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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.
Partnerships and Events: Find out about upcoming EOWA events. 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.
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 Home : Developing a Workplace Program : Six Steps To a Workplace Program : Step 4

Step 4. Take Action See the Act
You now need to determine what actions you are going to take to address the priority issues that you have identified in your organisation.

Example 1:
A priority issue for you may be to address the poor rate of return from maternity leave in your organisation. Actions could be:

  • Guidelines developed to facilitate conversations between employee and manager regarding future plans for job and baby.
  • Establish a Stay-in-Touch program.
  • Flexible work options available for women returning from maternity leave.
  • Managers and employees trained on how to access these.
  • Childcare assistance available through dependant care helpline.
  • 'Expressing' room available.

Example 2:
A priority issue may be to address the range and use of flexible work practices. Actions could be:

  • To communicate the organisation's policies (providing examples of statements and promotional materials);
  • To educate managers on how to implement flexible work practices; and
  • To educate employees on how to negotiate for work practices that balance work and personal life.

More examples of actions are available under each of the seven Employment Matter Guidelines - Actions section.  See also Sample Public Report.

Step 4 Outcome: Describe the Actions Taken 
At the end of this step, you will have identified your organisation's priority issues.

What to include in your report? See the Act
You can report on your actions by briefly describing how you have acted to address the issues.

You can report the same actions in successive years, provided you can demonstrate that your actions:

  • Are long-term strategic initiatives aimed at delivering Equal Opportunity to women over time;
  • Are on-going education campaigns (eg harassment training, EEO training, induction etc); or
  • Have been continuously improved to deliver equal opportunity over time.

Tools to Assist at Step 4:
Employment Matter Guidelines - Actions
Employment Matter Solutions
Sample Public Report.

Go To Step 5 - Evaluation

Return to:
Six Steps to a Workplace Program
Reporting Tools
Step 3
 
 
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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