Employee Value Proposition (EVP) and Retention Strategies
Michael highlighted the unique challenges faced by organisations like Wyndham Council, where some employees have served for over 25 years. While retention has been a challenge, there has been a noticeable shift, with recruitment numbers doubling in recent years before plateauing. Flexibility remains crucial in retention, but it’s not a one-size-fits-all solution. Authentic employee stories and a culture of transparency play vital roles in keeping employees engaged. Both Michael and Edan agreed on the importance of using initiatives like secondments and internal mobility to foster employee development and satisfaction.
Edan also emphasised the positive aspect of these legislative changes, noting that it’s ending the era where contingent workers were often the forgotten workforce. If businesses neglect their contractors, there will now be consequences, ensuring that all workers are treated fairly and equally.
Corporate Social Responsibility (CSR) in Recruitment
Edan shared insights into REA’s community initiatives, particularly their efforts to tackle homelessness through corporate responsibility programs. These initiatives resonate strongly with socially conscious candidates, particularly younger generations who prioritise environmental and social issues when choosing employers. CSR is no longer just a nice-to-have; it’s becoming a key differentiator in attracting top talent, especially as Generation Z enters the workforce.
Impact of the ‘Right to Disconnect’ Legislation
In the panel discussion, the speakers explored the potential effects of the recent ‘Right to Disconnect‘ legislation, which aims to protect employees’ work-life balance by limiting after-hours work communication. The panel discussed how this shift could influence workplace dynamics and productivity, emphasising the importance of setting clear expectations around email times and out-of-hours contact to foster a healthy work environment and enhance employee well-being.
Closing Loopholes Legislation Amendments
The panel also tackled the 2024 Closing Loopholes Legislation Amendments, which introduce significant updates such as ‘Same Job, Same Pay’ for labor hire workers and clearer definitions around casual employment. Emilie stressed the importance of ensuring that contractors are not disadvantaged compared to full-time employees, highlighting the role businesses must play in treating casual hires fairly. This legislation also raises questions about responsibility in claims and compliance, issues HR teams need to navigate carefully. Laura pointed out that while contractors earning above $170,000 can opt out, the aim of the legislation is to protect vulnerable workers and ensure equity in pay structures.
WGEA Pay Gap Report
Finally, the panel turned to the Workplace Gender Equality Agency (WGEA) report, which highlighted a 21.7% gender pay gap in Australia. Edan emphasised that the current data on gender pay equity is alarming, noting that despite efforts over the last few years to even the playing field, there is still much work to be done. For example, anonymising job applications to reduce unconscious bias hasn’t had the desired impact, as there are still more men applying for roles. Edan stressed the importance of actively seeking out female and gender-diverse candidates to increase representation in technology roles. He also pointed out that, out of 170,000 job ads in Australia, only 250 mention gender pay gap efforts, underscoring the need for businesses to move beyond finger-pointing and take tangible steps to address the issue.
