This report presents the findings derived from a national survey of 2,122 Australians about their attitudes to issues of sexism and gender inequality. The survey was conducted online by Ipsos, in March 2018, with participants recruited from a combination of online panels and via social...
This research, funded by the New Zealand Law Foundation, and carried out by the New Zealand Bar Association, has shown that female lawyers are greatly under-represented in appearances before the Court of Appeal and Supreme Court.
This audit is a global first that explains what "diverse thinking" really means for governance, how to increase diverse thinking , the predictors of diverse thinking beyond gender and ethnicity, and how to create a diverse thinking boardroom culture and governance practice.
Drawing on the experiences and knowledge of almost 300 managers in four public sector jurisdictions, this report examines the role that middle managers play in operationalising gender equity-focused policies and provides suggested actions to drive best practice.
Gender pay equity is achieved when women and men receive equal pay for work of equal or comparable value. A disparity between women and men’s pay is often referred to as the ‘gender pay gap’ or ‘gender pay inequity’. The gender pay gap refers to...
Senior leaders in business, government, education and community are calling on all employers to continue to improve the representation of women in leadership, address resistance and be prepared to engage with the range of responses to gender equality initiatives.
This paper is an initial exploration of what we can learn regarding the drivers of the gender pay gap in New Zealand from combining administrative wage data, birth records, and survey data on hours worked and earnings.
This briefing note shows about two thirds of the benefit of the income tax cuts proposed will flow to men, while previous spending cuts have mainly disadvantaged women.
This report analyses two types of data on gender pay: the economy-wide data produced by the ONS, and new organisation-level data published for the first time in April 2018 by more than 10,000 large employers, following the introduction of new reporting requirements.
This presentation of evidence and insights regarding the impact of single-sex schooling on student achievement was presented at the Fearless Girls Strong Women conference, Alliance of Girls Schools Australasia Educators Conference 2018.
This paper provides an overview of survey findings and discusses the key results within the context of international literature on early childhood, gender and development, and parenting.
New research carried out by the Women, Work and Leadership research group, at the University of Sydney, shows Australian women rank attaining respect in the workplace as highly as overall job security.
This report identifies six leadership competencies critical to successfully developing business opportunities in line with the Global Goals. Research highlighted in the report underscores that women in business can play a critical role in deploying these six competencies within more gender-balanced leadership teams.
This third report in the Gender Equity Insights series extends and strengthens the evidence base around gender pay gaps and how these have changed over time across Australian workplaces.
The ‘gender pay gap’ is a major contributor to conditions that enable and perpetuate domestic and family violence. That women on average earn much less than men increases their vulnerability to financial abuse, makes it difficult for them to leave violent relationships, and leaves them...
This paper proposes two reforms which together could help close the gender gap in retirement incomes and provide a boost to the retirement incomes of Australia’s most vulnerable women.
Using AusPlay data collected from July 2016 to June 2017, this publication delves into the participation of Australian women and girls in sport and physical activity, and the difference between male and female patterns of behaviour.
The complex system of occupation and industry-specific minimum wages has the potential to close the gender wage gap by ensuring equal minimum pay for equal jobs, but it also has the potential to widen it by discriminating against jobs more commonly held by women.