0880fe1e_ralian_Human_Rights_Commission__Objective
[Recommendations] Recommendation 6: Employer reporting obligations Employer reporting obligations should focus on the achievement of equal outcomes for women and men in the workplace, rather than the processes used to achieve gender equality outcomes (such as specific training programs or mentoring schemes). Recommendation 7: EOWA certification When employers meet their employer reporting obligations under the EOWW Act, the EOWA should issue a Certification. Employers should be required to publish: Reports and EOWA Certifications to all their employees, and EOWA Certifications in their Annual Reports, including Annual Reports to the ASX where applicable. Recommendation 8: EOWA certification a pre-condition of entering contracts with government EOWA Certification should be a pre-condition of providing goods and services or entering into contracts with Australian Government departments. Recommendation 9: EOWA Employer Capacity Building The Agency should play the lead role in supporting employers to achieve gender equality in the workplace, for example, through a Community of Practice, in partnership with representatives of relevant employers and employee representatives including unions. Recommendation 10: EOWA verification EOWA should be empowered to conduct a verification process to establish compliance by an employer, group of employers, or industry’s compliance with its obligations under the EOWW Act, including with employer reporting obligations. EOWA should provide the SDC/Commission and the FWA/Ombudsman with the results of verification processes conducted under the EOWW Act, subject to any privacy considerations. Recommendation 11: Voluntary Gender Equality Action Plans Employers, groups of employers or industry groups may voluntarily adopt Gender Equality Action Plans under the Act, which set clear time-bound targets for achieving greater gender equality in their workplace. [Objective] 
Greater emphasis on outcomes rather than processes in Employer Reporting Obligations
Inquiry into the Equal Opportunity for Women in the Workplace Act 1999 and Equal Opportunity for Women in the Workplace Agency (2009) | Australian Human Rights Commission
Objective