As YWCA Canberra once again accepts the Employer of Choice for Gender Equality (EOCGE) award, CEO Frances Crimmins asks why more ACT organisations are not reaching the “benchmark”.
The EOCGE recognises organisations at the forefront of the gender equality movement in Australian workplaces. YWCA Canberra has held this citation continuously since 2014.
“Disappointingly, for the third year in a row, we are the only ACT-based organisation to achieve this citation,” Ms Crimmins said.
“Gender equality at work should be the norm, not an exclusive club.”
The EOCGE citation is voluntary, additional to the compliance reporting program requiring large non-public sector employers to submit a report to Workplace Gender Equality Agency (WGEA).
In 2021, Australia’s ranking in the WEF Gender Gap Report dropped down to 50, and the gender pay gap increased.
Ms Crimmins sat down with CW to explain what gender equality in the workplace looks like, and why the EOCGE is not as high a yardstick as one might think.
“The EOCGE represents what should be the norm in all Australian workplaces. It’s not something to win but to meet.
“You need 100 employees to apply for the citation, but that doesn’t mean small businesses can’t observe these policies,” Ms Crimmins said.
“We have plenty of institutions with over 100 employees in the ACT. And that’s not counting our largest employer, the Commonwealth public sector, who are exempt from WGEA compliance reporting.
“We have a lot of lip service being paid to gender equality, as seen by the past International Women’s Day, but the low number that meet the criteria indicates to me that there are not enough genuine commitments.”
She stated that the checklist required to be met to receive an EOCGE citation “doesn’t describe a utopian workplace, but what most of us would assume is a normal workplace in 2022”.
“From a board level, you need to have leaders who are monitoring wage/gender analysis. There should be an established transparency about pay being equal.
“You need to be setting targets, not quotas, for equal representation in management. The citation requires that you are actively working towards 40 per cent female management jobs.
“Less than half, and you simply need to be able to show that you are working toward that goal.
“The EOCGE needs to see equitable parental leave, and domestic violence leave.
“Then there’s the elephant in the room,” said Ms Crimmins. “You have to be able to walk the talk on company commitments to zero tolerance of sexual harassment.”
She explains that this is not a “one-strike-and-out” situation.
“If you can proactively demonstrate that you have addressed incidents of sexual harassment in the past, and there are no ongoing claims, then you can qualify for the citation.
“Too many women in Canberra are still experiencing discrimination and sexual harassment in their workplaces. If [employers] are still unsure, I encourage you to contact YWCA Canberra and we can help support you to start the process,” Ms Crimmins said.
“If workplaces are eager to learn, we’re happy to work with them side by side.”
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