EOWAEqual Opportunity for Women in the Workplace Agency (Australia)
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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.
EOWA (Equal Opportunity for Women in the Workplace Agency) (2005), Fact Sheet Paid Maternity Leave, www.
EOWA (Equal Opportunity for Women in the Workplace Agency) (2007a), EOWA Employer of Choice for Women, www.
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.
The former year is provided as a point of comparison with information contained in EOWA reports for the 2009-10 reporting period, which forms the basis of our later discussion.
This is a matter which we discuss further after considering insights from EOWA reports.
The EOWA engages in a media and communications campaign to build the profile of the citation, to promote the organisations on the citation list and to communicate the importance and value of Equal Opportunity programs in general.
This is also reflected in the 'meaning' of the Act as articulated by the EOWA and the use of the vague and ambiguous term 'reasonably practicable' to justify managerial choice.
In examining selected case studies on the EOWA website (EOWA 2009), we have selected a wide range of industries, including: Coles Myer (retailing); KPMG (consulting services); General Motors (manufacturing); World Vision (charity); Connell Wagner (engineering services); Wrigleys (food manufacturing); One Care (community services); Mounties (recreation services); IGT (manufacturing); Westpac (banking); and Henry Davis York (legal services).
The EOWA website itself proclaims that 'diversity is increasingly being melded into the culture of the organisation, thanks to a clearly defined strategy with accountability at executive level and the integration of diversity into a range of cultural programs, as well as recruitment and development' (EOWA 2009).
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.
EOWA data from 2003 show that 44 per cent of organisations with 1000 or more employees had paid maternity leave provisions compared with around 34 per cent of those with fewer than 250 employees (EOWA 2003).