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Current approach
The Workplace Gender Equality Act provides that all relevant employers must prepare a public report to WGEA containing information about the employer against six gender equality indicators (GEIs). The GEIs make…
In settling Cabinet arrangements, it is open to the Prime Minister of the day to adopt the organisation and system he or she wishes, subject only to the provisions of the Ministers of State Act 1952. The Ministry, the Cabinet and…
We attach:correspondence requesting information and documents (FOI Request); andauthority to act signed by [Applicant].Date of the National Cabinet MeetingAgenda / MinuteFOI Request5 February 2021Agenda4(a) Caps on International Air Passenger…
416. The management of excess employee provisions do not apply to non-ongoing employees or employees on probation.Meaning of excess employee417. An employee is excess to the requirements of PM&C if the Delegate determines:the employee is…
Following a media query on 18 December 2023, the Department of the Prime Minister and Cabinet (PM&C) identified that it had failed to transfer 78 Cabinet records from 2003 to the National Archives of Australia (NAA), in line with historical…
Current approach
Employers report remuneration data to WGEA, but no individual employee remuneration is published by WGEA. WGEA uses this remuneration data to publish gender pay gaps by industry – e.g. for the mining, health care…
I would like to make a request to the Department of Prime Minister and Cabinet for the following documents, between 25 March 2020 to present:
Advice sought by the Department of Prime Minister and Cabinet or the Prime Minister’s Office regarding…
Please refer to the attached email correspondence between PM&C and DLO Morton, attached. Regarding that correspondence:
a. We ask that the s22 exemptions are be removed for public review
b. We ask that the attachments…
Please refer to the attached email correspondence between PM&C and DLO Morton, attached. Regarding that correspondence:
We ask that the s22 exemptions are be removed for public review
We ask that the attachments exempted…
An informal carer is a family member, friend or community member who, without remuneration, provides care to someone within an existing relationship. Almost 2.65 million Australians care for people with a disability, medical condition (including…
Overcoming discriminatory stereotypesWorking for Women is underpinned by the need to change gender attitudes and stereotypes (including for First Nations women, women from CALD backgrounds, older women, women with disabilities, and those who…
I certify that the Net Zero Economic Transformation campaign complies with the Australian Government Guidelines on Information and Advertising Campaigns by non-corporate Commonwealth entities (Guidelines).This certification takes into consideration…
Please allow me to also acknowledge the Ngunnawal people as traditional custodians of these unceded lands and recognise the many Aboriginal people with connection to the lands of the ACT and region. We are privileged to be on…
PM&C is committed to achieving gender equity which includes ensuring our staff receive equal pay for equal work, regardless of gender. To review whether the department is meeting this commitment, we analyse gendered remuneration…
Working with Ministerial OfficesDepartmental Liaison Officers A Departmental Liaison Officer (DLO) is a public servant who is temporarily placed in a Minister's office to act as a conduit between their Department and the Minister's office.…
Australians deserve good government.The Albanese Government is committed to integrity, honesty and accountability and Ministers in my Government (including Assistant Ministers) will observe standards of probity, governance and behaviour worthy of…
Create economic growth and jobs
Overview
We support the Government to deliver sustainable economic growth and job creation, which improves the lives of Australians and helps individuals, families and communities.
PM&C achieves this by…
Current approach
One function of WGEA is to ‘work with employers to maximise the effectiveness of the administration of the Act, including by minimising the regulatory burden on employers’ (section 10(1)(ea) of the Act).
The Government’s…
EU Directive on work–life balance: Implementation 2 August 2022.1 The Directive on work–life balance aims to both increase (i) the participation of women in the labour market and (ii) the take-up of family-related leave and flexible working…
Foreign awards
The Guidelines concerning the acceptance and wearing of foreign honours and awards by Australians - PDF 359 KB on the Governor-General's website, outline the rules and process around whether…
Current approach
Currently the Workplace Gender Equality Act covers around 40 per cent of employees in Australia. The Workplace Gender Equality Act requires ‘relevant employers’ to report to WGEA. ‘Relevant employer’ is defined…
One of the key themes in the consultation feedback was the need to accelerate progress on gender equality in Australian workplaces. While progress has been made, there is more to do. Gender inequality persists across women’s economic security, women…
PM&C respects and values Aboriginal and Torres Strait Islander peoples, communities, cultures, knowledge systems and practices.We acknowledge their long history and continuing connection to Country as the Custodians of the land. We admire the…