Increasing Gender Diversity in Armed Forces and PSUs: An Audit Tool

This audit tool has been developed as part o a larger report into the Attraction and !etention o "omen in the "estern Australian !esources Sector# The tool is designed to assist resource companies o all si$es to evaluate their diversity policies and practices across all levels o their organi$ation# It is intended or use as a stand%alone document or in con&unction 'ith the report

"or(place )ulture Goals: To lead rom the top 'ith a clearly articulated vision or 'or( place diversity and to provide an
environment 'here 'omen eel com ortable* sa e* valued and supported#
Yes Partially No

Notes

Company has a visible public commitment to EEO goals. Company directors publicly demonstrate their commitment to gender diversity. Company has female role models in senior management positions. they do not Capability disadvantage omen. Leadership Frame or! incorporates diversity accountability "eg gender diversity goals are connected to #P$s%. Company has mentoring&net or!ing and other support schemes for omen.

Notes !ecruitment and Selection Goals: To support the recruitment o 'omen through positive action
campaigns. events) institutions. training -ll selection using and assistance panels femaleinclude presenters ith at application least here one possible. processes. female. 'ecruitment and advertising campaigns attract a diverse range of (uality applicants) both male and female. Company has targeted recruitment and advertising 'egular participation at careers e*pos and school Partnerships in place ith secondary and tertiary Provision of targeted support to female applicants) eg +election criteria&processes are monitored to ensure +election panel members are a are of the company,s e(uitable recruitment policies and procedures) and they are trained in EEO principles and selection and intervie ing processes.
Yes Partially No

-ll recruitment partners are a are and supportive of company,s policies and gender diversity targets. Female students are supported to apply for vacation or!. /omen encouraged and supported to apply for positions in non0traditional roles. -ll applicant pools must contain a specified minimum number of female applicants "e*emptions only granted in e*ceptional circumstances% +election criteria 1 more emphasis placed on (ualities rather than (ualifications and e*perience "and ads reflect this so as to attract more female applicants% +pousal employment offered here possible

+onitoring* ,valuation and !esponse Goals: To establish a 'ide range o monitoring and reporting systems or internal accountability* including
both metrics and attitudes
Yes Partially No

Notes

2' system provides of easy access to employee facilitate gender perspective. monitoring female0specific data. data to Female0specific data is trac!ed as a matter of course and reported on regularly to all levels including senior management and the board. 3ender pay gap differentials are monitored and trac!ed. 4urnover statistics are trac!ed and monitored from a employees. Frame or! that is consulted evaluated "eg regularly. -ll employees are via committees) regularly. diversity. feedbac! forums) surveys% on their attitudes to and the impacts of company policies and practices such as leave arrangements) or fle*ible or!ing conditions. Employee satisfaction&feedbac! surveys conducted -ll employee committees are representative of E*it intervie s&surveys are underta!en and analysed to understand gendered reasons for leaving.

Notes .

,,Goals: To have a structured and comprehensive approach to ,.ual ,mployment -pportunity

Yes Partially No

Company has a 5iversity and E(uity Planning at senior levels. Company EEO strategy is open and accessible to all Company EEO policy and procedures are overseen

4here are trained EEO representatives throughout the organisation. -ll employees receive regular and ongoing training in EEO and diversity. EEO training is underta!en by appropriately accredited&trained personnel. 7On the ground8 education) monitoring and feedbac! of harassment) including minor or lo 0grade harassment. -ll complaints of harassment are follo ed up ith fair and impartial investigation hich complies ith company dispute resolution policies. -ll business partners) suppliers and customers are a are of and comply ith your EEO policies.

"or(/0i e 1alance Initiatives Goals: To develop* and model le2ible 'or(/li e balance polices and practices child or! and arrangements. elder care egimplement reserved childcare places.
Yes Partially No

Notes

/or!ing hours and leave arrangements allo male and female employees to successfully fulfil or! obligations and personal) family and community roles and responsibilities. 4here are in structured policies that provide fle*ible available appropriate areas. Fle*ible leave. or! policies address employees, needs in parental respect to fle*ibility in rostering) or!ing hours) or! staff. place "eg or! from home% and various leave provisions. 4hese policies are communicated effectively to all 9ob0sharing and part0time or! opportunities are +upport is provided for employees in the areas of cover) phased retirement%. 4here are policies and practices that support employees during and follo ing pregnancy eg !eep in touch programs) breast feeding room) e*tended or! practices themselves. 3eneral or!&life balance initiatives are provided "eg E-P) family site visits) social events) private health +enior managers lead by e*ample in utilising fle*ible

)areer Paths* Training and Development Goals: To implement and regularly revie' career paths or all employees* particularly 'omen
Yes Partially No

Notes

Formal performance appraisal) training and development systems are appropriate to and ta!e into account the diversity of the or!force. 4raining and development is targeted and accessible to all employees. Company leadership and development courses include aspects on inclusive or! culture. -ll female employees are provided ith appropriate training and career development and opportunities; not only those in professional positions. 4raining opportunities and support are provided for females to move into areas in hich they are under0 represented. 4he promotion system is transparent and results in promotions for the best male and female employees. /omen ho plant or! fle*ibly are provided ith eg in offices) and underground. leadership opportunities. -ll training materials use non0se*ist language. 4raining is available to all staff including those on maternity or parental leave. e(uipment are underta!en e(uipment are appropriate for the entire or!force "or( manual,nvironment particularly tas!s. affecting omen. Goals: To provide a physical 'or(ing environment 'hich is appropriate to the needs o a diverse 'or( orce
Yes Partially No

Notes

<niforms) Personal Protective E(uipment and other 'egular ergonomic assessments of or! place -utomation is used here possible to eliminate heavy +afety data is analysed by gender to identify ha=ards +eparate and sufficient female ablutions are provided) +afety policies and practices ta!e into account the needs of female or!ers eg shift or!ers returning to their cars at night.

)ommunication Goals: To ensure all communication is structured* consistent* appropriate and accessible
Yes Partially No

Notes

-ll company policies are easy to access for all employees "including those or!ing from home) or ho do not have computer access%) are in appropriate language and format) and !ept up to date. -ll employees are consulted on or! matters and the results&findings of consultations and monitoring fed bac! to all employees in meaningful and easily accessible ays. Non0se*ist language is used in all communications.

FIFGoals: To implement strategies to support the needs o all Fly In Fly -ut 'or(ers and in particular to provide sa e understandings about the F$FO lifestyle.
and com ortable 'or(ing and living environments or FIF- 'omen
Yes Partially No

Notes

Facilities and support is provided to enable good communication ith home for all employees. 4he employment of couples is facilitated and supported. Fle*ible rosters are offered to accommodate different employee needs. hen e*pected. 'osters are adhered to so employees return home -ny changes to rosters are communicated ith as much lead time as possible. Ensure ?ob applicants have realistic e*pectations and +trategies are in place to ensure the F$FO camp&village is considered by all residents to be a safe and comfortable place to reside.

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