Country Fire Authority (CFA) Gender Equality Survey

May 2021

ASU members are involved in discussions with CFA leadership about the need to build a safe and inclusive workplace in which gender equality is actively pursued.

With the introduction of the Gender Equality Act, the Victorian Public Sector is required to report on its progress in promoting gender equality. Victorian workers and unions have an historic opportunity to improve workers’ rights and experience of the workplace.

This survey has been drafted by the ASU in consultation with your representatives and interested members to provide us with insights on employees’ experience and ideas on solutions relevant to your workplace.

We hope that you will take the few minutes this survey takes to complete and assist this important work.

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* 1. How many years have you worked at the CFA?

Less than 1 year

Between 1 - 3 years

Between 3-5 years

Between 5 - 10 years

Between 10 - 20 years

More than 20years

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* 2. What is your employment type?

Permanent/ongoing

Fixed Term/contract

Casual

Other (please specify):

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* 3. Are you:

Male

Female

Non-binary

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* 4. The following are strategies to address gender inequality in the workplace.

Can you please provide us with an indication of your knowledge and experience of these at CFA?

Please rate the accuracy of the following statements according to the scale.

	No	Somewhat	Unsure	Mostly	Yes
Appointments are transparent and fair.	Appointments are transparent and fair. No	Appointments are transparent and fair. Somewhat	Appointments are transparent and fair. Unsure	Appointments are transparent and fair. Mostly	Appointments are transparent and fair. Yes
Flexible work and part time work after parental leave is accessible.	Flexible work and part time work after parental leave is accessible. No	Flexible work and part time work after parental leave is accessible. Somewhat	Flexible work and part time work after parental leave is accessible. Unsure	Flexible work and part time work after parental leave is accessible. Mostly	Flexible work and part time work after parental leave is accessible. Yes
Workforce gender segregation is achievable.	Workforce gender segregation is achievable. No	Workforce gender segregation is achievable. Somewhat	Workforce gender segregation is achievable. Unsure	Workforce gender segregation is achievable. Mostly	Workforce gender segregation is achievable. Yes
Diversifying gender in senior leadership roles is a priority.	Diversifying gender in senior leadership roles is a priority. No	Diversifying gender in senior leadership roles is a priority. Somewhat	Diversifying gender in senior leadership roles is a priority. Unsure	Diversifying gender in senior leadership roles is a priority. Mostly	Diversifying gender in senior leadership roles is a priority. Yes
Gender equality is valued.	Gender equality is valued. No	Gender equality is valued. Somewhat	Gender equality is valued. Unsure	Gender equality is valued. Mostly	Gender equality is valued. Yes
Inclusion and respect are valued.	Inclusion and respect are valued. No	Inclusion and respect are valued. Somewhat	Inclusion and respect are valued. Unsure	Inclusion and respect are valued. Mostly	Inclusion and respect are valued. Yes
Everyone feels safe, physically and mentally.	Everyone feels safe, physically and mentally. No	Everyone feels safe, physically and mentally. Somewhat	Everyone feels safe, physically and mentally. Unsure	Everyone feels safe, physically and mentally. Mostly	Everyone feels safe, physically and mentally. Yes
I feel unsafe to speak up.	I feel unsafe to speak up. No	I feel unsafe to speak up. Somewhat	I feel unsafe to speak up. Unsure	I feel unsafe to speak up. Mostly	I feel unsafe to speak up. Yes

Comments:

Question Title

* 5. In 2017 the Victorian Trades Hall produced a report on Gendered Violence in the workplace.

It was identified that Gendered Violence is a prevalent and serious everyday health and safety issue for many Victorian workers. Understanding the causes of workplace hazards is the way we progress building a safe system of work.

When we use the term Gender Violence we are referring to a range of behaviours that diminish a person based on their gender identity.

There are many factors that create our workplace culture including gender equality in our society.

To understand your workplace and the conditions that support or reduce gendered violence (please rate) the following statements in relation to your workplace.

	No	Somewhat	Unsure	Mostly	Yes
Women are more likely to be in lower paid positions.	Women are more likely to be in lower paid positions. No	Women are more likely to be in lower paid positions. Somewhat	Women are more likely to be in lower paid positions. Unsure	Women are more likely to be in lower paid positions. Mostly	Women are more likely to be in lower paid positions. Yes
There are more men in positions of senior leadership than women.	There are more men in positions of senior leadership than women. No	There are more men in positions of senior leadership than women. Somewhat	There are more men in positions of senior leadership than women. Unsure	There are more men in positions of senior leadership than women. Mostly	There are more men in positions of senior leadership than women. Yes
Women are more likely to occupy roles that are lower paid.	Women are more likely to occupy roles that are lower paid. No	Women are more likely to occupy roles that are lower paid. Somewhat	Women are more likely to occupy roles that are lower paid. Unsure	Women are more likely to occupy roles that are lower paid. Mostly	Women are more likely to occupy roles that are lower paid. Yes
Women are more likely to occupy roles that are less secure.	Women are more likely to occupy roles that are less secure. No	Women are more likely to occupy roles that are less secure. Somewhat	Women are more likely to occupy roles that are less secure. Unsure	Women are more likely to occupy roles that are less secure. Mostly	Women are more likely to occupy roles that are less secure. Yes

Comments:

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* 6. Based on your workplace experience please respond to the following statements as true or false.


Women's employment is usually less secure.	Women's employment is usually less secure. menu
Non-conformity to gender identity norms increases employee’s vulnerability.	Non-conformity to gender identity norms increases employee’s vulnerability. menu
I hear sexist jokes at work.	I hear sexist jokes at work. menu
My workplace is working hard to promote gender.	My workplace is working hard to promote gender. menu
Our work force is culturally diverse.	Our work force is culturally diverse. menu
Diversity is valued.	Diversity is valued. menu

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* 7. Every workplace has work to do to promote equality.

Your Enterprise negotiation due to commence soon can assist this work by including clauses that improve the workplace for everyone.

Please rate the relevance of the following clauses for your workplace on a scale of 1-8, with 1 being very relevant and 8 being not relevant.

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* 8. Are there other ideas that you have to reduce barriers to improving gender equality at the CFA?

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* 9. Please provide us with your thoughts on what the barriers are;

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* 10. Please share your ideas on possible strategies and solutions

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* 11. Good agreements are delivered when union membership is high and there is good unity and communication across the workplace membership.

All members can assist their local delegates in this Enterprise Bargaining process.

Do you know how you might be able to assist with this next negotiation round?

Talk to a non-member about joining the union

Develop or maintain a union notice board

Share newsletters with colleagues

Raise EA related items at staff meetings

Organise an ASU meeting at your worksite

Comments:

ABOUT YOU

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* 12. ASU members interested in improving the CFA for all workers by supporting initiatives that improve Gender Equality are working together, would you be interested in being a part of this group?

Yes

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* 13. Thank you for your suggestions and offers of support. Please provide your name and best contact details so your workplace delegates can get in touch.

CONTACT DETAILS

Name:

Best contact:

Mobile:

Email:

Thank you for taking the time to complete this survey

Authorised by Lisa Darmanin, Branch Secretary ASU Victorian & Tasmanian Services & Authorities Branch
116 Queensberry Street, Carlton South

Country Fire Authority (CFA) Gender Equality Survey

May 2021

Question Title

* 1. How many years have you worked at the CFA?

Question Title

* 2. What is your employment type?

Question Title

* 3. Are you:

Question Title

* 4. The following are strategies to address gender inequality in the workplace. Can you please provide us with an indication of your knowledge and experience of these at CFA? Please rate the accuracy of the following statements according to the scale.

Question Title

Question Title

* 6. Based on your workplace experience please respond to the following statements as true or false.

Question Title

Question Title

* 8. Are there other ideas that you have to reduce barriers to improving gender equality at the CFA?

Question Title

* 9. Please provide us with your thoughts on what the barriers are;

Question Title

* 10. Please share your ideas on possible strategies and solutions

Question Title

Question Title

* 12. ASU members interested in improving the CFA for all workers by supporting initiatives that improve Gender Equality are working together, would you be interested in being a part of this group?

Question Title

* 13. Thank you for your suggestions and offers of support. Please provide your name and best contact details so your workplace delegates can get in touch.CONTACT DETAILS

* 4. The following are strategies to address gender inequality in the workplace.

Can you please provide us with an indication of your knowledge and experience of these at CFA?

Please rate the accuracy of the following statements according to the scale.

* 13. Thank you for your suggestions and offers of support. Please provide your name and best contact details so your workplace delegates can get in touch.

CONTACT DETAILS