As we wrap up 2024, it’s time to take a look back at the highlights that kept you reading, sharing, and talking throughout the year. From insightful articles that sparked new ideas to standout ATC events that had everyone buzzing, we’ve rounded up the best of the best for your enjoyment.
Curious about how flexible working policies can enhance visibility and drive workplace inclusion? Jason Teoh delves into innovative approaches to workplace flexibility, encouraging leaders to redefine productivity and reimagine visibility beyond the usual office hours. If you’re looking for strategies to shape a flexible, inclusive work environment that truly values employees, don’t miss this insightful read.
HUGE thanks to everyone who joined us for ATC2024 and helped us make our very first Melbourne ATC a smash hit.
A big thank you to all of the speakers, moderators, partners, sponsors, exhibitors, volunteers, and attendees who made ATC2024. We’re putting it lightly when we say we really can’t do it without you.
This Week in Talent: Gemma Saunders signs off with a reminder that we are all workplace editors, the realities of a changing DEI space, a Gen-Z perspective on graduate recruitment, and more!
This Week in Talent: Gems reframes change in a positive way including the mass redundancies at Telstra, an interesting AI partnership, and the latest in-demand jobs list. She gives us a practical tool for inclusive questions to promote neuro inclusion and wellbeing and looks at a new challenge for farmers.
Can you ask applicants about their cultural background, sexuality, and other protected attributes in the hiring process?Jo Vohland sat down with two experts – one legal and one cultural – on what identity questions we should and shouldn’t ask in a hiring process.
Gemma Saunders worked at Medibank in a range of different Talent roles across Talent Acquisition, Organisational Development, DEI, and Employee Experience for almost 10 years before going out on her own with The Workplace Edit. We sat down with Gemma to talk to her about transitioning from life in Talent at a major corporate organisation to working for herself.
This Week in Talent: How can we re-ignite our fascination in “the craft of TA”?, upcoming ‘placement poverty’ payments not enough, the future skills all Talent Teams need, does your DEI initiative promote assimilation over inclusion?, candidate relationship management, and more!
This Week in Talent: Tapod have the reins! and they discuss DE&I initiatives sweeping the country, menopause in the workplace, the continual march of AI in TA, pressures on the labour market, Tik Tok for recruitment and much more!
This week has been the biggest we’ve seen in terms of progress in gender equality in Australia. Not only is it International Women’s Day, but it’s the week when the Minister for Women, Katy Gallagher, will release Australia’s first-ever gender equality strategy. Not to mention the biggest news of the last week – the watershed moment where the WGEA lifted the veil on gender pay gaps from some of the country’s biggest employers. And, yes, some of them were big!
I’m Natalie from equidi, dropping in for a guest TWIT-post for the week of women. Yes, it’s that time of the year again – International Women’s Day (IWD) is today, 8 March. The cupcakes are ordered, and so is the guest speaker or maybe even the panel. You’re ready for the photo shoot to show how gender diverse your workplace is. What could be sweeter than that?
The United Nations (UN) theme for this year’s IWD is Count Her In – Invest in Women and Accelerate Progress. And it probably would have glossed over well as a celebratory moment – until the Workplace Gender Equality Agency (WGEA) published just shy of 5,000 company’s gender pay gaps last week – and the world became aware that women have been counted out when it comes to average pay & earnings across the country.
So, what have we learnt from this so far – here are the not-so-sweet facts:
The World Economic Forum projects it will take 131 years to close the global gender pay gap; it is estimated in Australia to take 26 years to close our gap. To put this into perspective, for most of us – that will not be in our working lifetime.
So, who did have the biggest gender pay gaps in corporate Australia? Here is a list of the ASX 200 and Australia’s largest private companies. You may want to sit down before reading this:
Now, back to IWD today – where I’ll leave you with my final thoughts. You can count me out of tokenism and grand gesturing, but you can count me in on taking action. Action starts with awareness and understanding, so this month, I’m hitting the road. I’m travelling to all major capital cities across Australia to share my findings and take on gender pay gap transparency and, most importantly, to talk about how your organisations can best prepare for the next reporting season which is upon us from 1 April – 31 May this year. Count me in for that.
What does it really mean to ‘count her in’? Hear from Simone Clarke (CEO of UN Women Australia) on how progress accelerates with greater investment.
Want to see employers’ gender pay gaps or how they are doing more broadly on creating gender equity? All the info you need is right here! Warning – you could unintentionally get into a vortex here. I know I did.
Another history-making moment on the gender equity front – This week, Katy Gallagher (Minister for Women) will release Australia’s first-ever gender equality strategy. Check out what to expect from it here.
Gender pay gap transparency rocked more than the corporates, it’s rocked the start-up world too. Should a similar system apply to the venture capital world when it comes to funding female founders?
Ever wondered how additional employee payments such as bonuses or overtime impact the national gender pay gap? Read here to learn how total remuneration raises our gender pay gap.
There was so much press last week on those who didn’t do well with the gender pay gap, but we should take a moment to celebrate and learn from those who have excelled when it comes to creating more equitable and inclusive workplaces.
We’re thrilled with the announcement of the government pledge to contribute 12% superannuation on top of publicly funded parental leave. Parental leave is the only leave type that doesn’t attract superannuation; we’re thrilled to hear of this pledge and support it being legislated and implemented in 2025.
