EOWAEqual Opportunity for Women in the Workplace Agency (Australia)
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We've been conducting the Census for 10 years and frankly, you'd expect to see more progress," remarked EOWA Director Helen Conway.
Using a combination of sanctions and incentives, the EOWA, says manager Heather Gordon, has been trying to convince employers to hire more women and reward the deserving with training and promotions.
Research by EOWA (2007b) has also found that 76 per cent of women employed in the public sector had accessed paid maternity leave, compared to a mere 25 per cent of women working in the private sector.
The EOWA is the statutory agency responsible for educating and monitoring EEO programs in organisations in Australia that employ over one hundred persons.
In the context of ambiguous theoretical predictions, empirical challenges in analysis and highly public industry concerns about labour shortages in the mining industry, this study examines ABS and EOWA data on women's participation in mining at an aggregate level and also in particular occupations.
It is interesting in this regard that Making it Fair advocates the abolition of EOWA and its replacement with a more narrowly-defined Pay Equity Unit, overseeing a 'close to home' workplace-based audit process.
It is a legislative requirement of the Equal Employment Opportunity for Women in the Workplace Act (1999) that all organisations with 100 or more employees establish a workplace program to remove the barriers to women entering and advancing in their organisation and to submit biennial reports analysing their EEO issues, establish priority areas for achieving EEO, and J outline action plans to address these priorities including indicating measures used and outcomes sought (Web-page EOWA accessed May 2006).
Elgin O Hare Western Access, EOWA Extension from Lively Blvd.
When assessing the above six criteria, EOWA specifically focuses upon improved outcomes for women, particularly in the areas of attracting, growing, promoting and retaining female staff across the organisation; and the people management frameworks in place that are supported by an inclusive workplace culture.
Therefore an examination of both EEO policies as expounded in reports to the EOWA reports and industrial agreements should reveal the major initiatives taken by large employers in this industry.
The case studies on the EOWA website not only showcase organisations judged to have achieved EOWA's highest standards, but also gives us some insights into why organisations say they are pursuing an equity and MD agenda.
3) While the EOWA data do provide evidence of an increasing incidence of paid maternity leave provisions within large organisations--from 23 per cent in 2001 to 46 per cent in 2005 (EOWA 2006, Appendix 2)--they are not suitable for estimating the overall extent of organisational provision in the Australian labour market, nor do they provide details of the numbers of female employees who have the entitlement.