The T-EDI Standards in full

Hiring

Foundational:

  • Tech job adverts include an EDI statement or declaration

  • Tech recruiters routinely report on gender diversity in hiring into technology roles

Advanced:

  • Tech recruiters routinely work toward gender diversity sourcing and hiring goals or targets for technology roles (excludes USA entities)

  • Interviewers use structured questions, asked consistently in the same order

  • Tech job adverts have an average number of essential or foundational requirements criteria listed that is less than 10

  • Salary expectations or details are not requested in job application forms

  • Recruiters (including exec level) are routinely trained in mitigating the effects of cognitive gender biases in recruiting

  • Tech job adverts are written in inclusive language

  • Structured interview questions have well-defined answers and ratings to guide interviewers

Leading:

  • Tech recruiters work to gender diversity sourcing and hiring goals or targets of 20% or more (excludes USA entities)

  • A computer science degree is only listed as required in job ads for roles where it is an essential component of the work

  • Technical tests/evaluations meet Project F inclusivity standards*

  • Salary ranges are published in job adverts or communicated to candidates at the start of the process

  • Neither salary expectations nor last/current salary information is requested by recruiters to inform the salary level of candidates

  • Tech job adverts have an average number of essential or foundational requirements criteria listed that is 5 or less

* 1) Tests do not disadvantage people whose first language is not English 2) Tests are aligned with an indicative of real-world problems candidates will solve in the role they are applying for 3) Options for take-home or in-interview tests are given

Performance Management

Foundational:

  • Performance is reviewed at least biannually

  • Regular career conversations are part of the performance management process

Advanced:

  • Performance ratings have clearly defined descriptions and criteria

  • Reviewer feedback and performance ratings are logged centrally

  • A tech skills levels matrix/framework is used in performance reviews and career conversations

  • Performance ratings are calibrated by an objective panel

Leading:

  • Quarterly performance/goal check-ins are part of the performance management cycle

  • Self-reflection, leader feedback and ratings are logged centrally

  • Leaders are routinely trained to give fair, effective performance reviews and feedback to a diverse range of individuals

  • Leaders are routinely given feedback on the performance reviews they conduct and coaching where required

  • Performance ratings are calibrated by an objective panel that includes an equity fluent calibrator to challenge assumptions

Flexible Work

Foundational:

  • Flex policy inclusions are widely communicated and easily accessible by all employees

  • Employees working flexibly and part-time are eligible for leadership training and promotion

Advanced:

  • Flex working options include flexible start/end times, part-time (<35 hrs per week) and remote or hybrid

Leading:

  • Flex working options offered include flexible start/end times, part-time (<35 hrs per week), remote, hybrid and Jobshare

  • Employees are not required to give a reason when requesting a change to flexible work or part-time status

  • Typically full-time roles are redesigned (adjusted) for success when they are worked part-time

  • Managers are routinely trained to support a flexible workforce

  • 5%+ of tech workforce work part-time (a balanced split across genders)

  • The number of employees working part-time is gender balanced

Paid Parental Leave (PPL)

Foundational:

  • PPL is offered to all permanent employees at full pay in addition to the government scheme (not just as a top-up)

  • PPL eligibility period is less than 12 months

  • The PPL policy is widely communicated and easily accessible by all employees

Advanced:

  • PPL is available in all circumstances where there is a new baby, including adoption, same-sex couples and surrogacy

  • Employer superannuation contributions are paid throughout PPL

  • Company PPL is gender neutral

  • Parents can take PPL simultaneously or consecutively, in one chunk or multiple, full-time or part-time over a longer period, in all cases up to the maximum leave entitlement

  • PPL offered is at least 8 weeks

Leading:

  • Company PPL is equal for all parents, no carer labels

  • There is no qualifying period for PPL

  • PPL offered 16 weeks or more for all parents

  • Both keep-in-touch and return-to-work programs are provided for all parents

  • Full PPL is given in cases of stillbirth (loss at 20 weeks+) and neonatal death

  • All permanent employees can access a minimum of 3 weeks of paid pregnancy loss leave (miscarriage or termination) during the first 20 weeks

  • Return to work is flexible and can be part-time at full pay for an agreed period (eg 4 weeks)

  • Permanent employees of all genders can access 5 or more days of paid "reproductive leave" (could include menstruation, perimenopause, menopause, polycystic ovarian syndrome, endometriosis, IVF treatments, vasectomy, hysterectomy and terminations) and flexible working arrangements for IVF treatment or fertility appointments.

  • Managers are routinely trained to support employees through PPL

Policies

Foundational:

  • A Flexible Work policy or framework is in place that has been reviewed within the last 2 years

  • A Paid Parental Leave policy or framework is in place that has been reviewed within the last 2 years

  • Policies are widely communicated and easily accessible by all employees

Advanced:

  • An Equity Diversity & Inclusion policy, strategy or framework is in place that has been reviewed within the last 2 years

  • Policies are routinely reviewed at least every 2 years

  • Employer superannuation contributions continue throughout PPL

  • A current Code of Conduct is in place that has been reviewed within the last 2 years

  • The diversity policy, strategy or framework includes gender diversity goals or targets (excludes USA entities)

Leading:

  • The policy for PPL is equal for all parents and does not apply carer labels

  • The Equity, Diversity & Inclusion policy, strategy or framework takes an intersectional approach

  • The Code of Conduct includes the 2022 Respect At Work amendments to the Sex Discrimination Act 1984 and the Australian Human Rights Commission Act 1986

  • Metrics used to measure progress in gender EDI include promotion rates, hiring, retention, engagement, representation by level, gender pay gap

  • The Flexible Work policy or framework does not require employees to provide a reason for requesting to work flexibly, part-time or job-sharing

  • Full PPL is given in cases of stillbirth and neonatal death

  • Policies have a high readability score

Culture & Values

Foundational:

  • Values (or equivalent, eg mission, purpose, principals, behaviours) are written with inclusive language

  • Values (or equivalent, eg mission, purpose, principals, behaviours) alignment is measured during hiring

Advanced:

  • Organisation or technology division values (or equivalent) include a value of diversity

  • Employee engagement survey data (or equivalent) is gender disaggregated

  • Values (or equivalent, eg mission, purpose, principals, behaviours) alignment is measured during promotions

Leading:

  • Values (or equivalent, eg mission, purpose, principals, behaviours) alignment is measured across the SLT and Exec teams

  • The value of diversity is measured in employee engagement surveys or similar

Transparent Pay

Foundational:

  • Providing salary information (expectations/ current/last) is not mandatory in job applications

  • Gender pay gaps are measured and reported with an action plan (WGEA GEI 3)

Advanced:

  • Pay ranges have been defined for role levels in tech

  • Pay ranges are communicated to applicants during the early stages of interviews

Leading:

  • Candidates are not asked to provide salary information (expectations/ current/last) during the interview process

  • Pay ranges are routinely published on technology job postings, except executive/SLT levels

Leadership

Foundational:

  • All people leaders are encouraged to undertake leadership skills training

  • All people leaders involved in interviewing are encouraged to undertake interviewing skills training

Advanced:

  • All people leaders are routinely trained in inclusive leadership skills (training includes gender-inclusive leadership skills)

  • All people leaders involved in interviewing are routinely trained in inclusive interview techniques

  • All people leaders are routinely trained to conduct fair and effective performance reviews and to give fair and effective feedback across a diverse group of people

Leading:

  • Contribution to the company's gender equity, diversity and inclusion strategy or goals is a foundational measure of all people leaders (effected via the performance management process)

  • Coaching to develop inclusive leadership is available for leaders

  • All people leaders receive training in cognitive and implicit bias in the context of their roles as leaders

Senior Leadership Team/Exec

Foundational:

  • SLT/Exec & Board has made a declarative statement of their commitment to gender equity

  • The SLT/Exec & Board has made a commitment to investing in a long-term diversity strategy

Advanced:

  • The SLT/Exec and Board has agreed a goal of 40:40:20 for the organisation and for the technology division of the organisation (excludes USA entities)

Leading:

  • SLT/Exec is minimum 30% women (excludes USA entities)

  • The SLT/Exec empowers business leaders and holds them to account to deliver on defined equity, diversity and inclusion performance measures or KPI’s

  • SLT/Exec has agreed on and clearly communicated the definition of “good” leadership, leader attributes and expectations of leaders in this context

  • 20% or more of board seats are held by women (WGEA Gender Equality Indicator (GE1 2) (excludes USA entities))

Respect@Work

Foundational:

  • Reasonable proportionate measures have been taken to comply with Positive Duty to eliminate workplace sexual harassment, sex-based harassment, sex discrimination, hostile work environment and victimisation, as set out in the latest Respect@Work reforms

Advanced:

  • Demonstrates full compliance with the Australian Human Rights Commission’s seven minimum standards and four guiding principles for meeting the positive duty in the Sex Discrimination Act 1984 (Cth)

Leading:

  • For employers with 100 or more employees, reporting compliance is being met for the WGEA Gender Equality Indicators (GEI)

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