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Workplace Gender Equality Agency—Report for 2016-17


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Annual Report 2016 - 17

ISSN: 2202-6355 Online ISSN: 2204-8774

© Commonwealth of Australia 2017

All material presented in this publication is provided under a Creative Commons Attribution 3.0 Australia (www.creativecommons.org/ licenses/by/3.0/au/deed.en) licence.

For the avoidance of doubt, this means this licence only applies to material as set out in this document. The details of the relevant licence conditions are available on the Creative Commons website (accessible using the links provided) as is the full legal code for the CC BY 3.0 AU licence (http://creativecommons.org/licenses/by/3.0/legalcode)

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Contact us Enquiries regarding the licence and any use of this document are welcome at:

Workplace Gender Equality Agency GPO Box 4917 Sydney NSW 2001 Telephone (02) 9432 7000 Fax (02) 9929 4383 www.wgea.gov.au

For any enquiries about the annual report, please contact:

Jackie Woods Engagement Executive Manager Jackie.Woods@wgea.gov.au

An electronic copy of this report is available at: www.wgea.gov.au/sites/default/files/wgea-annual-report-16-17.pdf

Workplace Gender Equality Agency Annual report 2016-17 1

GPO Box 4917 Sydney NSW 2001

www.wgea.gov.au

ABN 47 641 643 874

26 October 2017

Senator the Hon Michaelia Cash Minister for Employment Parliament House Canberra ACT 2600

Dear Minister

I have pleasure in presenting to you the annual report of the Workplace Gender Equality Agency for the 2016-17 year.

The report has been prepared in accordance with Part III, subsection 12(1) of the Workplace Gender Equality Act 2012, which requires the Agency to submit to the Minister a report on its operations for the year ending 31 May. The report must be submitted as soon as practicable, and in any event within six months after 31 May.

The report also contains the Financial Statements for the year ended 30 June 2017, as required by section 34(1) of the Public Governance, Performance and Accountability (Financial Reporting) Rule 2015.

This annual report covers the period from 1 July 2016 to 30 June 2017, and also includes the Agency’s most current report assessment data from compliance reports for the 1 April 2016 to 31 March 2017 reporting period.

I certify that I am satisfied that for the financial year 2016-17 the Agency, in compliance with section 10 of the Public Governance, Performance and Accountability Rule 2014, has:

prepared fraud risk assessments and a fraud control plan put in place appropriate fraud prevention, detection, investigation and reporting procedures and processes that meet the specific needs of the Agency and that all reasonable measures have been taken to deal appropriately with fraud relating

to the entity.

Yours sincerely

Libby Lyons Director

2 Workplace Gender Equality Agency Annual report 2016-17

Reader’s guide

This report informs the Minister for Employment, Parliament, relevant employers and the public about the performance of the Workplace Gender Equality Agency in 2016-17.

This report has been prepared according to parliamentary reporting requirements.

The year in review Profiles the Agency’s year and includes a review by the Director.

Agency overview Provides an overview of the Agency and its functions, and a profile of the organisations that are covered by the Act.

Report on performance Provides specific information on the Agency’s performance in 2016-17.

Management and accountability Provides information on the Agency’s corporate governance, human resource management, financial management and other management areas.

Financial Statements Contains the Agency’s audited Financial Statements for 1 July 2016 to 30 June 2017.

Workplace Gender Equality Agency Annual report 2016-17 3

Contents

Annual report 2016-17

Letter of transmittal 1

Reader’s guide 2

Contents 3

Glossary and acronyms 4

2016-17: Year in review 5

Review by the Director 6

2016-17 Highlights 8

Snapshot of reporting organisations 10

Agency overview 11

About the Agency 12

Report on performance 15

Annual Performance Statement 2016-17 16

Financial Performance 19

Key Agency activities 20

Management and accountability 23

Corporate governance 24

External scrutiny 24

Human resources management 24

Other mandatory information 29

Financial Statements 31

Independent auditor’s report 32

Statement by the Director and Operations Executive Manager 34

Financial Statements 35

Notes to Financial Statements 39

Appendices 55

Appendix 1: Non-compliant organisations 56

Appendix 2: WGEA Employer of Choice for Gender Equality 60

Appendix 3: Pay Equity Ambassadors 61

Appendix 4: List of requirements 64

Index 69

4 Workplace Gender Equality Agency Annual report 2016-17

Glossary and acronyms

The Act Workplace Gender Equality Act 2012

Agency Workplace Gender Equality Agency

APS Australian Public Service

ASX Australian Securities Exchange

Financial year 2016-17 1 July 2016 to 30 June 2017

FOI Act Freedom of Information Act 1982

Gender equality indicators Defined in section 3 of the Workplace Gender

Equality Act 2012

IPS Information Publication Scheme

IT Information technology

Legislative instrument The Workplace Gender Equality (Matters in relation

to Gender Equality Indicators) Instrument 2013 (No. 1)

NABERS National Australian Built Environment Rating System

PAES Portfolio Additional Estimates Statements

PBS Portfolio Budget Statement

Relevant organisations Employers that are covered under the Workplace

Gender Equality Act 2012 for reporting purposes

Reporting organisations Relevant employers that submit reports to the Agency,

sometimes on behalf of other entities within their corporate structure subsidiaries

Reporting period 1 April 2016 to 31 March 2017

WGEA Workplace Gender Equality Agency

WH&S Work, health and safety

Workplace Gender Equality Agency Annual report 2016-17 5

2016-17: Year in review Review by the Director 6

2016-17 Highlights 8

Snapshot of reporting organisations 10

6 Workplace Gender Equality Agency Annual report 2016-17

Review by the Director This year has been full of momentum for the Workplace Gender Equality Agency (Agency) and for the recognition of workplace gender equality as an issue of economic, business and public importance.

It started with a whirlwind of media coverage when we released our third comprehensive set of workplace data at a National Press Club Address in Canberra on 15 November 2016. I was delighted to see our data on the front page of the Australian Financial Review and pleased when over 1,000 people attended our subsequent roadshow. We had events that explored the dataset in every state and territory.

The Agency’s ability to influence the national agenda was further demonstrated when we brought the issue of workplace gender segregation into the spotlight. In August 2016, we launched new research on gender segregation at work and our women’s work I men’s work project, which profiled women and men in non-traditional fields with the aim of inspiring the next generation as they make career decisions. Both initiatives received widespread media coverage. At the end of 2016, we made a submission to and gave evidence at the newly-formed Senate Inquiry into Gender Segregation in the Workplace. The depth of the Agency’s expertise was noted at this and the Senate Inquiry into Paid Parental Leave, at which we also gave evidence.

Over the year, our research partnerships produced groundbreaking reports increasing our understanding of workplace inequality in Australia. We released our second insight report with the Bankwest Curtin Economics Centre and partnered with the Diversity Council Australia and KPMG on a detailed analysis of causes of the national gender pay gap. The Agency was able to share its research findings more widely through speaking engagements, media coverage and social media activity, all of which increased substantially from the previous reporting period.

I was encouraged by the rise in the number of organisations we accredited as Employers of Choice for Gender Equality citation holders - up from 90 in 2015 to 106 in 2016. Their dedication to implementing best practice programs in their organisations is yet another sign that in many areas business is leading the way on this issue. We also expanded our engagement with our Pay Equity Ambassadors: a network of 113 chief executive officers and directors who are champions of pay equity and who are working with the Agency to drive change. National Australia Bank’s successful development of a gender equality social impact bond demonstrates that investors are taking gender equality seriously.

However, significant work remains to be done. Our 2015-2016 dataset shows the full-time total gender pay gap has declined year-on-year but there is still a difference of $26,853 between women’s and men’s remuneration. Similarly, the number of women being appointed or promoted to managerial roles is higher than their current representation at those levels - a result gleaned from reporting indicators introduced in 2016 for the first time. Yet the proportion of female managers in Australia continues to be too low.

As ever, I would like to recognise the expertise, enthusiasm and professionalism of the Agency’s staff. This year, I was proud to present the Agency’s first biennial report to the Minister for Employment on our progress. Clearly our efforts to improve gender equality at work are having a significant impact. I am confident that when the next report is due in two years’ time, our mission to promote and improve gender equality at work will have advanced even further.

Libby Lyons Director

We launched new research on gender segregation at work and our women’s work | men’s work project, which profiled women and men in non-traditional fields

Workplace Gender Equality Agency Annual report 2016-17 7

8 Workplace Gender Equality Agency Annual report 2016-17

Highlights

Broadening debate Over the last year, the Agency has improved the public understanding of the causes and forms of gender inequality at work. The number of media mentions of the Agency increased by 32% and the number of speaking engagements we undertook increased by 44% to 89.

The heightened national attention on workplace gender segregation, in particular, was driven by our research and data. In 2016, we released a new report and campaign - women’s work I men’s work - to raise awareness among young women and men of this issue. We also made submissions and gave evidence to Senate inquiries into paid parental leave and gender segregation in the workplace.

Awareness of our online interactive Data Explorer increased with nearly 11,000 people using the resource in 2016-2017.

Building our networks In 2016, we recognised 106 organisations as Employers of Choice for Gender Equality, a positive result indicating a growing commitment from employers to improving the experiences of women and men at work. A lunchtime launch of the citation holders proved extremely popular, with almost 200 attendees filling the Brisbane venue to capacity. Aurizon CEO Lance Hockridge provided a compelling keynote address.

In March 2017, National Australia Bank (NAB) announced the first social bond specifically to promote gender equality, based on the EOCGE citation. The NAB Social Bond (Gender Equality) allows institional investors to finance organisations that are recoginsed leaders in gender equality.

Our network of Pay Equity Ambassadors expanded to 113 in the year reported. We partnered with Pay Equity Ambassadors John Mullen, David Thodey and mining company St Barbara to create a suite of videos emphasising the practical actions that can be taken to drive change in our workplaces.

Educating and supporting employers We continued our partnership with the Bankwest Curtin Economics Centre, delivering the second of three reports analysing the Agency’s data in detail. The report was released in March 2017 and, among other insights, it illustrated differences in pay outcomes in male and female dominated industries. We also partnered with KPMG and the Diversity Council Australia to deliver a landmark report identifying the causes of the national gender pay gap.

Our research team released new fact sheets on topics including international gender reporting schemes, the graduate labour market and unpaid care work. We also participated in 11 educational roundtables, including hosting seminars on recognising men as carers and attracting employees to non-traditional careers.

We also increased the assistance we provided to reporting organisations. In 2017, we simplified the layout and wording of the reporting questionnaire employers must complete online. We conducted 15 webinars on reporting with 1,578 attendees, including, for the first time, live demonstrations on how to use the online platform.

Workplace Gender Equality Agency Annual report 2016-17 9

Agency activity 2016-17 reporting period

4,621 reporting organisations Fourth full year of data collected (2016-17)

89 nationwide Speaking engagements

113 Ambassadors Pay Equity Ambassadors

339,499 web site visits Unique visits

106 employers WGEA Employer of Choice for Gender Equality

1,578 participants Online webinars

10 Workplace Gender Equality Agency Annual report 2016-17

Snapshot of reporting organisations

As at 11 September 2017, 4,621 reports had been assessed as compliant for the 2016-17 reporting period. These employers represented 4,052,105 employees, approximately 40% of employees in Australia.

Table 1: Reporting organisations by industry

Number of reporting organisations Number of

employees

%

Women

%

Men

Accommodation and Food Services 233 202,871 52.4 47.6

Administrative and Support Services 253 276,728 43.4 56.6

Agriculture, Forestry and Fishing 47 27,716 36.4 63.6

Arts and Recreation Services 100 87,645 49.8 50.2

Construction 202 121,141 16.9 83.1

Education and Training 512 408,027 63.4 36.6

Electricity, Gas, Water and Waste Services 47 42,387 24.5 75.5

Financial and Insurance Services 238 272,757 55.4 44.6

Health Care and Social Assistance 652 627,746 80.2 19.8

Information Media and Telecommunications 132 128,702 38.4 61.6

Manufacturing 613 338,569 26.4 73.6

Mining 135 136,545 16.1 83.9

Other Services 142 62,048 42.0 58.0

Professional, Scientific and Technical Services 513 276,852 39.6 60.4

Public Administration and Safety 17 22,721 21.2 78.8

Rental, Hiring and Real Estate Services 76 41,775 42.9 57.1

Retail Trade 294 666,328 58.2 41.8

Transport, Postal and Warehousing 186 195,557 26.4 73.6

Wholesale Trade 229 115,990 37.4 62.6

All reporting organisations 4,621 4,052,105 50.0 50.0

Table 2: Reporting organisations by size

Organisation size Number of reporting organisations

0-249 2,096

250-499 1,102

500-999 648

1000 - 4999 647

5000+ 128

Total 4,621

Detailed statistics on the 2016-17 reporting period results are available at data.wgea.gov.au.

Workplace Gender Equality Agency Annual report 2016-17 11

Agency overview About the Agency 12

12 Workplace Gender Equality Agency Annual report 2016-17

About the Agency

Our purpose The Workplace Gender Equality Agency is charged with promoting and improving gender equality in Australian workplaces, including through the provision of advice and assistance to employers and the assessment and measurement of workplace gender data. It is established by the Workplace Gender Equality Act 2012.

Our vision The Agency’s vision is for women and men to be equally represented, valued and rewarded in the workplace.

Our strategic priorities The Agency’s strategic mission is to lead, influence and inspire change to promote gender equality in Australian workplaces utilising our world-leading dataset. The strategic priorities in the year ending 30 June 2017 were to:

increase our impact and reach

realise the potential of the data; and

develop the team.

Our role and functions The Workplace Gender Equality Act 2012 outlines our role and functions as follows:

advise and assist employers in promoting and improving gender equality in the workplace

develop, in consultation with relevant employers and employee organisations, benchmarks in relation to gender equality indicators

issue guidelines to assist relevant employers to achieve the purposes of the Act

review compliance with the Act by relevant employers, review public reports lodged by relevant employers and deal with those reports in accordance with the Act

collect and analyse information provided by relevant employers under the Act to assist the Agency to advise the Minister in relation to legislative instruments made under the Act

undertake research, educational programs and other programs to promote and improve gender equality in the workplace

work with employers to maximise the effectiveness of the administration of the Act, including minimising the regulatory burden on employers

promote and contribute to the understanding and acceptance, and public discussion, of gender equality in the workplace

review the effectiveness of the Act in achieving its purposes

report to the Minister on such matters in relation to gender equality in the workplace as the Agency thinks fit.

Workplace Gender Equality Agency Annual report 2016-17 13

Our objectives In order to achieve its purpose/outcome, the Agency has the following objectives:

promote, amongst employers, the elimination of discrimination on the basis of gender in relation to employment matters

foster workplace consultation between employers and employees on issues concerning gender equality in employment and in the workplace

improve the productivity and competitiveness of Australian business through the advancement of gender equality in employment and in the workplace

remove barriers to the full and equal participation of women in the workforce.

The Workplace Gender Equality Act 2012 requires non-public sector employers with 100 or more employees (relevant employers) to report to the Agency annually against standardised gender equality indicators (GEIs) by completion of a workplace profile and a reporting questionnaire.

The GEIs relate to areas that are critical to gender equality:

GEI 1 - gender composition of the workforce

GEI 2 - gender composition of governing bodies of relevant employers

GEI 3 - equal remuneration between women and men

GEI 4 - 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

GEI 5 - consultation with employees on issues concerning gender equality in the workplace

GEI 6 - any other matters specified by the Minister - sex-based harassment and discrimination.

14 Workplace Gender Equality Agency Annual report 2016-17

Organisational structure The Director of the Workplace Gender Equality Agency has overall accountability for management of the Agency and is appointed by the Governor-General of Australia. Libby Lyons was appointed as Director of the Agency on 17 September 2015 and commenced a five-year term on 19 October 2015.

The Agency is divided into four business units:

Advice and Reporting

Operations

Research and Analytics

Engagement.

Workforce A breakdown of employees by ongoing and non-ongoing status, APS classification level, type of employment arrangement, salary range, performance pay and more information on the management of human resources is provided on pages 26-28.

Figure 1: Organisational structure of the Workplace Gender Equality Agency

Director

Advice and Reporting

Operations Research and

Analytics

Engagement

Workplace Gender Equality Agency Annual report 2016-17 15

Report on performance Annual Performance Statement 16

Financial Performance 19

Key Agency activities 20

16 Workplace Gender Equality Agency Annual report 2016-17

Annual Performance Statement 2016-17

Introductory statement The Annual Performance Statement for the Workplace Gender Equality Agency (WGEA, the Agency) has been prepared in accordance with the requirements of section 39(1)(a) of the Public Governance, Performance and Accountability Act 2013 (PGPA Act) for the 2016-17 financial year and accurately presents the Agency’s performance in accordance with section 39(2) of the PGPA Act.

Entity purpose The Workplace Gender Equality Agency is charged with promoting and improving gender equality in Australian workplaces, including through the provision of advice and assistance to employers and the assessment and measurement of workplace gender data.

Results

Performance Criterion

Increasing our impact and reach on gender equality issues through leveraging and development of our networks.

Target: Increase in speaking engagements and event participation from 62 in 2015-16.

Criterion Source

Workplace Gender Equality Agency 2016-17 Corporate Plan

Workplace Gender Equality Agency - Entity resources and plan performance 2016-17 (PBS)

Result Against Performance Criterion

Speaking engagements have increased 44% from 62 in 2015-16 to 89 in 2016-17.

Target exceeded.

Workplace Gender Equality Agency Annual report 2016-17 17

Performance Criterion

Realising the potential of gender equality data by optimising the collections, analysis and release.

Target: Improve ease of reporting.

Target: Increase the means by which the data is communicated.

Criterion Source

Workplace Gender Equality Agency 2016-17 Corporate Plan

Workplace Gender Equality Agency - Entity resources and plan performance 2016-17 (PBS)

Result Against Performance Criterion

The ease of reporting was improved by the simplification of the secure logon procedure and the wording and layout of the reporting questionnaire. Other technical issues during the reporting period did not allow the full benefit of these improvements to be realised.

Target met

The number of gender equality factsheets and insights papers on the Agency website has increased from 14 in 2015-16 to 20 in 2016-17.

The Agency has submitted detailed submissions to three Senate Inquiries.

Target exceeded

Performance Criterion

Communicating effectively on gender equality matters by reviewing our channels and audience.

Target: Increase the number of media mentions of the Agency from 516 in 2015-16.

Target: Increase the number of industry roundtables the Agency has participated in from 6 in 2015-16.

Target: Increase the number of holders of the WGEA Employer of Choice for Gender Equality citation from 91 in 2015-16.

Target: Increase the number of enlisted Pay Equity Ambassadors from 103 in 2015-16.

Criterion Source

Workplace Gender Equality Agency 2016-17 Corporate Plan

Workplace Gender Equality Agency - Entity resources and plan performance 2016-17 (PBS)

Result Against Performance Criterion

The number of media mentions of the Agency increased 32% from 516 in 2015-16 to 679 in 2016-17.

The number of industry roundtables the Agency participated in increased 83% from 6 in 2015-16 to 11 in 2016-17.

The number of holders of the WGEA Employer of Choice for Gender Equality citation increased 18% from 90 in 2015-16 to 106 in 2016-17.

The number of enlisted Pay Equity Ambassadors increased 10% from 103 in 2015-16 to 113 in 2016-17.

Target exceeded.

18 Workplace Gender Equality Agency Annual report 2016-17

Analysis of performance against purpose The Workplace Gender Equality Agency has met or exceeded all performance criteria in the 2016-17 year.

With three years of data having now been released by the Agency and a fourth annual reporting period coming to a close, reporting on workplace gender equality issues is now established as a mainstream activity for Australian business. The Agency acknowledges that more can be done to streamline the collection processes and is working with partners in government and business to achieve this end.

Both the profile of the Agency and recognition of the value of our data continues to rise. Agency data and the Agency Director are frequently quoted in the media and Agency staff are invited to participate in a broad range of workshops, roundtables and fora. An increasing number of organisations that are not required to report to the Agency under the Workplace Gender Equality Act 2012, such as the public sector and small business, are seeking out Agency expertise, tools and resources.

The Agency continues to review and refine our communication channels and to develop our networks to ensure we link people with the information, resources and examples of good practice which will assist them to achieve positive gender equality outcomes in their workplaces.

Advocates, including the increasing number of Pay Equity Ambassadors and WGEA Employer of Choice for Gender Equality citation recipients, continue to amplify the public discourse on workplace gender equality and reinforce the business case for taking proactive steps in support of equal representation, recognition and reward of women and men.

Further discussion and statistics on key Agency activities aligned with our legislative mandate can be found on page 20-22.

Regulator Performance Framework An assessment of the Agency’s performance under the Regulator Performance Framework will be available on the WGEA website from 31 December 2017.

Workplace Gender Equality Agency Annual report 2016-17 19

Financial Performance

The total appropriation for the Agency in 2016-17 was $4,891,000.

Expenditure in 2016-17 increased by 3% from the previous year to $5,950,538 due to an increase in employee benefits and depreciation costs.

Expenditure on suppliers was $1,845,838 or 31% of the total appropriation, and included:

IT and office equipment

lease and other costs associated with premises

contractors and consultants

travel and training for staff

subscriptions, printing and publications.

Expenditure on employee benefits was $3,119,515 or 52% which represented an increase of 1% from last year and is attributable to salary increases in line with the Agency’s enterprise agreement.

Table 3: Agency resource statement

Actual available appropriation for 2016-17 $’000

Payments made 2016-17 $’000

Balance remaining 2016-17 $’000

Ordinary annual services

Departmental appropriation (1) 6,287 5,950 1,129

Total resourcing and payments 6,287 5,950 1,129

2016-17 2015-16

Average Staffing Level (number) 30 30

(1) Appropriation Bill (No. 1) 2016-17, prior year departmental appropriation and section 74 receipts

20 Workplace Gender Equality Agency Annual report 2016-17

Supporting employers to report In 2016-17 relevant employers reported on the six gender equality indicators outlined in the Workplace Gender Equality Act 2012. The Agency continued its commitment to provide ongoing advice, education and support for employers regarding reporting.

The Agency conducted 15 webinars including live demonstrations of the online reporting system to help companies with their annual compliance reports. This proved a popular and effective way of supporting employers to report. 1,578 people participated in online reporting webinars. This meant we had greater reach than has previously been achieved with face-to-face reporting workshops. The Agency also provided tailored telephone advice and support to employers.

Improving ease of reporting remains a high priority for the Agency. In 2017, improvements were made to the format of the reporting questionnaire, including simplifying the wording and layout.

Opening access to our knowledge The Agency’s website and publications continue to be a trusted source of gender equality statistics, research and resources. The 2016-17 financial year saw an increase in the number of people accessing our website, downloading resources, following us on social media and using the Data Explorer.

The number of unique visitors to wgea.gov.au increased 22.5% on the previous year and the number of people accessing our resources grew. The downloads of the Gender Pay Gap Calculator alone increased by 105% from the previous financial year to more than 2,500 unique downloads in 2016-17. There was also a 23% increase in the number of unique downloads of the organisation’s public reports from the site.

In conjunction with a substantial increase in speaking engagements undertaken by Agency staff, our social media presence expanded significantly. In 2016-17, our Facebook followers increased to 2,989 and our Twitter followers rose to 4,955.

Building evidence through data The Agency is committed to making the data it collects as accessible, useful and usable as possible, subject to relevant legislation. In November 2016, the Agency released the third comprehensive set of workplace data, with events held across the country in partnership with the Committee for Economic Development of Australia (CEDA).

The Agency’s online interactive Data Explorer featured new data in 2016-17 and attracted nearly 11,000 users between 1 July 2016 and 30 June 2017, an increase of over 20%. The Agency’s data is also accessible through data.gov.au.

The Agency continued its partnership with the Bankwest Curtin Economics Centre to deliver the second in a series of three reports providing a detailed analysis of the Agency’s data. A co-branded report Gender Equity Insights 2017: Inside Australia’s Gender Pay Gap was released in March 2017, showing differences in pay outcomes in male- and female-dominated industries, pay gaps for part-time and casual employees, the impact of pay gaps on career earnings and pay outcomes for graduates.

The data collected from employers was fed into customised and confidential Competitor Analysis Benchmark Reports and distributed to compliant reporting organisations, with one in four eligible organisations accessing their reports.

In November 2016, an independent review of the Agency’s data governance and data management practices was conducted. The review found the Agency has sound data management practices supported by highly professional staff who are committed to data integrity. The Agency is committed to continually improving its data management practices to ensure that they reflect industry best practice.

The Agency continued to contribute to a range of other research activities across academic and government institutions and is an active participant on many government and non-government advisory committees.

Key Agency activities

The Agency undertook a range of activities in support of, and in alignment with, its legislative mandate.

Workplace Gender Equality Agency Annual report 2016-17 21

Supporting employers to report

Reporting webinar participants 1,578

Views of reporting webinars on YouTube 607

Downloads of reporting-related resources 20,746

Building evidence through data

Employees covered by the 2016-17 dataset 4,052,105

Users of the online Data Explorer 10,896

Reporting organisations that received Competitor Analysis Benchmark Reports in November 2016 4,697

Expanding our education outreach

Online education resources 72+

Downloads of pay equity resources 3,909

Downloads of gender pay gap statistics fact sheet 12,407

Unique website visits 339,499

Generating national debate

Public speaking events by Agency staff 89

Increase in Facebook ‘likes’ 72%

Increase in Twitter followers 42%

Media mentions 679

Recognising leading practice

WGEA Employer of Choice for Gender Equality citation holders 106

Pay Equity Ambassadors 113

Pay Equity Official Supporters 27

22 Workplace Gender Equality Agency Annual report 2016-17

Expanding our educational reach The Agency helps promote gender equality through practical educational materials, case studies, research and news with the Agency’s website acting as an information hub.

The Agency’s comprehensive suite of educational resources and research fact sheets to support employers and promote public understanding of workplace gender equality issues has continued to expand. There are more than 70 educational tools and resources available on the Agency’s website, as at 30 June 2017. These include written toolkits, data collection spreadsheets, videos and recorded webinars. They cover support for reporting, pay equity, flexibility, building a gender equality strategy and applying for the WGEA Employer of Choice for Gender Equality citation.

Raising national awareness The Agency generated significant coverage and commentary about gender equality during 2016-17. The launch of our third full year of reporting data attracted extensive media attention, including articles in every major Australian newspaper. Over a thousand people attended events staged at the National Press Club in Canberra and CEDA luncheons covering all states and territories.

Our campaigns around Equal Pay Day, International Women’s Day and reports launched in collaboration with the Bankwest Curtin Economics Centre, Diversity Council Australia and KPMG also contributed to increased media coverage of gender equality issues and the Agency’s world-leading dataset.

Agency submissions to Senate inquiries on the gender pay gap and the impact of gender segregation were highly influential in shaping the inquiry reports and providing a rigorous evidence base for policy-making.

Our women’s work I men’s work campaign profiled six women and men working in non-traditional careers - including men in childcare and women in IT - and reached out to a new generation of Australians making decisions about their future careers. It highlighted the stubborn challenge of gender segregation across Australia’s workforce and the role it plays in unequal pay outcomes for women and men.

Building networks of best practice employers The Agency actively develops networks of leading practice employers to spread awareness of gender equality issues and solutions throughout the business sector.

In December 2016, the Agency announced the list of successful applicants for its flagship recognition program: the WGEA Employer of Choice for Gender Equality (EOCGE) citation. The number of citation holders increased from 90 to 106, reflecting a growing desire in the business sector to be recognised as a best practice employer in this area. Citation holders were celebrated at a lunch event in Brisbane which was co-hosted with the American Chamber of Commerce in Australia.

In March 2017, National Australia Bank (NAB) announced the first social bond specifically to promote gender equality, based on the EOCGE citation. The NAB Social Bond (Gender Equality) allows institional investors to finance organisations that are recoginsed leaders in gender equality.

Throughout the year, we expanded our engagement with our Pay Equity Ambassadors: a network of 113 chief executive officers and directors who have committed to pay equity and working with the Agency to drive change. We hosted six CEO roundtables and public leadership forums in which our Ambassadors spoke publicly on the business case for equality and outlined successful strategies based on their experience in leading diversity initiatives. We created a set of video case studies with Ambassadors David Thodey, John Mullen and mining company St Barbara.

On Equal Pay Day (8 September 2016), our network of Ambassadors posted items on social media in support of our campaign to educate the public and business community on the need for change. #EqualPayDay was the fourth highest trending hashtag on Twitter in Australia that day.

EOCGE recipients are listed at Appendix 2 and Pay Equity Ambassadors at Appendix 3.

Workplace Gender Equality Agency Annual report 2016-17 23

Management & accountability Corporate governance 24

External scrutiny 24

Human resources management 24

Other mandatory information 29

24 Workplace Gender Equality Agency Annual report 2016-17

Corporate governance During the 2016-17 year, the Agency operated under the Public Governance, Performance and Accountability Act 2013. The Director is the accountable authority of the Agency.

The Agency’s Corporate Governance Framework ensures that the Workplace Gender Equality Agency achieves its objectives, manages risks and uses resources responsibly and with accountability. The framework aligns legislative requirements with other Australian Public Service and internal policy requirements and promotes a level of governance and oversight commensurate with risk.

The Executive management of the Agency is active in the implementation of the framework including but not limited to strategic planning, policy development, review of controls and participation in project steering committees.

Executive management As at 30 June 2017, the Executive was comprised of four Executive Manager positions reporting to the Director.

Advice and Reporting Executive Manager Vanessa Paterson

Operations Executive Manager Julienne Clifford

Research and Analytics Executive Manager Carla Harris (on leave) Andrew McMahon (relieving)

Engagement Executive Manager Jackie Woods

Fraud control and risk management During the financial year 2016-17, the Agency did not identify any fraud. The Fraud Control Plan is part of the Agency’s induction program and Fraud Awareness training is undertaken by all staff annually. The Agency’s Risk Management Policy, Fraud Control Plan, Business Continuity Plan and associated Risk Registers are reviewed regularly with oversight by the Audit Committee. The Agency has taken all reasonable measures to minimise the incidence of fraud by ensuring appropriate fraud prevention, detection, investigation and reporting procedures and processes are in place.

The Agency integrates risk management into business planning and project management and incorporates the identification of risks and risk treatments into strategic planning. Managers undertake refresher training in Risk Management annually and all other Agency staff biennially. Risk management is a standing item at our fortnightly Executive meetings.

External scrutiny The Agency is subject to an annual statutory audit performed by the Australian National Audit Office. The outcomes of the 2016-17 audit were presented to the Audit Committee. The committee is chaired by an external member.

The members of the Audit Committee are:

Heather Watson (Chair)

Sean Van Gorp

Vanessa Paterson.

The role and responsibilities of the Audit Committee are set out in its Charter. The Committee provides independent assurance and assistance to the Director on the Agency’s governance framework and its financial statement responsibilities.

There have been no significant developments in external scrutiny of the Workplace Gender Equality Agency during 2016-17.

Human resources management

Assessment of effectiveness

The Agency has operated successfully under its organisational and staffing structure. The Agency continued to review and revise its people management policies as well as procedures, systems and documentation to reflect contemporary better practice in support of the Agency’s strategic priorities.

Work is continuing in the Agency to create a flexible and agile workforce through cross-Agency project team work and the introduction of a flat management structure. The Agency is reviewing current capability levels, identifying existing and required skill sets and developing a strategy and implementation plan to address skills required for the future.

Management and accountability

Workplace Gender Equality Agency Annual report 2016-17 25

Information on enterprise bargaining

The Agency’s Enterprise Bargaining Agreement was approved and commenced on 29 December 2015 and has a nominal expiry date of 21 December 2018.

Employees will receive four wage increases in all over the three-year duration of the Agency Enterprise Agreement. The first increase of 1.5% took effect on 29 December 2015. The second increase of 1% took effect on 1 March 2016. The third increase of 1% took effect 1 March 2017 and the fourth increase of 1.5% will take effect on 1 March 2018.

The number of employees covered by the Agency Enterprise Agreement and the salary ranges available for APS employees by classification structure are outlined in Table 8.

Superannuation

The Agency pays employer superannuation contributions on behalf of employees during periods of unpaid leave for maternity or primary carer’s leave. The contributions are made for a period equal to a maximum of 52 weeks from the commencement of paid maternity or primary carer’s leave.

Non-salary benefits

The Agency provides the following non-salary benefits to its employees:

access to salary packaging for a vehicle or laptop

salary packaging of supplementary superannuation contributions.

Flexible work practices

The Agency helps employees balance their work and personal lives by offering remote working arrangements, changed patterns of hours, flex-time, part-time work, and providing purchased leave, access to two paid volunteer days per year and other arrangements. Flexibility is vital to improving workplace gender equality and the Agency leads by example. The vast majority of staff (83%) take up flexible working arrangements including the Executive.

Capability development

The Agency promotes and supports the development of its workforce to ensure the Agency has the capability to respond to the challenges of the changing workplace and deliver the Agency’s strategic priorities.

In 2016-17, a total of $65,205 was spent on training and development activities to develop the capability of our workforce.

Development opportunities and upgrading of skills were provided through extension projects, formal training, temporary transfers to higher duties and short term transfers to other teams. The Agency encouraged employees to attend conferences, seminars and other events, in addition to structured external training. Employees were able to access a suite of e-learning courses with in-house seminars held for all staff to promote discussion and enhance understanding of issues impacting on gender equality in the workplace.

All employees received targeted training and development, including courses on project management, organisational and management skills, presentation and influencing skills, business intelligence software skills and legislative obligations, ensuring we provide accurate information, advice and education on reporting compliance matters and gender equality initiatives.

The Agency also continues to support formal study through its Study Assistance Policy with four employees undertaking formal accredited courses.

Staffing and remuneration

The following tables provide a comparison of the Agency’s ongoing and non-ongoing staffing profile as at 30 June 2017 and 30 June 2016. All staff are located in Sydney.

26 Workplace Gender Equality Agency Annual report 2016-17

Table 4: Ongoing staff as at 30 June 2017

Band F/T P/T Men Women Indigenous

Culturally and linguistically diverse People with a

disability

PEO 1 0 0 1 0 0 0

EL 1 and 2 8 1 1 8 0 0 1

APS Level 5 and 6 8 5 2 11 0 3 0

APS Level 2 to 4 1 1 0 2 0 1 0

APS Level 1 0 0 0 0 0 0 0

Total 18 7 3 22 0 4 1

Note: Includes ongoing staff on parental leave.

Table 5: Non-ongoing staff as at 30 June 2017

Band F/T P/T Men Women Indigenous

Culturally and linguistically diverse People with a

disability

PEO 0 0 0 0 0 0 0

EL 1 and 2 1 0 0 1 0 1 0

APS Level 5 and 6 1 1 0 2 0 0 0

APS Level 2 to 4 2 0 0 2 0 1 0

APS Level 1 0 0 0 0 0 0 0

Total 4 1 0 5 0 2 0

Table 6: Ongoing staff as at 30 June 2016

Band F/T P/T Men Women Indigenous

Culturally and linguistically diverse People with a

disability

PEO 1 0 0 1 0 0 0

EL 1 and 2 6 3 2 7 0 0 1

APS Level 5 and 6 9 4 2 11 0 3 0

APS Level 2 to 4 1 1 0 2 0 1 0

APS Level 1 0 0 0 0 0 0 0

Total 17 8 4 21 0 4 1

Note: Includes ongoing staff on parental leave.

Workplace Gender Equality Agency Annual report 2016-17 27

Table 7: Non-ongoing staff as at 30 June 2016

Band F/T P/T Men Women Indigenous

Culturally and linguistically diverse People with a

disability

PEO 0 0 0 0 0 0 0

EL 1 and 2 1 1 0 2 0 0 0

APS Level 5 and 6 2 1 1 2 0 1 0

APS Level 2 to 4 0 0 0 0 0 0 0

APS Level 1 0 0 0 0 0 0 0

Total 3 2 1 4 0 1 0

Table 8: Number of staff by APS classification level, type of employment arrangement and salary range

Band

Employee covered

Type of employment arrangement Lower salary ($)

Upper salary ($)

PEO Not applicable

EL 2 5 Collective agreement $117,206 $133,518

EL 1 5 Collective agreement $100,634 $110,810

APS Level 6 11 Collective agreement $77,808 $92,000

APS Level 5 4 Collective agreement $72,210 $76,513

APS Level 4 1 Collective agreement $64,445 $69,947

APS Level 3 3 Collective agreement $58,237 $62,808

APS Level 2 0 Collective agreement $51,173 $56,399

APS Level 1 0 Collective agreement $45,293 $49,795

Total 29

Key: PEO: Principal Executive Officer. Not covered by Enterprise Agreement or Individual Industrial Agreement. EL 1 and 2: Executive Level 1 and 2 APS 1-6: Australian Public Service Levels 1 to 6

28 Workplace Gender Equality Agency Annual report 2016-17

Performance pay

Eligible employees who have reached the top of their salary band may receive a bonus payment of 1.5% if they achieve a performance rating of fully effective or above. Table 9 outlines performance payment information for the 2016 performance cycle.

Table 9: Performance payments to staff during FY 16-17

Band

Number of staff who received performance pay

Aggregate of actual payments

Range

of payments

Average bonus payment

EL2 4 $8,016 $1,073 - $2,670 $2,004

EL1 3 $5,846 $1,772 - $2,171 $1,948

APS Level 6 10 $13,516 $588 - $1,777 $1,351

APS Level 5 3 $4,590 $1,530 - $1,530 $1,530

APS Level 4- Level 1 2 $2,480 $1,224 - $1,253 $1,240

All staff 22 $34,449

Disability reporting Since 1994, Commonwealth departments and agencies have reported on their performance as policy adviser, purchaser, employer, regulator and provider under the Commonwealth Disability Strategy. In 2007-08, reporting on the employer role was transferred to the Australian Public Service Commission’s State of the Service Report and the APS Statistical Bulletin. These reports are available at www.apsc.gov.au. From 2010-11, departments and agencies are no longer required to report on these functions.

The Commonwealth Disability Strategy has been overtaken by the National Disability Strategy 2010-2020, which sets out a ten-year national policy framework to improve the lives of people with disability, promote participation and create a more inclusive society. A high level two-yearly report will track progress against each of the six outcome areas of the Strategy and present a picture of how people with disability are faring. The first report is available at www.dss.gov.au.

Work health and safety performance The Agency is committed to providing and maintaining a safe and healthy workplace, and meeting its responsibilities under the Work Health and Safety Act 2011.

The Agency has a WH&S Officer to address issues and provide solutions to ensure the health, welfare, safety and wellbeing of staff. The officer consults with stakeholders at all stages of decision-making about WH&S in the workplace.

WH&S issues are discussed at Executive staff meetings and the Agency has a health and safety representative. All staff are required to undertake an annual refresher e-learning module on workplace health and safety.

As part of the induction program, new employees go through informal WH&S training and have an ergonomic assessment of their workstation by an occupational therapist. The Agency also carries out ergonomic workstation assessments for all staff with a remote working arrangement.

Workplace Gender Equality Agency Annual report 2016-17 29

The Agency has purchased additional sit-to-stand workstations to support a sit-to-stand work solution in the workplace, maintained a flu vaccination program for all staff and, to help support a healthy workplace, implemented training in resilience and mindfulness for all staff and trained staff as mental health first aid officers.

Incidents

During the year, the Agency had no incidents or dangerous occurrences arising from the conduct of its undertakings for which it was required to give notice under section 38 of the Work Health and Safety Act 2011.

Investigation

The Agency did not undertake any investigations or conduct any tests on any plant, substance or thing in the course of any such investigation. No notices were given to the Agency under sections 191,195 or 198 of the Work Health and Safety Act 2011 during the 2016-17 financial year.

Other mandatory information

Purchasing

The Agency ensures that all purchasing is handled in accordance with the Commonwealth Procurement Rules as detailed in the Agency’s Accountable Authority Instructions and is in keeping with the principles of ethical, efficient, effective and economical use of Commonwealth resources.

The Agency publishes planned procurements on AusTender in accordance with the requirements of the Commonwealth Procurement Rules. AusTender is regularly updated with a record of all procurements in excess of $10,000.

The Agency has access to whole-of-government purchasing arrangements in a range of areas including information and communications technology, travel and accommodation.

Consultants

The Agency adheres to the Commonwealth Procurement Rules and the Accountable Authority Instructions when engaging consultants and entering into contractual arrangements.

During the 2016-17 financial year, the Agency entered into 10 new consultancy contracts involving a total expenditure of $177,215.

Annual reports contain information about actual expenditure on contracts for consultancies. Information on the value of contracts and consultancies is available on the AusTender website.

Support of small business

The Agency supports small business participation in the Commonwealth Government procurement market. Small and Medium Enterprises (SME) and Small Enterprise participation statistics are available on the Department of Finance’s website.

The Agency has not initiated any significant approaches to the market in 2016-17. However, the Agency ensures SMEs are included in the mix of organisations requested to provide quotes for provision of specific goods and services below the relevant procurement threshold. Procurement and contracting processes are frequently reviewed for clarity and ease of engagement. Providers of goods and services are promptly paid.

Compliance

There were no significant issues of non-compliance with Finance law during 2016-17 and therefore no report was made to the Minister under paragraph 19(1)(e) of the PGPA Act.

Advertising and market research

The Agency made no payments to advertising or market research organisations in 2016-17 which required disclosure under section 311A of the Commonwealth Electoral Act 1918.

30 Workplace Gender Equality Agency Annual report 2016-17

Ethical standards

The Agency is committed to the Australian Public Service (APS) Values and Code of Conduct. The Agency staff induction program draws attention to the APS Values and Code of Conduct, and these values are incorporated into the Agency’s daily management and operations.

Information Publication Scheme

Entities subject to the Freedom of Information Act 1982 (FOI Act) are required to publish information to the public as part of the Information Publication Scheme (IPS). This requirement is in Part II of the FOI Act and has replaced the former requirement to publish a section 8 statement in an annual report. Each agency must display on its website a plan showing what information it publishes in accordance with IPS requirements www.wgea.gov.au.

No requests for information under the FOI Act were made to the Agency in 2016-17.

Ecologically sustainable development and environmental performance

The following information is provided in accordance with section 516A of the Environment Protection and Biodiversity Conservation Act 1999.

The Agency’s management and staff are committed to the principles of ecologically sustainable development. In accordance with government guidelines, the Agency once again participated in Earth Hour.

The Operations team has embedded the following initiatives to minimise the Agency’s environmental impacts:

non-essential lighting and appliances are turned off and sensor devices and timers are used to minimise electricity consumption throughout the office

the Agency uses water-saving facilities to help minimise water consumption

all office equipment conforms to environmental standards and the Agency uses information technology that abides by strict ecologically sustainable development guidelines

all printers are defaulted to print on both sides of the paper. Printer ink cartridges and toners are recycled

the Agency reduces waste generation by recycling paper, cardboard, glass, plastics and metals and through the adoption of a paperless meeting initiative.

The Agency is a tenant in a non-Commonwealth- owned building, which has a National Australian Built Environment Rating System (NABERS) energy rating of 4.5 and a NABERS water rating of 3.5.

Workplace Gender Equality Agency Annual report 2016-17 31

Financial statements Independent auditor’s report 32

Statement by the Director and Operations Executive Manager 34

Financial Statements 35

Notes to the Financial Statements 39

32 Workplace Gender Equality Agency Annual report 2016-17

INDEPENDENT AUDITOR’S REPORT

To the Minister for Employment

Opinion

In my opinion, the financial statements of the Workplace Gender Equality Agency for the year ended 30 June 2017:

(a) comply with Australian Accounting Standards - Reduced Disclosure Requirements and the Public Governance, Performance and Accountability (Financial Reporting) Rule 2015; and

(b) present fairly the financial position of the Workplace Gender Equality Agency as at 30 June 2017 and its financial performance and cash flows for the year then ended.

The financial statements of the Workplace Gender Equality Agency, which I have audited, comprise the following statements as at 30 June 2017 and for the year then ended:

• Statement by the Director and Operations Executive Manager; • Statement of Comprehensive Income; • Statement of Financial Position; • Statement of Changes in Equity; • Cash Flow Statement; and • Notes to the financial statements, comprising significant accounting policies and other

explanatory information.

Basis for Opinion

I conducted my audit in accordance with the Australian National Audit Office Auditing Standards, which incorporate the Australian Auditing Standards. My responsibilities under those standards are further described in the Auditor’s Responsibilities for the Audit of the Financial Statements section of my report. I am independent of the Workplace Gender Equality Agency in accordance with the relevant ethical requirements for financial statement audits conducted by the Auditor-General and his delegates. These include the relevant independence requirements of the Accounting Professional and Ethical Standards Board’s APES 110 Code of Ethics for Professional Accountants to the extent that they are not in conflict with the Auditor-General Act 1997 (the Code). I have also fulfilled my other responsibilities in accordance with the Code. I believe that the audit evidence I have obtained is sufficient and appropriate to provide a basis for my opinion.

Accountable Authority’s Responsibility for the Financial Statements

As the Accountable Authority of the Workplace Gender Equality Agency the Director is responsible under the Public Governance, Performance and Accountability Act 2013 for the preparation and fair presentation of annual financial statements that comply with Australian Accounting Standards - Reduced Disclosure Requirements and the rules made under that Act. The Director is also responsible for such internal control as the Director determines is necessary to enable the preparation and fair presentation of financial statements that are free from material misstatement, whether due to fraud or error.

In preparing the financial statements, the Director is responsible for assessing the Workplace Gender Equality Agency’s ability to continue as a going concern, taking into account whether the entity’s operations will cease as a result of an administrative restructure or for any other reason. The Director is also responsible for disclosing matters related to going concern as applicable and using the going concern basis of accounting unless the assessment indicates that it is not appropriate.

Auditor’s Responsibilities for the Audit of the Financial Statements

My objective is to obtain reasonable assurance about whether the financial statements as a whole are free from material misstatement, whether due to fraud or error, and to issue an auditor’s report that includes my opinion. Reasonable assurance is a high level of assurance, but is not a guarantee that an audit conducted

Workplace Gender Equality Agency Annual report 2016-17 33

in accordance with the Australian National Audit Office Auditing Standards will always detect a material misstatement when it exists. Misstatements can arise from fraud or error and are considered material if, individually or in the aggregate, they could reasonably be expected to influence the economic decisions of users taken on the basis of the financial statements.

As part of an audit in accordance with the Australian National Audit Office Auditing Standards, I exercise professional judgement and maintain professional scepticism throughout the audit. I also:

• identify and assess the risks of material misstatement of the financial statements, whether due to fraud or error, design and perform audit procedures responsive to those risks, and obtain audit evidence that is sufficient and appropriate to provide a basis for my opinion. The risk of not detecting a material misstatement resulting from fraud is higher than for one resulting from error, as fraud may involve collusion, forgery, intentional omissions, misrepresentations, or the override of internal control;

• obtain an understanding of internal control relevant to the audit in order to design audit procedures that are appropriate in the circumstances, but not for the purpose of expressing an opinion on the effectiveness of the entity’s internal control;

• evaluate the appropriateness of accounting policies used and the reasonableness of accounting estimates and related disclosures made by the Accountable Authority;

• conclude on the appropriateness of the Accountable Authority’s use of the going concern basis of accounting and, based on the audit evidence obtained, whether a material uncertainty exists related to events or conditions that may cast significant doubt on the entity’s ability to continue as a going concern. If I conclude that a material uncertainty exists, I am required to draw attention in my auditor’s report to the related disclosures in the financial statements or, if such disclosures are inadequate, to modify my opinion. My conclusions are based on the audit evidence obtained up to the date of my auditor’s report. However, future events or conditions may cause the entity to cease to continue as a going concern; and

• evaluate the overall presentation, structure and content of the financial statements, including the disclosures, and whether the financial statements represent the underlying transactions and events in a manner that achieves fair presentation.

I communicate with those charged with governance regarding, among other matters, the planned scope and timing of the audit and significant audit findings, including any significant deficiencies in internal control that I identify during my audit.

Australian National Audit Office

Muhammad Qureshi Acting Executive Director

Delegate of the Auditor-General

Canberra 13 September 2017

34 Workplace Gender Equality Agency Annual report 2016-17

Statement by the Director and Operations Executive Manager

In our opinion, the attached financial statements for the year ended 30 June 2017 comply with subsection 42(2) of the Public Governance, Performance and Accountability Act 2013 (PGPA Act), and are based on properly maintained financial records as per subsection 41(2) of the PGPA Act.

In our opinion, at the date of this statement, there are reasonable grounds to believe that the Workplace Gender Equality Agency will be able to pay its debts as and when they fall due.

Libby Lyons

Director 13 September 2017

Julienne Clifford

Operations Executive Manager 13 September 2017

Workplace Gender Equality Agency Annual report 2016-17 35

Workplace Gender Equality Agency Statement of Comprehensive Income for the year ended 30 June 2017

Notes

2017 ($)

2016 ($)

Original Budget ($)

NET COST OF SERVICES

Expenses

Employee benefits 3A 3,119,515 3,096,293 3,484,000

Suppliers 3B 1,845,838 1,890,001 1,530,000

Depreciation and amortisation 3C 985,184 759,750 568,000

Finance costs - unwinding of discount - 11,201 10,000

Total expenses 5,950,538 5,757,245 5,592,000

OWN-SOURCE INCOME

Own-source revenue

Rendering of services 4A 66,550 82,961 100,000

Other revenue 4B 54,100 81,860 33,000

Total own-source income 120,650 164,821 133,000

Loss on disposal 4D 122 - -

122 - -

Net cost of services 5,830,009 5,592,424 5,459,000

Revenue from Government 4C 4,891,000 4,935,000 4,891,000

Total comprehensive loss 3C (939,009) (657,424) (568,000)

Budget variances

Variances are considered to be ‘major’ when the difference is greater than 10% or more than $50,000 or a lesser amount if pertinent to the understanding of the financial statements.

1. Employee benefits and Suppliers - the underspend in Employee benefits due to staff turnover released further funds to spend on priority items and to engage service providers to undertake work which would otherwise have been done by employees.

2. Depreciation and amortisation - original budget was insufficient for amount of non-financial assets.

3. Rendering of services - this item varies with the number of Employer of Choice for Gender Equality citation applicants and the level of in-kind support received by the Agency.

The above statement should be read in conjunction with the accompanying notes.

Financial Statements

36 Workplace Gender Equality Agency Annual report 2016-17

Financial Statements (continued) Workplace Gender Equality Statement of Financial Position as at 30 June 2017

Notes

2017 ($)

2016 ($)

Original Budget ($)

ASSETS

Financial assets

Cash and cash equivalents 6A 217,060 419,977 216,000

Trade and other receivables 6B 942,958 704,968 766,000

Total financial assets 1,160,018 1,124,945 982,000

Non-financial assets

Leasehold improvements 7 88,234 315,751 232,000

Plant and equipment 7 92,991 180,434 46,000

Intangibles 7 1,276,822 1,754,335 1,722,000

Other non-financial assets - prepayments 6,344 3,088 7,000

Total non-financial assets 1,464,391 2,253,608 2,007,000

Total assets 2,624,409 3,378,553 2,989,000

LIABILITIES

Payables

Suppliers 8A 273,083 277,554 5,000

Other payables 8B 46,499 66,907 600,000

Total payables 319,582 344,461 605,000

Provisions

Employee provisions 9A 542,997 527,253 524,000

Provision for restoration obligation 9B 412,375 412,375 77,000

Total provisions 955,372 939,628 601,000

Total liabilities 1,274,954 1,284,089 1,206,000

Net assets 1,349,455 2,094,464 1,783,000

EQUITY

Contributed equity 4,050,000 3,856,000 4,050,000

Accumulated deficit (2,700,545) (1,761,536) (2,267,000)

Total equity 1,349,455 2,094,464 1,783,000

Budget variances Variances are considered to be ‘major’ when the difference is greater than 10% or more than $50,000 or a lesser amount if pertinent to the understanding of the financial statements.

1. Trade and other receivables - comprised mainly of unspent appropriations.

2. Intangibles - software development achieved was less than originally planned and depreciation was more than allowed for in original budget.

3. Suppliers - several large supplier invoices were not received until after year end.

4. Other payables and Provision for restoration obligation - the makegood provision was classified as a payable in the Budget.

The above statement should be read in conjunction with the accompanying notes.

Workplace Gender Equality Agency Annual report 2016-17 37

Workplace Gender Equality Agency Statement of Changes in Equity as at 30 June 2017

2017 ($)

2016 ($)

Original Budget ($)

CONTRIBUTED EQUITY

Opening balance 3,856,000 3,659,000 3,856,000

Departmental capital budget 194,000 197,000 194,000

Departmental capital budget 194,000 197,000 194,000

Closing balance as at 30 June 4,050,000 3,856,000 4,050,000

RETAINED EARNINGS

Opening balance (1,761,536) (1,104,112) (1,699,000)

Comprehensive income

Deficit for the period (939,009) (657,424) (568,000)

Total comprehensive income (939,009) (657,424) (568,000)

Closing balance as at 30 June (2,700,545) (1,761,536) (2,267,000)

Closing balance as at 30 June 1,349,455 2,094,464 1,783,000

Budget variances

There were no major budget variances.

The above statement should be read in conjunction with the accompanying notes.

38 Workplace Gender Equality Agency Annual report 2016-17

Financial Statements (continued) Workplace Gender Equality Agency Cash Flow Statement for the year ended 30 June 2017

Notes

2017 ($)

2016 ($)

Original Budget ($)

OPERATING ACTIVITIES

Cash received

Appropriations 4,639,425 5,032,575 4,695,000

Section 74 121,753 - -

Sales of goods and rendering of services 73,051 77,254 100,000

Net GST received 167,899 143,029 -

Other 36,356 70,498 -

Total cash received 5,038,484 5,323,356 4,795,000

Cash used

Employees 3,107,769 3,168,315 3,483,000

Suppliers 2,013,064 1,956,493 1,311,000

Section 74 receipts transferred to the OPA 121,753 - 1,000

Total cash used 5,242,586 5,124,808 4,795,000

Net cash from operating activities 10 (204,101) 198,548 -

INVESTING ACTIVITIES

Cash used

Purchase of plant and equipment 11,254 25,906 -

Purchase of intangibles 181,577 165,827 194,000

Total cash used 192,831 191,733 194,000

Net cash (used) by investing activities (192,831) (191,733) (194,000)

FINANCING ACTIVITIES

Cash received

Departmental Capital Budget 194,017 196,983 194,000

194,017 196,983 194,000

Net cash from financing activities 194,017 196,983 194,000

Net increase in cash held (202,917) 203,798 -

Cash and cash equivalents at the beginning of the reporting period 419,977 216,179 216,000

Cash and cash equivalents at the end of the reporting period 6A 217,060 419,977 216,000

Budget variances

Variances are considered to be ‘major’ when the difference is greater than 10% or more than $50,000 or a lesser amount if pertinent to the understanding of the financial statements.

1. Appropriations - reflects underspend. 2. Net GST received - not included in budget.

3. Section 74 receipts and expenses - not included in budget.

4. Employees and Suppliers - reflects the variance in the Statement of Comprehensive Income.

The above statement should be read in conjunction with the accompanying notes.

Workplace Gender Equality Agency Annual report 2016-17 39

Note 1: Overview

1.1 Objectives of the Workplace Gender

Equality Agency

The Workplace Gender Equality Agency (WGEA) is an Australian Government controlled entity. It is a not-for-profit entity.

WGEA is chartered through the Workplace Gender Equality Act 2012 with both regulatory and educative functions and responsibilities.

The continued existence of the Agency in its present form and with its present programs is dependent on Government policy and on continuing funding by Parliament for the WGEA’s administration and programs.

The WGEA’s outcome is to promote and improve gender equality in Australian workplaces including through the provision of advice and assistance to employers and the assessment and measurement of workplace gender data. The WGEA has only one outcome.

1.2 Basis of Preparation of the Financial Statements

The financial statements are general purpose financial statements and are required by Section 42 of the Public Governance, Performance and Accountability Act 2013.

The financial statements have been prepared in accordance with:

a) Public Governance, Performance and Accountability (Financial Reporting) Rule 2015 (FRR) for reporting periods ending on or after 1 July 2015; and

b) Australian Accounting Standards - Reduced Disclosure Requirements and Interpretations issued by the Australian Accounting Standards Board (AASB) that apply for the reporting period.

The financial statements have been prepared on an accrual basis and in accordance with the historical cost convention, except for certain assets and liabilities at fair value. Except where stated, no allowance is made for the effect of changing prices on the results or the financial position.

The financial statements are presented in Australian dollars and values are rounded to the nearest dollar.

1.3 Significant Accounting Judgments and Estimates

In the process of applying the accounting policies listed in this note, the WGEA has not identified accounting assumptions or estimates that have a significant risk of causing a material adjustment to carrying amounts of assets and liabilities within the next reporting period.

1.4 New Australian Accounting Standards

Adoption of New Australian Accounting Standard Requirements

The WGEA has applied AASB 124 Related Party Disclosures - The Australian Accounting Standards Board has extended the scope of Australian Accounting Standard AASB 124 Related Party Disclosures to include not-for-profit public sector entities. All public sector entities are required to disclose related party transactions and outstanding balances in their annual financial statements. For not-for-profit public sector entities, these requirements apply from the annual reporting period beginning 1 July 2016.

Future Australian Accounting Standard Requirements

The WGEA will apply AASB 16 Leases from 2019-20. The standard will require the net present value of payments under most operating leases to be recognised as assets and liabilities. An initial assessment indicates that the implementation of the standard may have a substantial impact on the financial statements. However, the WGEA is yet to undertake a detailed review.

The WGEA will apply AASB 15 Revenue from Contracts with Customers from 2019-20. The standard requires revenue from such contracts to be recognised as the entity transfers goods and services to the customer. A detailed assessment is yet to be undertaken, however, based on a preliminary assessment, the standard is not expected to have a material impact on the transactions and balances recognised in the financial statements.

AASB 1058 Income of Not-for-Profit Entities will apply from 2019-20. The requirements of AASB 1058 more closely reflect the economic reality of NFP entity transactions that are not contracts with customers (as defined in AASB 15). The timing of income recognition depends on whether such a transaction gives rise to liability or other performance obligation (a promise to transfer a good or service), or a contribution by

Notes to the Financial Statements

40 Workplace Gender Equality Agency Annual report 2016-17

Notes to the Financial Statements (continued)

owners, related to an asset (such as cash or another asset) received by an entity. An initial assessment indicates that the effect of the standard will not have a a material impact on the financial statements.

AASB 9 Financial Instruments will apply from 2018-19. Financial assets and liabilities are currently carried at the present value of expected future cash flows based upon the incurred loss model. There is minimal exposure to credit risk and an initial assessment indicates that the effect of the standard and move to the expected loss model will not have a material impact on the financial statements.

1.5 Contingent Liabilities and Contingent Assets

Contingent liabilities and contingent assets are not recognised in the statement of financial position but are reported in the relevant schedules and notes. They may arise from uncertainty as to the existence of a liability or asset or represent an asset or liability in respect of which the amount cannot be reliably measured. Contingent assets are disclosed when settlement is probable but not virtually certain and contingent liabilities are disclosed when settlement is greater than remote.

The WGEA had no contingent assets and liabilities (2016: nil).

1.6 Taxation

The WGEA is exempt from all forms of taxation except Fringe Benefits Tax (FBT) and the Goods and Services Tax (GST).

Revenues, expenses and assets are recognised net of GST except: a) where the amount of GST incurred is not recoverable from the Australian Taxation Office;

and

b) for receivables and payables.

1.7 Comparative changes

Where required by accounting standards comparative figures have been adjusted to conform with changes to presentation for the current financial year. Expenses disclosed in note 3 were reviewed and reclassified where appropriate to better represent the nature of expenditure.

Note 2: Events After the Reporting Period There are no events after the reporting period which require disclosure.

Workplace Gender Equality Agency Annual report 2016-17 41

Note 3: Expenses

Note 3A: Employee Benefits

2017 ($)

2016 ($)

Wages and salaries 2,446,642 2,386,522

Superannuation:

Defined contribution plans 319,504 296,621

Defined benefit plans 106,501 98,874

Leave and other entitlements 239,308 265,144

Other employee expenses 7,561 49,132

Total employee benefits 3,119,515 3,096,293

Refer to note 9A for accounting policies related to Employee Benefits

Note 3B: Suppliers

2017 ($)

2016 ($)

Goods and services

Consultants and contractors 199,215 128,139

IT and office equipment 649,446 791,015

Travel related 118,525 80,520

Printing, stationery and publications 74,158 83,969

Minimum operating lease payments 379,544 379,544

Other Building related cost 218,371 189,348

Workers Compensation Expenses 10,563 9,087

Audit, legal, subscription, training and insurance 135,650 137,684

Other 60,366 90,695

Total goods and services 1,845,838 1,890,001

Goods and services are made up of:

Provision of goods 129,020 151,111

Rendering of services 1,326,710 1,350,259

Total goods and services 1,455,730 1,501,370

Commitments for minimum lease payments in relation to non-cancellable operating leases are payable as follows:

Within 1 year 233,119 453,575

Between 1 to 5 years - 233,119

Total operating lease commitments 233,119 686,694

42 Workplace Gender Equality Agency Annual report 2016-17

Notes to the Financial Statements (continued)

Note 3: Expenses (continued)

Leasing commitments Lease payments are subject to an increase of 4% per annum as per the lease agreement which is for a 5 year term with no option to extend and will expire in December 2017.

Operating lease payments are expensed on a straight-line basis which is representative of the pattern of benefits derived from the leased assets.

Note 3C: Depreciation and Amortisation

2017 ($)

2016 ($)

Depreciation:

Leasehold improvements 227,518 222,264

Plant and equipment 98,575 95,769

Total depreciation 326,092 318,033

Amortisation:

Intangibles 659,092 441,717

Total depreciation and amortisation 985,184 759,750

From 2010-11, the Government introduced net cash appropriation arrangements where revenue appropriations for the depreciation/amortisation expenses ceased. Entities receive a separate capital budget provided through equity appropriations.

In 2016-17, the comprehensive income loss of $939,009 is an accounting loss resulting from unfunded depreciation. WGEA has a surplus of $46,175 after adding back the depreciation of $985,184.

Workplace Gender Equality Agency Annual report 2016-17 43

Note 4: Income

Note 4A: Rendering of Services

Revenue from rendering of services is recognised by reference to the stage of completion of contracts at the reporting date. The revenue is recognised when:

a) the amount of revenue, stage of completion and transaction costs incurred can be reliably measured; and b) the probable economic benefits associated with the transaction will flow to the entity.

The stage of completion of contracts at the reporting date is determined by reference to services performed to date as a percentage of total services to be performed.

Note 4B: Other Revenue

2017 ($)

2016 ($)

Resources received free of charge

Related entities - Auditor's remuneration 37,000 30,000

Related entities - transfer of office equipment - 47,060

External entities - in-kind support 17,100 4,800

Total other gains 54,100 81,860

Resources received free of charge are recorded as either revenue or gains depending on their nature. Resources received free of charge are recognised as revenue when and only when a fair value can be reliably determined and the services would have been purchased if they had not been donated. Use of those resources is recognised as an expense.

Contributions of assets at no cost of acquisition or for nominal consideration are recognised as gains at their fair value when the asset qualifies for recognition, unless received from another Government entity as a consequence of a restructuring of administrative arrangements.

Note 4C: Revenue from Government

2017 ($)

2016 ($)

Appropriations:

Departmental appropriation 4,891,000 4,935,000

Total revenue from Government 4,891,000 4,935,000

Amounts appropriated for departmental outputs for the year (adjusted to reflect formal additions, reductions and restructures) are recognised as revenue from government when the Agency gains control of the appropriation.

Appropriations receivable are recognised at their nominal amounts (note 6B refers).

Amounts appropriated which are designated as equity injections (less any formal reductions) and the departmental capital budget are recognised directly in contributed equity in that year (statement of changes in equity refers).

Note 4D: Loss on disposal

Loss on disposal - The dishwasher was broken and not repairable.

44 Workplace Gender Equality Agency Annual report 2016-17

Note 5: Fair Value Measurement

The following tables provide an analysis of assets and liabilities that are measured at fair value. The different levels of the fair value hierarchy are defined below. The Agency deems transfers between levels of the fair value hierarchy to have occurred at the end of the reporting period.

Level 1: Quoted prices (unadjusted) in active markets for identical assets or liabilities that the entity can access at measurement date.

Level 2: Inputs other than quoted prices included within Level 1 that are observable for the asset or liability, either directly or indirectly.

Level 3: Unobservable inputs for the asset or liability.

Note 5: Fair Value Measurements, Valuation Techniques and Inputs Used

Fair value measurements at the end of the reporting period

2017 ($)

2016 ($)

Category

(Level 1, 2 or 3) Valuation techniques1

Non-financial assets:

Leasehold improvements 88,235 315,752 Level 3 Depreciated

replacement cost

Plant and equipment 92,991 180,434 Level 3 Depreciated

replacement cost

Total non-financial assets 181,226 496,186

1 All non-financial assets were measured at fair value in the statement of financial position.

The highest and best use of all non-financial assets are the same as their current use. There has been no change in valuation technique during the year. Management has used current replacement cost which reflects depreciated cost price on the basis that leasehold improvements and plant and equipment is less than four years old. Depreciation is calculated using standard rates.

A review is undertaken by management at least yearly. There were no transfers between different levels.

Notes to the Financial Statements (continued)

Workplace Gender Equality Agency Annual report 2016-17 45

Note 6: Cash and Cash Equivalents

Note 6A: Cash and Cash Equivalents

2017 ($)

2016 ($)

Cash on hand or on deposit 217,060 419,977

Cash is recognised at its nominal amount and is held with the Reserve Bank of Australia in a current account.

Note 6B: Trade and Other Receivables

2017 ($)

2016 ($)

Services - 19,970

Appropriations receivable for existing programmes 912,000 660,442

GST receivable from the Australian Taxation Office 30,958 24,556

Total trade and other receivables (net) 942,958 704,968

Receivables are expected to be recovered within 12 months and are not overdue. Credit terms are net 30 days (2016: 30 days).

Receivables are measured at amortised cost using the effective interest method less impairment and carrying value of receivables approximates fair value. Receivables are assessed for impairment at the end of each reporting period.

Appropriations receivable are undrawn appropriations controlled by the Agency but held in the Official Public Account under the Government’s just in time drawdown arrangements.

Trade receivables, loans and other receivables that have fixed or determinable payments and that are not quoted in an active market are classified as ‘loans and receivables’.

Categories of Financial Instruments

Notes

2017 ($)

2016 ($)

Financial Assets

Cash and cash equivalents 6A 217,060 419,977

Trade and other receivables 6B - 19,970

Carrying amount of financial assets 217,060 439,947

The net fair values of the financial instruments approximate their carrying amounts.

46 Workplace Gender Equality Agency Annual report 2016-17

Notes to the Financial Statements (continued)

Note 7: Non-Financial Assets

No indicators of impairment were found for property, plant and equipment during the current year.

Note 7: Reconciliation of the Opening and Closing Balances of Property, Plant and Equipment (2016-17) Intangibles

($)

Leasehold improvements ($)

Plant and equipment ($)

Total ($)

As at 1 July 2016

Gross book value 2,632,193 1,138,353 474,348 4,244,894

Accumulated depreciation and impairment (877,858) (822,601) (293,914) (1,994,373)

Net book value 1 July 2016 1,754,335 315,752 180,434 2,250,521

Additions by purchase 181,577 - 11,254 192,832

Impairments recognised in the operating result

- - (660) (660)

Reversal of impairments recognised in the operating result

- - 538 538

Depreciation expense (659,091) (227,517) (98,576) (985,184)

Net book value 30 June 2017 1,276,822 88,235 92,991 1,458,047

As at 30 June 2017

Gross book value 2,813,770 1,138,353 484,942 4,437,066

Accumulated depreciation (1,536,949) (1,050,118) (391,952) (2,979,018)

Net book value 30 June 2017 1,276,822 88,235 92,991 1,458,047

Acquisition of Assets

Purchases of non-financial assets are initially recognised at cost in the Statement of Financial Position, except for purchases costing less than $2,000 (2016: $2,000), which are expensed in the year of acquisition (other than where they form part of a group of similar items which are significant in total).

The cost of acquisition includes the fair value of assets transferred in exchange and liabilities undertaken.

Property, Plant and Equipment

Revaluations

Following initial recognition at cost, leasehold improvements and plant and equipment are carried at fair value. Carrying amounts are reviewed every year to determine if an independent valuation is required. The regularity of independent valuations depend upon the volatility of movements in market values for the relevant assets. Revaluation adjustments are made on a class basis. Any revaluation increments are credited to equity under the heading of asset revaluation reserve except to the extent that it reverses a previous revaluation decrement of the same asset class that was previously recognised in the surplus/deficit.

Revaluation decrements for a class of assets are recognised directly in the surplus/deficit except to the extent that they reversed a previous revaluation increment for that class. Upon revaluation, any accumulated depreciation is eliminated against the gross carrying amount of the asset.

All revaluations were conducted in accordance with the revaluation policy stated below. An independent valuer (RHAS) conducted the revaluations as at 30 June 2015. There was no increment or decrement to be recognised.

Workplace Gender Equality Agency Annual report 2016-17 47

Note 7: Non-Financial Assets (continued)

Depreciation

Depreciable plant and equipment assets are written-off to their estimated residual values over their estimated useful lives to the Agency, using in all cases, the straight-line method of depreciation. Leasehold improvements are depreciated over the lesser of the estimated useful life of the improvement or the lease term.

Depreciation rates (useful lives), residual values and methods are reviewed at each reporting date.

Depreciation rates applying to each class of depreciable asset are based on the following useful lives:

2017 2016

Leasehold improvements Lease term Lease term

Plant and equipment 3 to 9 years 3 to 9 years

Impairment

All assets were assessed for impairment at 30 June 2017. Where indications of impairment exist, the asset’s recoverable amount is estimated and an impairment adjustment made if the asset’s recoverable amount is less than its carrying amount.

No indicators of impairment were found for property, plant and equipment during the current year.

Derecognition

An item of property, plant and equipment is derecognised upon disposal or when no further future economic benefits are expected from its use or disposal.

Intangibles

The Agency’s intangibles comprise internally developed software for internal use. These assets are carried at cost less accumulated amortisation and accumulated impairment losses.

Software is amortised on a straight-line basis over its anticipated useful life. The useful lives of the Agency’s software are 5 years (2016: 5 years).

All software assets were assessed for indications of impairment as at 30 June 2017.

Impairment tests were carried out during the year which resulted in no assets being impaired (2016: Nil).

48 Workplace Gender Equality Agency Annual report 2016-17

Financial Statements (continued)

Note 8: Payables

Note 8A: Suppliers

2017 ($)

2016 ($)

Trade creditors 100,723 108,414

Accruals 172,360 169,140

Total supplier payables 273,083 277,554

Settlement is usually made within 30 days.

Note 8B: Other Payables

Salaries and wages 18,823 10,352

Superannuation 5,522 1,604

Fixed lease increase 22,154 54,951

Total other payables 46,499 66,907

Total other payables are expected to be settled in:

No more than 12 months 46,499 11,956

More than 12 months - 54,951

Total other payables 46,499 66,907

Financial liabilities are recognised and derecognised upon ‘trade date’.

Supplier and other payables are recognised at amortised amounts. Liabilities are recognised to the extent that the goods or services have been received, even if they have not yet been invoiced. Settlement was usually made within 30 days.

The net fair values of the financial instruments approximate their carrying amounts.

Workplace Gender Equality Agency Annual report 2016-17 49

Note 9: Provisions

Note 9A: Employee Provisions

2017 ($)

2016 ($)

Leave - no more than 12 months 362,545 404,956

Leave - more than 12 months 180,452 122,297

Total employee provisions 542,997 527,253

Liabilities for ‘short-term employee benefits’ (as defined in AASB 119 Employee Benefits) and termination benefits due within 12 months of the end of the reporting period are measured at their nominal amounts.

Leave

The liability for employee benefits includes provision for annual leave and long service leave. No provision has been made for sick leave as all sick leave is non-vesting and the average sick leave taken in future years by employees of the entity is estimated to be less than the annual entitlement for sick leave.

The leave liabilities are calculated on the basis of employees’ remuneration at the estimated salary rates that will be applied at the time the leave is taken, including the entity’s employer superannuation contribution rates, to the extent that the leave is likely to be taken during service rather than paid out on termination.

Employee benefits payable later than one year have been measured at the present value of the estimated future cash outflows to be made for those benefits. The estimate of the present value of the liability takes into account attrition rates and pay increases through promotion and inflation.

Superannuation

The Agency’s staff are members of the Commonwealth Superannuation Scheme (CSS), the Public Sector Superannuation Scheme (PSS) or the PSS accumulation plan (PSSap).

The CSS and PSS are defined benefit schemes for the Australian Government. The PSSap is a defined contribution scheme.

The liability for defined benefits is recognised in the financial statements of the Australian Government and is settled by the Australian Government in due course. This liability is reported in the Department of Finance’s administered schedules and notes.

The Agency makes employer contributions to the employees’ superannuation schemes at rates determined by the Entity’s Enterprise Agreement. The entity accounts for the contributions as if they were contributions to defined contribution plans.

The liability for superannuation recognised as at 30 June represents outstanding contributions for the final fortnight of the year.

50 Workplace Gender Equality Agency Annual report 2016-17

Financial Statements (continued)

Note 9: Provisions (continued)

Note 9B: Provision for restoration obligation

2017 ($)

2016 ($)

Obligation - more than 12 months 412,375 412,375

Total other provisions 412,375 412,375

Provision for restoration ($)

Carrying amount 1 July 2016 412,375

Unwinding of the discount -

Closing balance 2017 412,375

The Agency currently has an agreement (2016: one) for the leasing of premises which has a provision requiring the Agency to restore the premises to their original condition at the conclusion of the lease. The Agency has made a provision to reflect the value of this obligation.

Workplace Gender Equality Agency Annual report 2016-17 51

Note 10: Cash Flow Reconciliation

Reconciliation of net cost of services to net cash from operating activities

2017 ($)

2016 ($)

Reconciliation of net cost of services to net cash from operating activities:

Net cost of services (5,829,888) (5,592,424)

Add revenue from Government 4,891,000 4,935,000

Adjustments for non-cash items

Depreciation / amortisation 985,184 759,750

Finance costs - unwinding of discount - 11,201

Transferred office equipment - (47,060)

Changes in assets / liabilities

(Increase) / decrease in net receivables 19,970 (19,970)

(Increase) / decrease in OPA receivables (251,574) 97,576

(Increase) / decrease in GST receivable (6,402) (16,917)

(Increase) / decrease in prepayments (3,256) 4,172

Increase / (decrease) in employee provisions 15,744 107,689

Increase / (decrease) in supplier payables (4,471) 58,989

Increase / (decrease) in other payable (20,408) (99,458)

Net cash from operating activities (204,101) 198,548

52 Workplace Gender Equality Agency Annual report 2016-17

Financial Statements (continued)

Note 11A: Key Management Personnel Remuneration

Key management personnel are those persons having authority and responsibility for planning, directing and controlling the activities of the entity, directly or indirectly, including any director (whether executive or otherwise) of that entity. Key management personnel remuneration is reported in the table below:

2017 ($)

2016 ($)

Short-term employee benefits 233,835 221,500

Post-employment benefits 17,425 22,143

Other long-term employee benefits 20,239 24,950

Total key management personnel remuneration expenses1 271,499 268,593

The total number of key management personnel that are included in the above table is 1 (2016:1).

1 The above key management personnel remuneration excludes the remuneration and other benefits of the Portfolio Minister. The Portfolio Minister’s remuneration and other benefits are set by the Remuneration Tribunal and are not paid by the entity.

Note 11B: Related party relationships

Transactions with related parties

There are no related party transactions to be separately disclosed.

Workplace Gender Equality Agency Annual report 2016-17 53

Note 12: Financial Instruments

Note 12A: Credit Risk

The Agency is exposed to minimal credit risk due to the nature of its financial assets. The maximum exposure to credit risk is the amount held as trade and other receivables should default occur, nil as at 30 June 2017(2016: $19,970). The risk of default on these amounts was assessed to be nil as at 30 June 2017 (2016: nil).

Note 12B: Liquidity Risk

The Agency’s exposure to liquidity risk is minimal due to the appropriation funding mechanisms available from the Department of Finance. The Agency manages liquidity risk through its policies and procedures.

Note 12C: Market Risk

The Agency holds only basic financial instruments that do not pose any market risk. The Agency is not exposed to currency risk or other price risk.

Note 13: Financial Assets Reconciliation

Financial Assets

Notes

2017 ($)

2016 ($)

Total financial assets as per the Statement of Financial Position 1,160,018 1,124,945

Less: non-financial instrument components:

Appropriations receivable 6B 912,000 660,442

Other receivables 6B 30,958 24,556

Total non-financial instrument components 942,958 684,998

Total financial assets as per the financial assets note 6A 217,060 439,947

54 Workplace Gender Equality Agency Annual report 2016-17

Financial Statements (continued)

Note 14: Appropriations

Table A: Annual Appropriations (‘Recoverable GST exclusive’)

Annual Appropriations for 2017 Annual appropriation ($)

Adjustments to Appropriationb ($)

Total

appropriation ($)

Appropriation applied (current and prior years) ($)

Variancec ($)

DEPARTMENTAL

Ordinary annual services 4,891,000 121,753 5,012,753 5,070,709 (57,956)

Capital Budgeta 194,000 - 194,000 192,831 1,169

Total departmental 5,085,000 121,753 5,206,753 5,263,539 (56,786)

Annual Appropriations for 2016

Total

appropriation ($)

Adjustments to Appropriation ($)

Total

appropriation ($)

Appropriation applied (current and prior years) ($)

Variance ($)

DEPARTMENTAL

Ordinary annual services 4,935,000 141,005 5,076,005 4,975,032 100,973

Capital Budgeta 197,000 - 197,000 191,733 5,267

Total departmental 5,132,000 141,005 5,273,005 5,166,765 106,240

Notes

a) Departmental and Capital Budgets are appropriated through Appropriation Acts (No.1,3,5). They form part of ordinary annual services, and are not separately identified in the Appropriation Acts.

b) These adjustments comprise PGPA Act Section 74 receipts.

c) Variance reflects the movement in the cash held and the appropriation receivable over the year.

Table B: Unspent Annual Appropriations (‘Recoverable GST exclusive’)

Authority

2017 ($)

2016 ($)

DEPARTMENTAL

2016-17 Appropriation Act 1 912,000

2016-17 Appropriation Act 1 - Departmental Capital Budget -

2015-16 Appropriation Act 1 - 660,425

2015-16 Appropriation Act 1 - Departmental Capital Budget - 17

Cash and cash equivalents 217,060 419,977

Total 1,129,060 1,080,419

Workplace Gender Equality Agency Annual report 2016-17 55

Appendices Appendix 1: Non-compliant organisations 56

Appendix 2: WGEA Employer of Choice for Gender Equality citation holders 2016 59

Appendix 3: Pay Equity Ambassadors 60

Appendix 4: List of requirements 63

Alphabetical index 68

56 Workplace Gender Equality Agency Annual report 2016-17

Appendix 1: Non-compliant organisations

The following is a list of organisations that have been assessed as not complying with the Workplace Gender Equality Act 2012. Non-compliant organisations may not be eligible to tender for contracts under Commonwealth and some state procurement frameworks, and may not be eligible for some Commonwealth grants or other financial assistance.

This list was correct at time of printing. An up-to-date list of non-compliant organisations is available on the Agency’s website.

Legal name of reporting entity

Business/trading names of reporting entity (where different to legal name)

Ultimate parent of reporting entity (where different to reporting entity)

AI Topper & Co Pty Ltd

Alimfresh Pty Ltd

ANL Container Line Pty Ltd

Australian Motors S.A Pty Limited

Bananacoast Community Credit Union Ltd

Bay Building Services Pty Ltd Bay Building Group Pty Ltd

Bindaree Beef Pty Limited Bindaree Beef

Bing Lee Electrics Pty Ltd

Bretts Pty Limited Nutting Investments Pty Ltd

C A P Security Services Pty Ltd

Caelli Constructions (Vic) Pty Ltd B. & P. Caelli Holdings Pty Limited

Cantarella Bros Pty Ltd

Vittoria Food & Beverage Vittoria Coffee

Casual Dining Concepts (Trading) Pty Limited Bondi Pizza Bar and Grill

Civil Mining & Construction Pty Ltd

Dover Artificial Lift Pty Ltd Dover Corporation

E & A Limited

E. C. Birch Proprietary Ltd Birch Haberdashery and Craft

Electronics Boutique Australia Pty Limited

Ensign Laboratories Proprietary Limited

F. R. Ireland Pty Ltd Irelands of Cairns

Workplace Gender Equality Agency Annual report 2016-17 57

Legal name of reporting entity

Business/trading names of reporting entity (where different to legal name)

Ultimate parent of reporting entity (where different to reporting entity)

Farstad Shipping (Indian Pacific) Pty Ltd

Form 700 Pty Ltd Form 700 Holdings Pty Ltd

Freelake Pty Ltd

McDonald's Family Restaurant Traralgon

Green's Biscuits Pty Limited Green's General Foods Pty Ltd

Green's General Foods Pty Ltd

Healthy Life Group Pty Ltd Healthy Life Holdings Pty Limited

Hosking's Jewellers Pty Ltd

Independent Pub Group Pty Limited

Independent Pub Group Holdings Pty Limited

Inspired Management Pty Ltd

Janagrom Nominees Pty Ltd

JMR Management Consultancy Services Pty Ltd

Kadac Proprietary Limited Kadac P/L

Kennards Storage Management Pty Ltd Kennards Self Storage

Madill No 1 Pty Ltd

Maersk Crewing Australia Pty Ltd Maersk Supply Service A/S A.P. Moller - Maersk A/S

Ocean Capital Pty Ltd

Oldfields Holdings Limited

Peter Stevens Motorcycle Retail Business Trust

Port Hunter Conveyors Pty Limited

Port Kembla Coal Terminal Limited

Pressed Juices Pty Ltd

Pronto Software Pty Ltd

Q.R.A. Pty Limited Quay Restaurant FRG Pty Limited

Reading Entertainment Australia Pty Limited

Red Lea Chickens Pty Ltd

58 Workplace Gender Equality Agency Annual report 2016-17

Legal name of reporting entity

Business/trading names of reporting entity (where different to legal name)

Ultimate parent of reporting entity (where different to reporting entity)

Legal name of reporting entity

Business/trading names of reporting entity (where different to legal name)

Ultimate parent of reporting entity (where different to reporting entity)

Rohanna Pty Ltd Atf The Skippers Unit Trust John Hughes Group

Romaly Holdings Pty Ltd Jim Pearson Transport

Saxon Energy Services Australia Pty Ltd

Scentia Pty Ltd

Smit Lamnalco Towage (Australia) Pty Ltd

Smit Lamnalco Netherlands Holdings B.V Netherlands

Sparfacts Pty Ltd

Srimap Pty. Limited

Zenith Hospitality Staffing Solutions

Tasmanian Freight Services Pty. Ltd. Tas Freight

Tasmanian Redline Coaches Pty. Ltd. Tasmania's own Redline

The Trustee for Barbagallo Investments Trust

Barbagallo

The Trustee for C&F Commercial Discretionary Trust Pauls Warehouse

The Trustee For Wittner Unit Trust Wittners Shoes

Thomas Jewellers (Aust) Pty Ltd

Wiley & Co Pty Ltd

Williams-Sonoma Australia Pty Ltd

Workplace Gender Equality Agency Annual report 2016-17 59

Appendix 2: WGEA Employer of Choice for Gender Equality citation holders 2016 Accenture Australia Ltd

AECOM Australia Pty Ltd

Alcoa of Australia Limited

Allens

Allianz Australia Services Pty Ltd

American Express Australia Limited

AMP Limited

ARC@UNSW Limited

Arup Pty Limited

Ashurst

ASX Limited

Aurecon Australasia Pty Ltd

Aurizon Holdings Limited

Australia and New Zealand Banking Group Limited

Australian Catholic University

AustralianSuper Pty Ltd

B & McK Services Trust

Baker & McKenzie

Baxter Healthcare Pty Ltd

Becton Dickinson Pty Ltd

Benetas

Brightside

Bankwest

Caltex Australia Limited

Carsales.com Limited

Citigroup Pty Limited

Clayton Utz

Commonwealth Bank of Australia

Cooper Grace Ward Lawyers

Corrs Chambers Westgarth

Credit Union Australia Ltd

Curtin University

Deakin University

Deloitte Australia

DLA Piper Australia

Dow Chemical (Australia) Pty. Ltd.

Edith Cowan University

EY

First State Super

GE Australia Pty Ltd

Genworth

GHD Services Pty Ltd

Gilbert + Tobin

Griffith University

HESTA

Henry Davis York

Herbert Smith Freehills

Holding Redlich

HSBC Bank Australia Limited

Jacobs Group (Australia) Pty Ltd

K&L Gates

King & Wood Mallesons (Australia)

Konica Minolta Business Solutions Australia Pty Ltd

KPMG Australia

La Trobe University

Lauriston Girls’ School

Lend Lease Corporation Limited

Little Company of Mary Health Care Limited

Maddocks

McCullough Robertson Lawyers

McKinsey and Company

Medibank Private Limited Mercedes-Benz Australia/ Pacific Pty Ltd

Mercedes-Benz Financial Services Australia Pty Ltd

Merck Sharp & Dohme (Australia) Pty Ltd

Mercy Health

Minter Ellison

Mirvac Group

Monash University

National Australia Bank Limited

Norton Rose Fulbright Australia

Origin Energy Limited

Peoplebank Australia Limited

PepsiCo

Philip Morris Limited

PPG Industries Australia Pty Ltd

Publicis Loyalty

PwC

Queensland Country Credit Union Limited

QUT

SAP Australia Pty Ltd

Shell Australia Pty Ltd

St Barbara Limited

Stockland

Suncorp

Swinburne University of Technology

Tabcorp Holdings Limited

TAL Services Limited

Teachers Health Fund

Teachers Mutual Bank Limited

Telstra Corporation Limited

The Law Society of New South Wales

The University of Newcastle

ThoughtWorks Australia PtyLtd

Transurban Limited

UBS AG

University of Canberra

University of Southern Queensland

University of Technology Sydney

University of Wollongong

UOW Enterprises

VMware Australia Pty Ltd

Warrigal

Western Sydney University

Westpac Group

YWCA Canberra

60 Workplace Gender Equality Agency Annual report 2016-17

Appendix 3: Pay Equity Ambassadors

Jack Percy Chairman and Managing Director, Accenture Australia and New Zealand

Lara Poloni Chief Executive, AECOM Australia New Zealand

Andrew Vesey Managing Director and CEO, AGL Energy

Ger Doyle Managing Director, Ajilon

Greg Kilmister Managing Director and CEO, ALS Limited

John Hoffman CEO, Altis Consulting

Rachel Stocks Managing Director, American Express Australia and New Zealand

Mike Smith Former CEO, ANZ

Sandra Hills CEO, Anglican Aged Care Services (Benetas)

Ümit Subasi President Asia Pacific, Arnott’s

Brad Hannagan CEO, ARC at UNSW

Peter Bailey CEO and Chair, Arup Australasia

John Mullen Former Managing Director and CEO, Asciano Limited

Paul Jenkins Managing Partner, Ashurst Australia

William Cox General Manager, Aurecon Australasia Pty Ltd

Lance Hockridge Former Managing Director and CEO, Aurizon

Andrew Harding CEO, Aurizon

Ian Silk Chief Executive, AustralianSuper

David Zehner Vice President and Australian Practice Office Head, Bain & Company

Chris Freeland National Managing Partner, Baker & McKenzie

Jon Sutton Managing Director and CEO, Bank of Queensland

Rob De Luca Former Managing Director, Bankwest

Andy Holmes President, BP Australia and New Zealand

Kerry Moulton CEO, Callista Software Solutions

Greg Roebuck Managing Director and CEO, Carsales.com Ltd

Andrew Ransley General Manager Asia Pacific, Caterpillar of Australia Pty Ltd

Susan Lloyd-Hurwitz CEO and Managing Director, Mirvac

David Atkin CEO, CBUS

Brian Benari CEO, Challenger

Robert Cutler Chief Executive Partner, Clayton Utz

Ian Narev CEO, Commonwealth Bank

Chris Ward Managing Partner, Cooper Grace Ward Lawyers

John W. H. Denton Partner and CEO, Corrs Chambers Westgarth

Rob Goudswaard CEO, CUA

Professor Deborah Terry Vice-Chancellor, Curtin University

Jane den Hollander Vice-Chancellor, Deakin University

Andrew Little CEO, DDB Group Australia

Gary Edstein Senior Vice President, DHL Express Australia

Workplace Gender Equality Agency Annual report 2016-17 61

Chris Brown Managing Director and CEO, Dixon Advisory Australia

Jim Holding Co-Managing Partner, DLA Piper

Melinda Upton Co-Managing Partner, DLA Piper

Tony Frencham Former Managing Director and ANZ Regional President, Dow Chemical

Leone Lorrimer CEO, dwp Australia Pty Ltd

Prof Steve Chapman Vice Chancellor, Edith Cowan University

David Webster President APJ, EMC Global Holdings

Tony Johnson CEO and Regional Managing Partner Oceania, EY

Steven Sewell Former CEO and Managing Director, Federation Centres

Paul Spiro CEO, Gadens - Brisbane

Grant Scott-Hayward CEO, Gadens - Melbourne

Ian Dardis CEO, Gadens - Sydney

Ellie Comerford Former CEO and Managing Director, Genworth Financial Mortgage Insurance Pty Ltd

Georgette Nicholas CEO, Genworth Financial Mortgage Insurance Pty Ltd

Phil Duthie General Manager Australia, GHD Pty Ltd

Danny Gilbert Managing Partner, Gilbert + Tobin

Professor Ian O’Connor Vice Chancellor, Griffith University

Michael Greene Managing Partner, Henry Davis York

Sue Gilchrist Managing Partner, Herbert Smith freehills

Debby Blakey CEO, HESTA

Tony Cripps Former CEO, HSBC Australia Ltd

Patrick Hill Senior Vice President and General Manager - Asia Pacific, Jacobs

Sue Kench Managing Partner Australia, King & Wood Mallesons

Dr David Cooke Managing Director, Konica Minolta Business Solutions Australia Pty Ltd

Gary Wingrove CEO, KPMG

Professor John Dewar Vice-Chancellor, La Trobe University

Julian McGrath Managing Director, Law In Order

Steve McCann CEO and MD, Lendlease

Michelle Dixon CEO, Maddocks

Guy Humble Former Managing Partner, McCullough Robertson

Paul Tully CEO, McInnes Wilson Lawyers

Craig Drummond CEO, Medibank

Ben Walsh Managing Director & Market Leader - Pacific, Mercer

Adj Prof Stephen Cornelissen Group CEO, Mercy Health

Pip Marlow Former Managing Director, Microsoft Australia

Professor Margaret Gardner AO Vice-Chancellor and President, Monash University

Steve Harker CEO, Morgan Stanley

Riad El-Dada Managing Director and Vice President, ANZ, MSD Australia

62 Workplace Gender Equality Agency Annual report 2016-17

Andrew Thorburn Group CEO, NAB

Bill Morrow CEO, NBN Co

Wayne Spanner Managing Partner, Norton Rose Fulbright Australia

Peter Acheson CEO, Peoplebank Australia Limited

Mike Culhane Co Group CEO, Pepper Group Ltd

Patrick Tuttle Co Group CEO, Pepper Group Ltd

Robbert Rietbroek CEO, PepsiCo, Australia and New Zealand

John Brazzale Managing Partner, Pitcher Partners

Luke Sayers CEO, PwC

Damien Frawley CEO, QIC

Greg Barsby Managing Director, Qinetiq

Thos Gieskes CEO, Rabobank Australia

Tracey Fellows CEO, REA Group

Paul Gleeson CEO, Russell Kennedy Lawyers

Alison Monroe CEO, Sageco Pty Ltd

John Ruthven President and Managing Director, SAP Australia

Andrew Bassat CEO and Co-Founder, SEEK Limited

Ryan Meldrum CEO, Seventeen Hundred

Andrew Smith Country Chair, Shell Australia

Bob Vassie Managing Director and CEO, St Barbara

Mark Steinert Managing Director and CEO, Stockland Property Group

Jim Minto Former Group CEO, TAL

Brett Clark CEO, TAL Group

David Thodey Former CEO, Telstra

Ange Ferguson Managing Director, Thoughtworks

Jost Stollmann CEO, Tyro Payments Limited

Clive Stiff Chairman and CEO, Unilever Australia and New Zealand

Professor Janet Verbyla Interim Vice Chancellor & President, University of Southern Queensland

Professor Paul Wellings CBE Vice-Chancellor, University of Wollongong

Marisa Mastroianni Group CEO, UOW College

Alister Dias VP and Managing Director, VMWare

Scott Wyatt CEO, Viva Energy

Mark Sewell CEO, Warrigal

Professor Barney Glover Vice Chancellor, Western Sydney University

Brian Hartzer CEO, Westpac Group

Andrew Mather Managing Director, Property & Environment; Vice President, Asia Pacific, WSP

Frances Crimmins Executive Director, YWCA Canberra

Appendix 3: Pay Equity Ambassadors (continued)

Workplace Gender Equality Agency Annual report 2016-17 63

Area Page

Letter of transmittal 1

Table of contents 3

Index 69

Glossary 4

Contact officer Inside cover

Internet addresses and internet address for report Inside cover

Review by accountable authority

Review by Director 6

Overview of the entity

A description of the role and functions of the entity. 12

A description of the organisational structure of the entity. 14

A description of the outcomes and programs administered by the entity. 16

A description of the purposes of the entity as included in corporate plan. 12

An outline of the structure of the portfolio of the entity. N/A

Where the outcomes and programs administered by the entity differ from any Portfolio Budget Statement, Portfolio Additional Estimates Statement or other portfolio estimates statement that was prepared for the entity for the period, include details of variation and reasons for change.

N/A

Report on the Performance of the entity

Annual performance statement in accordance with paragraph 39(1)(b) of the PGPA Act and section 16F of the Rule. 16

Report on Financial Performance

A discussion and analysis of the entity’s Financial Performance. 19

A table summarising the total resources and total payments of the entity. 19

If there may be significant changes in the financial results during or after the previous or current reporting period, information on those changes, including: the cause of any operating loss of the entity; how the entity has responded to the loss and the actions that have been taken in relation to the loss; and any matter or circumstances that it can reasonably be anticipated will have a significant impact on the entity’s future operation or financial results

N/A

Appendix 4: List of requirements

The Agency must provide certain information in accordance with the Requirements for Annual Reports for Departments, Executive Agencies and other non-corporate Commonwealth Entities issued by the Department of the Prime Minister and Cabinet in June 2015. Below is a list of where this information is located.

64 Workplace Gender Equality Agency Annual report 2016-17

Area Page

Management and Accountability

Corporate Governance

Information on compliance with section 10 (fraud systems). 1, 24

A certification by accountable authority that fraud risk assessments and fraud control plans have been prepared. 1

A certification by accountable authority that appropriate mechanisms for preventing, detecting incidents of, investigating or otherwise dealing with, and recording or reporting fraud that meet the specific needs of the entity are in place.

1

A certification by accountable authority that all reasonable measures have been taken to deal appropriately with fraud relating to the entity.

1

An outline of structures and processes in place for the entity to implement principles and objectives of corporate governance.

24

A statement of significant issues reported to Minister under paragraph 19(1)(e) of the PGPA Act that relates to non-compliance with Finance law and action taken to remedy non-compliance.

29

External Scrutiny

Information on the most significant developments in external scrutiny and the entity’s response to the scrutiny. 24

Information on judicial decisions and decisions of administrative tribunals and by the Australian Information Commissioner that may have a significant effect on the operations of the entity.

N/A

Information on any reports on operations of the entity by the Auditor-General (other than report under section 43 of the PGPA Act), a Parliamentary Committee, or the Commonwealth Ombudsman.

N/A

Information on any capability reviews on the entity that were released during the period. N/A

Appendix 4: List of requirements (continued)

Workplace Gender Equality Agency Annual report 2016-17 65

Area Page

Management of Human Resources

An assessment of the entity’s effectiveness in managing and developing employees to achieve entity objectives. 24

Statistics on the entity’s APS employees on an ongoing and non-ongoing basis; including the following: 26

Statistics on staffing classification level;

Statistics on full-time employees;

Statistics on part-time employees;

Statistics on gender;

Statistics on staff location;

Statistics on employees who identify as Indigenous

Information on any enterprise agreements, individual flexibility arrangements, Australian workplace agreements, common law contracts and determinations under subsection 24(1) of the Public Service Act 1999. 25

Information on the number of SES and non-SES employees covered by agreements etc identified in paragraph 17AD(4)(c). N/A

The salary ranges available for APS employees by classification level. 27

A description of non-salary benefits provided to employees. 25

Information on the number of employees at each classification level who received performance pay. 28

Information on aggregate amounts of performance pay at each classification level. 28

Information on the average amount of performance payment, and range of such payments, at each classification level. 28

Information on aggregate amount of performance payments. 28

Assets Management

An assessment of effectiveness of assets management where asset management is a significant part of the entity’s activities. N/A

66 Workplace Gender Equality Agency Annual report 2016-17

Area Page

Purchasing

An assessment of entity performance against the Commonwealth Procurement Rules. 29

Consultants

A summary statement detailing the number of new contracts engaging consultants entered into during the period (inclusive of GST); the number of ongoing consultancy contracts that were entered into during a previous reporting period; and the total actual expenditure in the reporting year on the ongoing consultancy contracts (inclusive of GST).

29

A statement that “During [reporting period], [specified number] new consultancy contracts were entered into involving total actual expenditure of $[specified million]. In addition, [specified number] ongoing consultancy contracts were active during the period, involving total actual expenditure of $[specified million]”.

29

A summary of the policies and procedures for selecting and engaging consultants and the main categories of purposes for which consultants were selected and engaged. 29

A statement that “Annual reports contain information about actual expenditure on contracts for consultancies. Information on the value of contracts and consultancies is available on the AusTender website.”

29

Australian National Audit Office Access Clauses

If an entity entered into a contract with a value of more than $100 000 (inclusive of GST) and the contract did not provide the Auditor-General with access to the contractor’s premises, the report must include the name of the contractor, purpose and value of the contract, and the reason why a clause allowing access was not included in the contract.

N/A

Exempt contracts

If an entity entered into a contract or there is a standing offer with a value greater than $10,000 (inclusive of GST) which has been exempted from being published in AusTender because it would disclose exempt matters under the FOI Act, the annual report must include a statement that the contract or standing offer has been exempted, and the value of the contract or standing offer, to the extent that doing so does not disclose the exempt matters.

N/A

Appendix 4: List of requirements (continued)

Workplace Gender Equality Agency Annual report 2016-17 67

Area Page

Small business

A statement that “[Name of entity] supports small business participation in the Commonwealth Government procurement market. Small and Medium Enterprises (SME) and Small Enterprise participation statistics are available on the Department of Finance’s website.”

29

An outline of the ways in which the procurement practices of the entity support small and medium enterprises. 29

If the entity is considered by the Department administered by the Finance Minister as material in nature — a statement that “[Name of entity] recognises the importance of ensuring that small businesses are paid on time. The results of the Survey of Australian Government Payments to Small Business are available on the Treasury’s website.”

N/A

Financial Statements

Inclusion of the annual Financial Statements in accordance with subsection 43(4) of the PGPA Act. 31-54

Other Mandatory Information

If the entity conducted advertising campaigns, a statement that “During [reporting period], the [name of entity] conducted the following advertising campaigns: [name of advertising campaigns undertaken]. Further information on those advertising campaigns is available at [address of entity’s website] and in the reports on Australian Government advertising prepared by the Department of Finance. Those reports are available on the Department of Finance’s website.”

N/A

If the entity did not conduct advertising campaigns, a statement to that effect. 29

A statement that “Information on grants awarded to [name of entity] during [reporting period] is available at [address of entity’s website.” N/A

Outline of mechanisms of disability reporting, including reference to website for further information. 28

Website reference to where the entity’s Information Publication Scheme statement pursuant to Part II of FOI Act can be found. 30

Correction of material errors in previous annual report. N/A

Information required by other legislation. N/A

List of requirements 64

N/A denotes the requirement is not applicable to the Agency during 2016-17.

68 Workplace Gender Equality Agency Annual report 2016-17

Index

A

About the Agency, 3, 11-14 Accountability, 1, 2, 3, 14, 16, 24, 32, 34, 39, 64 Advertising and market research, 29 Agency overview, 2, 11 Agency staff, 18, 20, 21, 24 Annual Performance Statement, 3, 16, 63 Assessment of effectiveness, 24, 65 Analysis of performance against purpose, 18

B

Bargaining, 25

C

Capability development, 25 Competitor Analysis Benchmark Reports, 20, 21 Compliance, 1,12, 20, 25, 29, 65 Consultants, 19, 29, 41, 66 Contents, 3 Corporate governance, 23, 24, 65

D

Data Explorer, 8, 20, 21 Director, 1, 2, 6, 7, 14, 18, 22, 24, 32, 33, 34, 52, 60, 61, 62, 63 Disability reporting, 28, 67

E

Ecologically sustainable development, 30 Education, 8, 10, 12, 20, 21, 22, 25 Entity purpose, 16 Environmental performance, 30 Ethical standards, 30, 32 Executive management, 24 External scrutiny, 3, 23, 24, 64

F

Financial Performance, 3, 19, 32, 63 Financial Statements, 1, 2, 3, 31, 32-54, 67 Flexible work practices, 25 Fraud control, 1, 24, 64

G

Gender Equality Indicators, 4, 12 ,13, 20 Glossary and acronyms, 3, 4

H

Highlights, 8 Human resources, 3, 14, 23, 24, 65

I

Independent auditor’s report, 3, 32-33 Information Publication Scheme, 4, 30, 67 Introductory statement, 16

J

Judicial decisions, 64

K

Key Agency activities, 3, 18, 20 Key Management Personnel (KMP), 52

L

Libby Lyons, 1, 7, 14, 34 List of requirements, 55, 63, 64, 66 Letter of transmittal, 1, 3

M

Management and accountability, 2, 23, 24, 64 Manager, 7, 24, 31, 32, 34, 60, 61, 62 Mandatory information, 3, 29, 67 Media mentions, 8, 17, 21

N

Non-compliant organisations, 3, 56-58 Non-salary benefits, 25, 65

O

Objectives, 13, 24, 39, 64 Organisational structure, 14, 63 Other mandatory information, 29, 67 Outcome, 8, 13, 18, 20, 22, 24, 28, 39, 63

P

Pay Equity Ambassadors, 6, 8, 9, 17, 18, 21, 22, 60, 61, 62 Performance pay, 28, 65 Portfolio Budget Statements, 4, 63 Purchasing, 29, 66 Purpose, 4, 12, 13, 16, 18, 33, 39, 63

R

Relevant employers, 2, 4, 12, 13, 20 Remuneration, 6, 13, 25, 43, 49, 52 Report on performance, 2, 15 Reporting organisations, 4, 5, 8, 9, 10, 20 Research, 6, 7, 8, 12, 14, 20, 22, 24, 29 Review by the Director, 2, 3, 5, 6 Results, 10, 16, 39, 63, 67 Risk management, 24

S

Small business, 18, 29, 67 Snapshot of reporting organisations, 3, 5, 10 Superannuation, 25, 41, 48, 49 Staffing and remuneration, 25 Strategic priorities, 12, 24

T

Training and development, 25

W

Website, Inside cover, 9, 17, 18, 20, 21, 22, 29, 30, 56, 66, 67 WGEA Employer of Choice for Gender Equality 3, 9, 17, 18, 21, 22, 35, 59 Workforce, 13, 14, 22, 24, 25 Work health and safety, 4, 28, 29 Workshops, 18, 20

Y

Year in review, 2, 3, 5

www.wgea.gov.au