We Wrote a Gender Equity Policy — Here’s Why You Should Too
Code for Australia have spent the last few months learning all about how to update our existing workplace policies and create new ones and we’re keen to share what we’ve learnt with our community. We’ll be releasing a series of blogs that we hope spark conversations, and serve as a resource for you and your own organisation.
NOTE: this article contains information about sexual assault and/or violence which may be triggering to survivors. There’s a list of resources listed at the bottom of the article. Please also visit our resources page should you need.
During the course of researching, revising and rewriting existing policies and procedures, it became clear to us that some were missing entirely. The first new dedicated policy we decided to tackle was our Gender Equity policy.
We know that currently the technology sector is lacking in representation from women, gender diverse folks, people of colour and other traditionally excluded groups. As technology influences an increasing amount of our lives, and provides an increasing percentage of living-wage jobs, it is imperative that we open up opportunities for members of underrepresented groups in the technology workforce and among its leadership.
This has always been a focus in our work, and coming up with a policy to hold ourselves accountable was an important step.
Equality vs. Equity — here’s where we stand
First, some definitions as taken from VIC Health’s ‘Supporting gender equity in the workplace’ resource:
Gender equality — equal treatment of women and men in laws and policies, and equal access to resources and services within families, communities and society; sometimes referred to as formal equality.
Gender equity — involves fairness and justice in the distribution of resources and responsibilities between men and women; sometimes referred to as substantive equality. It often requires women-specific programs and policies to end existing inequalities.
For us, it isn’t just about treating men and women equally, it’s about giving women more opportunities to even the playing field.
It’s incredibly important not to be passive about this generally but especially when it comes to recruitment. We aim to find women and give them opportunities instead of throwing our hands in the air and saying “oh well, no women applied.”
We’re looking to be a part of ensuring women coming up in the tech sector, or those wanting to get involved for the first time have examples of what success looks like and assistance in paving their own paths.
Tell the story, change the narrative
Another important element of the work we seek to do involves storytelling — and a lot of the stories aren’t great ones. We recently published some thoughts and words from women involved in civic tech and all of them acknowledged there was a lot of work to be done to ensure the world of civic tech was an equitable one.
Kyreena Hay, a service designer wrote, “sadly, when I think about the time I spent in tech as a woman, I just can’t say much that is positive. There are incredible women in this industry whom I have been so grateful to meet, but I just cannot say the same for the men. There have been too many men who have consistently treated myself and other women in all the ways you can think of. Sexual harassment, consistently being ignored, argued with, gaslighted… I could go on.”
Her story, unfortunately, isn’t unique. Kyreena did have some choice recommendations that we whole heartedly agree with. “It’d be really great if all male-heavy organisations would make gender equity training compulsory, because gender discrimination is the number one reason there aren’t enough women in tech.”
Men have to be a part of the solution, and in order for that to happen, they need to understand the problem.
We’re offer a workshop on these topics as part of onboarding, and further training as needed.
Finally, it’s also hyper-important that we don’t engage in events with all-male panels. Representation is key.
Equal pay for equal work — our Compensation Philosophy
Currently, Australia’s national gender pay gap is 14% and this skews even further for industries that are male dominated.
Code for Australia’s compensation philosophy involves a fair and equitable compensation system that aids in addressing known issues in the tech sector, such as gender inequity and underrepresentation of minority groups.
We also believe in offering salaries that are competitive with for-profit businesses in efforts to encourage talented individuals to take up positions in civic tech.
At Code for Australia we:
- Have a salary system with three set tiers based on seniority and responsibilities. We don’t negotiate salaries or pay people differently for equivalent roles.
- Pay all Fellows the same non-negotiated base salary whether they are a designer, developer or data scientist. We do this as:
a) Most of our designers have been women while most of our developers have been men, in keeping with patterns in the wider tech sector.
b) Designers tend to be paid at a lower rate than developers within the tech sector
c) All Fellows contribute equitably to our Fellowships.
For details, see our Salary Calculator
It’s our responsibility to close the gender wage gap.
Our violence against women policy
Violence against women and girls is rooted in gender-based discrimination and social norms and gender stereotypes that perpetuate such violence.
Violence of any sort is not tolerated or condoned at Code for Australia. Additionally, while all violence is unacceptable, we further acknowledge that particular focus and attention needs to be given to domestic and family violence, and violence against those who identify as women.
We are committed to supporting any staff member who may experience violence within the workplace or in their personal lives. Our Head of Community and Communications is trained to respond to disclosures of family and domestic violence
It’s closely tied to our Workplace Discrimination and Harassment Policy, which has clear and actionable steps for what to do, who to talk to, and the support we offer in the form of free counselling services, leave entitlements, and internal support.
Our gender equity commitments as an organisation
- We will budget for initiatives that address gender equity and the prevention of violence against women (i.e. events, training, support services as needed).
- We will promote discussion and awareness of gender equity and the prevention of violence against women through our internal and external communications.
- We actively encourage suitable female applicants for all vacant positions at Code for Australia.
- We will ensure adequate paid leave is allocated to staff members who need to time off due to experiences of violence at work or in their personal lives.
- We will refer any staff member who discloses they have been victim to violence or abuse to appropriate services and support channels.
- We refuse to take part in any all-male panels or events.
- We refuse to engage in business with any contractors, vendors, or suppliers found to promote gender inequality or violence.
- We will employ gender mainstreaming when developing our policies and procedures at all levels and stages.
- We will enforce gender responsive programming in all services and at all levels to meet the specific needs and challenges of all who work for and are part of the Code for Australia community.
- We will ensure at least one staff member is suitably trained to respond to disclosures of family and domestic violence at any given time.
- We are committed to the same pay across genders within roles. This is clearly outlined in our compensation philosophy.
Support and Resources
Family and Domestic Violence, Violence Against Women
- Relationships Australia support groups and counselling: Call 1300 364 277 (https://www.relationshipsvictoria.com.au/)
- Safe Steps Australia: Call 1800 015 188 (www.safesteps.org.au)
- Mensline Australia: 24hr Helpline: Call 1300 789 978 (+www.mensline.org.au)
- Mobile Apps (These apps should only be downloaded if you have safe, secure control and access to your phone):
- Penda — Smartphone financial & personal safety app
- Daisy — Smartphone support services app with safety features
Discrimination
- Human Rights Commission
- Victorian Equal Opportunity and Human Rights Commission or other state equivalent
Sexual Harassment
- 1800RESPECT 24hr Hotline: Call 1800 737 732
For criminal matters
- Victoria Police or any other local or state police
Do you have feedback for us? Or do you want to know more? Leave us a comment or question in the comments below or via Typeform, or reach out to us here, and we’ll be happy to answer all your burning questions and hear your thoughts!
