of charge validated surveys that you can use within your organisation, download the Employee Opinion Survey.
    
    
19. How do I get information on best practice initiatives and copies of best practice reports?
    EOWA has a range of information on initiatives relevant to your workplace program. This information has been collated from reports submitted to EOWA as well as other sources and is largely provided free of charge. All reports submitted to EOWA are publicly available and can also be ordered through the List of Publications or by contacting the Compliance Advisory Team (CAT). (There is a photocopy and postage charge involved in obtaining copies of reports).
    
    
20. When must I develop a workplace profile?
    A workplace profile must be developed no later than the 6 months prior to the commencement of the reporting year. Developing the profile will provide you with the first step to analyse your workplace for equal opportunity issues. For more information see our publication Analysis Toolkit and the Compliance Guidelines.