The CEFC reports its obligations under the Equal Employment Opportunity (Commonwealth Authorities) Act 1987 (EEO Act) annually. This EEO report covers the period 1 July 2017 to 30 June 2018 inclusive.
EEO Policy and Program
The CEFC is committed to developing and supporting positive working relationships and a healthy and safe workplace.
The CEFC Equal Employment Opportunity Policy and Program (EEO Program) continues to ensure individuals are employed, trained and promoted fairly, on merit, without discrimination and harassment. The EEO Program addresses potential workplace disadvantages that may relate to age, gender, race, religion, sexual orientation, disability, pregnancy and/or marital status. The CEFC also seeks to reflect the diverse nature of the Australian community.
CEFC policies and procedures are underpinned by EEO principles and embedded into operational practices. These policies, procedures and practices are communicated to existing and new employees and are accessible at all times via the employee intranet. Coverage of these matters includes:
Internal corporate policies and procedures, including EEO principles, anti-discrimination and workplace bullying and harassment
- A CEFC Code of Conduct and Ethics
- The Public Interest Disclosure Act 2013
- Induction training for all new employees and annual refresher training for all employees
- The CEFC paid parental leave scheme, which provides a more generous parental leave payment than the legislated scheme.
Since implementation, the CEFC has not identified any policies or practices that discriminate against, or any patterns of lack of equality of opportunity, in respect of women and designated groups.
EEO Monitoring and Evaluation
The effectiveness of the EEO Program is reviewed on a regular basis, and employee feedback is sought in relation to ongoing improvements.
Paid Parental Leave
The paid parental leave scheme includes enhanced payments to employees taking parental leave. During the reporting period, three employees used the CEFC’s paid parental leave scheme and two employees used the CEFC’s paid ‘dad and partner’ leave scheme. At 30 June 2018, zero employees had applied for either future paid parental leave or future paid ‘dad and partner’ leave.
Flexible Work Arrangements
Reflecting the flexible work arrangements (FWAs) within the National Employment Standards for employees with caring commitments, the CEFC’s emphasis has been to ensure its work practices and resources actively support flexibility for all employees, including flexible work hours, working from home, or working from any of the CEFC’s offices.
Of the CEFC’s 93 employees, 23 (25 per cent) use approved FWAs, including part-time hours, flexible work hours, compressed working week and/or working from home. This is an increase from 17 employees using approved FWAs in the previous reporting period.
FWAs are increasingly being used by male employees and by senior employees. Of the employees with approved FWAs, five (28 per cent) are male.
In addition to formally-approved FWAs, employees are encouraged to use FWAs on an ad-hoc basis to help them more effectively balance personal and work commitments. The CEFC’s information and communications technology system supports enhanced flexibility for employees.
Employee Engagement Survey
Employee feedback in relation to the CEFC’s culture and practices was sought via the CEFC’s second engagement survey, held in April 2018. The engagement survey recorded an overall organisational engagement score of 73 out of 100.
During the reporting period, the CEFC promoted 15 employees, which included seven male and eight female employees.
Employee Training and Policies
New employees to the CEFC complete mandatory induction training. All employees complete annual training including EEO, workplace bullying, harassment and discrimination, the CEFC Code of Conduct and Ethics, the Public Interest Disclosure Act 2013, and workplace health and safety. This training is refreshed regularly to ensure it reflects current legislation.
Particulars of Directions by the Responsible Ministers Under Section 12
The CEFC has not received any directions made by responsible Ministers under section 12 of the Equal Employment Opportunity (Commonwealth Authorities) Act 1987.
Diversity Profile: CEFC Employee Statistics
At 30 June 2018, the CEFC had 93 employees, including 91.5 full-time equivalents (all statistics shown are headcount). This includes the CEO, who is a full-time statutory officer and is therefore not ‘staff’ under the CEFC Act.
The CEFC has 43 per cent female employees and 57 per cent male employees. This is the same representation from the previous reporting period.
Females continue to be under-represented at higher levels in the CEFC and disproportionately represented at lower levels. The Executive team includes two females (representing 25 per cent of the Executive team). This is a higher headcount and percentage to the previous reporting period.
The proportion of females at the levels of Executive Director, Director and Associate Director levels remains at 36 per cent, while the proportion of females at the Associate and Manager levels remains at 59 per cent.
Of the 18 new hires since the previous reporting period, 12 are female and six are male.
The proportion of employees born overseas has remained stable at 40 per cent since the previous reporting period. The CEFC’s workforce is ethnically diverse, with 37 employees from 16 countries, in addition to those born in Australia.
During the reporting period, the average age of the workforce remained stable at 42.
No employees identified as being Indigenous or having a disability, which is unchanged since the previous reporting period.
|Level||Male||Female||Born overseas||English 2nd language||Indigenous||Disability|
|Executive Director/ Head of Function||10||9||1||4||–||–||–|
* Includes the CEO, who is a full-time statutory officer and not classified as ‘staff’ under the CEFC Act.
|EEO Designated Group||Staff||Per Cent||Staff||Per Cent|
|English as a second language||11||13||11||12|