Retailing is the largest sector of women's employment in Australia, has a high density of contingent employment arrangements, is relatively low paid and has limited career path opportunities. This article examines the intersection equal employment opportunity (EEO) policies and industrial agreements in large retailing organisations. The analysis is based on the content of agreements and the EEO reports for major Australian retailing organisations. Are formal industrial agreements and company EEO programs addressing issues that can improve the employment conditions and prospects for women workers? To what extent are EEO programs and agreement making in large retailing organisations being formally translated into agreements? The article concludes that the shift to workplace bargaining has not resulted in major departures from the industry wide award or many policies that address issues pertinent to women workers in the retail industry.