Calvary – building a greater sense of inclusion
On 21 February 2018 Calvary was again awarded an Employer of Choice for Gender Equality (EOCGE) citation for the fourth consecutive year. The WGEA EOCGE citation provides valuable public recognition of an organisation’s commitment to gender equality and a greater sense of inclusion for our employees.
Martin Bowles, Calvary’s National Chief Executive Officer and a WGEA Ambassador for pay equity, says
“We have introduced numerous measures to advance gender equality in our organisation, including raising awareness on wealth creation for women, providing all staff access to parental leave and domestic violence leave, implementing a leadership capability framework for senior and emerging leaders and raising the importance of well-being at work.
“I think the most important lesson I’ve learned in relation to gender equality is that people’s opinions towards gender equality may be ingrained and unconscious, but it is important to have open conversation about them, recognise issues and focus on evidence. It is only then that a greater sense of inclusion for all employees will be achieved. The benefits our bountiful and include positive employee engagement, productivity, retention and a spirit of fairness and respect across the organisation.
“Calvary is a major employer of women. With over 10,000 employees, 8000 of which are female, Calvary is proud to highlight that we have achieved 53% female representation at executive level and 75% female representation at manager level. In practical terms Calvary has defined its leadership capabilities and is implementing developmental programs, systems and processes that embed gender neutrality, that is, ensure there is no gender bias in processes such as recruitment, promotion, development opportunities, remuneration setting and performance reviews.” This year Calvary will commit its efforts to workplace gender equality through: exploring flexibility in the workplace; promoting career pathways; addressing systemic favouritism; monitoring pay equity and market positioning. We will continue to embrace our diverse workforce.
Martin’s advice for CEOs aspiring to attain the citation is “most organisations often don’t realise how valuing difference can benefit their organisation. CEOs often don’t make the more immediate and specific connections between gender equality and improved labour market competitiveness or employee engagement. I think it is important that leaders consider their own organisational history and environment as they understand how gender equality should be incorporated into their business strategy. If they focus on creating a positive, diverse and fair workplace the performance benefits will flow.”
According to WGEA Directory Libby Lyons, more organisations than ever have been granted the EOCGE citation, reflecting the growing commitment to workplace gender equality in Australia. “This year, I am particularly delighted to see some of the innovative and exciting initiatives by our EOCGE citation holders on such issues as flexibility, paid parental leave, supporting women in leadership and addressing gender pay gaps,” said Ms Lyons.