EOWA Report Information
UNE is required to comply with the Equal Opportunity for Women in the Workplace Act 1999 (Commonwealth) by reporting annually to EOWA demonstrating the outcomes of its workplace programs, and any actions being taken, plus any planned activities or strategies being considered for next year, which are covered by the following seven specific employment conditions:
1. Recruitment and selection
2. Promotion and transfer
3. Training and development
4. Work organisation
5. Conditions of service
6. Arrangements for dealing with sex-based harassment
7. Arrangements for dealing with pregnancy, or potentially pregnant employees and employees who are breastfeeding their children.
Heads of cost centres will be surveyed in March/April each year on initiatives undertaken for academic and/or general staff women during the previous calendar year, with particular focus upon:
- issues identified in the area (these may be in relation to women in senior positions, family friendly arrangements or other issues identified below)
- actions taken to address these issues
- the effectiveness of the actions
- plans for the current and following year
EE&D will gather general statistical information for the report from the University’s central information systems.
EOWA INFORMATION QUESTIONS
Downloadable EOWA Questionnaire for use as electronic response template (Word)
Heads of cost centres are asked to comment on the following employment matters that are applicable to their areas.
1. Recruitment and selection
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What measures were taken to encourage women to apply for positions in your area? -
Were women recruited to apprenticeships/traineeships to provide entry to non-traditional areas? If yes, please provide details.
2. Promotion and transfer
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What opportunities to perform higher duties or transfer opportunities to broaden skills were provided to women?
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If restructuring was undertaken in the area, how was the position of women considered?
- What initiatives were in place to encourage women’s professional development?
- If academic women are employed in the area,
- What support was provided to those developing promotion applications during the reporting period?
- What initiatives were in place to encourage research activity?
- What opportunities were provided for development of a service profile?
3. Training and development
All units (faculties and directorates) are expected to allocate in their budget an amount equivalent to 1% of salaries for development and training of academic and general staff. Overall participation rates for in-house training will be sought from the Organisational Development Unit and the Teaching and Learning Centre for general and academic staff.
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Please indicate any notable (external) training/development opportunities that were provided to women.
4. Work organisation
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Were workers with family responsibilities:
- able to access regular and predictable working hours?
- able to work flexibly, including for example reduced hours, should they require it?
If 'yes' please provide details
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Under what circumstances were workloads assessed during the reporting period?
5. Conditions of service
- Did women access benefits such as:
- study time?
- family and community leave?
6. Arrangements for dealing with sex-based harassment
The University acknowledges the right of staff and students to work and study in an environment that is free from all forms of harassment and discrimination.
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Please indicate how staff in the area have been made aware of the University’s harassment free workplace policy -
Please indicate how heads and line managers have been made aware of their responsibilities in taking complaints seriously and utilising appropriate University procedures
- Please indicate how staff have been made aware of the need to complete EO Online: fair play modules
7. Arrangements for dealing with pregnancy, or potentially pregnant employees and employees who are breastfeeding their children.
In March 2001 an amendment was made to the NSW Anti-Discrimination Act. Discrimination against an employee on the grounds of their carer’s responsibilities is against the law.
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Please indicate the flexible working arrangements pregnant staff and staff returning from maternity leave have been able to access.
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Please indicate the systems in place to keep staff on maternity leave up-to-date with relevant University information
- Are women who are breastfeeding able to take breastfeeding breaks?
- Are women who are breastfeeding able to access a small clean private space to express milk?
Any other information which may assist UNE to meet its EOWA reporting obligations.
Employment Equity & Diversity
Extn: 3591
Email: equity@une.edu.au