Gender Equality Action Plan Progress Report

Gender Equality Action Plan Progress Report as at December 2024

Goulburn-Murray Water (GMW) is pleased to present our Gender Equity Action Plan (GEAP) Progress Report.

GMW is committed to providing everyone the opportunity to participate in our workforce and help us to achieve our vision of ‘Water for a thriving northern Victoria’.

We aim to have a workforce that represents and understands the diverse needs of our customers and community. GMW’s values ensures that the culture, environment, career opportunities and employee benefits support and complement our goal to attract, develop and retain an inclusive, high-performing and engaged workforce.

Data table

The below table provides an overview of progress reporting for the GEAP at GMW. It outlines various strategies and measures aimed at promoting gender equality in the workplace, categorised by their status. For each strategy, it includes a description of the current progress, the timeline for implementation, the responsible party, and evaluation markers used to measure success. It also highlights alignment with specific gender equality indicators, such as workforce gender composition, equal remuneration, and flexible working arrangements. The columns titled 1, 2, 3, 4, 5, 6, and 7 are in relation to the  workplace gender equality indicators and have an X marked in the column where the indicator the strategy and measure is relevant to.  

Indicators

Below is a description of each workplace gender equality indicator.

  1. Gender composition of all levels of the workforce.
  2. Gender composition of governing bodies
  3. Equal remuneration for work of equal or comparable value across all levels of the workforce, irrespective of gender
  4. Sexual harassment in the workplace
  5. Recruitment and promotion practices in the workplace.
  6. Availability and utilisation of terms, conditions and practices relating to:
    1. family violence leave
    2. flexible working arrangements
    3. working arrangements supporting employees with family or caring responsibilities 
  7. Gendered segregation within the workplace
Strategies and measures Status Status description Evaluation of succes Timeline Responsible 1 2 3 4 5 6 7
Women’s Network embedded as business as usual through plans and reporting - Empowering Women in Water Complete The Women’s Network - Empowering Women in Water - has been implemented and have gathered good support in the organisation. The network includes males and has contributed greatly to planning and actions. Women feel safe at work 2022 Women's Network X X X X X X X
Pride Network embedded Complete The Pride Network has been implemented and have gathered good support in the organisation.  It is focused on raising awareness and events that show support for all our diverse employees and to create a culture that shows we welcome and support all. Increasing diversity of all types 2022 Pride Network X X         X
Review of courses on leadership & gender issues Ongoing Leadership and gender courses continue to be evaluated now as business as usual - ensuring that we are providing the right support to promote equity of opportunity and gender specific issues. We have run 2 cohorts of women in leadership courses and supplement with a variety of non gender specific leadership, including in house and community led. Increasing female participation – STEM and leadership 2023 People & Culture X X     X   X
Pilot Women in leadership course in consultation with the Women’s Network Complete Women in Leadership course has been established and has delivered 2 cohorts. Presentations have been made to Board on outcomes of the course and is now being reviewed for ongoing provision. Increasing female participation – STEM and leadership 2023 People & Culture X X X X X   X
Commitment to Gender Equity in Enterprise Agreement Complete Through the EA negotiation process, the new GMW Enterprise Agreement includes a commitment to Gender Equity: 
At GMW, we are committed to an inclusive and equitable workplace culture and recognise that our culture extends to every aspect of our organisation including our pay practices and processes. To that end, we are committed to establishing, evaluating and maintaining pay equity as well as helping our employees seek to achieve gender pay equity.  We understand the importance of diversity and inclusion, including ensuring that all individuals are compensated equitably for similar work and have an equal opportunity to contribute and advance in the workplace. We are committed to identifying best practices in remuneration, recruitment, promotion, and career development (including equal training and development opportunities), as well as developing strategies to reduce unconscious bias.		 Increasing diversity of all types 2022 Executive Team X X X   X X X
Gender Transition leave in Enterprise Agreement Complete Through the EA negotiation process, the new GMW Enterprise Agreement includes a commitment to Gender Equity. A specific clause has been added: (b) GMW encourages a culture that is supportive of transgender and gender diverse Employees and recognises the importance of providing a safe environment for Employees undertaking gender transition. Employees may give effect to their transition in a number of ways and are not required to be undergoing specific types of changes, such as surgery, to access up to 15 days cumulative personal leave per year under this clause.

An Employee who commences living as a member of another gender is entitled to access personal leave in accordance with clause [7.2], up to 15 days cumulative leave per year for the purpose of supporting the Employee’s transition for essential and necessary gender affirmation procedures such as medical appointments, surgery and associated appointments to give effect to the Employee’s transition, as agreed with the Employer.

The employee may also access up to unpaid leave taken within the first 52 weeks after they commence living as a member of another gender, or in conjunction with all or part of that leave utilise accrued Annual or Long Service Leave, provided that the combined total of all paid and unpaid leave taken does not exceed 52 continuous weeks. Gender Transition Leave may be taken as consecutive, single or part days as agreed with the Employer.		 Increasing diversity of all types 2022 Executive Team X         X X
Upstander training (including raising awareness of, responding to and reporting sexual harassment) for all staff commenced In progress Currently in progress. This is being delivered to all staff face to face over 2023 and 2024. Key outcome is to raise awareness to support increased female participation in traditional gendered roles to ensure that we are providing a welcoming environment All staff undertake Upstander training 2025 People & Culture       X   X  
Raise awareness of LGBTIQ+ issues & events through our Pride Network Ongoing The Pride Network is focused on raising awareness and increasing their membership. They have organised a number of events to ensure that everyone is aware of issues and how to create a welcoming, supportive environment. Increasing diversity of all types 2025 Pride Network X X     X X X
Increase parental leave in the Enterprise Agreement and communicate to staff Complete Through the EA negotiation process, the new GMW Enterprise Agreement includes a commitment to Gender Equity. Increasing take up of partner parental leave 2022 Executive Team X X X   X X X
Strengthen flexible work in Enterprise Agreement (including 9 day fortnights) and communicate to staff Complete Through the EA negotiation process, the new GMW Enterprise Agreement includes a commitment to Gender Equity. GMW EA now includes RIGHT TO REQUEST FLEXIBLE WORKING ARRANGEMENTS

An Employee may request a change in working arrangements that may include but are not limited to changes in hours of work, changes in patterns of work and changes in location of work.

All employees are eligible to apply for flexible work arrangements either on a short term or long term basis. 

Managers should first consider how the request could be implemented, considering any safety concerns and ensuring that business, team and customer needs continue to be met.		 Culture survey scores improved. Increased Diversity of all types 2022 People & Culture         X X  
Women’s network to trial gathering circles for women to share their workplace experiences. On review consider implementation for other cohorts In progress On Women's Network action plan for them to review in 2024. Women feel safe at work 2025 Women's Network X     X X X X
Unconscious bias training for recruitment panel members to ensure diversity in hiring and recognition of value of skills as well as qualifications In progress Training has been development and Pilot training has been rolled out. Further implementation will continue through 2024, commencing with senior leaders and then all managers. Increasing Diversity of all types.
Increasing female participation – STEM and leadership		 2025 People & Culture X X X X X   X
Creating gender balanced shortlists and enabling processes In progress Currently in progress as pilots. Increasing Diversity of all types.
Increasing female participation – STEM and leadership		 2025 People & Culture X X     X X X
Gender neutral job advertisements Complete Through a review of recruitment advertising, gender neutral advertisements have been implemented. Increasing Diversity of all types 2022 People & Culture X X X   X X X
New single classification structure in Enterprise Agreement to ensure equity and fairness for all staff Complete Through the EA negotiation process, the new GMW Enterprise Agreement includes a commitment to Gender Equity. Increasing Diversity of all types
Increasing female participation – STEM and leadership		 2022 Executive Team X X X   X X X
Women’s Network to develop recruitment buddying and skills program In progress On Women's Network action plan. Increasing female participation – STEM and leadership 2025 Women's Network X X X   X   X
Superannuation payments for staff on unpaid parental leave Complete Through the EA negotiation process, the new GMW Enterprise Agreement includes a commitment to Gender Equity and payment of superannuation for those on unpaid parental leave - regardless of Gender. The GMW EA now includes: An Employee is entitled to have superannuation contributions made in respect of the period of the Employee’s Primary Caregiver Unpaid Parental Leave which occurs on or after 1 October 2021. 
The Employer will pay the superannuation contributions as a lump sum to the Employee’s fund.
The lump sum payment will be made on or before the first superannuation guarantee quarterly payment due date following the Employee’s return to work at the conclusion of their Primary Caregiver Unpaid Parental Leave.		 Increasing take up of partner parental leave. Increased female participation 2022 Executive Team X   X   X X  
Develop Keeping In Touch program in consultation with employees In progress Keeping in Touch Program has been developed and is currently being trialled with several employees on parental leave. Increasing take up of partner parental leave. Increased female participation 2024 People & Culture X       X X  
Conduct Gender Impact assessments on all policies and procedures (internal and external) Ongoing Gender impact assessments are being completed on all new/ reviewed GMW policies/procedures. It was decided to include internal documents in the review as best practice. This is now an embedded ongoing process and all documents are reviewed by the Executive Team. Increasing Diversity of all types 2025 People & Culture X X         X
Turnover review to compare exits by gender Not started Will commence for 2024 outcomes with implementation of improved reporting in HRIS. Increasing female participation – STEM and leadership 2025 People & Culture X X X   X X X
Women in Leadership / Empowerment Courses In progress Women in Leadership course has been established and is onto it's second co-hort. Increasing female participation – STEM and leadership 2023 People & Culture X X X   X   X
Pilot GMW Mentoring program including external mentoring external to GMW Ongoing Delayed due to Covid. Now all new leaders being offered this. Empowering Women in Water Network has implemented external mentoring program - through the 'Flamingo Project'   2023 People & Culture X X     X   X
Upstander training continues Ongoing Upstander training currently in progress, will remain ongoing. Women feel safe at work 2023 People & Culture       X   X  
Commence White Ribbon accreditation Void/cancelled Decision made that this was not appropriate at planned time. Women feel safe at work 2023 People & Culture       X   X  
Women’s Network to conduct a review of GMW Breastfeeding facilities Complete The Women’s Network has completed their review of breastfeeding facilities and a breastfeeding friendly parents room has been established. Women feel safe at work 2022 Women's Network X         X  
Enterprise Agreement review Complete Enterprise Agreement 2021 completed with outcomes as detailed above. Increased culture scores and increased diversity of all types 2022 People & Culture X X X   X X X
Grow your career program (conflict resolution / communication with impact) Void/cancelled Replaced with individual career support and wider use of Women in Leadership Program Increasing female participation – STEM and leadership 2023 People & Culture X     X X    
Embed Keeping In Touch program In progress Keeping in Touch Program has been developed and is currently being trialled with several employees on parental leave Increasing take up of partner parental leave 2024 People & Culture X         X  
Policy & Procedure review Ongoing Policies and Procedure reviews ongoing.   2023 People & Culture X X         X
Remuneration audit to ensure gap is decreasing Ongoing Audit completed. Will continue as ongoing audit on yearly basis to understand the impact of recruitment processes and our new Enterprise Agreement changes. Increasing female participation – STEM and leadership 2023 People & Culture     X   X