At UnitingCare Wesley Bowden (UCWB), our commitment to gender equality is embedded in our organisational culture. We are committed to being a flexible-friendly workplace, striving to build connected and thriving communities.
In January 2025 we published our Employee Value Proposition (EVP). The EVP highlights that UCWB won the Best Workplace Award from XREF and was also awarded a Certificate of Excellence for outstanding performance in work practices and employee engagement. Results from our 2024 employee survey revealed an average of 84% satisfaction across employee engagement, wellbeing, and progress, which are above industry standards.
In line with Workplace Gender Equality Agency’s (WGEA) standards and FY 2023-2024 reporting, we are proud to highlight our ongoing efforts towards gender equality at every level of our organisation.
Key Highlights from UCWB WGEA Executive Summary 2023-2024:
- Women represent 50% of our governing body
- Key Management Personnel is composed of 50% men and 50% women, a gender equal balance which has shifted since 2021-22 when it was 100% women
- UCWB ensures equal remuneration for women and men performing in the same roles
- We promoted/appointed six females to manager roles, compared to four males
Our Commitment to Action through our Values:
We are bold and brave in addressing gender inequality. UCWB’s overall workforce composition reflects gender parity across organisation. In our manager and non-manager roles we have consistency of 75% female employees at all levels. WGEA report highlights women are overrepresented in the number of casual and part time workers, this has been an intentional approach based on customer feedback. This year we are supporting International Women’s Day, showcasing the “March Forward” theme with an organisational video highlighting our employees, and the diversity and inclusiveness we celebrate, shared across social media platforms.
UCWB’s connected and inclusive culture ensures everyone has equal access to opportunities, leadership roles, and career progression. In 2025 we are reviewing our Recruitment and Onboarding, and Workplace Diversity policies to accelerate action towards reaching gender pay parity. We continue to promote flexible working arrangements, lead, and normalised by Executive and Senior Management. This creates a workplace where employees can balance work and family/friend responsibilities without fear of stigma or unequal treatment.
In line with our open and curious values, we are committed to listening to feedback from employees to inform and improve gender equality strategies. We have Reconciliation, Child Safe Organisation, Rainbow, and Lived Experience Workforce groups, and Workforce Action Plans to align with these groups, all of which will allow us to refine and develop practices that support a more equitable workplace.
Conclusion:
UCWB’s commitment to gender equality is integral to our organisational purpose of ‘Building connected and thriving communities’. Through bold leadership, inclusive policies, and a commitment to continuous learning, we are creating a workplace that supports gender equality, equal pay, and inclusive growth. UCWB’s Strategy 2027 aims to bring about significant change to how we work with the focus on the impact we have. We contribute not only to a fairer and more inclusive workplace but also to a more equitable society.