DEI Assessment 2025 updates

The DEI assessment has been updated as of 1 July 2025

We've made updates to our Diversity, Equity, and Inclusion (DEI) Assessment, effective July 1, 2025. These changes, developed by our internal DEI working group and DEI Advisory Board, are designed to make the assessment even more accurate, relevant, and effective in measuring your organization's progress. We've refined terminology, updated questions, adjusted scoring, and aligned with recent legislative changes.

We highly recommend updating your assessment in the coming month. This will ensure your organization's data is included in our October benchmarking report for the new questions, providing you with valuable insights into how you compare to industry peers.

Key Areas of Change at a Glance

Here’s a quick overview of what's new:

Flexible Working & Time Off: Other forms of Paid time off question, introduced in 2024, is now published on the Employer Profile. This provides greater visibility to the community about the diverse forms of paid time off benefits your organization offers.
Comprehensive Parental & Caring Leave: We've clarified language and added new questions to better understand all types of parental and caring leave, including top-up payments and additional company-paid leave, with specific regional terms., using terms specific to each region (like Australia, UK, and US). We've also broadened our scope to capture a wider range of caring leave options beyond traditional parental leave (e.g., fostering, grandparent, and even pet parent leave).
- Refined Adoption Leave: Wording updated, and kinship, fostering, or surrogacy terms removed from adoption measurements. To avoid confusion and provide clearer data specifically for adoption leave.
- Refined Fertility & Parental Support: Removed options like "Fully or partially funded fertility support" and "Fully or partially funded egg freezing." To focus this section purely on parental support. Fertility will now be covered under "Employee support services" within reproductive health leave.
Enhanced Career Development: We've introduced new questions related to mentoring programs for First Nations employees (AU only) and how frequently Reconciliation Action Plans (RAPs) are reviewed.
New Employee Support & Safety Services: Paid family and domestic violence leave, is now published on the Employer Profile for greater visibility to the community. Plus new questions to capture support for reproductive health leave (including menopause and menstruation).
Inclusive Employee Voice & ERGs: Our questions about Employee Resource Groups (ERGs) are now more inclusive, covering support for a broader range of voices, including women, underrepresented racial or ethnic communities, LGBTQI+, and individuals with disabilities, all in a single question.
Deeper Insights into Leadership: New questions will help us understand managers without direct reports, including their gender and cultural diversity. We're also now tracking both voluntary and involuntary exit rates for women and culturally and linguistically diverse (CALD) individuals.
New Training Option: We've added "Supporting parents/carers at work" as a new option for diversity and inclusion training.

Below detailed change log on exact question updates:

For a complete breakdown of each update, including the specific question, type of change, and the reason behind it, please refer to the table below.

Flexible working arrangement

Question

Change Type

Reason

What type of other paid time off (PTO) do you offer to all employees?

4 day work week (<32hrs @ 100% salary)
4 day work week (<32hrs @ 80% salary)
9 day fortnightly (e.g. 9/10 schedule @ 100% salary)
Half day Fridays (4.5 day week)
Summer Friday (summer 4 day week)
Other please specify

Question now published on Employer Profile

Give community more visibility on other forms of paid time off benefits (question introduced in 2024)

Shared caring responsibility

We have made additional updates to wording and introduced new questions to shared caring leave to ensure that questions are clear, easy to understand and capture the relevant information for each regional difference to accurately reflect shared parental leave to the community.

Question	Change Type	Reason
Does your company offer non-gendered parental leave entitlements?	Wording update	Updated wording specific to each region for localised shared parental leave terminology. Such as referring to AU: Parental leave entitlement and UK: Shared parental leave/pay. Referring to maternity (or shared parental) leave for primary caring leave
How many weeks of unpaid parental leave does your company offer to primary carers?	Wording update
Does your company offer a top-up payment inclusive of government funded parental pay to primary carers?	New Question	New Question to capture Top up payments statutory mandated government payments. Including wording specific to each region for localised parental leave terminology. AU: Government funded parental pay UK: Statutory minimum maternity (or shared parental) pay US: Family medical leave covered by insurance
For how many weeks of government supported pay does your company provide to primary carers?
To what rate of the employee’s usual pay is your government supported primary carer pay provided?
Does your company offer any of these methods of paying government supported primary carer pay? At a lower rate of pay for a longer period As a lump sump on return to work The employee can choose the method which suits them Additional pay for longer periods of service Other (please specify in note)
Does your company offer additional paid parental leave to primary carers (exclusive of the government supported pay)?	New Question	Addition question to capture additional paid parental leave exclusive of government supported pay
How many additional weeks beyond the government supported parental pay does your company provide to primary carers?	Updated wording	Updated wording specific to each region for localised shared parental leave terminology. Such as referring to AU: Parental leave entitlement and UK: Shared parental leave/pay. Referring to maternity (or shared parental) leave for primary caring leave
To what rate of the employee’s usual pay is additional primary carer pay provided?	New Question	Addition question to capture additional paid parental leave exclusive of government supported pay
Does your company offer any of these methods of paying additional primary carer pay?
Does your company offer any of these methods of paying additional primary carer pay? At a lower rate of pay for a longer period As a lump sump on return to work The employee can choose the method which suits them Additional pay for longer periods of service Other (please specify in note)
What is the minimum period that your employees must wait to qualify for paid parental leave as a primary carer?	Updated wording	Updated wording specific to each region for localised shared parental leave terminology.
How many individuals took up paid parental leave as a primary carer in the last 12-months?
Of those who took up paid parental leave as a primary carer in the last 12-months, what percentage took up the full paid periods?
Of the primary carers who concluded parental leave with your company in the last 12 months, what percentage returned to work?
How many weeks of unpaid parental leave does your company offer to secondary carers?
Does your company offer a top-up payment inclusive of government funded parental pay to secondary carers?	New Question	New Question to capture Top up payments statutory mandated government payments. Including wording specific to each region for localised parental leave terminology. AU: Government funded parental pay UK: Statutory minimum maternity (or shared parental) pay US: Family medical leave covered by insurance
For how many weeks of government supported pay does your company provide to secondary carers?
To what rate of the employee’s usual pay is your government supported secondary carer pay provided?
Does your company offer any of these methods of paying government supported secondary carer pay? At a lower rate of pay for a longer period As a lump sump on return to work The employee can choose the method which suits them Additional pay for longer periods of service Other (please specify in note)
Does your company offer additional paid parental leave to secondary carers (exclusive of the government supported pay)?	New Question	Addition question to capture additional paid parental leave exclusive of government supported pay
How many additional weeks beyond the government supported parental pay does your company provide to secondary carers?	Updated wording	Updated wording specific to each region for localised shared parental leave terminology. Such as referring to AU: Parental leave entitlement and UK: Shared parental leave/pay. Referring to maternity (or shared parental) leave for primary caring leave
To what rate of the employee’s usual pay is additional secondary carer pay provided?	New Question	Addition question to capture additional paid parental leave exclusive of government supported pay
Does your company offer any of these methods of paying additional secondary carer pay? At a lower rate of pay for a longer period As a lump sump on return to work The employee can choose the method which suits them Additional pay for longer periods of service Other (please specify in note)	New Question
What is the minimum period that your employees must wait to qualify for paid parental leave as a secondary carer?	Updated wording	Updated wording specific to each region for localised shared parental leave terminology.
How many individuals took up paid parental leave as a secondary carer in the last 12-months?
Of those who took up paid parental leave as a secondary carer in the last 12-months, what percentage took up the full paid periods?
How many weeks of unpaid parental leave does your company offer to individuals who are adopting?
Does your company offer a top-up payment inclusive of government funded parental pay to individuals who are adopting?	Updated wording	Removed kinship, fostering or surrogacy from measurements to avoid confusion to community and employees
Does your company offer a top-up payment inclusive of government funded parental pay to individuals who are adopting?	New Question	Addition question to capture additional paid parental leave exclusive of government supported pay
For how many weeks of government supported pay does your company provide to individuals who are adopting?
To what rate of the employee’s usual pay is your government supported adoption pay provided?
Does your company offer any of these methods of paying government supported adoption pay? At a lower rate of pay for a longer period As a lump sump on return to work The employee can choose the method which suits them Additional pay for longer periods of service Other (please specify in note)
Does your company offer additional paid parental leave to individuals who are adopting (exclusive of the government supported pay)?
How many additional weeks beyond the government supported parental pay does your company provide to individuals who are adopting?	Updated wording	Removed kinship, fostering or surrogacy from measurements to avoid confusion to community and employees
To what rate of the employee’s usual pay is additional adoption pay provided?	New Question	Addition question to capture additional paid parental leave exclusive of government supported pay
Does your company offer any of these methods of paying additional adoption pay? At a lower rate of pay for a longer period As a lump sump on return to work The employee can choose the method which suits them Additional pay for longer periods of service Other (please specify in note)	New Question
What is the minimum period that your employees must wait to qualify for paid parental leave for adoption?	Updated wording	Removed kinship, fostering or surrogacy from measurements to avoid confusion to community and employees
Does your company offer any of the following caring paid leave options to its employees? Fostering Kinship (AU only) Surrogacy Guardianship Grandparent Pet parent (such as pawternity leave) Alternative leave caring option (please specific)	New question	New question to better understand all caring paid leave options to employees
Does your company offer any of the following fertility and parental support options to its employees? Removed following options Fully or partially funded fertility support Fully or partially funded egg freezing	Updated wording and removed options that don’t apply to parental support	Remove option as covered only parental support. Fertility will be covered under employee support services under reproductive health leave

Career development

Question

Change Type

Reason

What types of initiatives does your company currently offer to promote career development?

External or internal mentoring program focused on First Nation emplyees

New option

AU only related for First Nations

How frequently does your company review its reconiliation action plan (RAP)?

Monthly
Quarterly
Yearly
When requested
We do not formally review our RAP

New question

As advised by Wonni Partners we should capture progress and continously work on RAP.

Employee support & safety services

Question	Change Type	Reason
How many days of paid family and domestic violence leave does your company offer to employees in their first 12-months?	Question now published on Employer Profile	Give community more visibility to be added to Paid time off benefit group
Does your company offer unlimited paid family and domestic abuse leave to employees in the first 12-months?	Question now published on Employer Profile	Give community more visibility to be added to Paid time off benefit group
Does your company have a specific policy and/or support offering for reproductive health leave regardless of gender?	New question	To capture reproductive health support offer to employees
What does your reproductive health leave cover? Menstruation, perimenopause, and menopause Polycystic ovary syndrome (PCOS) and endometriosis In Vitro Fertilization (IVF) and other assisted reproductive health services Vasectomies, hysterectomies, and terminations Preventative screenings (e.g., breast and prostate cancer)	New question	To capture and understand the reproductive health support offered to employees regardless of gender. Will be conditional if don’t offer leave and including explanation
How does your company offer reproductive health support to its employees? Leave entitlement Financially refurbishment Alternative support option (please specific)	New question	To capture reproductive health support offer to employees Will be conditional if don’t offer leave and including explanation
How many days of paid reproductive health leave (includig menopause and/or menustration) does your company offer to employees in their first 12-months?	New question	To capture reproductive health support offer to employees

Employee voice & employee resource groups

Question	Change Type	Reason
Does your company have an voluntary employee-led group (e.g. Employee Resource Group (ERG), affinity groups, employee networks) in place to support and champion women's voices?	Remove questions and replace with new question	Updating measurement to be more inclusion of all voices
Does your company have an voluntary employee-led group (e.g. Employee Resource Group (ERG), affinity groups, employee networks) in place to support and champion the voice of underrepresented racial or ethnic communities?	Remove questions and replace with new question	Updating measurement to be more inclusion of all voices
Does your company have an voluntary employee-led group (e.g. Employee Resource Group (ERG), affinity groups, employee networks) in place to support and champion: Women's voice Underrespresented racial or ethnic communities (including First Nations) LGBTQI+ Individuals living with disability Other Alternative leave caring option (please specific)	New question - replace seperate group questions	Updating measurement to be more inclusion of all voices Note: previous data from above remove question will be mapped to group options previously asked

Representative Leadership

Question	Change Type	Reason
How many individuals are currently managers without direct report?	New question	New question to give better insight in managers without reports responisbilies within organisation.
What percentage of these individuals are currently managers without direct reports that individual as women?	New question	New question to give better insight in managers without reports responisbilies within organisation.
What percentage of these individuals currently are mangers without direct reports that identify as from a culturally and linguistically diverse (CALD) community?	New question	New question to give better insight in managers without reports responisbilies within organisation.
What percentage of these individuals exiting your organisation involuntary identified as women in the last 12-months?	Updated wording	To track difference between rates of voluntary and involuntary exit rates
What percentage of these individuals exiting your organisation voluntary identified as women in the last 12-months?	New question	To track difference between rates of voluntary and involuntary exit rates
What percentage of these individuals exiting your organisation involuntary identify as from a culturally and linguistically diverse (CALD) community in last 12-months?	Updated wording	To track difference between rates of voluntary and involuntary exit rates
What percentage of these individuals exiting your organisation voluntary identify as from a culturally and linguistically diverse (CALD) community in last 12-months?	New question	To track difference between rates of voluntary and involuntary exit rates

Inclusive & anti-discriminatory culture

Question

Change Type

Reason

What types of diversity and inclusion training does your company offer?

Supporting parents/carers at work.

New option

New training option