The EOCGE citation criteria, which has evolved over time to reflect the latest academic research into drivers of improved gender equality outcomes, assesses employers' progress on a range of measures including: Leadership, strategy and accountability, Developing a gender-balanced workforce; Gender pay equity; Support for caring; Mainstreaming flexible work; Preventing gender-based harassment and discrimination and bullying, and; Driving change beyond your workplace.
Our Chief Executive Partner Bruce Cooper said that our recognition as an EOCGE reflected our continued prioritisation of gender equality as part of our broader Diversity and Inclusion (D&I) initiatives. "We know that while diversity, inclusion, and equality will help our business succeed, above all else, it's simply the right thing to do," said Bruce.
Bruce said that our refreshed gender equality and broader D&I strategy was building a "more respectful and inclusive culture". On the recent initiatives we have introduced, Bruce said:
"Our improved gender equality strategy saw us enhance our paid parental leave policy to increase our benefit to 26 weeks and remove the distinction between primary and secondary caregivers. As a broader carer initiative, we recently introduced a caregiving service for people with eldercare responsibilities. We're also focused on the pro-active prevention of discrimination, harassment, and bullying.
Educating our people on the role they play, as well as how to be an effective bystander, is a large part of this initiative."
While we continue to make progress, Bruce acknowledged that the path to gender equality was ongoing. "We're continuously keeping gender equality front of mind and making a conscious effort to support diversity by being open and honest and considering where we can improve. We look forward to developing more meaningful initiatives so that all our people can succeed."