Information for managers and staff

What is Equal Opportunity for Women in the Workplace?

In January 2000 the federal government replaced the old Affirmative Action (Equal Opportunity for Women) Act 1984 with the new Equal Opportunity for Women in the Workplace Act 1999.

The main aims of the EOWW Act are to:

promote merit in employment
promote equal opportunity and eliminate discrimination
encourage consultation between employers and employees on these matters.

Under this legislation each organisation in Australia has a responsibility to ensure women employees are provided with equal opportunities in the workplace to achieve career goals, balance work and life commitments and contribute to the success of the organisation.

The EOWW Act is administered by the Equal Opportunity for Women in the Workplace Agency and information about the EOWW Act and the EOWA agency can be found on their web site.

How does UniSA demonstrate that it is filling its obligations under the EOWW Act?

The University of South Australia has developed an Equal Opportunity for Women in the Workplace Strategic Plan 2003 – 2005 and accompanying action plans to ensure that the University is fulfilling its obligations under the EOWW Act.

This plan and associated programs assists the University to:

attract and retain the best employees
increase productivity and innovation
attract more female students
enhance management style
reduce risk
continue to be an ‘Employer of Choice for Women’ (recognition through EOWA).

The Director: Human Resources reports yearly to the EOWA agency on UniSA’s actions under the EOWW Act. If the EOWA agency determines that the University is not complying with the Act they may impose sanctions that have a detrimental effect on the success and reputation of the University.

How is the UniSA EOWA strategic plan developed?

The strategic plan is developed by the HR Unit in accordance with guidelines set by the EOWA agency. This includes completing a workforce profile, analysing the issues for women in the workplace, consulting with both men and women employees and implementing strategies under seven key result areas to address any issues identified.

The seven key result areas UniSA is required to report on by the EOWA agency are:

Recruitment and Selection
Promotion, Transfer and Termination of Employment
Training and Development
Work Organisation
Conditions of Service
Arrangements for Dealing with Sex Based Harassment
Arrangements for Dealing with Pregnant and Potentially Pregnant Employees and Employees who are Breastfeeding.

Who is responsible for the outcomes of the UniSA EOWA strategic plan?

The HR Unit is responsible for developing the UniSA EOWA strategic plan in consultation with divisions and units.

Each area of the University has responsibility to ensure that the objectives of the workplace plan are implemented and embedded in their workforce management strategies.

To assist managers during their workforce planning processes the HR Unit also develops action plans that set out the key priorities for the next three years and provide timelines and performance indicators and provides a consultancy role to divisions and portfolios on the implementation of the workplace plan.

How is the UniSA EOWA strategic plan implemented?

The UniSA EOWA strategic plan is supported by the action plans. These action plans are reviewed and updated annually to ensure the strategic plan reflects the current needs of the organisation.

The UniSA EOWA strategic plan and supporting action plans are available to all staff on this web site.