“I am incredibly proud of Arc @ UNSW for being awarded the WGEA Employer of Choice for Gender Equality for the fourth year running. Since its inception, Arc has always valued female leadership, representation and development in all aspects of student life and within its hiring practices. This is because Arc recognises that diversity is what makes organisations stronger, and that gender should never preclude anyone from having equal opportunities for employment and personal growth.
And the WGEA recognition is proof that Arc puts its money where its mouth is – it is empowering to know that Arc actively ensures it creates an equitable, flexible and inclusive work culture that encourages the hiring and retention of highly talented women across all areas of the organisation. As the standards for the awarding of the WGEA are raised every year, we ought to celebrate Arc’s successful commitment to continuously improving and embedding gender equality within its strategy and culture.”
Chair of the Board
WGEA Employer of Choice for Gender Equality - 2014, 2015, 2016 & 2017
We are proud to announce that for the fourth year running and despite the increasingly rigorous criteria, Arc @ UNSW has again been awarded the WGEA Employer of Choice for Gender Equality (EOCGE) citation. The WGEA EOCGE citation is designed to encourage, recognise and promote an active commitment to achieving gender equality in Australian workplaces. Equality of opportunity is an essential part of Arc’s strategy and culture and we are very proud of Arc’s achievements and commitment to creating a workplace culture that is fair, flexible and inclusive and one that continues to lead in gender equality initiatives. Our current progress can be viewed in the attached GE Strategy Progress Report.
"We remain committed to achieving a gender inclusive culture by fostering equality, respect and acceptance throughout our workplace. By building on policies and strategies through staff consultation, ongoing education and continual monitoring of key diversity initiatives, we will ensure that gender equality remains a cornerstone of the culture at Arc. We our currently reviewing our Gender Equality Strategy to make sure we maintain our leadership position in the drive towards gender equality.
Once again Arc will be applying for the Workplace Gender Equality Agency (WGEA) Employer of Choice for Gender Equality (EOCGE) Citation.
This prestigious award will be a recognition of our success in creating a workplace culture that is fair, flexible and equitable. I’m personally committed to maintaining gender pay and opportunity equality in the workplace, allowing all employees to reach their full potential and build their careers at Arc. A balanced pay system will continue to be an important initiative and we will ensure that our internal policies and practices are fair for all staff and are continually reviewed to eliminate any gender bias.
The organisation wide availability of flexible working arrangements is an important part of achieving our goals, thus it would be beneficial for you to review the options that may suit your personal circumstances. The Flexible Working Arrangements Policy can be accessed through our intranet and I also encourage you to speak to your manager or HR for further information.
Thank you all for helping build Arc’s successful, respectful and equal culture."
Chief Executive Officer
WGEA Annual Compliance Report
In May 2018, we submitted our Annual Report to the Workplace Gender Equality Agency. A copy of this this link for your information.is available under
Equal pay is a very topical issue in Australia, where despite key stakeholders being aware of the continuing gender pay gap, it persists in Australian workplaces. Currently the Workplace Gender Equality Agency (WGEA) estimates the pay gap between men and women to be 22.4%. While in the Education sector the pay gap is much closer to 10.6%, this still represents a significant inequity. Arc believes in gender pay equity and is continually taking steps to both analyse and improve pay levels, for those who perform comparable or similar roles.
Policies and Procedures
At Arc we promote and foster work flexibility to help both men and women balance work, family and other life commitments. Arc regularly consults and liaises with its employees, UNSW and other external agencies on the adoption and progress of our gender equality initiatives.
We are continually looking for improvements and actively reevaluate our policies and procedures to identify and eliminate any gender bias found to be present. Ensuring equal representation of men and women on our team is not just an issue of equity, but also in making sure we can access the talent, skills, experiences and opportunities that gender equality brings.
In March 2016 the Arc Board passed a motion requiring 50% of Student Director Positions to be filled by women. This policy ensures that women will receive an equal board role and ensure adequate and more proportional representation of the student population.
Parental Leave and other entitlements
Arc treats pregnant employees, and employees with parental or carer responsibilities in a fair and equal manner. We recognise that discrimination on the basis of sexual orientation, sex or marital status is against the law. Accordingly, Parental Leave is provided to everyone who is eligible regardless their sex, marital status and sexual orientation.
Please refer to our Parental Leave and related entitlements Policy.
Arc is committed to maintaining a workplace culture that promotes a healthy work-life balance thereby flexible working is promoted throughout the organisation.
Arc fosters flexibility in employment and working arrangements to attract and retain staff and to achieve the optimum balance between work and personal (including family and caring) responsibilities for all employees. Please refer to our Flexible Working Arrangements Policy.
GE Survey 2017
We were most pleased to see that our staff experiences reflect the equitable workplace we strive to be.