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Appendix B: Equal Employment Opportunity Report 2016-17

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Reporting period

The CEFC first attracted obligations under the Equal Employment Opportunity (Cth Authorities) Act 1987 (EEO Act) from 17 April 2013, when it was created, and has since reported its EEO obligations annually. This EEO report covers
1 July 2016 to 30 June 2017 inclusive.

EEO policy and program

The CEFC is committed to developing and supporting positive working relationships and a healthy and safe workplace where all individuals are equally able to contribute to the success of the Corporation and to develop their careers.

The CEFC EEO policy and program ensures individuals are employed, trained and promoted fairly, on merit, without discrimination and harassment, and that our staff reflect the diverse nature of the Australian community. The CEFC EEO addresses the potential disadvantage that may be present in the workplace by, for example, age, gender, race, religion, sexual orientation, disability, pregnancy and/or marital status.

The CEFC EEO supports equal participation through education and diversity initiatives that ensure employees are treated equally and their differences valued and respected in the workplace, while helping the CEFC to achieve its broad business benefit. The EEO program includes:

  • Clear EEO objectives and indicators against which the effectiveness of the program is assessed
  • A methodology for the annual collection, recording and publication of employee statistics, including gender and ‘designated groups’ as defined in the EEO Act and regulations1
  • Assurances for annual, regular assessment of policies to identify discrimination against women or designated groups
  • Assurances that employees are informed about the contents of the program and the results of any monitoring and evaluation procedures
  • Consultation with employees, particularly women and designated groups.

1 According to the EEO Act, section 3, the following are considered designated groups:

(a)  members of the Aboriginal race of Australia or persons who are descendants of indigenous inhabitants of the Torres Strait Islands;

(b) persons who have migrated to Australia and whose first language is not English, and the children of such persons;

(c) persons with a physical or mental disability;

(d) any other class of persons prescribed by the regulations for the purposes of this definition.

EEO implementation 

CEFC policies and procedures are underpinned by EEO principles and embedded into operational practices. These policies, procedures and practices are communicated to existing and new employees, and are accessible at all times via the employee intranet. Coverage of these matters includes:

Internal corporate policies and procedures, including EEO principles, anti-discrimination and workplace bullying and harassment

  • A Code of Conduct and Ethics
  • The Public Interest Disclosure Act 2013
  • Annual workplace training for employees on the legal requirements of the Corporation’s operating context, including workplace health, safety and conduct, EEO principles, anti-discrimination and workplace harassment
  • Induction training for all new employees that incorporates workplace conduct, EEO principles, anti-discrimination and workplace harassment
  • The CEFC paid parental leave scheme, which provides a more generous parental leave payment than the legislated scheme.

Since implementation, the Corporation has not identified any policies or practices that discriminate against, or any patterns of lack of equality of opportunity in respect of women or designated groups under the EEO Act.

Analysis of CEFC statistics indicate that there have been no material changes to this position since the previous reporting period ending
30 June 2016.

EEO monitoring and evaluation

The effectiveness of the EEO Policy and Program is reviewed on a regular basis, and employee feedback is sought in relation to ongoing improvements.

Paid parental leave

The Corporation reviewed its paid parental leave scheme against comparable organisations in 2015-16, which now provides enhanced payments to employees taking parental leave. During the reporting period, three employees used the CEFC’s paid parental leave scheme and two employees used the Corporation’s paid ‘dad and partner’ leave. At 30 June 2017, four employees have applied for future paid parental leave and two employees for future paid ‘dad and partner’ leave.

Flexible work arrangements

As flexible work arrangements (FWAs) are embedded within the National Employment Standards for employees with caring commitments, the Corporation’s emphasis has been to ensure the Corporation’s work practices and resources actively support flexibility for all employees, including flexible work hours, working from home, or working from any of the Corporation’s office locations.

Of the Corporation’s 87 employees, 17 (20 per cent) use approved FWAs, including part-time hours, flexible work hours and/or working from home. This is an increase from 11 employees using approved FWAs in the previous reporting period.

FWAs are increasingly being used by male employees and by senior employees. Of the 18 employees with approved FWAs, five (28 per cent) are male, and 10 (54 per cent) are Associate Director or Director level employees.

In addition to formally-approved FWAs, employees are encouraged to use FWAs on an ad-hoc basis to help them more effectively balance personal and work commitments. The Corporation’s information and communications technology is regularly enhanced to support flexibility.

Employee feedback – engagement survey

Employee feedback in relation to the CEFC’s culture and practices was sought via the Corporation’s first engagement survey, held in October 2016.

The engagement survey results demonstrated no material difference between male and female respondents, with the engagement score being 71 per cent for females and 73 per cent for males, and an overall organisational engagement score of 72 per cent.

EMPLOYEE PROMOTIONS

During the reporting period, the CEFC promoted 10 employees, which included five male and five female employees.

EMPLOYEE TRAINING AND POLICIES

CEFC employees complete mandatory induction training and annual training in EEO, workplace bullying harassment and discrimination, the CEFC Code of Conduct and Ethics, the Public Interest Disclosure Act 2013, and workplace health and safety. This training is refreshed regularly to ensure it reflects current legislation

During the reporting year, the CEFC reviewed its Workplace Bullying, Discrimination and Harassment Policy, which was re-launched by the Board Chair and the CEO.

To further reinforce the CEFC’s commitment to respectful work behaviour, following the new policy launch, all employees will undertake additional training in preventing and reporting workplace discrimination and harassment.

Particulars of Directions by the responsible Ministers under section 12

The CEFC has not received any directions made by responsible Ministers under section 12 of the Equal Employment Opportunity (Commonwealth Authorities) Act 1987.

Diversity profile: CEFC employee statistics

At 30 June 2017, the CEFC had 87 employees, including 85 full-time equivalents (all statistics shown are headcount). This includes the CEO who is not ‘staff’ under the CEFC Act, but rather a full-time statutory officer.

The Corporation has 43 per cent female employees and 57 per cent male employees. This is a slight reduction in female representation from the previous reporting period.

Females continue to be under-represented at higher levels in the CEFC and disproportionately represented at lower levels. The Executive team includes one female (representing 14 per cent of the Executive team). This is an identical headcount and percentage to the previous reporting period.

The proportion of females at the levels of Executive Director, Director and Associate Director levels remains at 35 per cent, while the proportion of females at the Associate and Manager levels remains at 50 per cent.

Of the 25 new hires since the previous reporting period, 10 are female and 15 male.

The proportion of employees born overseas has decreased from 49 per cent to 40 per cent since the previous reporting period. The CEFC’s workforce is ethnically diverse, with 35 employees from 16 countries, in addition to those born in Australia.

During the reporting period, the average age of the workforce decreased from 43 to 42.

No employees identified as being Indigenous or having a disability, which is unchanged since the previous reporting period. This is not considered significant given the headcount of 87 employees, nor demonstrative of discrimination.

Level Female Born overseas English as a
second language
 Indigenous Disability Total
   No. % No. % No. % No. No. No.

Executive*

1

14

2

29

1

14

0

0

7

Executive Director/ Head of Function

1

13

3

38

0

0

0

0

8

Director

6

32

7

37

2

11

0

0

19

Associate Director

10

45

8

36

1

5

0

0

22

Senior Associate

3

38

3

38

1

13

0

0

8

Associate

2

29

6

86

3

43

0

0

7

Manager

5

100

1

20

0

0

0

0

5

Administration

9

82

5

45

3

27

0

0

11

Total

37

43

35

40

11

13

0

0

87

Figure 59: CEFC employee diversity profile 30 June 2017

*Includes the CEO, who is not ‘staff’ under the CEFC Act but rather a full-time statutory officer.

  30 JUNE 2016 30 JUNE 2017
EEO designated group No. % No. %

Female

32

46

37

43

Born overseas

34

49

35

40

English as a second language

10

15

11

13

Indigenous

0

-

0

-

Disability

0

-

0

-

Figure 60: CEFC EEO reporting comparison

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