public report - sydney.edu.au · #worb gad.ecy workplace profile non-manager public roport i...

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Public report

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2019-20

Submitted by

Legal Name:University of Sydney

# wb*phceGender Eqrdty&o1y

Organisation and contact details

Date submitted:Unique report number: edcqqzeyzw

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Submitting organisation details Legal name University of Sydney

ABN 15211513464

ANZSICP Education and Training

8102 Higher Education

Business/trading name/s

ASX code (if applicable)

Postal address The University of Sydney

The University of Sydney NSW 2006

AUSTRALIA

Organisation phone number 0290364751

Reporting structure Number of employees covered bythis report

16,045

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Workplace profile

Manager

& Date submitted:Unique reporl number edcqqzeyzw

CEO/Head of Business in Auskalia 0

Key managemenl personnel

Other execulives/General managers -2

Senior Managers

Olher managers -4

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R6porting level io CEO Employment stslus

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Workplace profile

Non-manager

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Date submitted:Unique report number: edcqqzeyil

1.056 0

0 0

86 00 0177

2.608 0

Professionals

0 062 14758 0

0 01 12

6 0 0 0

0 03S

lFull-time pemanenl

lFult-tme conlractI Pad-lime oermanenlI Ped-lime conlract

lcasual0 0 0 0

0 00 0 0(

00 00 0

and personal seryice

0

261 0

0 043426

) 0 0

811

and admrnistrative

0

00 00

0 0

0 00

3 0

0 04

0 0 0

0 00

1 0 0

Machinery operators and drivers

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Full-time pemanent

0 0 0Full-time contractP",1-C6ffi;;i-'Pad-time contracl

0

0 0 0

Labo urers

Casual 0 00 0 0

Part{ime contracl

Full-time permanent

0 0 0

0 0

Others

0 0

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occupational categories Employment stat!s

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Reporti ng q uestion nai re

Gender equality indicator 1: Gender composition of workforceThis indicator seeks information about the gender composition of relevant employers in a standardised format, to enable theaggregation of data across and within industries. The aggregated data in your workplace profile assists relevant employers inunderstanding the characteristics of theirworkforce, including in relation to occupational segregation, the position of women andmen in management within their industry or sector, and patterns of potentially insecure employment.

NB. IMPORTANT:

. References to the Act mean the Workplace Gender Equality 4ct2012.

. A formal 'policy' and/or 'formal strategy' in this questionnaire refers to formal policies and/or strategies that areeither standalone or contained within another formal policy/formal strategy.. Data provided in this reporting questionnaire covers the TOTAL reporting period from 'l April 2019 to 31 March2020. (This differs from the workplace profile data which is taken at a point-in-time during the reporting period).

. Answers need to reflect ALL organisations covered in this report.

. lf you select "NO, lnsufficient resources/expertise" to any option, this may cover human or financial resources.

Do you have formal policies and/or formal strategies in place that SPECIFICALLY SUPPORT GENDER EQUALITYrelating to the following?

't.1 Recruitment

X Yes (select all applicable answers)X poticy

I Strategy! No (you may specify why no formal policy or formal strategy is in place)

! Currently under development, please enter date this is due to be completedE I nsufficient resources/expertise! Not a priority

'l .2 Retention

I Yes (select all applicable answers)! PolicyX Strategy

E No (you may specify why no formal policy or formal strategy is in place)

E Currently under development, please enter date this is due to be completedE lnsufficient resou rces/expertisefl Not a priority

1.3 Performance management processes

I Yes (select all applicable answers)X poticy

! Strategy! No (you may specify why no formal policy or formal strategy is in place)

E Currently under development, please enter date this is due to be completedE I nsufficient resources/expertiseE Not a priority

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Promotions

I Yes (select all applicable answers)I eoticyX Strategy

E No (you may specifo why no formal policy or formal strategy is in place)! Currently under development, please enter date this is due to be completedE lnsufficient resources/expertiseE Not a priority

Talent identification/identification of high potentials

I Yes (select all applicable answers)E poticy

I StrategyI No (you may specify why no formal policy or formal strategy is in place)

! Currently under development, please enter date this is due to be completed! I nsufficient resources/expertise! Not a priority

Succession planning

I Yes (select all applicable answers)! PolicyI Strategy

! No (you may specify why no formal policy or formal strategy is in place)E Currently under development, please enter date this is due to be completedE I nsuff icient resou rces/expertise! Not a priority

Training and development

I Yes (select all applicable answers)I PolicyX strategy

! lto lyou may specify why no formal policy or formal strategy is in place)! Currently under development, please enter date this is due to be completed! I nsufficient resources/expertise! Not a priority

Key performance indicators for managers relating to gender equality

X Yes (select all applicable answers)E Poticy[l strategy

I No (you may specify why no formal policy or formal strategy is in place)E Currently under development, please enter date this is due to be completedE I nsufficient resources/expertise! Not a priority

Gender equality overall

X Yes (select all applicable answers)I eolicyI Strategy

E No lyou may specify why no formal policy or formal strategy is in place)E Currently under development, please enter date thii is Oue to be completed! I nsufficient resources/expertise! Not a priority


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1.4

1.5

't.6

1.7

1.8

1.9

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1 .10 How many employees were promoted during the reporting period against each category below?

IMPORTANT: Because promotions are included in the number of appointments in Q1.11, the number ofpromotions should never exceed appointments.

Managers Non-managers

Permane full-time employees

me em

Female

42

Male

32

Female

Female't55

Male

76103

Fixed{erm contract fulltimeFixed{erm contract rt{ime

Casual employees 0

6

20

2

0

1.11 How many appointments in total were made to manager and non-manager roles (based on WGEA-definedmanagers/non-managers) during the reporting period (add the number of external appointments and internalpromotions together)?

0 0

Male

26

2983 2028

Non-managers

Female Male

75

Male

132

1.12 How many employees resigned during the reporting period against each category below?

Man

Female

Number of ntments made to MANAGER roles (including promotions)

Number of appointments made to NON-MANAGER roles (including promotions)

agers

full-time 91

PermanenUongoing me em

Fixed{erm contract full-time

Fixed-term contract part{ime employees

Casual employees 0 0 0

1 .13 lf your organisation would like to provide additional information relating to gender equality indicator 1 ,

please do so below.

Gender equality indicator 2: Gender composition of governing bodies

Gender composition of governing bodies is an indicator of gender equality at the highest level of organisational leadership and

decision-making. This gender equality indicator seeks information on the representation of women and men on governing bodies.

The term "governing body" in relation to a relevant employer is broad and depends on the nature of your organisation. lt can mean

the board of directors, trustees, committee of management, council or other governing authority of the employer.

2. The organisation(s) you are reporting on will have a governing body. ln the Act, governing body is defined as "theboard of directors, tiustees, committee of management, council or other governing authority of the employer". Thisquestion relates to the highest governing body for your Australian entity, even if it is located overseas.

2.1 Please answer the following questions relating to each governing body covered in this report.

22

15

99

27

0

4 1 15

I B 63

5 1 13

2 3 32

13 14 156

0 2 90


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Note: lf this report covers more than one organisation, the questions below will be repeated for eachorganisation before proceeding to question 2.2.

lf your organisation's governing body is the same as your parent entity's, you will need to add yourorganisation's name BUT the numerical details of your parent entity's governing body.

2.1a.1 Organisation name?

The University of Sydney Senate

2.1b.1 What gender is the Chair on this governing body (if the role of the Chair rotates, enter the gender of theChair at your last meeting)?

Female Male

Number 0

2.1c.1 How many other members are on this governing body (excluding the Chair/s)?

Female Male

Number 5 o

2.1d.1 Has a target been set to increase the representation of women on this governing body?

E YesI No (you may specify why a target has not been set)

E Governing body/board has gender balance (e.g.40o/o women/4o% men/20% either)E Currently under development, please enter date this is due to be completedE lnsufficient resources/expertiseX Do not have control over governing body/board appointments (provide details why):

Senate members appointed or elected by staff and students Senate is constituted as follows: TheChancellor, Chair of Senate is elected by Senate; Vice Chancellor and principal (ex-officio); Chair,Academic Board (ex-officio); Two external Fellows appointed by the New South Wales Minister forEducation; Five Fellows appointed by Senate; Two Fellows elected by and from the academic staff; Onefellow elected by and from the non-academic staff; One Fellow elected by and from the undergraduatestudents; One Fellow elected by and from the postgraduate students.

E Not a priorityE Otner (provide details):

2.'19.1 Are you reporting on any other organisations in this report?

! yesX t'lo

2.2 Do you have a formal selection policy and/or formal selection strategy for governing body members for ALLorganisations covered in this report?

E Yes (select all applicable answers)E Policyl-l Strateov

X l.to lyou may specify why no formal selection policy or formal selection strategy is in place)I ln place for some governing bodiesE Currently under development, please enter date this is due to be completedE I nsufficient resources/expertiseI Do not have control over governing body appointments (provide details why)

Senate is constituted as follows: The Chancellor, Chair of Senate is elected by Senate; Vice Chancellorand principal (ex-officio); Chair, Academic Board (ex-officio); Two external Fellows appointed by the NewSouth Wales Minister for Education; Five Fellows appointed by Senate; Two Fellows elected by and from

Public report I www.wgea.gov.au

1

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Salaries set by awards/industrial or workplace agreementsNon-award employees paid market rateNot a priority

To implement and/or maintain a transparent and rigorous performance assessment processOther (provide details):


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the academic staff; One fellow elected by and from the non-academic staff; One Fellow elected by andfrom the undergraduate students; One Fellow elected by and from the postgraduate students.Not a priorityOther (provide details):

Does your organisation operate as a partnership structure (i.e. select NO if your organisation is an"incorporated" entity - Pty Ltd, Ltd or lnc; or an "unincorporated" entity)?

YesNo

2.5 lf your organisation would like to provide additional information relating to gender equality indicator 2,please do so below.

Gender equality indicator 3: Equal remuneration between women and men

Equal remuneration between women and men is a key component of improving women's economic security and progressinggender equalig.

3. Do you have a formal policy and/or formal strategy on remuneration generally?

X Yes (select all applicable answers)ffi PolicyI Strategy

! tto lyou may specify why no formal policy or formal strategy is in place)

! Currently under development, please enter date this is due to be completedf] I nsufficient resources/expertise

2.3

trtrtr

3.1

3.2

E Other (provide details):

Are specific gender pay equity objectives included in your formal policy and/or formal strategy?

X Yes (provide details in question 3.2 below)! trto (you may specity why pay equity objectives are not included in your formal policy or formal strategy)

! Currently under development, please enter date this is due to be completedE Salaries set by awards/industrial or workplace agreementsE lnsufficient resou rces/expertisen Non-award employees paid market rate! Not a priorityn Otner (provide details):

Does your formal policy and/or formal strategy include any of the following gender pay equity objectives(select all applicable answers)?

n To achieve gender pay equityE To ensure no gender bias occurs at any point in the remuneration review process (for example atcommencement, at annual salary reviews, out-of-cycle pay reviews, and performance pay reviews)

X To be transparent about pay scales and/or salary bands

E To ensure managers are held accountable for pay equity outcomesxtr

4. Have you analysed your payroll to determine if there are any remuneration gaps between women and men (i.e.conducted a gender pay gap analysis)?

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[t Yes - the most recent gender remuneration gap analysis was undertaken:I wtnin last 12 monthsE Wtnin last 1-2 years! More than 2 years ago but less than 4 years agoE Otner (provide details):

! No lyou may specify why you have not analysed your payroll for gender remuneration gaps)E Currently under development, please enter date this is due to be completed! I nsufficient resources/expertisen Salaries for ALL employees (including managers) are set by awards or industrial agreements AND there is no

room for discretion in pay changes (for example because pay increases occur only when there is a change in tenure orqualifications)

E Salaries for SOME or ALL employees (including managers) are set by awards or industrial agreements and therelS room for discretion in pay changes (because pay increases can occur with some discretion such as performanceassessments)

E Non-award employees paid market raten Not a priority

E Otner (provide details):

4.01 You may provide details below on the type of gender remuneration gap analysis that has been undertaken(for example like-for-like and/or organisation-wide).

Conducted a like for like pay comparison when developing the Executive Remuneration Policy and the SeniorProfessional Staff Remuneration Policy

4.1 Did you take any actions as a result of your gender remuneration gap analysis?

! Yes - indicate what actions were taken (select all applicable answers)E Created a pay equity strategy or action planE ldentified cause/s of the gapsE Reviewed remuneration decision-making processesE Analysed commencement salaries by gender to ensure there are no pay gapsE Analysed performance ratings to ensure there is no gender bias (including unconscious bias)E Analysed performance pay to ensure there is no gender bias (including unconscious bias)E Trained people-managers in addressing gender bias (including unconscious bias)! Set targets to reduce any organisation-wide gapsE Reported pay equity metrics (including gender pay gaps) to the governing bodyE Reported pay equity metrics (including gender pay gaps) to the executiven Reported pay equity metrics (including gender pay gaps) to all employeesD Reported pay equity metrics (including gender pay gaps) externallyE Corrected like-forJike gapsn Conducted a gender-basedjob evaluation processE lmplemented other changes (provide details):

(you may specifo why no actions were taken resulting from your remuneration gap analysis)E No unexplainable or unjustifiable gaps identifiedE Currently under development, please enter date this is due to be completedE I nsufficient resources/expertiseE Salaries set by awards/industrial or workplace agreementsE Non-award employees are paid market rateE Unable to address cause/s of gaps (provide details why):fl Not a priorityE Other (provide details):

4.2 lf your organisation would like to provide additional information relating to gender equality indicator 3,please do so below:

Systematic and regular pay gap reviews being undertaken to support the University's SAGE Athena SWANBronze accreditation and action plan

Gender equality indicator 4: Flexible working and support for employeeswith family and caring responsibilities

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This indicator will enable the collection and use of information from relevant employers about the availability and utility ofemployment terms, conditions and practices relating to flexible working arrangements for employees and to working arrangementssupporting employees with family or caring responsibilities. One aim of this indicator is to improve the capacity of women and mento combine paid work and family or caring responsibilities through such arrangements. The achievement of this goal is fundamentalto gender equality and to maximising Australia's skilled workforce.

A "PRIMARY CARER" is the member of a couple or a single carer, REGARDLESS OF GENDER, identified as havinggreater responsibility for the day-today care of a child.

Do you provide EMPLOYER FUNDED paid parental leave for PRIMARY CARERS that is available for women ANDmen, in addition to any government funded parental leave scheme for primary carers?

X Yes. (Please indicate how employer funded paid parental leave is provided to the primary carer):! By paying the gap between the employee's salary and the government's paid parental leave schemeI By paying the employee's full salary (in addition to the government's paid scheme), regardless of the period of

time over which it is paid. For example, full pay for 12 weeks or half pay for 24 weeksE As a lump sum payment (paid pre- or post- parental leave, or a combination)

E No, we offer paid parental leave for primary carers that is available to women ONLY (e.9. maternity leave). (Pleaseindicate how employer funded paid parental leave is provided to women ONLY):

E By paying the gap between the employee's salary and the government's paid parental leave scheme! By paying the employee's full salary (in addition to the government's paid scheme), regardless of the period of

time over which it is paid. For example, full pay for 12 weeks or half pay for 24 weeksf] As a lump sum payment (paid pre- or post- parental leave, or a combination)

E No, we offer paid parental leave for primary carers that is available to men ONLY. (Please indicate how employer fundedpaid parental leave is provided to men ONLY):

I By paying the gap between the employee's salary and the government's paid parental leave scheme! By paying the employee's full salary (in addition to the government's paid scheme), regardless of the period of

time over which it is paid. For example, full pay for 12 weeks or half pay for 24 weeksE As a lump sum payment (paid pre- or post- parental leave, or a combination)

E No, not available (you may specify why this leave is not provided)trtr

Currently under development, please enter date this is due to be completedlnsufficient resou rces/expertise

E Government scheme is sufficient! Not a priority

fl Otner (provide details):

5.1 How many weeks of EMPLOYER FUNDED paid parental leave for primary carers is provided? lf differentamounts of leave are provided (e.9. based on length of service) enter the MINIMUM number of weeksprovided to eligible employees:

1

5a. lf your organisation would like to provide additional information on your paid parental leave for primarycarers e.g. eligibility period, where applicable the maximum number of weeks provided, and otherarrangements you may have in place, please do so below.

Maximum entitlement 22 weeks at full pay or 38 weeks at 60% pay for staff who have been employed for 2years or more.

5.2 What proportion of your total workforce has access to employer funded paid parental leave for PRIMARYCARERS?. ln your calculation, you MUST INCLUDE CASUALS when working out the proportion.

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5.3 Please indicate whether your employer funded paid parental leave for primary carers covers:

AdoptionSurrogacyStillbirth

A "SECONDARY CARER" is a member of a couple or a single carer, REGARDLESS OF GENDER, who is not theprimary carer.

Do you provide EMPLOYER FUNDED paid parental leave for SECONDARY CARERS that is available for men andwomen, in addition to any government funded parental leave scheme for secondary carers?

X YesNo, we offer paid parental leave for SECONDARY CARERS that is available to men ONLY (e.9. paternity leave)No, we offer paid parental leave for SECONDARY CARERS that is available to women ONLYNo (you may specify why employer funded paid parental leave for secondary carers is not paid)

E Currently under development, please enter date this is due to be completedE I nsufficient resources/expertiseE Government scheme is sufficient! Not a priorityE Other (provide details):

6.1 How many days of EMPLOYER FUNDED parental leave is provided for SECONDARY CARERS? lf differentamounts of leave are provided (e.9. based on length of service) enter the MINIMUM number of days providedto eligible employees:

5

lf your organisation would like to provide additional information on your paid parental leave for SECONDARYCARERS e.g. eligibility period, other arrangements you may have in place etc, please do so below.

6.2 What proportion of your total workforce has access to employer funded paid parental leave for SECONDARYCARERS?. ln your calculation, you MUST INCLUDE CASUALS when working out the proportion.

fl'lowJ lo-zoyo121-30Yofl314OYoE at-soyoX s14o%Zattoxflr-aoxE 81-9oo/o

E 91-99%E 100%

6.3 Please indicate whether your employer funded paid parental leave for secondary carers covers

AdoptionSurrogacyStillbirth

6a.

7 How many MANAGERS have taken parental leave during the reporting period (paid and/or unpaid)? lncludeemployees still on parental leave, regardless of when it commenced.


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Primary carer's leave Secondary carer's leave

Female Male Female Male

Managers lro 10 0 14

7.1 How many NON-MANAGERS have taken parental leave during the reporting period (paid and/or unpaid)?lnclude employees still on parental leave, regardless of when it commenced.

Primary carer's leave Secondary carer's leave

Female Male Female Male

Non-managers lszt 70 2 86

How many MANAGERS, during the reporting period, ceased employment before returning to work from parentalleave, regardless of when the leave commenced?. lnclude those where parental leave was taken continuously with any other leave type. For example, whereannual leave or any other paid or unpaid leave is also taken at that time.. 'Ceased employment' means anyone who has exited the organisation for whatever reason, includingresignations, redundancies and dismissals.

Female Male

Managers 0

8.1 How many NON-MANAGERS, during the reporting period, ceased employment before returning to work fromparental leave, regardless of when the leave commenced?. lnclude those where parental leave was taken continuously with any other leave type. For example,where annual leave or any other paid or unpaid leave is also taken at that time.. 'Ceased employment' means anyone who has exited the organisation for whatever reason, includingresignations, redundancies and dismissals.

Female Male

Non-managers 13 0

9. Do you have a formal policy and/or formal strategy on flexible working arrangements?

I Yes (select all applicable answers)I PolicyI Strategy

! No (you may specify why no formal policy or formal strategy is in place)E Currently under development, please enter date this is due to be completedE I nsufficient resources/expertise! Don't offer flexible arrangementsE Not a priority


10. Do you have a formal policy and/or formal strategy to support employees with family or caring responsibilities?

I Yes (select all applicable answers)fi Policy! Strategy

E No (you may specify why no formal policy or formal strategy is in place)

! Currently under development, please enter date this is due to be completedE I nsufficient resources/expertiseE lncluded in award/industrial or workplace agreementE Not a priority

D Otner (provide details):


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11 Do you offer any other support mechanisms, other than leave, for employees with family or caring responsibilities(eg, employer-subsidised childcare, breastfeeding facilities)?

X YesENo (you may specify why non-leave based measures are not in place)

E Currently under development, please enter date this is due to be completed! I nsufficient resources/expertiseI Not a priorityE Other (provide details):

11.1 Please select what support mechanisms are in place and if they are available at all worksites.. Where only one worksite exists, for example a head-office, select "Available at all worksites".

I Employer subsidised childcareE Available at some worksites onlyE Available at all worksites

X On-site childcarextr

Available at some worksites onlyAvailable at all worksites

X Breastfeeding facilitiesAvailable at some worksites onlyAvailable at all worksites

X Childcare referral servicesX Available at some worksites onlyE Available at all worksites

E lnternal support networks for parentsf] Available at some worksites onlyX Available at all worksites

E Return towork bonus (only selectthis option if the return towork bonus is NOTthe balance of paid parental leavewhen an employee returns from leave)

! Available at some worksites onlyE Available at all worksites

X lnformation packs to support new parents and/or those with elder care responsibilitiesE Available at some worksites onlyX Available at all worksites

E Referral services to support employees with family and/or caring responsibilitiesE Available at some worksites onlyE Available at all worksites

I Targeted communication mechanisms, for example intraneV forumsE Available at some worksites onlyE Available at all worksites

I Support in securing school holiday careX Available at some worksites onlyE Available at all worksites

X Coaching for employees on returning to work from parental leaveE Available at some worksites onlyX Available at all worksites

I Parenting workshops targeting mothersX Available at some worksites only! Available at all worksites

I Parenting workshops targeting fathersAvailable at some worksites onlyAvailable at all worksites

E None of the above, please complete question 1 1.2 below

12. Do you have a formal policy and/or formal strategy to support employees who are experiencing family or domesticviolence?

I Yes (select all applicable answers)X PolicyE Strategy

! tto lyou may specifo why no formal policy or formal strategy is in place)n Currently under development, please enter date this is due to be completedE I nsufficient resources/expertise

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Not aware of the needNot a priorityOther (please provide details):

13. Other than a formal policy and/or formal strategy, do you have any support mechanisms in place to supportemployees who are experiencing family or domestic violence?

X Yes (select all applicable answers)I Employee assistance program (including access to a psychologist, chaplain or counsellor)E Training of key personnelX A domestic violence clause is in an enterprise agreement or workplace agreementX Workplace safety planningI Access to paid domestic violence leave (contained in an enterprise/workplace agreement)X Access to unpaid domestic violence leave (contained in an enterprise/workplace agreement)E Access to paid domestic violence leave (not contained in an enterprise/workplace agreement)E Access to unpaid leaveI Confidentiality of matters disclosedE Referral of employees to appropriate domestic violence support services for expert adviceI Protection from any adverse action or discrimination based on the disclosure of domestic violenceX Flexible working arrangements! Provision of financial support (e.9. advance bonus payment or advanced pay)

X Ofter change of office location! Emergency accommodation assistanceI Access to medical services (e.9. doctor or nurse)E Otner (provide details):

! No (you may specify why no other support mechanisms are in place)E Currently under development, please enter date this is due to be completedE I nsufficient resources/expertiseE Not aware of the need! Not a priorityE Other (provide details):

14. Where any of the following options are available in your workplace, are those option/s available to both womenAND men?

flexible hours of workcompressed working weekstime-in-lieutelecommutingpart-time workjob sharingcarer's leavepurchased leaveunpaid leave.

Options may be offered both formally and/or informally.For example, if time-inJieu is available to women formally but to men informally, you would select NO.

EX Yes, the option/s in place are available to both women and men.

E No, some/all options are not available to both women AND men.

14.1 Which options from the list below are available? Please tick the related checkboxes.. Unticked checkboxes mean this option is NOT available to your employees.


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Carer's leave

Purchased leave

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14.3 You may specify why any of the above options are NOT available to your employees.

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Gender equality indicator 5: Consultation with employees on issuesconcerning gender equality in the workplaceThis gender equality indicator seeks information on what consultation occurs between employers and employees on issuesconcerning gender equality in the workplace.

15. Have you consulted with employees on issues concerning gender equality in your workplace?

E YesEruo (you may specify why you have not consulted with employees on gender equality)

E Not needed (provide details why):E I nsufficient resou rces/expertise! Not a priority


15.'l How did you consult with employees on issues concerning gender equality in your workplace?

SurveyConsultative committee or group

I Focus groupsExit interviewsPerformance discussions

E Other (provide details)

15.2 Who did you consult?

I Ail staff

Currently under development, please enter date this is due to be completedI nsufficient resources/expertiseNot a priority

Women onlyMen onlyHuman resources managers

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ManagementEmployee representative group(s)Diversig committee or equivalentWomen and men who have resigned while on parental leaveOther (provide details):

15.3 lf your organisation would like to provide additional information relating to gender equality indicator 5,please do so below.

Gender equality indicator 6: Sex-based harassment and discriminationThe prevention of sex-based harassment and discrimination (SBH) has been identified as important in improving workplaceparticipation. Set by the Minister, this gender equality indicator seeks information on the existence of a SBH policy and/or strategyand whether training of managers on SBH is in place.

16. Do you have a formal policy and/or formal strategy on sex-based harassment and discrimination prevention?

I Yes (select all applicable answers)EI Poticy[l strategv

! ruo lyou may specify why no formal policy or formal strategy is in place)E Currently under development, please enter date this is due to be completedn lnsufficient resources/expertisen lncluded in award/industrial or workplace agreement! Not a priorityD Otner (provide details):

16.1 Do you include a grievance process in any sex-based harassment and discrimination prevention formalpolicy and/or formal strategy?

E Yes! No (you may specify why a grievance process is not included)

E Currently under development, please enter date this is due to be completedE lnsufficient resources/expertisetrtr

Not a priorityOther (provide details):

17. Do you provide training for all managers on sex-based harassment and discrimination prevention?

I Yes - please indicate how often this training is provided:

X At inductionE At least annually! every one{o-two years

Every three years or moreVaries across business units

I Other (provide details):Based on local needs

! No (you may specify why this training is not provided)E Currently under development, please enter date this is due to be completedE I nsufficient resources/expertise

Not a priorityOther (provide details):


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From 2020 a new mandatoryharassment and and to resitthe module every 2

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18. lf your organisation has introduced any outstanding initiatives that have resulted in improved gender equality inyour workplace, please tell us about them.

(As with all questions in this questionnaire, information you provide here will appear in your public report.)

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Gender composition proportions in your workplace

lmportant notes:

1. Proportions are based on the data contained in your workplace profile and reporting questionnaire.2. Some proportion calculations will not display until you press Submit at step 6 on the reporting page in the portal. When your

CEO signs off the report prior to it being submitted, it is on the basis that the proportions will only reflect the data containedin the report.

3. lf any changes are made to your report after it has been submitted, the proportions calculations will be refreshed and reflectthe changes after you have pressed Re-submit at step 6 on the reporting page.

Based upon your workplace profile and reporting questionnaire responses:

Gender composition of workforce1. the gender composition of your workforce overall is 56.4% females and 43.6% males.

Promotions2. 63.5% of employees awarded promotions were women and 36.5% were men

i. 58.8% of all manager promotions were awarded to womenii. 65.1% of all non-manager promotions were awarded to women.

3. 1 1.0% of your workforce was part{ime and 11.8% of promotions were awarded to part{ime employees.

Resignations4. 60.9% of employees who resigned were women and 39.1% were men

i. 45.1o/o of all managers who resigned were womenii. 63.1% of all non-managers who resigned were women.

5. 11.0% of your workforce was part{ime and 25.60/o of resignations were part{ime employees.

Employees who ceased employment before returning to work from parental leavei. 3.7o/o of all women who utilised parental leave ceased employment before returning to workii. 0.6% of all men who utilised parental leave ceased employment before returning to workiii. 0.0% of all managers who utilised parental leave and ceased employment before returning to work were womeniv. 100.0% of all non-managers who utilised parental leave and ceased employment before returning to work were

women.

CEO sig n off confirmationName of Confirmation CEO has signed the report:

cEo Date

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public report - sydney.edu.au · #wo*rb gad.ec*y workplace profile non-manager public roport i...

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public report - sydney.edu.au · #worb gad.ecy workplace profile non-manager public roport i...