Establishing inclusive workplaces and achieving equality of opportunity for employees is a global business imperative.
Having a strong focus on D&I and wellbeing is critical to helping staff feel safe and engaged, while also helping position the organisation for recovery and growth.
Leveraging our experience in diversity and inclusion (D&I) and cultural change, our team supports organisations to identify and disrupt barriers to inclusion and strengthen inclusive leadership capability.
We do this by developing and embedding impactful, tailored interventions that reflect your organisation’s key business priorities.
In 2024, WGEA began publishing individual GPG data for all employers with more than 100 employees. In this video, we explore what this means for employers and the actions they need to take to see meaningful change in their gender pay gap.
Understanding an organisation’s ‘current state’ of diversity and inclusion creates a baseline from which to measure change. It identifies the root causes behind a lack of progress and identifies specific, targeted interventions to address them. Our reviews are rigorous and completed to a standard that can be released publicly as an independent review where required. Services include:
Now is the perfect time to reflect upon the prior financial year and start planning for an efficient and successful 2025 ESS reporting season. We have compiled some key points to keep in mind based upon our experience.
Workplace law reforms commencing 26 Aug 2024 redefine casual employment, contractor status, and introduce the right to disconnect.
The Right to Disconnect will shift employee expectations and ways of working. Here are some insights to leverage this new requirement and enhance productivity, culture and EVP.
In February 2024 WGEA publicly released the first set of private sector GPG data. With the deadline for the next submission on 31 May 2024, we detail some of our insights and crucially, actions organisations should be taking to address their obligations.
On 27 February, WGEA will publish the first set of private sector employer GPG data. This legislative reform encourages employers to design and deploy workplace policies and practices and build a culture that supports workplace gender equality
Addressing the gender pay gap is about looking at the overall picture of how social and economic factors combine to reduce women’s earning capacity over their lifetime. How can your organisation ensure it is taking steps in the right direction to address the gender pay gap?
In December, the world will mark the 75th anniversary of the bedrock of human rights – the Universal Declaration of Human Rights. That same month, Australia’s new positive duty to eliminate workplace discrimination becomes legally enforceable, and Australian employers – including mining organisations – face significant...
The Fair Work Legislation Amendment (Secure Jobs Better Pay) Act 2022 will amend obligations relating to multiple areas of workplace relations, including rights to request flexible working arrangements.
Watch a special presentation where our PwC experts discuss how organisations can prepare for new GPG reporting requirements.
The Workplace Gender Equality Amendment (Closing the Gender Pay Gap) was introduced into Federal Parliament. The Bill extends the requirement for organisations to report their gender pay gap to the Workplace Gender Equality Agency (WGEA) to all organisations with more than 100 employees.
The gender pay gap has become an increasingly important agenda item for Australian organisations and it is critical for organisations to understand their GPG and reporting obligations and to be able to commit to meaningful action.
Following a recent inquiry into sexual harassment against women in the mining industry, we explore five principles critical to ensuring cultural change within the industry.
Bringing employees into diversity and inclusion activities is a meaningful way to connect over shared values, foster collaboration and work towards a higher purpose.
People with disabilities represent one of the greatest sources of underrepresented talent in Australia's labour market. Organisations should look to employ more people with disabilities.
Elizabeth Shaw
Partner, Diversity, Equity and Inclusion Consulting, PwC Australia
Tel: +61 402 853 852
