Recalibrate Gender Equity Awards
Organisations with 500 to 1500 Employees

This submission is for those organisations employing between 500 - 1500 employees. Your submission entry should be in alignment with your submission to WGEA and also highlight what you are doing above and beyond the WGEA framework. It takes approximately 9 minutes to complete.

The majority of responses to the questions will be binary in nature. The higher the Yes response, the higher the overall score is suggesting that the organisation is creating and implementing a framework to support overall diversity within their organisation.

The Recalibrate Awards are independently judged by experienced Corporate and Business professionals. Once submissions are closed, a shortlist will be created of the top entries (of the highest calculated scored submissions) and this shortlist will be supplied for the first phase of the judging process. Our judging panels will individually assess applications before meeting to discuss each application and determine shortlisted finalists.

Data collated in the below survey will only be used for the purposes of undertaking the judging process for the Recalibrate Awards.

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* 1. Your Name

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* 2. Your Email Address

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* 3. Your Contact Number

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* 4. Additional Contact Details

Company *

City/Town

State/Province

ZIP/Postal Code

Country

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* 5. Please select the appropriate award category

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* 6. Gender snapshot of your organisation by role by percentage, i.e. 50 equals 50%. (Full-time, Part-time and casual are to be counted as 1 person each)

Female Governing Body Members (Board Members + Chairs)

Male Governing Body Members (Board Members + Chairs)

Non binary Governing Body Members (Board Members + Chairs)

Female Managers

Male Managers

Non binary Managers

Female non-managers

Male non-managers

Non binary non-managers

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* 7. Do you have a formal policy and/or formal strategy in place that specifically supports gender equality in the following areas?

Recruitment

Retention

Performance Management processes

Promotions

Talent identification/identification of high potentials

Succession planning

Training and development

Key performance indicators for managers relating to gender equality

Supporting gender equality overall

None of the above

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* 8. Do you have a governing body?

Yes

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* 9. Has a target been set to increase the representation of women on this governing body?

Yes

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* 10. Do you have a formal policy and/or formal strategy on remuneration generally?

Yes

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* 11. Have you undertaken a gender pay gap analysis within the last 12 months?

Yes

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* 12. Was there a need to take action as a result of the gender pay gap analysis?

Yes

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* 13. Have you undertaken consultation with employees on issues concerning gender equality in your workplace within the last 12 months?

Yes

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* 14. Do you have a formal policy and/or formal strategy on flexible working arrangements?

Business case for flexibility has been established and endorsed at the leadership level

Leaders are visible role models of flexible working

Flexible working is promoted throughout the organisation

Targets have been set for engagement in flexible work

Targets have been set for men’s engagement in flexible work

Leaders are held accountable for improving workplace flexibility

Manager training on flexible working is provided throughout the organisation

Employee training is provided throughout the organisation

Team-based training is provided throughout the organisation

Employees are surveyed on whether they have sufficient flexibility

The organisation’s approach to flexibility is integrated into client conversations

The impact of flexibility is evaluated (e.g. reduced absenteeism, increased employee engagement)

Metrics on the use of, and/or the impact of, flexibility measures are reported to key management personnel

Metrics on the use of, and/or the impact of, flexibility measures are reported to the governing body

None of the above

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* 15. Do you offer any of the following flexible working options to Managers and Employees in your workplace?

Compressed working weeks

Time-in-lieu

Telecommuting (e.g. working from home)

Part-time work

Job Sharing

Carer’s leave

Purchased leave

Unpaid leave

None of the above

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* 16. Do you:

Provide employer-funded paid parental leave in additional to any government-funded parental leave scheme?

Have a formal policy and/or formal strategy to support employees with family or caring responsibilities?

None of the above

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* 17. Do you offer support mechanisms for employees with family or caring responsibilities?

Employer subsidised childcare

On-site childcare

Breastfeeding facilities

Childcare referral services

Internal support networks for parents

Return to work bonus (only answer if this bonus is not the balance of paid parental leave)

Information packs for new parents and/or those with elder care responsibilities

Referral services to support employees with family and/or caring responsibilities

Targeted communication mechanisms (e.g. internet/forums)

Support in securing school holiday care

Coaching for employees returning to work from paid parental leave

Parenting workshops targeting mothers

Parenting workshops targeting fathers

None of the above

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* 18. Do you:

Have a formal policy and/or formal strategy on sex-based harassment and discrimination prevention?

Provide a grievance process in any sex-based harassment and discrimination prevention formal policy and/or formal strategy?

None of the above

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* 19. Do you provide training on sex-based harassment and discrimination prevention?

Managers

All employees

None of the above

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* 20. Do you have a formal policy and/or formal strategy to support employees who are experiencing family or domestic violence?

Yes

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* 21. Do you have the following support mechanisms in place to support employees who are experiencing family or domestic violence?

Employee assistance program (including assess to psychologist, chaplain, or counsellor)

Training of key personnel

A domestic violence clause is in an enterprise agreement or workplace agreement

Workplace safety planning

Access to paid domestic violence leave (contained in an enterprise/workplace agreement)

Access to unpaid domestic violence leave (contained in an enterprise/workplace agreement)

Access to paid domestic violence leave (not contained in an enterprise/workplace agreement)

Access to unpaid leave

Confidentiality of matters disclosed

Referral of employees to appropriate domestic violence support services for expert advice

Protection from any adverse action or discrimination based on the disclosure of domestic violence

Flexible working arrangements

Provision of financial support (e.g. advance bonus payment or advanced pay)

Offer change of office location

Emergency accommodation assistance

Access to medical services (e.g. doctor or nurse)

None of the above

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* 22. In 1,500 words or less explain what your organisation does above and beyond the frameworks and why it deserves to win this award. Bullet point responses or links to additional reports, videos and resources will be accepted.

Recalibrate Gender Equity AwardsOrganisations with 500 to 1500 Employees

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* 1. Your Name

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* 2. Your Email Address

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* 3. Your Contact Number

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* 4. Additional Contact Details

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* 5. Please select the appropriate award category

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* 6. Gender snapshot of your organisation by role by percentage, i.e. 50 equals 50%. (Full-time, Part-time and casual are to be counted as 1 person each)

Question Title

* 7. Do you have a formal policy and/or formal strategy in place that specifically supports gender equality in the following areas?

Question Title

* 8. Do you have a governing body?

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* 9. Has a target been set to increase the representation of women on this governing body?

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* 10. Do you have a formal policy and/or formal strategy on remuneration generally?

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* 11. Have you undertaken a gender pay gap analysis within the last 12 months?

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* 12. Was there a need to take action as a result of the gender pay gap analysis?

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* 13. Have you undertaken consultation with employees on issues concerning gender equality in your workplace within the last 12 months?

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* 14. Do you have a formal policy and/or formal strategy on flexible working arrangements?

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* 15. Do you offer any of the following flexible working options to Managers and Employees in your workplace?

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* 16. Do you:

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* 17. Do you offer support mechanisms for employees with family or caring responsibilities?

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* 18. Do you:

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* 19. Do you provide training on sex-based harassment and discrimination prevention?

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* 20. Do you have a formal policy and/or formal strategy to support employees who are experiencing family or domestic violence?

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* 21. Do you have the following support mechanisms in place to support employees who are experiencing family or domestic violence?

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* 22. In 1,500 words or less explain what your organisation does above and beyond the frameworks and why it deserves to win this award. Bullet point responses or links to additional reports, videos and resources will be accepted.

Recalibrate Gender Equity Awards
Organisations with 500 to 1500 Employees