Office for the Public Sector

Gender Equality Resources

Welcome to the Gender Equality Resources page on the Office for the Public Sector Website. We plan to regularly add articles, links and other resources that we hope you will find useful. Please feel free to share the link or specific resource items with your colleagues.

Web Links

First Biennial Report on the Status of Women in South Australia
In 2015 the Office for Women released Achieving Women’s Equality: South Australia’s Women’s Policy. This document set out three priority pillars for Government actions:

  • improving women’s economic status
  • increasing women’s leadership and participation
  • improving women’s safety and wellbeing

The Office for Women has released its first biennial report against strategic priorities under these pillars.

Workplace Gender Equality Agency (WGEA) Gender Equality Scorecard
WGEA is an Australian Government agency charged with promoting and improving gender equality in Australian workplaces. Its annual Gender Equality Scorecard is based on reports from non-public sector employers with 100 or more employees who must report annually to WGEA on these gender equality indicators:

  • gender composition of the workforce
  • gender composition of governing bodies of relevant employers
  • equal remuneration between women and men
  • availability and utility of employment terms, conditions and practices relating to flexible working arrangements for employees and to working arrangements supporting employees with family or caring responsibilities
  • consultation with employees on issues concerning gender equality in the workplace
  • sex-based harassment and discrimination.

A Gender Pay Gap Analysis of the South Australian Public Sector
This is the first comprehensive attempt to quantify a gender pay gap for the South Australian Public Sector. This analysis was undertaken by comparing base salary data of public sector employees. As at June 2016, the gap between men and women’s salaries across the South Australian public sector was $13,473 per annum in favour of men, a gender pay gap of 15 per cent. The gap in 2016 improved compared to previous years where a 17 per cent gap was observed at June 2015 and a 16 per cent gap at June 2014.

Why Women and Men Need to Negotiate Pay Rises Differently
From the Sydney Morning Herald on 24 March 2017. The author, Georgina Dent, is a journalist, editor and TV commentator with a keen focus on women’s empowerment and gender equality. She refers to several studies and surveys. In a nutshell, men negotiate far more often and regard more interactions as opportunities for negotiation than women do. She provides some practical tips to help women succeed in achieving an outcome they want.

How Men and Women Can Help Reduce Gender Bias in the Workplace
This article was published on 15 July 2017 on The Conversation. It is written by Emma Johnston, Professor and Pro Vice-Chancellor (Research), UNSW. She is a strong advocate of building gender equality into every practice and process so that it becomes the new norm. By avoiding the four D’s….Denial, Diminish, do not Defend and do not Derail the Discussion, we can help recalibrate our world view and break down stereotypes. Worth a read.

The Wife and Times
Published on The Monthly by Anne Manne, this article is a critique of Annabel Crabb’s engaging and lively new book “The Wife Drought”. Whilst the author does not always agree on every point that Annabel makes she found it an extremely useful invitation to do some serious thinking. Not only about how women need wives, as Crabb suggests, but also more deeply about how we now devalue care and penalise those who do it.

You can also find useful resources on these organisations’ websites:

Office for Women

Premier’s Council for Women

Equal Opportunity Commission


Understanding Unconscious Bias
Published on Nov 17, 2015 by the Royal Society this animation introduces the key concepts of unconscious bias. It forms part of the Royal Society’s efforts to ensure that all those who serve on Royal Society selection and appointment panels are aware of differences in how candidates may present themselves, how to recognise bias in yourself and others, how to recognise inappropriate advocacy or unreasoned judgement. royal Society this animation introduces the key concepts of unconscious bias. It forms part of the Royal Society’s efforts to ensure that all those who serve on Royal Society selection.

Why Gender Equality is Good for Everyone, Men Included
This excellent TED talk by Michael Kimmel details some of the unexpected societal, organisational and personal benefits of gender equality.

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