Compliance Overview

Compliance Framework
Compliance Driver Workplace Gender Equality Act 2012 (Cth)
Classification Level 2
University-wide requirement. Lower impacts.
Associated Legislation None
Associated Standards None
Associated Codes None
Associated Information None
Return to Top Administrative Information
Administrative Body Workplace Gender Equality Agency
Administrative Name Director
Administrative Address Physical Address
Level 7
309 Kent Street
Sydney NSW
Australia, 2000
Mailing Address
GPO Box 4917
Sydney NSW
Australia, 2001
Administrative Phone 1800 730 233
02 9432 7000
Administrative Email wgea@wgea.gov.au
Administrative Website https://www.wgea.gov.au/
Return to Top General Introduction
VC Compliance Delegate Kirsten Clayton, Director People and Culture
Compliance Coordinator Kirsten Clayton, Director People and Culture
Business Units Impacted
  • Finance
  • Office of Strategy Management
  • Office of the Chief Financial Officer
  • Office of the Chief Operating Officer
  • Office of the Deputy Vice-Chancellor
  • Office of the Deputy Vice-Chancellor (Research)
  • Office of the Pro Vice-Chancellor (Academic Innovation)
  • Office of the Pro Vice-Chancellor (External Relations)
  • Office of the Vice-Chancellor and CEO
  • People and Culture
  • UNE Council
Overview Gender equality is achieved when people are able to access and enjoy the same rewards, resources and opportunities regardless of their gender. The aim of gender equality in the workplace is to achieve broadly equal outcomes for women and men, not exactly the same outcome for all individuals.

The principle objects of the Act are to:
- promote and improve gender equality (including equal remuneration between women and men) in employment and in the workplace;
- support employers to remove barriers to the full and equal participation of women in the workforce, in recognition of the disadvantaged position of women in relation to employment matters;
- promote, amongst employers, the elimination of discrimination on the basis of gender in relation to employment matters (including in relation to family and caring responsibilities);
- foster workplace consultation between employers and employees on issues concerning gender equality in employment and in the workplace; and
- improve the productivity and competitiveness of Australian business through the advancement of gender equality in employment and in the workplace.

The Workplace Gender Equality Act 2012 requires the University (a relevant employer under the Act) to submit a report to the Workplace Gender Equality Agency between 1 April and 31 May each year for the preceding 12 month period (1 April " 31 March reporting period).

Compliance Obligations

Return to Top Notification and Access
Description Under s16 of the Act the University must comply with the following notification and access requirement:
1. Inform UNE Representatives that it has lodged its report with the Agency and advise how the report may be accessed;
2. Provide access to the report to UNE Representatives;
3. Inform employee organisations with members in its workplace that the report has been lodged; and
4. Inform its employees and those employee organisations with members in its workplace of the opportunity to comment on the report to the employer or the Agency.
Impacts The University may:
1. be named as a non-compliant in a report to the Minister or by electronic or other means.
2. Not be eligible to tender for contracts under the Commonwealth and some state procurement frameworks, and may not be eligible for some Commonwealth grants or other financial assistance.
Responsible Manager Kirsten Clayton, Director People and Culture
Coordinating Officer Kirsten Clayton, Director People and Culture
Coordinating Unit People and Culture
Oversight Committee/Group None
Business Units Impacted
  • Office of the Chief Operating Officer
  • Office of the Vice-Chancellor and CEO
  • People and Culture
Obligation Framework
Associated Legislation None
Associated Standard None
Associated Code None
Associated Information None
Management Tools
Rule None
Policy None
Procedure None
Guideline None
Other Websites
 
Return to Top Reporting
Description Under s13 of the Act the University is required to prepare a public report against a set of standardised gender equality indicators (GEIs) for the 12 month period 1 April " 31 March. The report includes both a workplace profile and a questionnaire; must be signed by the Vice-Chancellor/CEO; and must be submitted between 1 April and 31 May each year for the preceding 12 month period ended 31 March.
Impacts The University may:
1. be named as a non-compliant in a report to the Minister or by electronic or other means.
2. Not be eligible to tender for contracts under the Commonwealth and some state procurement frameworks, and may not be eligible for some Commonwealth grants or other financial assistance.

In addition sections 137.1 and 137.2 of the Criminal Code in relation to providing false or misleading information or documents apply.
Responsible Manager Kirsten Clayton, Director People and Culture
Coordinating Officer Kirsten Clayton, Director People and Culture
Coordinating Unit People and Culture
Oversight Committee/Group None
Business Units Impacted
  • Office of the Chief Operating Officer
  • Office of the Vice-Chancellor and CEO
  • People and Culture
Obligation Framework
Associated Legislation None
Associated Standard None
Associated Code None
Associated Information None
Management Tools
Rule None
Policy None
Procedure None
Guideline None
Other Websites