Increasing gender diversity is a key priority at WesCEF, with a gender balance target of 40% males and females across the organisation set in 2010.

Since that time, WesCEF has launched a revised Diversity, Inclusion, Equity and Belonging Strategy (2023) , further highlighting our commitment to Gender Diversity as a core pillar of focus for WesCEF.

Various practices are in place across all stages of the employee lifecycle to improve the gender diversity of our workforce, such as inclusive recruitment practices, targeted learning and development opportunities, flexible working, and enhanced parental leave provisions.

Since 2010, WesCEF has conducted an annual review of gender pay equity to ensure all employees are paid equally for like for like roles.

WesCEF acknowledges the rich cultural and religious diversity of our workforce, and offers the opportunity to substitute one Public Holiday per calendar year, for an alternative day that is more culturally appropriate.

WesCEF has a flexible working policy in place, which supports a variety of opportunities to work flexibly including working from home, working part-time hours and job share arrangements.

WesCEF offers competitive paid parental leave, which includes the payment of superannuation for paid and unpaid components of parental leave, and a return to work bonus for primary carers.

Employees with parenting or other caring responsibilities can also purchase up to two weeks of leave per calendar year.

Each year, WesCEF employees recognise and participate in community events such as Pride Month, Wear it Purple Day, Harmony Week, National Sorry Day, National Reconciliation Week, NAIDOC Week, Apology Day, International Women’s Day, International Men’s Day and more. Activity is driven through our DEIB Employee Network, and actively championed by WesCEF senior leader sponsors.

We offer a unique Aboriginal Awareness and Cultural Inclusion Program to raise awareness and celebrate the diversity and richness of Aboriginal and Torres Strait Islander cultures.