Women & Leadership Australia is administering a national initiative to support the development of female leaders across the construction industry. From 21 September 2016, WLA will provide part-scholarship grants for leadership development to women in the construction sector. Grant applications are open for three levels of development:

 

• The Executive Ready Program  for mid-level female managers and leaders, valued at $4,000

 

• Advanced Leadership Program for senior management and executive level female leaders, valued at $8,000

 

• The Accelerated Leadership Performance Program for aspiring talent and emerging female managers, valued at $3,000.

 

Please click on the preferred program link for details on the programs available. To register, complete the expression of interest form.

Applications close 22 December 2016.

 

Should you wish to discuss the initiative in more detail, please contact:

Ian Johnson

National Industry Scholarship Program,

Women and Leadership Australia

(03) 9270 9016

ijohnson@wla.edu.au

Leone Lorrimer, member of the National Committee for Gender Equity (NCGE), has put together a list of resolutions and guides to help us all make and keep good End of Financial Year Resolutions.

The National Committee for Gender Equity is asking all architectural firms to take the initiative of reviewing and reforming their remuneration policies this EOFY.

 

Resolution 1: Pay Employees According to the Law

The Fair Work Ombudsman sets the Minimum Wage and the pay rates contained in Modern Awards. Under the Fair Work Act 2009, the Architects Award 2010 sets out minimum wages for Students, Graduates of Architecture and Registered Architects. The progression from Graduate to Registered Architect and beyond is clearly set out and addresses annual reviews, target setting, training and prescribed competencies. The Act also sets ordinary hours and regulates payment for overtime and a casual loading. Other types of roles, such as clerical/administrative roles are covered by the Modern Award relevant to the role. All awards, along with the National Employment Standards are freely available on the Fair Work Commission’s website.

The Superannuation Guarantee Levy is also federally legislated. Superannuation information can be found on the Australian Tax Office (ATO) website.

The Workplace Gender Equality Act 2012 requires all non-public sector employers with over 100 employees to report annually and offers advice and assistance to employers (including small practices) about improving gender equity in their workplace.

The Government, through Centrelink pays (means-tested) parental leave for primary caregivers (currently 18 weeks paid at the minimum wage) and secondary caregivers (currently 2 weeks paid at the minimum level). In addition, some companies have Paid Parental Leave policies, providing return to work incentives.

 

Resolution 2: Pay Employees Fairly

For employees remunerated at levels above those regulated by the minimum wage, some of the recruitment agencies conduct annual benchmark surveys relevant to the profession. These provide a guide to market levels of remuneration across a broad range of roles.

Good HR practice includes establishing clear organizational structures, role descriptions and articulation of career progression to every employee. Regular review and feedback to individuals is essential. Employees should be reviewed against development targets and each other and remuneration corrected for parity internally, and against external markets. Internal parity takes into account the size of the role, accountability, effectiveness, potential and possible gender bias. Any imbalances should be corrected by adjustment of remuneration and/or role.

The Australian Institute of Architects provides it’s A+ members with a range of HR services, together with a range of resources that include strategies, templates, policies and ‘everything you’ll need to deal with IR and ensure employee legal compliance’.

Parlour has published a series of world-class Guides.

Parlour Guide 2 – Long Hours addresses why the persistent long hours is damaging to individual architects, to businesses and to the viability of the profession.

Parlour Guide 6 – Career Progression provides guidance on how to promote equitably, conduct effective performance reviews and set transparent criteria for success. For employees the guides assist you to plan your career and articulate your skills.

 

Resolution 3: Pay Employees Equitably

The Gender Pay Gap is one of the biggest problems our industry is currently facing and is a major contributor to our inability to retain women in the profession. Parlour Guide 1 – Pay Equity addresses how to close the Gender Pay Gap. It explains why pay equity is good for business and why persistent pay inequity can have a big negative impact on the morale, commitment and productivity of employees.

Do an annual Pay Equity Audit. What better time than at the end of the Financial Year? The Guide takes you through a simple step by step process. Make sure that you factor in all types of payments, including bonuses and benefits. Reward output and productivity, not just visibility and volume. Treat full-time, flexible and part-time employees equally.

 

Resolution 4: If You Are an Employee

Parlour Guide 1 – Pay Equity outlines some great tips for employees as well:

• Do your homework: know your rights
• Check out potential employers
• Keep track of your own performance and development
• Learn to negotiate effectively
• Step up and be visible
• Look for opportunities

 

Facts and Figures

Minimum Annual Wages from 1 July 2016
Level 1 Student of Architecture $35,093 – 45,335
Level 1 Graduate of Architecture $47,721 – 52,765
Level 2(a) Experienced Graduate of Architecture $55,171
Level 2(b) Registered Architect $55,171 – $58,585

Minimum Weekly Wages for award / agreement free employees from 1 July 2016 is $672.70 per week or $17.70 per hour.

Casual loading is 25% (paid in addition to the minimum hourly rate).

Superannuation Guarantee Levy is 9.5%.

 

Additionally, benchmarking for wages can be sourced from employment agencies such as Bespoke, Hudson, and Hays to name a few of the larger organisations who both publish information on salaries.

Salary guides

• Bespoke
• Hays
• Hudson

The National Committee for Gender Equity was established by the National Council in December 2013 to implement the Institute’s Gender Equity Policy and to recommend actions, initiatives and programs required to give practical effect to that policy. See the website for more information on the committee and its members.

It’s almost the end of the consultation period for the proposed governance changes which will be considered at the AGM in May.

The period for members to provide feedback for consideration for the final form of the proposed changes closes tomorrow at 8pm AET.

You have until then to have your say at constitution@architecture.com.au.

There has been a request from the Institute’s Gender Equity Committee that there be specific rules requiring gender balance inserted into the Articles for appointments to the Board.

There’s no question over support for gender balance and we had intended to enshrine this aspiration in the respective National Council and Board Charters. Having considered the feedback however, we are now reviewing how this might be included in the revised Articles, as a mandatory requirement, in a manner that will deliver gender balance and still maintain an appropriately democratic process for appointments by the elected members on the National Council. We are consulting with the Gender Equity Committee and will advise the outcome of these deliberations when the final version of the proposed changes are issued to members in a couple of weeks.

Other responses so far have generally been positive. There have been a number of queries about the extent of National Council’s influence on the proposed Board.

It’s not legally possible for the National Council to dictate to the Board what it should do. However, we’ve put in a number of measures to make sure the Board is very aware of National Council’s priorities, suggestions, strategies and responses to member needs, as follows:

• National Council elects all the Board members one way or another, and except for the president (who has already been ordained as the president-elect the year before) and the Immediate Past President, the other board positions come up for renewal every year.
• The quorum, and make-up of the Board at its full capacity, prevent the National Councillors on the Board being outvoted by the independent members.
• National Council will generate the Board’s Charter, nominating which kinds of matters it requires the Board to consult it about.
• By separating the two so that the Board deals with the legal, compliance and other fiduciary matters, the National Council will have more time to concentrate on the things that matter for you, the members.

 

To those of you that have provided feedback already, thank you. For everyone else you can still have your say at constitution@architecture.com.au before 8pm AET tomorrow. We also encourage eligible members to vote at the AGM in person or by proxy.

2016 Membership Renewal Prize Winners Announced

 

Refund of 2016 Membership fee

J Arndt, Vic

M West, Qld

J Berryman, NT

B Zoontjens, SA

B Fenton, Tas

 

$100 book voucher

J Wohl, NSW

S Kwok, NSW

E Bell, ACT

X Carthew-Wakefield, Tas

E Dzinkic,  NSW

 

National Seminar Series Double Pass

G Wilson, NSW

K Kormendy, Qld

R Spencer, Qld

L Fretten, NSW

C Tierney, Vic

 

Continuum Pass

K J Mao, WA

R Ashford, NT

J Booth, SA

G Perlman, Qld

B Wray, Vic

G Keen, NT

S Harrison NSW

M Slavin, WA

K Campbell, SA

L Dicker, Vic

 

Congratulations to all the winners!

(Please note that all winners have been notified by telephone)

The Australian Institute of Architects’ National Council has just announced a set of measures to adapt and concentrate the organisations resources following a review of the Institute’s business model.

Guided by the imperative that the Institute delivers equitable value to members, the profession and the community, National Council has agreed on amending the focus of the Institute’s resources on three core areas: membership services, advocacy and education.

In response to this streamlined strategy and ahead of the new year, National Council in consultation with stake holder representatives has outlined changes that include the closure of Architext bookstores in Melbourne and Sydney, and the closure of the Newcastle office.

‘These decisions have been difficult but are necessary and part of a broader change process that will ensure the best and most equitable use of the Institute’s resources. The provision of timely and relevant members’ services remains paramount to our focus with 2016 no doubt shaping up to be a challenging but rewarding year,’ National President Jon Clements said in communications to members, councillors and staff.

‘Many bricks-and-mortar retailers have been hit by online retail, but bookselling has been hit harder still with e-books and the internet radically changing the publishing industry. Architext has not been immune from these pressures and is no longer sustainable as a business.’

Architext will close its stores in Sydney and Melbourne on 31 March 2016. It is the end of an era, but the Institute is committed to ensuring that all of its members have equitable access to quality specialist books and publications. The organisation is currently exploring partnerships with select bookshops nationally. Contracts will be available online and from Chapter offices.

Newcastle and NSW Country Divisions operations, currently based in Newcastle, will relocate to the NSW Chapter offices.

‘The Divisions, its committees and members are passionate and engaged, and its initiatives and events perform well. However, while the office has provided valued services to the Divisions for many years, in the current climate we are unable to support the significant costs associated with running a stand-alone office. The relocation will take immediate effect. In addition, the activities provided by the two Newcastle-based staff will be absorbed by the NSW Chapter, which will lift its resources to cater to the extra requirements this change brings about.

‘National Council recognises the enormous support and commitment from the Division Committees in regional NSW. We acknowledge in particular the work of both Chairs, Sarah Aldridge and Debra McKendry-Hunt, who have been strong advocates for both Divisions. National Council is equally committed to ensuring that the 2016 planned regional programs continue with direct support from the NSW Chapter and wider Institute, Mr Clements said.