Recruitment: New gender equality reporting will impact larger employers

Beef Central, 24/05/2013


Latest listings on Beef Central’s recruitment page, ‘Jobs Central’:

  • Marketing Manager – Allied Beef
  • Recruitment / HR officer – NAPCo
  • Artisan Butchery Manager & Butchers – Cabassi & Co
  • Assistant Manager / Couple – Paspaley Rural, NT
  • Senior Manager – Engineering & Operations – Scales Consulting
  • Buyer – National Procurement  – Top Cut
  • Slaughtermen and Boners – HW Greenham
  • Technical assistant – AA Co
  • Gourmet Head-butcher – Knight’s Meats & Deli
  • Managing Director, agribusiness information systems (Rimfire Resources client)

To access Jobs Central page, including full listings and job descriptions, click here



LARGER employers operating across the red meat supply chain need to check that they are on schedule to meet their businesses’ Workplace Gender Equality reporting obligations by May 31.

Workplace gender equality reporting obligations have changed. Rather than being required to report on workplace programs, non-public sector employers with 100 employees or more will be required to report annually against a set of gender equality indicators, focussing on outcomes.

The Equal Opportunity for Women in the Workplace Act 1999 (EOWW) has been renamed the Workplace Gender Equality Act 2012 (WGE) and the Equal Opportunity for Women in the Workplace Agency (EOWA) has been renamed the Workplace Gender Equality Agency (Agency).

The focus of the legislation has changed from equal opportunity for women to gender equality in the workplace, specifically recognising that equal remuneration between women and men and the family and caring responsibilities of women and men are central to achieving gender equality.

What larger rural employers need to know:

  • During December last year, the Equal Opportunity for Women in the Workplace Act 1999 (EOWW Act) was replaced by the Workplace Gender Equality Act 2012 (WGE Act).
  • The Act introduces a new reporting and compliance framework.
  • Reporting is now conducted online against a set of six standardised gender equality indicators (GEI).
  • The Workplace Gender Equality Agency no longer has the power to waive the annual reporting obligations of employers.
  • Employers need to comply with the new notification and access requirements of the Act.

Who needs to report?

  • All non-public sector employers with 100 or more employees (‘relevant employers’) are required to report.
  • If a relevant employer’s number of employees falls below 100, it must continue to report until its number of employees falls below 80.
  • Employers with fewer than 100 employees are not required to report.

When do relevant employers need to report?

  • Relevant employers are required to report to the Agency between April 1 and May 31 annually, referring to the immediate 12 month period proceeding April 1.
  • The next report is due by May 31 this year.

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