Driving assessment

Addressing Gender Equity in Manufacturing

Recognizing the contributions that women make to the manufacturing industry is important in highlighting achievements, but is also essential in encouraging more women to enter the field.

While women make up almost 67.6% of the Australian workforce (according to ABS Gender Indicators 2020), a rate which is the highest in the last 10 years, they represent less than a third of the workforce. of manufacturing work.

For example, less than a quarter (24.1%) of leadership positions in the energy sector are held by women, according to data from the Workplace Gender Equality Dashboard. Agency (2020-21). And the current gender pay gap in the power and energy sector is 14.5%.

To provide a clear picture of local business leaders supporting the growth of women in industry, the Workplace Gender Equality Agency (WGEA) has named the latest Australian Employers of Choice for Gender Equality (EOCGE) list.

120 Australian employers now wear the WGEA yellow tick to certify that they are making progress in making their workplaces equal, including 12 new companies that received the prestigious WGEA certification this year.
Together, these organizations employ around 320,000 Australians, providing benefits to these workers such as family-friendly workplaces through paid parental leave and flexible working policies.
Employees looking for a certified company to work for have the most options in the Professional, Scientific and Technical Services group, with 47 Employers of Choice; followed by financial services and insurance (21 employers of choice) and wholesale trade (13 employers of choice).
The WGEA Citation is awarded following a rigorous application process with a range of extensive criteria, designed to measure the actions organizations take to advance gender equality results for their employees. Compared to other organizations in the Agency’s dataset, the WGEA’s Employers of Choice for Gender Equality stand out on a range of factors, as their data shows:
• Reduced gender pay gaps: EOCGEs have an average gender pay gap of 18.9%, compared to 23% for others. They conduct annual compensation audits, and track and report on gender equality measures to their boards.
• Higher proportion of women on boards: 35% of EOCGE employers have women on their boards, compared to 28% in the others.
• Longer parental leave: 14 weeks on average; compared to 10.7 weeks, with leave available for new employees upon joining an EOCGE organisation.
• Superannuation on parental leave: 100% of EOCGEs pay a superannuation on employer-funded parental leave, including 18% who also pay it on the government plan; compared to 81% and 7% respectively among non-EOCGE employers.
• More male executives take parental leave: Almost 29% of all executives taking primary carer leave in EOCGE organizations were men, compared to 15% in non-EOCGE organisations.
These organizations have demonstrated their commitment to driving change not only within their organization, but also as leaders promoting gender equality in their broader industries.

The bar rises every year

Director of the Workplace Gender Equality Agency, Mary Wooldridge, says the certification bar is raised every year to challenge companies to continue to maintain best practice standards for gender equality in the workplace .
“Our WGEA Employers of Choice for Gender Equality emerge from an evidence-based assessment as key changemakers in Australia who are driving and embedding gender equality in their workplaces and business practices.
“Essentially, these organizations are offering a formula that puts in place better support structures for working families; stronger actions to fight against wage inequalities; and strategic recruitment and promotion practices that help encourage the full participation of women in the workplace.
Kimberly-Clark Australia is one of the most recent companies to receive WGEA accreditation. For the past two years, it has focused at its Millicent manufacturing site to raise applications received from women for operations-based roles.

Wooldridge added that the research on the Employers of Choice Cohort – carried out in partnership with the University of Queensland – analyzed the actions they take compared to other organisations.
“It has proven that the results of this approach are paying clear dividends: our WGEA Employers of Choice close their pay gaps faster, have a higher proportion of women in leadership, more women moving into senior management, a greater representation of women on their boards, and a higher proportion of female employees working full-time than other employers,” she said.
“We extend our congratulations to these leading employers and look forward to working closely with them to help accelerate positive change in all Australian workplaces.”

Employer of Choice Quote
The Best Employer for Gender Equality designation is a voluntary program to recognize best practices. It is designed to encourage, recognize and promote the active commitment of organizations to gender equality in Australian workplaces.
All employers in Australia with 100 or more employees report annually to the WGEA to comply with the Commonwealth Workplace Gender Equality Act.
Citation holders are companies who then choose to go through an additional assessment process, passing a series of evidence-based criteria across seven focus areas.
These criteria cover leadership, strategy and accountability, development of a gender-balanced workforce, gender pay equity, care support, flexible working integration, prevention of gender-based harassment, discrimination and bullying and driving change beyond the employer’s workplace.
The assessment process examines the lived experience of employees, as well as the CEO’s commitment to driving and influencing equality outcomes not only within their companies, but also within their industries.