Workplace Gender Equality Act 2012: Consultation on reporting matters

Save this PDF as:
 WORD  PNG  TXT  JPG

Size: px
Start display at page:

Download "Workplace Gender Equality Act 2012: Consultation on reporting matters"

Transcription

1 Workplace Gender Equality Act 2012: Consultation on reporting matters SUBMISSION JANUARY 2013

2 Institution of Engineers Australia 2013 All rights reserved. Other than brief extracts, no part of this publication may be reproduced in any form without the written consent of the publisher. This document can be downloaded at Contact: Policy and Public Relations Engineers Australia 11 National Circuit, Barton ACT 2600 Tel:

3 EXECUTIVE SUMMARY Engineers Australia welcomes the opportunity to provide comment on the Workplace Gender Equality Act 2012: Consultation on reporting matters. Engineers Australia recognises the Act as an important step toward utilising the full productive capacity of Australia s workforce. For this submission Engineers Australia has drawn on the assistance and expertise of its Women in Engineering (WIE) National and Division Committees. The WIE Committees are dedicated to the ongoing transition of the profession into one that values, supports and celebrates the contribution of women. The Committees 2012 Women in Engineering: Industry Blueprint of Successful In-house Professional Women s Programs is a fundamental signpost for achieving true gender diversity in engineering workplaces. It examines the key successes and challenges in existing in-house gender diversity policies at major industry leaders and makes a number of recommendations on the next steps to be taken. An analysis of the two most recent Censuses, Engineers Australia s Changes in the Australian Engineering Labour Market, shows that in 2006, women engineering professionals made up just 10.6% of the supply of engineers. There was modest growth in this number to 2011, where women accounted for 15.7% of the increase in the supply of engineers for the five year period. The 2011 percentage of supply of engineering professionals represented by women was 11.8%. Even with record levels of skilled migration, unemployment in engineering is generally quite low. Despite this, unemployment is higher for women engineers than men, especially those born overseas. The 2011 Census unemployment rates for Australian-born men was 2.1%, and for women it was 2.6%. For overseas-born engineers unemployment rates were much higher. For men it was 4.2% and for women it was 7.9%, which is higher than the 5.6% overall unemployment rate for the Australian workforce. The forthcoming report on the Engineers Australia Survey of Working Environment and Engineering Careers 2012 goes even further into exploring the perceived differences in the profession and draws on the membership of Engineers Australia as its source. The survey respondents were volunteers and constituted an accurate representative pool of Engineers Australia members Labour force participation rates of trained men and women engineers are high compared to the Australian labour force as a whole. However, key findings of the survey point to factors such as management opportunities, remuneration and children and carer responsibilities as impediments to higher levels of women employed in engineering occupations. This submission is intended to inform the discourse on reporting and policy formulation for gender equality in the workplace by providing detailed information on the gender imbalance in the engineering profession. This issue is the primary focus of the Engineers Australia WIE Committees, and such they would gladly welcome the opportunity for further consultation. Page 3

4 INTRODUCTION Engineers Australia is the peak body for engineering practitioners in Australia, representing all disciplines and branches of engineering. With membership of over 100,000 Australia wide, Engineers Australia is the largest and most diverse professional engineering association in Australia. All Engineers Australia members are bound by a common commitment to promote engineering and to facilitate its practice for the common good. Engineers Australia maintains representation in every state and territory. Engineers Australia welcomes the opportunity to provide comment on the Workplace Gender Equality Act 2012: Consultation on reporting matters. Engineers Australia recognises the Act as an important step toward utilising the full productive capacity of Australia s workforce. Statistics and surveys show that the current gender composition of the engineering profession is imbalanced; an overwhelming majority of professional engineers are men. This results in the underutilisation of a large pool of highly skilled workers and is detrimental to Australia s economy and productivity growth. For this submission Engineers Australia has drawn on the assistance and expertise of its Women in Engineering (WIE) National and Division Committees. The WIE Committees are dedicated to the ongoing transition of the profession into one that values, supports and celebrates the contribution of women. As a step toward achieving this goal, the WIE National Committee endorsed the UNIFEM Women s Empowerment Principles in In 2012 the Committees developed a blueprint in consultation with industry as a guide to developing in-house professional women s programs. The Women in Engineering Industry Blueprint of Successful In-house Professional Women s Programs 1 examines the key successes and challenges in existing in-house gender diversity policies at major industry leaders and makes a number of critical recommendations on the next steps to be taken. Engineers Australia is engaged in the analysis of demographic measures of the engineering team. A statistical overview is produced each year, as well as a number of other documents assessing the status of the profession. Sources include government-collected data (particularly the Census), surveys and papers produced by similar organisations. The most recent of these, Changes in the Australian Engineering Labour Market was completed in November 2012 and highlights the ongoing under-representation of women in the engineering profession. The other key point from the assessment of professional engineering statistics shows that Australia is overly dependent on skilled migration. Over 70% of the growth in the supply of engineers between the 2006 and 2011 Censuses came from skilled migration. Becoming less dependent on this source must be a priority for Australia, which means making use of existing engineering talent. Increasing the participation of women in engineering will be crucial in this endeavour. To gain more information from its members about workplace conditions, including gender-related issues, Engineers Australia conducted a survey entitled the Survey of Working Environment and Engineering Careers The results of the survey reveal a number of major gender divides, including unequal remuneration and decision-making responsibilities between men and women. This submission is intended to inform the discourse on reporting and policy formulation for gender equality in the workplace by providing detailed information on the gender imbalance in the engineering profession, as well as the way forward. 1 Available at Page 4

5 A GUIDE FOR INDUSTRY The Women in Engineering Industry Blueprint of Successful In-house Professional Women s Programs was developed in consultation with industry after a number of large organisations approached the WIE Committees for guidance. It looks at programs proven to encourage and retain women in the engineering profession including a target outcome, some of the best methods to achieve success and the steps to get ahead. The blueprint suggests a target outcome of enhanced business opportunities through equality. The benefits of this include: Employer of choice Higher retention levels Greater profitability due to greater resource choice Diverse engineering workforce demographic that reflects the community and client profiles Increased creativity, productivity and effectiveness Broader talent pool for succession planning Inclusive, cooperative and engaging work environment and culture Greater opportunities for women at all levels of the engineering organisation both technical & managerial roles Improved client relations Diversity of thought and new approaches to business. Proven methods for success with existing industry women in engineering programs are run by bold, change-driven organisations. An organisation s leadership, especially the CEO, must be fully committed to the program, allocate sufficient resources and have a clear, well-documented plan in place outlining exactly what they hope to achieve. An education program for all staff is critical for building the right workplace culture. There is a comprehensive list of strategic objectives in the blueprint. Some of the challenges organisations might face as they attempt to implement a successful program include changing entrenched traditional expectations and behaviours, resource restrictions and conflicting priorities, lack of engagement and inconsistent execution of the program, amongst other things. The next steps an organisation can take to prepare or implement a professional women s program are: 1. Get a pro-active team together including a senior champion who wants to make a difference 2. Work to the strengths of the team and organisation 3. Connect with relevant industry associations and programs for ideas 4. Think it through for your particular organisation. Don t just do what other organisations do because it might not be appropriate for your circumstances 5. Make a longer term plan (e.g. 3 years) and set objectives and appropriate measures. For example: % of female engineers recruited, % of females in senior leadership roles, services/programs developed to support females in a sustainable career 6. CEO announcement and senior leadership support with business plan and budget approval. The blueprint has a number of leading industry partners and is a critical step toward growing the number of women engineers in Australia. Page 5

6 STATISTICS ON WOMEN IN ENGINEERING Engineers Australia s most recent examination of engineering demographic statistics in November 2012, Changes in the Australian Engineering Labour Market, 2 highlights the ongoing underrepresentation of women in the engineering profession. In 2006, women engineering professionals made up just 10.6% of the supply of engineers. There was modest growth in this number to 2011, where women accounted for 15.7% of the increase in the supply of engineers for the five year period. The 2011 percentage of supply of engineering professionals represented by women was 11.8%. Tables 1 and 2 provide detailed statistics on the engineering profession and a comparison between the two most recent Censuses, as well as a breakdown by gender and Australian- or overseas-born categories. The reason for the separation by place of birth is due to the extremely high level of skilled migrant engineers supplementing Australia s inadequate supply over the past decade. Engineers Australia s 2012 The Engineering Profession: a statistical overview reported that more than 50% of Australia s supply of professional engineers were born overseas. Even with record levels of skilled migration, unemployment in engineering is generally quite low. Despite this, unemployment is higher for women engineers than men, especially those born overseas. The 2011 Census unemployment rates for Australian-born men was 2.1%, and for women it was 2.6%. For overseas-born engineers unemployment rates were much higher. For men it was 4.2% and for women it was 7.9%, which is higher than the 5.6% overall unemployment rate for the Australian workforce. Engineering qualifications are not a guarantee that individuals are employed in engineering. The 2011 Census reported that just 62.2% of Australian-born women in the workforce with engineering qualifications were employed in engineering (compared with 70.6% of men in the same category). It was even lower for overseas-born women engineers at just 45.4% (compared with 57.2% of men in the same category). Table 1: Engineering labour market statistics from the 2006 Census Labour force status Australian-born Overseas-born Engineering Team Men Women Total Men Women Total Men Women Total Employed FT Employed PT TOTAL EMPLOYED Unemployed (FT ) Unemployed (PT ) TOTAL UNEMPLOYED LABOUR FORCE Not in labour force Eng Population Participation Rate (%) Unemployment Rate (%) Employed in Eng % in Employed in Eng Available at Page 6

7 Table 2: Engineering labour market statistics from 2011 Census Labour force status Australian-born Overseas-born Engineering Team Men Women Total Men Women Total Men Women Total Employed FT Employed PT TOTAL EMPLOYED Unemployed (FT ) Unemployed (PT ) TOTAL UNEMPLOYED LABOUR FORCE Not in labour force Eng Population Participation Rate (%) Unemployment Rate (%) Employed in Eng % in Employed in Eng Page 7

8 PERCEPTIONS OF WOMEN IN ENGINEERING The forthcoming report on the Engineers Australia Survey of Working Environment and Engineering Careers 2012 goes even further into exploring the perceived differences in the profession and draws on the membership of Engineers Australia as its source. The survey respondents were volunteers and constituted an accurate representative pool of Engineers Australia members. 3 As demonstrated in the statistics cited above, the labour force participation rates of trained men and women engineers are high compared to the Australian labour force as a whole. However, key findings of the survey point to factors such as management opportunities, remuneration and children and carer responsibilities as impediments to higher levels of women employed in engineering occupations. Figure 1 provides a breakdown of survey respondents by age category and gender; this information has been taken into account in the analysis of survey data and remaining differences reflect the gender disparity in the engineering profession. Figure 1: The Age and Gender Structure of Survey Participants 45.0 Men Women Age Group % of Gender to to to to to & over Age Groups Management and decision-making The survey found that 52% of women did not partake in any organisational decision-making. This is due in part to the younger age profile of women engineers overall, as seen in Figure 1 above. Despite this younger profile skewing the general response, it was also evident that from the and higher age categories, women engineers were less likely to have management responsibilities than men. Figure 2 is a representation of the percentage of women and men respondents participation in organisational decision-making. 3 NB: respondents were drawn from Engineers Australia s membership only, not the wider engineering population. Page 8

9 Figure 2: Participation in Organisational Decision-making Women Men Always Most of the time Sometimes Never % of Gender Group Age and experience are important factors determining involvement in organisational decision-making, and so too is the organisational distribution of employment. The proportion of women employed in small organisations is less than the number of men and, conversely, the proportion employed in larger organisations is higher than men. Survey results show that there is higher involvement in decisionmaking in smaller organisations than larger ones, therefore women are not best-placed for decisionmaking. Remuneration Aside from the years age category, the survey results show that women engineers earn lower salaries than men. Previous studies have reported this result using aggregate statistics that confuse the influences of full- and part-time work, age and experience. These influences were accounted for using the Chi-squared method to analyse respondents reported salaries, and the results show that in all age categories of part-time employees, women earned less than their male counterparts. This was the same in all age categories except years for full-time employees. Working hours The survey results suggest that women and men have different perceptions about the working week. Proportionally, more women than men work a standard working week, 4 while more men than women work hours longer than a standard working week. Long hours appear to be standard for men; more than 58% indicated that they work more than 41 hours per week. The equivalent figure for women was 42%. The availability of flexible working hours and arrangements are becoming more prevalent for both genders, and is largely affected by the size of their employer. Smaller organisations generally offer 4 Based on a standard working week of hours. Page 9

10 more flexible working hours, but job-sharing, leave without pay, carer s leave and parental leave is more readily available in larger organisations. Despite the increase in availability of flexible working conditions, their utilisation is not at the same level. The reasons for this anomaly were not explored in the survey. Carer responsibilities Care of children and dependents was an important issue for about one quarter of survey participants and a large portion did not have access to adequate care providers. Over 81% of women and 74% of men respondents said that family friendly working environments were important to them. There was a strong indication that women were more inclined to this view at aggregate level and in all age categories. There is also considerable evidence that when women are responsible for the care of children their employment participation rate falls, and is more prevalent in engineering than other professions Figure 3: Labour Force Participation and Number of Children; Engineering Compared to Other Fields Engineering 2006 Engineering 2011 Comparison 2006 Comparison Participation Rate (%) or more Number of Children Figure 3 illustrates labour force participation rates for women with no children and women with one or more children. A number of estimates are included in the diagram; the 2006 Census is compared to the 2011 Census and in each case engineering is compared to other fields requiring a similar level of qualifications. Labour force participation rates for women were higher than men in both Censuses, irrespective of their field of work. There is a trend of falling labour force participation for women as the number of dependent children rises. When compared with other fields requiring a similar level of qualifications, the fall in participation rates for women engineers is dramatic. Qualifications Survey respondents reporting their level of engineering qualifications revealed that women are equally as, or more qualified than men in most categories. Table 3 below divides respondents into gender and age categories. Of particular note is the doctorate category, in which a higher percentage of Page 10

11 women have qualifications in all age groups but 70 and over. The table is a reflection of the age structure of respondents, and the generally younger age profile of women engineers. Table 3: The Highest Engineering Qualifications Held by Survey Participants (%) Men Age Group (years) Qualification 20 to to to to to & over Total* Doctorate Masters Other Postgraduate Bachelors Associate/Advanced Diplomas & Other Women Doctorate Masters Other Postgraduate Bachelors Associate/Advanced Diplomas & Other Training Continuous professional development is essential for maintaining current knowledge in engineering practice. Survey respondents reported a negligible gender difference in continuous professional development opportunities offered by employers during business hours. Less than one third of all respondents reported that their employer offered networking or continuous professional development opportunities to staff on maternity leave. Page 11

12 CONCLUSION The statistics and survey results presented in this submission are strong evidence of a genderimbalance in the engineering profession. It goes beyond providing mere background information; they show significant gender differences in the profession and a complex set of reasons underlying the difficulty in retaining skilled women engineers. Overcoming these challenges must be a priority if Australia is to fulfill its economic and productivity potential. At 10.6% of the supply of engineers in 2006 and 11.8% in 2011, women are enormously underrepresented in the engineering profession. Unemployment rates for women engineers, especially for those born overseas, are higher than those for their male counterparts. The 2011 Census unemployment rates for Australian-born men was 2.1%, and for women it was 2.6%. For all overseasborn engineers unemployment rates were much higher. For men it was 4.2% and for women it was 7.9%, which is higher than the 5.6% overall unemployment rate for the Australian workforce. The Engineers Australia Survey of Working Environment and Engineering Careers 2012 goes even further into exploring the differences in the profession. Fewer decision-making opportunities, unequal remuneration and childcare responsibilities are some of the key findings of the survey, highlighting the gender imbalance between men and women professional engineers. The survey found that 52% of women respondents did not partake in any organisational decisionmaking. This is due in part to the younger age profile of women engineers overall, however it was also evident that from the and higher age categories, women engineers were less likely to have management responsibilities than men. Aside from the years age category, the survey results show that women engineers employed full-time earn lower salaries than men employed full-time, and in all age categories of part-time employees, women earned less than their male counterparts. There was also considerable evidence that when women are responsible for the care of children their employment participation rate falls, and this is more prevalent in engineering than other professions. Their younger age profile and modest growth in the supply of women engineers suggests that changes are underway and more women are choosing to study engineering, however this will be a very long-term transition. In the short-term, obstacles such as higher unemployment rates, fewer decision-making opportunities, unequal remuneration and childcare responsibilities can easily be ameliorated. The Women in Engineering Industry Blueprint of Successful In-house Professional Women s Programs is an important signpost for future industry action to encourage and retain women in the engineering profession. This submission is intended to inform the discourse on reporting and policy formulation for gender equality in the workplace by providing detailed information on the gender imbalance in the engineering profession and the way forward. The Engineers Australia Women in Engineering National and Division Committees welcome the opportunity for further consultation on this issue. Page 12

13

REVIEW OF THE GENERAL SKILLED MIGRATION POINTS TEST

REVIEW OF THE GENERAL SKILLED MIGRATION POINTS TEST REVIEW OF THE GENERAL SKILLED MIGRATION POINTS TEST Discussion Paper, February 2010 12 March 2010 Contact: Andre Kaspura Policy Analyst, International & National Policy, Engineers Australia 11 National

More information

Women in Engineering Industry Blueprint of Successful in-house Professional Women s Programs

Women in Engineering Industry Blueprint of Successful in-house Professional Women s Programs Women in Engineering Industry Blueprint of Successful in-house Professional Women s Programs Introduction Engineers Australia s Women in Engineering National and Division Committees have been approached

More information

SUBMISSION TO THE INQUIRY INTO POTENTIAL REFORMS OF NATIONAL SECURITY LEGISLATION AUGUST 2012

SUBMISSION TO THE INQUIRY INTO POTENTIAL REFORMS OF NATIONAL SECURITY LEGISLATION AUGUST 2012 SUBMISSION TO THE INQUIRY INTO POTENTIAL REFORMS OF NATIONAL SECURITY LEGISLATION AUGUST 2012 Institution of Engineers Australia 2012 All rights reserved. Other than brief extracts, no part of this publication

More information

Women in Engineering. Industry Blueprint of Successful In-House Professional Women s Programs - Supplemental

Women in Engineering. Industry Blueprint of Successful In-House Professional Women s Programs - Supplemental Women in Engineering Industry Blueprint of Successful In-House Professional Women s Programs - Supplemental Introduction Creating a Business Case for an In-House Professional Women s Program In 2012, Engineers

More information

Women and the Australian Retail Industry

Women and the Australian Retail Industry Women and the Australian Retail Industry Industry Report April 2016 About the National Retail Association (NRA) The NRA is Australia's largest and most representative retail industry organisation. For

More information

The Training Needs of Older Workers

The Training Needs of Older Workers The Training Needs of Older Workers Katrina Ball, Josie Misko and Andrew Smith National Centre for Vocational Education Research ABSTRACT The nature of work has been the subject of significant change in

More information

THE ENGINEERING PROFESSION: A STATISTICAL OVERVIEW. Eleventh Edition, October 2014

THE ENGINEERING PROFESSION: A STATISTICAL OVERVIEW. Eleventh Edition, October 2014 THE ENGINEERING PROFESSION: A STATISTICAL OVERVIEW Eleventh Edition, October 2014 The Engineering Profession: A Statistical Overview, ELEVENTH edition, AUGUST 2014 ISBN 978 1 922107 20 6 Author: Andre

More information

Paying the National Living Wage. In partnership with

Paying the National Living Wage. In partnership with Paying the National Living Wage In partnership with 1 Summary 1 Sectors and employees affected Around a quarter of private sector employees will be directly affected by the introduction of the National

More information

GENDER DIVERSITY STRATEGY

GENDER DIVERSITY STRATEGY GENDER DIVERSITY STRATEGY Purpose TMB s Gender Diversity Strategy acknowledges the value of a gender diverse workforce and details our commitment to ensuring that all workplace policies support and enable

More information

EQUAL PAY AUDIT FULL REPORT 2012

EQUAL PAY AUDIT FULL REPORT 2012 EQUAL PAY AUDIT FULL REPORT 2012 Note: all absolute numbers below 10 in this report have been masked

More information

Diversity in California s Health Professions: Physical Therapy September 2008

Diversity in California s Health Professions: Physical Therapy September 2008 Diversity in California s Health Professions: Physical Therapy September 2008 A report of the California Health Workforce Tracking Collaborative Timothy Bates and Susan Chapman UCSF Center for the Health

More information

2010-2011 Migration Program Consultations

2010-2011 Migration Program Consultations 2010-2011 Migration Program Consultations Comments on issues raised during Canberra stakeholder meeting, 13 January 2010 10 February 2010 Contact: Kate Hurford Associate Director Public Policy International

More information

A STATISTICAL OVERVIEW

A STATISTICAL OVERVIEW THE ENGINEERING PROFESSION THE ENGINEERING A Statistical PROFESSION Overview, Ninth Edition, 2012 A STATISTICAL OVERVIEW Ninth Edition, July 2012 Contact: Andre Kaspura akaspura@engineersaustralia.org.au

More information

Manager briefing. Gender pay equity guide for managers GENDER P Y EQUITY

Manager briefing. Gender pay equity guide for managers GENDER P Y EQUITY Manager briefing Gender pay equity guide for managers GENDER P Y EQUITY Manager briefing Gender pay equity guide for managers Managers play a vital role in addressing pay equity as they are responsible

More information

Quality Part-time Work

Quality Part-time Work flexible work arrngements Quality Part-time Work in case the study Retail SectoR project overview Part-time work is the most popular flexible work arrangement in Australia and is a major feature of retail

More information

Creating Opportunity or Entrenching Disadvantage? ACT Labour Market Data

Creating Opportunity or Entrenching Disadvantage? ACT Labour Market Data Creating Opportunity or Entrenching Disadvantage? ACT Labour Market Data October 2014 About ACTCOSS ACTCOSS acknowledges Canberra has been built on the land of the Ngunnawal people. We pay respects to

More information

Women in the UK construction industry in 2016

Women in the UK construction industry in 2016 Women in the UK construction industry in 2016 #womeninwork April 2016 Introduction Owen Goodhead MD of Randstad Construction, Property and Engineering Construction is booming and has enjoyed a significant

More information

DRAFT. Workforce Diversity Plan. Our priorities Attract and recruit a diverse workforce

DRAFT. Workforce Diversity Plan. Our priorities Attract and recruit a diverse workforce DRAFT Workforce Diversity Plan 2012-2017 Workforce diversity is about respecting and valuing the differing backgrounds, skills and experiences we all bring to the workplace. It also involves recognising

More information

THE HEALTH & SOCIAL CARE

THE HEALTH & SOCIAL CARE THE HEALTH & SOCIAL CARE SECTOR in greater manchester overview of skills ISSUES 1. INTRODUCTION This briefing summarises the findings of primary and secondary research in respect of the skills and training

More information

Aboriginal and Torres Strait Islander Career Development and Employment Strategy

Aboriginal and Torres Strait Islander Career Development and Employment Strategy Aboriginal and Torres Strait Islander Career Development and Employment Strategy September 2006 Revised November 2011 Revised June 2013 Revised June 2015 University of Southern Queensland Aboriginal and

More information

SalarieS of chemists fall

SalarieS of chemists fall ACS news SalarieS of chemists fall Unemployment reaches new heights in 2009 as recession hits profession hard The economic recession has taken its toll on chemists. Despite holding up fairly well in previous

More information

Diversity and inclusion strategy 2016 2020

Diversity and inclusion strategy 2016 2020 Diversity and inclusion strategy 2016 2020 2 Airservices diversity statement Diversity recognises and celebrates the value and contribution that each individual brings to our workplace. It facilitates

More information

Graduate Destinations 2014. A report on the work and study outcomes of recent higher education graduates

Graduate Destinations 2014. A report on the work and study outcomes of recent higher education graduates Graduate Destinations 2014 A report on the work and study outcomes of recent higher education graduates Graduate Destinations 2014 A report on the work and study outcomes of recent higher education graduates

More information

Department of Education and Training Skilled Occupations List

Department of Education and Training Skilled Occupations List Level 1 / 114 Williams St T 61 3 9642 4899 office@speechpathologyaustralia.org.au Melbourne Victoria 3000 F 61 3 9642 4922 www.speechpathologyaustralia.org.au Speech Pathology Australia s submission to

More information

RECRUITMENT AND DEVELOPMENT AND RETENTION

RECRUITMENT AND DEVELOPMENT AND RETENTION RECRUITMENT AND DEVELOPMENT AND RETENTION (RADAR Report) An APESMA report on strategies for addressing skills gaps and shortages at the enterprise level RADAR Report - a report produced by the Information

More information

Doctors and romance: Not only of interest to Mills and Boon readers

Doctors and romance: Not only of interest to Mills and Boon readers Doctors and romance: Not only of interest to Mills and Boon readers Paul Callister PhD (Social Policy); 1 Juthika Badkar MPH; 2 Robert Didham PhD (Asian Studies) 3 ABSTRACT Introduction: Internationally

More information

choice, develop the skills and knowledge we require for future roles and help tackle recruitment difficulties. However, the purpose of this work is tw

choice, develop the skills and knowledge we require for future roles and help tackle recruitment difficulties. However, the purpose of this work is tw 5 15/311 PERTH AND KINROSS COUNCIL Executive Sub-Committee of Strategic Policy and Resources Committee 30 July 2015 WORKFORCE MANAGEMENT RECRUITMENT MEASURES AND LEARN TO TEACH PROGRAMME Report by Corporate

More information

THE WAY FORWARD GUIDE TO INNOVATIVE ATTRACTION AND RECRUITMENT STRATEGIES

THE WAY FORWARD GUIDE TO INNOVATIVE ATTRACTION AND RECRUITMENT STRATEGIES 04 THE WAY FORWARD GUIDE TO INNOVATIVE ATTRACTION AND RECRUITMENT STRATEGIES Once an organisation understands and communicates its Employee Value Proposition and Employer Brand, the next step is to ensure

More information

Executive Summary A Racial/Ethnic Comparison of Career Attainments in Healthcare Management Summary Report 2008

Executive Summary A Racial/Ethnic Comparison of Career Attainments in Healthcare Management Summary Report 2008 Executive Summary A Racial/Ethnic Comparison of Career Attainments in Healthcare Management Summary Report 2008 Background....1 Methods.. 1 Major Findings..2 Conclusions...7 Recommendations...8 Background

More information

Annual Workforce and Age Profile Report 2005-2006. As at 31 March 2006

Annual Workforce and Age Profile Report 2005-2006. As at 31 March 2006 Annual Workforce and Age Profile Report 2005-2006 As at 31 March 2006 Human Resources Unit July 2006 INTRODUCTION The human resource indicators in this report provide broad workforce data and analysis,

More information

FIGURE 7: WOMEN IN LEADERSHIP POSITIONS IN HIGHER EDUCATION % OF WOMEN

FIGURE 7: WOMEN IN LEADERSHIP POSITIONS IN HIGHER EDUCATION % OF WOMEN Higher Education ALL EDUCATIONAL ORGANISATIONS ALL REPORTING ORGANISATIONS HIGHER EDUCATION NO. OF EOWA REPORTING ORGANISATIONS 41 350 2712 % OF EOWA EDUCATIONAL ORGANISATIONS 12% 100% N/A AVERAGE NO.

More information

National Career Development Strategy

National Career Development Strategy National Career Development Strategy ISBN: 978-1-74361-009-1 pdf ISBN: 978-1-74361-010-7 doc Except where otherwise noted, copyright in this publication is owned by the Commonwealth of Australia represented

More information

COMHAIRLE NAN EILEAN SIAR EQUAL PAY AUDIT

COMHAIRLE NAN EILEAN SIAR EQUAL PAY AUDIT COMHAIRLE NAN EILEAN SIAR EQUAL PAY AUDIT OCTOBER 2013 1 Introduction 1.1 Comhairle nan Eilean Siar supports the principle of equal pay for work of equal value and believes that our pay systems should

More information

SPECIALISED ENGINEERING OCCUPATIONS

SPECIALISED ENGINEERING OCCUPATIONS SPECIALISED ENGINEERING OCCUPATIONS Submission to Skills Australia 31 March 2010 Contact: Andre Kaspura Policy Analyst, International & National Policy, Engineers Australia 11 National Circuit Barton ACT

More information

Chief Executive Officers in United States Hospitals: A Reexamination of Workforce Demographics and Educational Issues

Chief Executive Officers in United States Hospitals: A Reexamination of Workforce Demographics and Educational Issues Southern Illinois University Carbondale OpenSIUC Articles Health Care Management 2013 Chief Executive Officers in United States Hospitals: A Reexamination of Workforce Demographics and Educational Issues

More information

National and provincial labour market: Youth

National and provincial labour market: Youth Statistical release P0211.4.2 National and provincial labour market: Q1: Q1: Embargoed until: 05 June 14:30 Enquiries: Forthcoming issue: Expected release date: User Information Services Tel: 012 310 8600/4892/8390

More information

Horizontal and vertical segmentation indicates whether the traditional distribution of people across the labour market has started to change.

Horizontal and vertical segmentation indicates whether the traditional distribution of people across the labour market has started to change. There are several factors which make EEO (Equal Employment Opportunities) both an interesting and a difficult topic. There are many different concepts and these concepts are often used in different ways

More information

Bachelor s graduates who pursue further postsecondary education

Bachelor s graduates who pursue further postsecondary education Bachelor s graduates who pursue further postsecondary education Introduction George Butlin Senior Research Analyst Family and Labour Studies Division Telephone: (613) 951-2997 Fax: (613) 951-6765 E-mail:

More information

Australia s gender equality scorecard

Australia s gender equality scorecard Australia s gender equality scorecard Key findings from the Workplace Gender Equality Agency s 2014-15 reporting data November 2015 WGEA dataset 4 million employees 4,670 reports 12,000+ employers Introduction

More information

COMHAIRLE NAN EILEAN SIAR EQUAL PAY AUDIT

COMHAIRLE NAN EILEAN SIAR EQUAL PAY AUDIT COMHAIRLE NAN EILEAN SIAR EQUAL PAY AUDIT JULY 2015 1 Introduction 1.1 Comhairle nan Eilean Siar supports the principle of equal pay for work of equal value and believes that pay systems should be based

More information

Customer satisfaction survey

Customer satisfaction survey Customer satisfaction survey 2012 July 2014 Written by ekosgen Published by Skills for Care Published by Skills for Care, West Gate, 6 Grace Street, Leeds LS1 2RP www.skillsforcare.org.uk Skills for Care

More information

Early Childhood Development Workforce Productivity Commission Issues Paper

Early Childhood Development Workforce Productivity Commission Issues Paper Early Childhood Development Workforce Productivity Commission Issues Paper Submission by KU Children s Services Introduction KU Children s Services is the leading not for profit provider of children s

More information

Engineering PhDs: how many has Australia produced?

Engineering PhDs: how many has Australia produced? Volume 12, Number 1, 2010 WIETE 2010 Global Journal of Engineering Education Engineering PhDs: how many has Australia produced? Ian R. Dobson University of Helsinki Helsinki, Finland ABSTRACT: Doctoral

More information

Workforce Strategy 2015-2020

Workforce Strategy 2015-2020 Workforce Strategy 2015-2020 Introduction 1. The aim of this workforce strategy is to support delivery of the sustained transformation necessary to achieve faster, fitter, more flexible, citizen and customer

More information

RCN INTERNATIONAL DEPARTMENT

RCN INTERNATIONAL DEPARTMENT RCN INTERNATIONAL DEPARTMENT Royal College of Nursing (UK) consultation response to the European Commission s Green Paper on the European Workforce for Health. With a membership of just under 400,000 registered

More information

The House of Commons Science and Technology Select Committee Inquiry into Women in STEM careers. Evidence from the Russell Group of Universities

The House of Commons Science and Technology Select Committee Inquiry into Women in STEM careers. Evidence from the Russell Group of Universities The House of Commons Science and Technology Select Committee Inquiry into Women in STEM careers 1. Summary Evidence from the Russell Group of Universities 1.1 The Russell Group represents 24 leading UK

More information

Industry Outlook. Accommodation and Food Services. December 2014 ISSN 2201-3660

Industry Outlook. Accommodation and Food Services. December 2014 ISSN 2201-3660 Industry Outlook Accommodation and Food Services December 2014 ISSN 2201-3660 Table of Contents Employment... 1 Sectoral Employment... 2 Geographic Distribution... 3 Workforce Characteristics... 4 Workforce

More information

Submission to the Productivity Commission Childcare and Early Childhood Learning February 2014. Background. The Montessori Australia Foundation (MAF)

Submission to the Productivity Commission Childcare and Early Childhood Learning February 2014. Background. The Montessori Australia Foundation (MAF) Submission to the Productivity Commission Childcare and Early Childhood Learning February 2014 Background The Montessori sector is unique, diverse and significant in Australian education, particularly

More information

Hadlow College. Equal Pay Audit Report 2013

Hadlow College. Equal Pay Audit Report 2013 Hadlow College Equal Pay Audit Report 2013 Sandra Wisdom Associate Director, Human Resources April 2013 1 Contents 1. Introduction 2. Background 3. What is an Equal Pay Audit? 4. Data Collection 5. Gender

More information

21 August 2015 ACSA CONTACTS

21 August 2015 ACSA CONTACTS ACSA response to Exposure Draft Legislation Tax and Superannuation Laws Amendment (2015 Measures No. #) Bill 2015: Limiting fringe benefit tax concessions on salary packaged entertainment benefits 21 August

More information

Improving the Perception and Quality of Personal Financial Advice

Improving the Perception and Quality of Personal Financial Advice Improving the Perception and Quality of Personal Financial Advice David Williams, CEO My Longevity Pty Limited. Summary Considerable progress has been made in improving the standard of personal financial

More information

Introduction. Page 2 of 11

Introduction. Page 2 of 11 Page 1 of 11 Introduction It has been a year since The Walton Centre brought its recruitment function in-house and it was critical that the organisation took this step. This is a specialist organisation

More information

Sydney West and Blue Mountains

Sydney West and Blue Mountains Slide 1 Sydney West and Blue Mountains Priority Employment Area 9 May 2014 Presenter: Ivan Neville Branch Manager Labour Market Research and Analysis Branch www.employment.gov.au Slide 2 Sydney West and

More information

Branding the Government As An Employer of Choice

Branding the Government As An Employer of Choice Branding the Government As An Employer of Choice By Neil Reichenberg, IPMA-HR Executive Director If governments are both to compete successfully for talented applicants and retain high performing employees,

More information

WOMEN IN ENGINEERING

WOMEN IN ENGINEERING WOMEN IN ENGINEERING A Statistical Update 7 May 2012 Contact: Andre Kaspura Policy Analyst, International & National Policy, Engineers Australia 11 National Circuit Barton ACT 2600 Tel: 02 6270 6581 Email:

More information

TDT Victoria Logistics Cadetship Program

TDT Victoria Logistics Cadetship Program TDT Victoria Logistics Cadetship Program A partnership between Industry, TDT Victoria and Kangan Institute With support from the Chartered Institute of Logistics & Transport Australia The Way Forward for

More information

Financial Services. Workforce Development Strategy. Issues Paper. Introduction. About the industry

Financial Services. Workforce Development Strategy. Issues Paper. Introduction. About the industry Financial Services Workforce Development Strategy Issues Paper Introduction Australia s Financial Services industry is large, diverse and growing. But it faces a range of challenges related to recent and

More information

WOMEN IN RESOURCES NATIONAL AWARDS 2 SEPTEMBER 2014 MIKE FRASER SPEAKING NOTES WORD COUNT: 1747

WOMEN IN RESOURCES NATIONAL AWARDS 2 SEPTEMBER 2014 MIKE FRASER SPEAKING NOTES WORD COUNT: 1747 WOMEN IN RESOURCES NATIONAL AWARDS 2 SEPTEMBER 2014 MIKE FRASER SPEAKING NOTES WORD COUNT: 1747 Thank you, Michael. Acknowledgement of traditional owners I would like to acknowledge the Traditional Custodians

More information

ATTRACTING AND RETAINING WOMEN IN OIL AND GAS ENGINEERING

ATTRACTING AND RETAINING WOMEN IN OIL AND GAS ENGINEERING EXPERTISE NEEDED EXPERTISE FOUND ATTRACTING AND RETAINING WOMEN IN OIL AND GAS ENGINEERING A survey examining the gender talent gap www.nesglobaltalent.com REPORT CONTENTS Executive Summary 2 Key Findings

More information

CLOSE THE GAP WORKING PAPER GENDER PAY GAP STATISTICS. April 2015 INTRODUCTION WHAT IS THE GENDER PAY GAP? ANNUAL SURVEY OF HOURS AND EARNINGS

CLOSE THE GAP WORKING PAPER GENDER PAY GAP STATISTICS. April 2015 INTRODUCTION WHAT IS THE GENDER PAY GAP? ANNUAL SURVEY OF HOURS AND EARNINGS CLOSE THE GAP 14 WORKING PAPER GENDER PAY GAP STATISTICS April 2015 This paper is an updated version of Working Paper 11 Statistics published in 2014.It provides the latest gender pay gap statistics for

More information

Recruitment and retention strategy Safeguarding and Social Care Division. What is the recruitment and retention strategy? 2. How was it developed?

Recruitment and retention strategy Safeguarding and Social Care Division. What is the recruitment and retention strategy? 2. How was it developed? Contents What is the recruitment and retention strategy? 2 How was it developed? 2 Newcastle story where were we? 2 Newcastle story where are we now? 3 Grow your own scheme 4 Progression 4 NQSW support

More information

OUR WORKPLACE DIVERSITY PROGRAM. Diversity is important to AFSA.

OUR WORKPLACE DIVERSITY PROGRAM. Diversity is important to AFSA. OUR WORKPLACE DIVERSITY PROGRAM Diversity is important to AFSA. 2014 2017 OUR WORKPLACE DIVERSITY PROGRAM PAGE 1 OF 9 What is diversity? The concept of diversity encompasses acceptance and respect. It

More information

Factors that Influence the Occupational Health and Safety Curricula. Jeffery Spickett. Division of Health Sciences Curtin University Australia

Factors that Influence the Occupational Health and Safety Curricula. Jeffery Spickett. Division of Health Sciences Curtin University Australia Factors that Influence the Occupational Health and Safety Curricula Jeffery Spickett Division of Health Sciences Curtin University Australia 1.0 INTRODUCTION Occupational health and safety has undergone

More information

Swinburne University of Technology Gender Equality Strategic Action Plan 2015-2016

Swinburne University of Technology Gender Equality Strategic Action Plan 2015-2016 Swinburne University of Technology Gender Equality Strategic Action Plan 2015-2016 Page 1 of 8 1. Introduction 1.1. Context and Swinburne s HR Strategic Planning Framework Swinburne has established its

More information

Skilled Occupation List (SOL) 2015-16

Skilled Occupation List (SOL) 2015-16 Skilled Occupation List (SOL) 2015-16 Tracking Code: T43RA4 Name Individual * Ms Kym Daly Organisation Australian Association of Social Workers (AASW) What are the industry/industries and ANZSCO occupation/s

More information

How Wakefield Council is working to make sure everyone is treated fairly

How Wakefield Council is working to make sure everyone is treated fairly How Wakefield Council is working to make sure everyone is treated fairly As part of meeting the Public Sector Equality Duty, the Council is required to publish information on how it is working to treat

More information

Equal Pay Statement and Information 2015

Equal Pay Statement and Information 2015 Equal Pay Statement and Information 2015 Contents 1. Introduction... 2 2. Commitment... 4 3. Purpose... 8 4. Approach... 10 5. Equal Pay Information... 12 6. Occupational Segregation... 14 7. Equal Pay

More information

A toolkit for Western Australian local governments

A toolkit for Western Australian local governments WORKFORCE PLANNING The Essentials A toolkit for Western Australian local governments WORKFORCE PLANNING The Essentials A toolkit for Western Australian local governments Prepared by the Department of Local

More information

PAPER 1 THE SCHOOL COUNSELLING WORKFORCE IN NSW GOVERNMENT SCHOOLS

PAPER 1 THE SCHOOL COUNSELLING WORKFORCE IN NSW GOVERNMENT SCHOOLS PAPER 1 THE SCHOOL COUNSELLING WORKFORCE IN NSW GOVERNMENT SCHOOLS Introduction This paper describes the current school counselling service within the Department of Education and Communities (the Department)

More information

EDUCATION: Springboard to Employment and Higher Earnings. Introduction. What you should know about this brief. A 2010 Census Analytical Brief

EDUCATION: Springboard to Employment and Higher Earnings. Introduction. What you should know about this brief. A 2010 Census Analytical Brief EDUCATION: Springboard to Employment and Higher Earnings A 200 Census Analytical Brief Introduction Between July and August 202, more than 0,000 athletes from 204 countries participated in over 300 events

More information

Aboriginal Employment Strategy 2014-2016

Aboriginal Employment Strategy 2014-2016 Aboriginal Employment 2014-2016 Communities for all: Opportunities for everyone Acknowledgements The Department for Communities and Social Inclusion (DCSI) Aboriginal Employment has been developed with

More information

AICPA Work/Life and Women's Initiatives 2004 Research. A Decade of Changes in The Accounting Profession: Workforce Trends and Human Capital Practices

AICPA Work/Life and Women's Initiatives 2004 Research. A Decade of Changes in The Accounting Profession: Workforce Trends and Human Capital Practices AICPA Work/Life and Women's Initiatives 2004 Research A Decade of Changes in The Accounting Profession: Workforce Trends and Human Capital Practices TABLE OF CONTENTS LIST OF TABLES 2 EXECUTIVE SUMMARY

More information

NEVER STOP LEARNING FAMILY CHILD EARLY YEARS PRACTICE CHILDCARE- STUDIES DE DEVELOPMENT MASTER OF ARTS

NEVER STOP LEARNING FAMILY CHILD EARLY YEARS PRACTICE CHILDCARE- STUDIES DE DEVELOPMENT MASTER OF ARTS NEVER STOP LEARNING FAMILY CHILD EARLY YEARS PRACTICE CHILDCARE- STUDIES DE DEVELOPMENT MASTER OF ARTS (Early Childhood Studies) Course Overview The Masters of Arts (Early Childhood Studies) has been developed

More information

Re: Productivity Commission Inquiry into the Economic Implications of an Ageing Australia

Re: Productivity Commission Inquiry into the Economic Implications of an Ageing Australia 11 February 2005 Chair Productivity Commission Economic Implications of an Ageing Australia PO Box 80 Belconnen ACT 2616 Email: ageing@pc.gov.au Re: Productivity Commission Inquiry into the Economic Implications

More information

Community Services Sector

Community Services Sector Community Services Sector Q ueensland s community services sector provides effective, inclusive human services by supporting communities in building skills, finding solutions and promoting social justice.

More information

Equality and Diversity Policy July 2015

Equality and Diversity Policy July 2015 Equality and Diversity Policy July 2015 Policy Group: Equality and Diversity Procedure Number: 3.1 Procedure Title: Equality and Diversity Policy Author: Gail Crossman Date and current version: July 2015

More information

Developing the workforce in the early childhood care and education sector Consultation document

Developing the workforce in the early childhood care and education sector Consultation document Developing the workforce in the early childhood care and education sector Consultation document Copyright Minister for Education and Science, 2009 Department of Education and Science Marlborough Street

More information

GENDER BALANCE ON AUSTRALIAN GOVERNMENT BOARDS REPORT

GENDER BALANCE ON AUSTRALIAN GOVERNMENT BOARDS REPORT GENDER BALANCE ON AUSTRALIAN GOVERNMENT BOARDS REPORT 2010-2011 A report on women and men on Australian Government boards reflecting progress against the Government s commitment to the 40:40:20 gender

More information

The Decline in Student Applications to Computer Science and IT Degree Courses in UK Universities. Anna Round University of Newcastle

The Decline in Student Applications to Computer Science and IT Degree Courses in UK Universities. Anna Round University of Newcastle The Decline in Student Applications to Computer Science and IT Degree Courses in UK Universities Introduction Anna Round University of Newcastle The research described in this report was undertaken for

More information

AGED CARE SERVICES INDUSTRY SKILLS PLAN

AGED CARE SERVICES INDUSTRY SKILLS PLAN AGED CARE SERVICES INDUSTRY SKILLS PLAN May 2010 Table of Contents Table of Contents...2 Foreword...3 Skills Plan Overview...5 Background & Consultation...6 Our Skills Plan...8 Workforce Planning... 8

More information

Pay Equity Audit Report Public Sector Workforce

Pay Equity Audit Report Public Sector Workforce Pay Equity Audit Report 2011 Public Sector Workforce Pay Equity Audit Report 2011 Executive Summary An audit of pay rates in the NSW public service was undertaken by Public Sector Workforce (PSW). The

More information

NSW Public Service Commissioner NSW Health Good Health Great Jobs Stepping Up Forum 2015

NSW Public Service Commissioner NSW Health Good Health Great Jobs Stepping Up Forum 2015 NSW Public Service Commissioner NSW Health Good Health Great Jobs Stepping Up Forum 2015 Our Aboriginal workforce The Australian Bureau of Statistics figures from 2011 estimate that 2.9% of the NSW population

More information

ATHENA PROJECT. Case Study No 9 UNIVERSITY OF OXFORD SWAN BRONZE AWARD MARCH 2006

ATHENA PROJECT. Case Study No 9 UNIVERSITY OF OXFORD SWAN BRONZE AWARD MARCH 2006 ATHENA PROJECT Case Study No 9 UNIVERSITY OF OXFORD SWAN BRONZE AWARD MARCH 2006 The University of Oxford, a founder member of the Athena SWAN Charter, was awarded Bronze SWAN recognition in March 2006.

More information

DERBY CITY COUNCIL S EQUALITY AND DIVERSITY POLICY

DERBY CITY COUNCIL S EQUALITY AND DIVERSITY POLICY Achieving equality and valuing diversity DERBY CITY COUNCIL S EQUALITY AND DIVERSITY POLICY November 2009 Translations and making the booklet accessible This policy booklet gives details of the Council

More information

EXECUTIVE SUMMARY. Findings from the Annual Survey of Schools of Nursing Academic Year 2009-2010

EXECUTIVE SUMMARY. Findings from the Annual Survey of Schools of Nursing Academic Year 2009-2010 EXECUTIVE SUMMARY Findings from the Annual Survey of Schools of Nursing Academic Year 2009-2010 NLN Data Show Both Progress and Challenges in Meeting IOM Objectives This executive summary describes findings

More information

College Performance Indicators

College Performance Indicators College Performance Indicators 2012-13 Issue date: Reference: Summary: 16 January 2014 SFC/ST/01/2014 To inform stakeholders of the publication of the 2012-13 College Performance Indicators. Further information:

More information

Supporting Women in Leadership

Supporting Women in Leadership June 2011 Supporting Women in Leadership Gender diversity at work Why be concerned with gender diversity in your workplace? Organizations that attract, retain, and advance women are: accessing talent from

More information

An inquiry into fairness, transparency and diversity in FTSE 350 board appointments

An inquiry into fairness, transparency and diversity in FTSE 350 board appointments Equality and Human Rights Commission An inquiry into fairness, transparency and diversity in FTSE 350 board appointments Executive summary 2 Executive summary Background In July 2014 the Equality and Human

More information

CLINICAL EXCELLENCE AWARDS. Academy of Medical Royal Colleges submission to the Review Body on Doctors and Dentists Remuneration

CLINICAL EXCELLENCE AWARDS. Academy of Medical Royal Colleges submission to the Review Body on Doctors and Dentists Remuneration CLINICAL EXCELLENCE AWARDS Academy of Medical Royal Colleges submission to the Review Body on Doctors and Dentists Remuneration Introduction The Academy of Medical Royal Colleges (the Academy) welcomes

More information

Job Seeker Nation 20 10

Job Seeker Nation 20 10 Job Seeker Nation 20 10 Executive Summary Millions of Americans are currently unemployed, but they re not alone in the hunt for work. They are joined by employed people actively looking to switch jobs,

More information

Diversity Report 2016

Diversity Report 2016 NZ ON AIR Diversity Report 2016 Gender and ethnic diversity in TV and Digital projects funded by NZ On Air May 2016 Purpose: This report is the first of an ongoing series which will monitor gender and

More information

The automotive manufacturing sector is

The automotive manufacturing sector is BUILDING A SUSTAINABLE WORKFORCE: APPRENTICESHIP IN THE CANADIAN AUTOMOTIVE INDUSTRY The Canadian Automotive Manufacturing Industry at a Glance The automotive manufacturing sector is struggling in the

More information

POSITION DESCRIPTION: NURSING IN GENERAL PRACTICE (NiGP) PROGRAM DIRECTOR

POSITION DESCRIPTION: NURSING IN GENERAL PRACTICE (NiGP) PROGRAM DIRECTOR POSITION DESCRIPTION: NURSING IN GENERAL PRACTICE (NiGP) PROGRAM DIRECTOR About APNA The Australian Primary Health Care Nurses Association (APNA) is the peak national body for nurses working in primary

More information

H:\Public Documents\Workforce Management Plan\2011-2015\Workforce Management Plan 2011-2015 - current version.doc 1 of 32

H:\Public Documents\Workforce Management Plan\2011-2015\Workforce Management Plan 2011-2015 - current version.doc 1 of 32 H:\Public Documents\Workforce Management Plan\2011-2015\Workforce Management Plan 2011-2015 - current version.doc 1 of 32 Table of Contents Executive Summary... 3 Corporate planning at Woollahra... 4 Analysis

More information

Inquiry into the Exposure Draft of

Inquiry into the Exposure Draft of National Tertiary Education Union Po Box 1323, South Melbourne Victoria, Australia 3205 Tel 03 9254 1910 Fax 03 9254 1915 NTEU Submission to the Senate Community Affairs Committee Inquiry into the Exposure

More information

EMPLOYMENT AND SALARY OUTCOMES OF RECENT HIGHER EDUCATION GRADUATES

EMPLOYMENT AND SALARY OUTCOMES OF RECENT HIGHER EDUCATION GRADUATES GradStats EMPLOYMENT AND SALARY OUTCOMES OF RECENT HIGHER EDUCATION GRADUATES DECEMBER Graduate Careers Australia s (GCA) annual Australian Graduate Survey (AGS) is a study of the activities of new higher

More information

The Role of TVET Providers in Training for Employees: New Zealand paper

The Role of TVET Providers in Training for Employees: New Zealand paper APEC Forum on Human Resources Development, Chiba November 2008 The Role of TVET Providers in Training for Employees: New Zealand paper Executive Summary New Zealand needs to raise labour productivity if

More information

NATIONAL REPORT 2007/2008 DENMARK

NATIONAL REPORT 2007/2008 DENMARK NATIONAL REPORT 2007/2008 DENMARK INTRODUCTION All initiatives by the Danish Armed Forces (DAF) in connection with new policies, recruitment, retention, training and career development are based on equality

More information

Health services management education in South Australia

Health services management education in South Australia Health services management education in South Australia CHRIS SELBY SMITH Chris Selby Smith is Professor, Department of Business Management, Faculty of Business and Economics at Monash University. ABSTRACT

More information

Insights into IT Professionals (Australia) Manpower Market Insights Paper

Insights into IT Professionals (Australia) Manpower Market Insights Paper Insights into IT Professionals (Australia) Manpower Market Insights Paper April 2009 Australia Building and maintaining a sustainable and world-class ICT workforce and ICT skills base is necessary to meet

More information