We are an equal opportunity employer, committed to our values and to providing a work environment that is safe and supportive, free of discrimination, harassment and bullying, where all individuals treat each other fairly and with respect.
Equal opportunity refers to the fair and equal treatment of all people who are employed or seeking employment, regardless of extraneous factors and personal differences. Our equal opportunity policies and practices ensure people are not disadvantaged and receive fair and equal treatment.
Our Chief Executive Officer continues to be part of the Male Champions of Change Program, committed to breaking down the barriers for gender equity. In 2016 the Male Champions of Change have pledged to create greater workplace flexibility, address everyday sexism and support the prevention of violence against women in our community. Male Champions of Change promote the recognition that gender equality is not just a women’s problem, the issues stemming from gender inequality affects us all.
Importantly it has been recognised that we can’t champion gender equality without addressing violence against women. Everyone at the City Of Melbourne is encouraged to step up to reduce the prevalence and impact of violence against women. We believe that together, we can make a real difference.
In support of gender equity a number of programs, actions and benefits have been proposed through the new enterprise agreement negotiations. Gender equity actions are also featured in our new Organisational Plan.
We have also rolled out a series of initiatives to improve flexibility. The first of these was a new approach to parental leave. The updated parental leave policy is based on the belief that parental leave should support employees before they go on leave, while they take it, and when they return to work. In addition, we also introduced a refreshed approach to flexibility with the launch of the ‘All Roles Flex’ policy which is underpinned by the belief that flexibility is not ‘one size fits all’ and not just for staff with carer commitments. Our approach to flexibility is based on trust with our empoyees and an open dialogue on what suits the needs of the employee, organisation and our commitments to the community.
To further our commitment to diversity and inclusion we joined Jawun – where corporate government and philanthropic organisations come together with Indigenous people to effect real change. We placed six employees as secondees into Indigenous organisations across Australia. These secondees used their skills and expertise to support the Indigenous organisations in achieving their aims.
We collect data on the gender and age makeup of our workforce to help us assess how well our equality and diversity goals are being achieved (see Staff profile). No incidents of discrimination were recorded during the reporting year.
Ratio of basic salary and remuneration of women to men by employee category
Award employees (Class 1 to Class 7 also including senior officer staff)