The Law Council of Australia has just released Australia's gender equality scorecard with the key results from the Workplace Gender Equality Agency's 2013-14 reporting data.

This report examines findings from the comprehensive gender data provided by Australian employers and provides an overall statement in the introduction which says:

"Lifting female workforce participation and closing the gap in earnings between women and men is a significant national productivity imperative. At an organisational level, employers increasingly recognise their future growth depends on their ability to maximise the full potential of the best female and male talent."

Dismantling the cultural and structural barriers that limit women's ability to engage in employment and then progress to leadership roles is central to achieving gender equality. This endgame depends, in part, on employers establishing the strategies and initiatives that are known enablers of gender equality, and then tracking their impact."

The report surveyed more than 11,000 employers and 3.9 million employees. Some of the key results include:

  • Women comprise only 26.1% of key management personnel (KMP) positions and 17.3% of CEO positions
  • 33.5% of employers have no KMPs who are women and 31.3% of organisations have no "other executives/general managers" who are women
  • Less than one in ten organisations have set a target to lift the number of women around the boardroom table despite only 23.7% of directorships being held by women and just 12.0% of charis being women
  • 19.9% the gender pay gap for full time base remuneration; 24.7% the gender pay gap for full-time total remuneration
  • Only 13.6% of employers have a strategy for flexible working and only 13.2% of employers have a strategy to support employees with family or caring responsibilities
  • Less than one in four employers have conducted a genmder remuneration gap analysis to check for potential pay equity issues
  • Few employers are taking a startegic whole-of-enterprise approach to gender equality, Only 7.1% of employers have a standalone overall gender equality staretgy

Click here  to read the whole Report Card on the Law Council's website.

WLWA agrees that used to its full potential, the data in the report will be a game-changer. A high-level overview of the data is outlined in this report with a more comprehensive dataset available online at via a powerful data visualisation tool. Critically, employers will have access to their own customised, confidential benchmark reports that map and track their performance against the comparison group they choose.

WLWA are excited to use the data in this report to assist in implementing the recommendaitons of their 2014 Gender Bias Review Report available here. 

Should you be interested in joining the Gender Bias Taskforce Implementation Committee  or one of our working groups, please Contact Us to submit an expression of interest setting out the working group that you are interested in joining and your full contact details.



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