BPW Australia Blog

JOINT STATEMENT FROM AUSTRALIA’S PEAK WOMEN’S ORGANISATIONS

Jean Murray — Fri, 09 Jan 2026 03:33:22 GMT

As Leaders and National Presidents of BPW Australia (Business and Professional Women Australia), the National Council of Women Australia, Soroptimist International Australia, and Zonta Australia, the peak women’s organisations in Australia with a long history of advocacy for women’s rights and human rights, we write together at a time of profound national grief.

As organisations committed to human rights, peace, and the wellbeing of women and girls, we unequivocally condemn this violence and reaffirm our commitment to inclusion, compassion, and community safety for all.

Gillian Lewis, President of BPW Australia, said violence motivated by hate has no place in Australia: “Leadership at times like this means standing together to protect human rights, dignity, and the safety of every community,” she said.

In the wake of the most devastating terrorist attack of the 21st century in Australia, people of all cultures and faiths are coming together to mourn. We extend our deepest and heartfelt condolences to Jewish communities across Australia, acknowledging the profound distress caused by the horrific terrorist attack on Hanukkah celebrations at Bondi on 14 December.

Fiona Dorman, President of the National Council of Women Australia, said the tragedy underscored a shared responsibility across society: “Our hearts are with Australia’s Jewish communities. This moment reminds us of the responsibility we all share to reject division and to actively foster understanding, empathy, and respect,” she said.

We stand in solidarity with all communities who are hurting and reaffirm our shared commitment to dignity, safety, and mutual respect.

Australians are mourning the loss of innocent lives and reflecting on the devastating impact this violence has had on individuals, families, and communities. This tragedy has deeply shaken our nation and caused immense pain to those directly affected, as well as to Australia as a whole. There should be no place in Australia for hatred or violence directed at Jewish communities, or at any community.

Terry Maunsell, President of Soroptimist International Australia, said history showed the importance of collective leadership: “Australia is strongest when leaders act together in moments of crisis. This is a time for unity, compassion, and decisive action to ensure all communities feel safe,” she said.

We are deeply shocked and saddened by the violent attack targeting those attending a Hanukkah event at Bondi Beach. This moment calls for unity, empathy, and care. We call on our leaders to work together in unity for the sake of all Australians.

Across the country, Australians are demanding more for and from their nation: to remember lives lost, to recognise acts of bravery, and to call for reflection and positive action from those in positions of power.

Bridget Mather, Chair of Zonta Australia, said women’s organisations had a critical role to play in moments such as this: “Women’s organisations have a vital role in calling out hatred and strengthening social cohesion. We must confront antisemitism and all forms of racism while reaffirming our commitment to inclusion, peace, and community safety,” she said.

This is a time for national leadership - including from politicians and community leaders at all levels - to actively promote unity. It is not a time for divisive or politicised commentary, but for fostering understanding, empathy, and community, and for taking appropriate national action.

As women’s organisations, we recognise the vital role civil society plays in fostering compassion, promoting human rights, and supporting communities in times of crisis. We advocate for and celebrate equity, diversity, respect, and inclusion for all.

In honouring those whose lives were lost, we reaffirm our shared commitment to building a safe, inclusive, and respectful Australia. Australia must actively reject racism in all its forms, with an urgent focus on addressing antisemitism, while also recognising the importance of confronting islamophobia, fascism, and discrimination against migrants and First Nations peoples - particularly where it involves threats, hatred, or violence.

Australians remember that following the Port Arthur massacre, Australians came together and our political leaders worked as one to provide solace, strength, and hope. Australia needs that same unity to happen again - Now!

We thank leaders who have already stood up and called for unity, and we call on all Australians to contribute to a culture of respect and care, so that our nation may heal and move forward together.

Signed,

Gillian Lewis
President, BPW Australia

Fiona Dorman
President, National Council of Women Australia

Terry Maunsell
President, Soroptimist International Australia

Bridget Mather
President, Zonta Australia

====================== END OF STATEMENT ====================

WOMEN, INNOVATION AND PRODUCTIVITY

Jean Murray — Sun, 28 Dec 2025 08:10:14 GMT

As more women have joined the workforce, overall productivity has increased due to a rise in total working hours. This is the outcome of research into women, innovation and productivity by Dame Athene Donald DBE from the University of Cambridge. In her policy brief, published by the Bennet Institute for Public Policy, she asserts that the full potential of women’s contributions remains underutilised. Structural inequalities, biased workplace cultures, and underinvestment in women’s health and entrepreneurship hinder their innovation and impact.

Professor Donald points out the evidence that a lack of diversity, and more specifically a lack of women, in different parts of the workplace can limit productivity and the economy. This is not just due to a lack of hours worked, but a lack of women’s insights, their imagination and their skills. The comparative absence of women in many of the technical arenas in which growth is expected – green energy and the energy transition, quantum computing and digital for instance – is striking, as is the lack of female-founder start-ups and scale-ups.

This brief discusses how unlocking the full economic potential of women requires tackling systemic barriers – from biased workplace cultures and underinvestment to gender gaps in education, leadership and funding – through inclusive policies, early education reform and diversity-focused business incentives.

The University of Sydney recently published their 2025 Gender Equality @ Work Index which tracks the state of gender equality in workplaces in Australia and across the world, with the goal of catalysing change. It offers a comprehensive, national and longitudinal snapshot of gender equality at work. Assessing the gender gap across seven key dimensions, it tracks the current state of gender equality at work and measures changes over time.

The report finds that, despite decades of effort by government, employers, unions and education institutions, gender inequalities are an intractable feature of the Australian labour market. Stubborn gaps in participation, pay and career progression are holding women, business, and the national economy back. The 7 domains are:

1. Participation: women participate in the workforce at lower rates than men
2. Pay: hourly pay is close to equality while total remuneration shows a large gender gap
3. Hours: women carry the domestic work and parental leave load and work fewer hours
4. Stratification: Women are working below their skill level and are less likely to be in the top job
5. Segmentation: men and women are concentrated in different industries and occupations
6. Security: women are more likely to work in insecure casual roles
7. Safety: women are more likely to experience sexual harassment.

HOW WOMEN USE THEIR TIME

Jean Murray — Sun, 21 Dec 2025 00:45:02 GMT

The ABS has conducted its time use survey infrequently since 1992, but the 2024 survey has recently been released. It provides insight into how Australians, aged 15 years and over, spend their time across a day, including: the types of activities undertaken and the proportion of people who participated in these; the average time spent on each; household and personal characteristics; and circumstances of people undertaking activities.

The time use survey covers personal care, employment and education, unpaid work and free time. The ABS notes the patterns of time use in 2024 were similar to those in 2020-21. It won’t surprise BPW members that women do more unpaid work than men and have less free time. Men also played video or mobile games at more than twice the rate of women, and also did less housework and childcare. The charts in the report demonstrate this well.

Survey data also shows mothers spend more time looking after children (4 hours 38 minutes) than fathers (3 hours 29 minutes), and this includes providing personal care such as feeding, bathing, changing, playing and helping with homework – often while multitasking.

ABORTION ACCESS IN AUSTRALIA

Jean Murray — Sun, 14 Dec 2025 01:53:04 GMT

BPWA is a member of the Working with Women Alliance which this month released a policy brief about abortion access across Australia. BPW members passed a resolution at our 2023 National Conference to advocate for a concentrated effort by all levels of government (federal, state and local) to improve access to abortion services and perinatal wrap-around services for women and girls and gender diverse people in rural and regional areas through: • lobbying the Federal Government to implement recommendation 15 of the Senate inquiry into the universal access to reproductive healthcare by ensuring surgical abortions are available in non-metropolitan hospitals.

While the governance of abortion provision is a state and territory matter, there are health systems and funding reforms the Federal Government can engage to improve cost and access. The suggested reforms presented in the policy brief consider abortion provision to be an essential part of a broader health system. The policy paper was developed and informed by the Working with Women Alliance’s Reproductive Care Working Group, whose membership consists of experts working in healthcare, service provision and research and data collection.

Persistent disparities in abortion access across Australia continue to expose gendered inequities within the health system. Despite significant recent reforms targeted at improving access to contraception and supporting menstrual health services, many people still face high costs, inconsistent standards and geographic barriers when seeking abortion care.

This policy brief calls for a nationally coordinated approach to abortion access, positioning reproductive autonomy as central to gender equality and health equity in Australia. Drawing on expert input from healthcare providers, researchers and community representatives, it argues that abortion must be recognised and funded as essential healthcare, and that federal leadership is critical to overcoming the jurisdictional fragmentation that limits timely and affordable access.

Consistently with our resolution, the WWA calls for the federal government to:

3.1 require that all public hospitals that receive federal government funding provide medical and surgical termination services or establish timely and affordable referral pathways to local providers.

3.2 expand funding for abortion services, prioritising regional and remote clinics.

3.3 establish a national abortion telehealth service for information and delivery of abortion services, modelled on the New Zealand service DECIDE.

3.4 ensure full Medicare coverage for abortion care.

By aligning with broader national gender equality and health equity objectives, the brief highlights a clear pathway for the Government to ensure equitable, person centred and culturally safe abortion care across all jurisdictions. Building on existing reproductive and public health reforms, the paper outlines five key areas for policy action.

Develop national standards for abortion provision.
Collect data and monitor service provision and access.
Reduce cost of abortion services.

ENDING WEAPONISATION OF THE CHILD SUPPORT SYSTEM

Jean Murray — Mon, 08 Dec 2025 07:37:22 GMT

BPW is a member of the national Working with Women Alliance which recently released a policy brief about ending weaponisation of the child support system. This has emerged as a recurrent mechanism for perpetration of financial abuse, with cascading consequences for single mothers and their children. This policy brief, released to coincide with Economic Abuse Awareness Day in Australia on 26 November 2025,

outlines systemic flaws in Australia's child support framework and proposes targeted reforms that prioritise women's safety and economic security. The recommendations set out in the report reflect the immediate need to ensure women are paid the child support they are entitled to.

The Working with Women Alliance recommends changes aimed at

Upholding and enacting the current child support rules and policies.
Delinking child support from social security.
Making agency collect the default agreement.
Establishing guaranteed child payments.

By aligning with the National plan to end violence against women and children 2022–2032, it emphasises coordination between Services Australia, taxation offices and family violence networks. In doing so, child support is positioned not as a punitive tool vulnerable to manipulation but as a child-focused entitlement that can underpin financial stability.

OECD GENDER REPORT ON PAID VS UNPAID WORK

Jean Murray — Wed, 26 Nov 2025 06:36:38 GMT

Gender gaps in paid and unpaid work persist. We know this from numerous studies and reports, and its an international phenomenon across the OECD. Compared to men, women on average have lower employment rates, are more likely to work part-time, spend fewer hours to paid work, and spend more hours in unpaid work. This negatively affects their earnings, career prospects and social protection entitlements, including pension income.

Every person should be able to participate fully in the labour market. Yet gender norms and stereotypes, social and policy environments, structural barriers, bias and harassment, and discrimination combine to create gender gaps between women and men in labour market outcomes, including in the type, quality, quantity and remuneration of paid and unpaid work.

Differences in women’s and men’s outcomes reflect gender norms and stereotypes around paid and unpaid work, which interact with social, policy and economic environments to disadvantage women in the labour market. These include unequal distributions of family leave; inadequate access to affordable, good-quality childcare and out-of-school care; poor access to long-term care for relatives; low pay in traditionally women-dominated sectors; and gendered tax-benefit systems that disadvantage second earners (more commonly women).

Gender equality is a strategic priority for the OECD and is mainstreamed in its work. The OECD regularly monitors progress and policy developments supporting gender equality in member and partner countries. Statistics and charts provide country comparisons, including that Australian women’s rate of unpaid work compared to Australian men is the third worst of the countries listed Figure 5.5.

Chapter 5 of the OECD report Gender Equality in a Changing World: Taking Stock and Moving Forward 2025 is focussed on paid and unpaid work. It identifies social, economic and institutional factors preventing gender equality, then proposes policy options to reduce gender gaps in paid and unpaid work. The OECD has produced a policy brief summarising the key findings of Chapter 5.

Despite significant progress over the last century, women still fare worse than men in most economic, social and political outcomes in EU and OECD countries. This report presents a comprehensive stocktaking of how women, men, girls and boys are faring across 7 key policy areas – education and skills, paid and unpaid work, leadership and representation, health, gender-based violence, the green transition and the digital transitions. The challenges are significant. It presents countries’ good practices in gender mainstreaming, encourages breaking down silos, and identifies useful policy combinations to advance gender equality.

ADDRESSING GENDER ECONOMIC INEQUALITY AT WORK

Jean Murray — Thu, 13 Nov 2025 04:16:42 GMT

Deputy Commissioner Jobs and Skills Australia Megan Lilly explains that gender economic inequality remains one of the most persistent and complex challenges facing Australia’s labour market and skills systems. The Study reveals how deeply gendered our jobs, work, pay, education and training pathways continue to be. It makes clear that gender economic inequality is not just a matter of fairness—it is a structural barrier to productivity, workforce sustainability and inclusive economic growth. It also shows that compounding disadvantage for different types of people—particularly for First Nations women, culturally and linguistically diverse (CALD) communities, and people with disability—requires targeted and nuanced policy responses.

The Speeding up progress towards gender economic equality paper, the third of 3 reports, sets out 10 key next steps to address the deep-rooted policy challenges in the jobs and skills system that perpetuate inequality and impact productivity:

1. Deliver a three-year ‘Shifting the Dial on Gender Segregation’ action and evaluation agenda.

2. Introduce early career learning into schools to intervene earlier in gendered study choices

3. Embed gender targets and reporting across future National Skills Agreements.

4. Coordinate national action to reduce gender segregation in VET pathways for shortage occupations.

5. Support First Nation women through a standalone economy-wide plan

6. Accelerate inclusive, safe and respectful workplaces and training settings.

7. Normalise men’s participation in paid and unpaid care work.

8. Adopt the Gender Segregation Intensity Scale (GSIS) to guide and measure progress.

9. Further address gender bias in labour market and skills frameworks.

10. Expand research, data and intersectional analysis to strengthen accountability

The University of Sydney produces the Gender Equality@Work Index, which offers a comprehensive, national and longitudinal snapshot of gender equality at work across seven key dimensions, and measures changes over time. The Index shows how Australia is performing on gender equality in participation, pay, hours, security, stratification, segmentation and safety. The key findings this year are that:

· Participation: women participate in the workforce at lower rates than men

· Pay: hourly pay is close to equality while total remuneration shows a large gender gap

· Hours: women carry the domestic work and parental leave load and work fewer hours

· Stratification: Women are working below their skill level and are less likely to be in the top job

· Segmentation: men and women are concentrated in different industries and occupations

· Security: women are more likely to work in insecure casual roles

· Safety: women are more likely to experience sexual harassment.

AGES AND WAGES: HOW THE PAY GAP RISES WITH AGE

Jean Murray — Sat, 08 Nov 2025 01:44:38 GMT

Gender pay gaps occur because the actions taken in a workplace or in society are benefiting one gender more than another. But the impact varies by age, so women earn slightly more than men in their teenage years, but the gap shifts quickly so men earn considerably more until retirement. Cumulatively, enough to purchase a house.

Understanding how the gender pay gap impacts women and men at different ages can allow employers to take more tailored and effective interventions to ensure workplaces are fair for everyone. With considered analysis and planning, employers can address the drivers of the gender pay gap and ensure more equal outcomes for both men and women.

In 2024 the Workplace Gender Equality Agency collected information for the first time on employee age in the annual Employer Census. The Ages and Wages report offers an insight into the experiences of more than 5.1 million employees across Australia.

This analysis shows the gender pay gap starts early and compounds. Women entering the workforce in their teenage years earn slightly more on average than men of the same age. But by the time they are in their 20s men, on average, begin to earn more. The gender pay gap in favour of men builds as employees hit their 30s. It peaks at almost $53,000 a year when employees are between 55 – 59 years of age and it does not end before retirement.

However, key employer interventions at critical times could reduce the gender pay gap and improve women’s ability to earn and save for retirement, whilst also addressing growing concerns for men about lack of flexibility, long-hours work culture and equal access to parental leave.

AI AND WOMEN'S HEALTH, AND THE WOMEN'S BUDGET

Jean Murray — Sun, 02 Nov 2025 06:42:05 GMT

BPW Australia is a member of the national Working with Women Alliance that advises the federal government.

This WWA update explains how artificial intelligence is transforming healthcare in Australia by providing opportunities to enhance productivity and efficiency as well as improve access to health services. However, little attention has been paid to the specific impacts of AI on women’s healthcare. This gap is significant, given that new technologies risk deepening existing inequalities in healthcare and exacerbating harm against women.

General-purpose AI tools are increasingly being used to answer health-related questions, particularly by women. However, these systems are not designed for clinical use, meaning they are often not trained on verified health data and hence do not meet the safety standards expected in healthcare settings, leaving users at risk of receiving misinformed and harmful medical advice.

Commonly used AI tools have been found to downplay women’s physical and mental health issues and risks, creating gender bias in care decisions. This underemphasis of women’s health issues risks exacerbating inequity in care provision and widening gaps in health outcomes.

AI tools pull data from across the internet without verifying its accuracy, exacerbating risks to women’s health by amplifying mis- or dis-information. False and misleading narratives about reproductive health are widespread online, including exaggerated risks and recommendations that contradict professional medical advice. For example, more than half of endometriosis patients believed, based on false online claims, that someone with endometriosis could never become pregnant.

Women’s health concerns, especially those related to reproductive care, chronic pain, and complex conditions like endometriosis, have been historically under-researched and underrepresented in medical literature. This not only weakens the accuracy of AI-generated responses due to the scarcity in training data but also makes it harder to correct misinformation once it spreads.

FemTech, apps designed to support women’s health and wellbeing, is a rapidly growing industry projected to be worth nearly $50 billion globally this year , with over 50 million female users. These products are excluded or exempt from medical device regulation, so they don’t have to meet the same requirements, even when they influence major health decisions like when to conceive, which symptoms to take seriously, or whether to seek care. Most free smartphone menstrual cycle tracking apps were found to be inaccurate, with very few having a medical professional involved in the health information being provided. FemTech raises serious privacy concerns when users are prompted to enter highly intimate information. Over 70% of FemTech apps share user data with third parties for research or business purposes, without giving users any real choice.

The Working with Women Alliance is one of the National Women's Alliances.

Here is their 2026–27 pre-budget submission which presents the NWA’s vision for accelerating progress toward gender equality. It is framed around the Australian Government’s Working for women: a strategy for gender equality, and complements existing reforms by translating strategic commitments, particularly those in the National plan to end violence against women and children 2022-2032, into practical actions grounded in co-design and accountability.

The proposal strengthens the delivery of current frameworks, directing investment toward areas where service gaps persist and where support is most urgently needed. By aligning with established programs and building on Commonwealth–state partnerships, it emphasises the value of coordination and evidence-driven policy design. In doing so, it aims to situate gender equality not as a discrete policy goal but as a guiding principle that can shape resource allocation, service delivery and systemic reform.

The submission presents a summary of recommendations across five priority areas.

Gender-based violence
Unpaid and paid care
Economic equality and security
Health
Leadership, representation and decision making

THE POWER OF OUR OLDER WOMEN

Jean Murray — Sat, 25 Oct 2025 23:39:08 GMT

Older women are not invisible, they are inconvenient. When older women refuse to fade, when they insist on showing up in politics, in workplaces, and in movements, they become difficult to dismiss. That difficulty is precisely what makes them dangerous. And effective. And powerful.

Their refusal to step back when the job isn't yet done creates possibility: for movements that span generations, for feminist advocacy that centre experience across the lifespan, for societies that finally see ageing not as decline but as depth. Other cultures value older people, especially older women, for the experience and wisdom they offer, unlike Australia. In our multicultural society, we can change this.

Janine Hendry explores the impact of generational changes, and tells the story of the achievements of second wave feminists, many of whom are still BPW members today. Their campaigns transformed lives: legalised abortion, opened access to education and work, and named sexual violence as systemic. But these campaigns often centred on youth. Older women became the backbone of campaigns but rarely the face of them.

Janine’s article is a message to older women, but also to our younger BPW members who will recognise the trailblazers in their midst and will value their inconvenient aspirations and advocacy for women of all ages.

UN’s SDG MOMENT 2025

Jean Murray — Sat, 18 Oct 2025 02:58:50 GMT

World leaders met in September in New York for UNGA80 to commemorate 30 years since the Beijing Declaration and Platform for Action. The Beijing +30 Action Agenda provides a clear path forwards to realise the Sustainable Development Goals.

The meeting considered the Gender Snapshot report on progress with the SDGs. Drawing from more than 100 data sources, the report tracks progress for women and girls across 17 SDGs. However, as Women's Agenda reports, the 2025 edition shows that with only 5 years left to achieve the SDG’s goal of reaching gender equality by 2030, the current trajectory will miss every indicator.

The United Nations also declared the SDG Moment 2025 which marks a critical juncture. It is the mid-point of the Decade of Action, the 80^th anniversary of the United Nations, and 30 years since the adoption of the Beijing Declaration and Platform for Action. It builds on transformative milestones reinforcing the spirit of multilateralism and shared responsibility to deliver on the 2030 Agenda.

The United Nations asserts that, ultimately, the promise of the 2030 Agenda will only be realised if we act—together and now. Whether governments, policymakers, business leaders, civil society, women organizations or youth—we all have a role to play in advancing the SDGs at the national, regional, and global levels.

The SDG Moment is a call to keep the promise: to build a more just, peaceful, inclusive, and prosperous world for all.

OECD: GENDER GAPS IN PAID AND UNPAID WORK

Jean Murray — Mon, 06 Oct 2025 03:18:52 GMT

The OECD’s latest policy brief summarises key findings on the persistent gender gaps in paid and unpaid work, from their report Gender equality in a changing world: taking stock and moving forward, identifying relevant social, economic and institutional factors preventing gender equality. This report presents a thorough stocktaking of gender equality outcomes and policies across EU and OECD countries using extensive existing datasets and new data collection and policy mapping.

The data reveals that, compared to men, women have lower employment rates, are more likely to work part-time, spend fewer hours to paid work, and spend more hours in unpaid work. They found that differences in women’s and men’s outcomes reflect gender norms and stereotypes about paid and unpaid work, which interact with social, policy and economic environments to disadvantage women in the labour market.

To close these gender gaps, the OECD urges governments to commit to (or advance upon) commitments to work-life balance policies and equal pay and pay transparency policies, among other gender-equality measures.

SEX DISCRIMINATION COMMISSIONER SPEAKS TO THE PRESS CLUB ABOUT GENDER EQUITY

Jean Murray — Sun, 28 Sep 2025 00:45:58 GMT

Sex Discrimination Commissioner Dr Anna Cody addressed the National Press Club this month, and it’s definitely worth watching online.

Dr Cody says we are at a critical moment for gender equality, calling on governments and workplaces to reimagine gender norms, concepts of merit, economic equality and how we approach gendered violence. She called for a ban on non-disclosure agreements (NDAs) in workplace sexual harassment cases, except where they are requested by a victim-survivors who has access to legal advice.

Dr Cody advocated for a new approach to caregiving, recognising that it is a shared responsibility, and being both a worker and a carer at the same time is the reality for most of us.”

HOW CAN WE BETTER COMMUNICATE ABOUT GENDER EQUITY?

Jean Murray — Fri, 12 Sep 2025 05:06:19 GMT

This a question Plan International has explored. Plan has a strong focus on empowering and supporting girls globally, recognising that girls bear the greatest burden in disasters and conflicts. Convincing governments worldwide that gender equality is part of the solution is a challenge, so Plan Australia has produced a guide for communicating about gender equality called Moving the Middle. The guide is informed by evidence, and can help BPW advocate with more purpose, efficacy and focus. Page 10 outlines the challenge – Australians’ beliefs about gender equality, and the subsequent pages explore how our message can be better communicated.

Understanding who you’re seeking to influence is the key to effective advocacy. Plan’s guide is based upon their Gender Compass which segments the broader Australian public into 6 groups according to their beliefs, policy preferences and behaviours in relation to gender equality. In BPW, we’re Trailblazers – we don’t need convincing of the value of gender equity. The other 5 groups are Hopefuls, Conflicted, Moderate, Indifferent and Rejector. Each group needs a different approach to convince them to listen, understand, accept and take action on our gender equity messages.

We’ve been energising the base – like-minded leaders and organisations – but we need to Move the Middle! Page 21 onwards sets the Messaging Principles for more effective communications that influence the ‘moveable middle’. A good discussion tool for a BPW club meeting.

WOMEN, INNOVATION AND PRODUCTIVITY

Jean Murray — Tue, 05 Aug 2025 05:49:31 GMT

More than 8 in 10 Australians support DEI – diversity, equity and inclusion policies and practices – and say we need to stop pitting men and women against each other and focus on how men and women can work together to achieve equality.

Professor Athene Donald of the Bennett Institute for Public Policy, Cambridge University has prepared a report on Women, innovation and productivity that recommends regulatory oversight to ensure AI development avoids reinforcing gender bias.

As more women have joined the workforce, overall productivity has increased due to a rise in total working hours. However, the full potential of women’s contributions remains underutilised. Structural inequalities, biased workplace cultures, and underinvestment in women’s health and entrepreneurship hinder their innovation and impact.

The brief argues that by tackling these systemic issues, the United Kingdom could unlock significant productivity and growth gains. Implementing these low-cost, strategic actions would make better use of women’s economic potential and support a more inclusive, prosperous future.

ARTIFICIAL INTELLIGENCE, GENDER AND ECONOMIC EQUALITY

Jean Murray — Fri, 01 Aug 2025 07:42:38 GMT

Historic gender bias has long placed women at heightened risk of social and economic disadvantage, a situation now deepened by the rapid rise of unregulated automated decision-making.

This policy brief issued by the Working with Women Alliance in July 2025 examines how the widespread adoption of artificial intelligence (AI) and large language models is amplifying risks to women’s economic equality in Australia. Drawing on recent evidence from employment, financial and housing sectors, this report provides gender-responsive recommendations for regulation and oversight. It offers targeted strategies to mitigate algorithmic discrimination and ensure that the benefits of AI innovation are shared equitably by women and other marginalised groups.

BPW Australia is a member of the national Working with Women Alliance, but individual BPW members and clubs can also join.

The Alliance recommends that the government

· Ensures AI research and development strategy and funding has a gender lens and prioritises the elimination and minimisation of algorithmic bias.
· Ensures that employment, housing and the financial sector are classified as high-risk for the purposes of AI Safety Standards.
· Considers making the AI Safety Standards, including the 10 AI Guardrails, mandatory for all sectors.
· Ensures all Government AI strategies, frameworks, regulations and action plans include a gender impact statement, especially in relation to productivity.
· Develops regulations for AI adoption in the private sector.
· Re-establishes the Department of Industry, Science and Resources’ AI Expert Group and ensure the group has sufficient expertise and capacity to advise on the gender impacts of AI development and deployment.

1 JULY CHANGES DELIVERING ON BPW AUSTRALIA RESOLUTIONS

Jean Murray — Tue, 08 Jul 2025 00:52:53 GMT

Several national government reforms came into effect on 1 July, including the following which were the subject of BPW Australia resolutions passed by our national conference and included in our election advocacy platforms in 2022.

In 2023, pay secrecy clauses in employment contracts were rendered illegal when pay transparency was legislated. This year, parental leave will include superannuation contributions. In addition, the national minimum wage has increased and the wages in women-dominated care professions are under review by the Fair Work Commission.

There is still much to do.

Our 2025 national advocacy platform included a gender focus on housing stress and on the impact of HECS debt, access to abortion in rural and regional Australia, and preventing the weaponisation of child support. We’re working on it.

AUSTRALIA’S INTERNATIONAL GENDER EQUALITY STRATEGY

Jean Murray — Tue, 29 Apr 2025 01:34:29 GMT

The Department of Foreign Affairs and Trade has recently released its International Gender Equality Strategy which reaffirms the centrality of Australia’s commitment to gender equality and advancing the human rights of women and girls. It outlines how we will use all tools of our foreign policy to drive gender equality, including through our bilateral and regional programs and relationships, our multilateral diplomacy, trade, development and humanitarian assistance.

This Strategy reinforces Australia’s longstanding role as a champion and trusted partner for gender equality. The Strategy focuses on five priorities:

1. work to end sexual and gender-based violence and protect and advance women’s sexual and reproductive health and rights

2. pursue gender responsive peace and security efforts

3. deliver gender equitable climate action and humanitarian assistance

4. promote women’s economic equality and inclusive trade

5. support locally led approaches to women’s leadership.

This builds upon DFAT’s Inclusion, Equity and Diversity Strategy which applies to both DFAT staff and their overseas programs and policies. They state: Australia’s International Gender Equality Strategy aligns our values with practical actions to advance gender equality globally. By working in genuine partnership, supporting local leadership and embedding gender equality across all aspects of our engagement, we will deliver tangible results. We will champion these principles in the Indo-Pacific and beyond, driving change that uplifts entire communities. With our partners, Australia will continue to work towards a safer, more prosperous world in which everyone has equal opportunities, rights and freedoms and can thrive free of violence, conflict and discrimination.

IS DFV A PRIORITY IN THIS ELECTION?

Jean Murray — Tue, 22 Apr 2025 07:58:31 GMT

We are hearing little from the Prime Minister or the Opposition Leader about addressing violence against women by their partners in their public statements and speeches and social media. Is it a priority?

The government’s Women's Budget Statement 2025 leads with over 20 pages of investment in domestic violence and calls this scourge a priority. Yet it isn’t being spoken about in the context of the election.

The opposition has 2 lines about domestic violence in their election plan, but you need to scan it until the last page to find it.

Now in the fourth week of the five-week campaign, the Coalition has flagged it will have something to say on the topic before polling day while the ALP has released its “commitment to women” announcement. Analysis by academics Kate Fitzgibbon and Hayley Boxall is that much of Labor’s announcement is about what the party has already done to address women’s safety, including funding already committed under the National Plan To End Violence Against Women and Children. The announcement concedes “there is much more to do” and highlights extra spending on financial abuse and perpetrator interventions specifically.

Maybe ask your local candidates whether the escalating numbers of dead women are a priority for them.

BE INSPIRED: OPENING SPEECH AT CSW

Jean Murray — Fri, 11 Apr 2025 08:37:55 GMT

Ms. Sima Bahous, UN Under-Secretary-General and UN Women Executive Director, delivered the opening speech at the 69^th session of the Commission on the Status of Women, 10 March 2025, UN headquarters in New York. Ms Bahous was reporting on an analysis of the progress reports of 159 countries against the Beijing Declaration and Platform for Action, 30 years since this a bold vision and game-changing roadmap for equality, development and peace for all women everywhere was agreed.

BPW International was there, standing with our sister organisations and the women of the world, ready to March Forward.

In her speech, Ms. Bahous told us there is progress to celebrate, earned through the efforts, bravery and inspiration of those who have fought the fight for equality. Here is some of what she said.

We, you, the champions of gender equality, are not afraid of the pushback. We have faced it before. We have not backed down. And we will not back down. 2025 must be a turning point to push forward for rights, equality, and empowerment, for all women and girls.

We need, and women and girls expect and deserve, acceleration, redoubled effort, and an overdue recognition that what has been done does not suffice, what is being done is not enough, and what must be done can no longer be deferred.

Today, more girls are in school. More women are in parliaments, in boardrooms, in the judiciary. Maternal mortality has fallen. Legal barriers have been dismantled. Policies to protect and advance women’s rights are advancing. Violence against women and girls is widely recognized as a global scourge. There is progress. You, Member States, have pushed progress.

Yet, as we meet here today, in too many places women’s rights are being rolled back. The Beijing Declaration’s noble goals, its call to the undeniable interest of all humanity, elude us still.

We see opportunity spurned, solutions foregone. We face pushback and a peak in resistance to gender equality. Misogyny is on the rise, and so, violence and discrimination. And the crises of our time—from conflict to climate change—accelerate and amplify these inequalities. Women and girls are the ones bearing the heaviest burden.

We see widening inequalities, an unravelling of hard-won progress. Women’s and girls’ voices silenced when they need to be heard loudest. Precisely when we should be investing more in an equal future, in the shining potential of women and girls, we instead invest less, and spend more on guns and bombs.

the adoption of the CSW Political Declaration will stand as a testament to what we can achieve—even in challenging times—when we come together for women and girls; when we affirm the ongoing commitment of these United Nations to equality and the role of multilateralism in its pursuit.

The Political Declaration reaffirms the commitments of the Beijing Declaration and Platform for Action, originally adopted in 1995 at the Fourth World Conference on Women, stressing the need to uphold all human rights and fundamental freedoms for every woman and girl, without exception.

We owe a debt of gratitude to civil society and to women-led movements, whose courage and unwavering advocacy have driven transformative change. Civil society and women-led movements—you are the conscience of our global commitments, the voices urging us to do better, to be better.

In her closing remarks. Ms. Sima Bahous stated: This Commission on the Status of Women has shown that, whatever the headwinds, the United Nations is still the place where consensus can be found on gender equality. As this 69th Commission on the Status of Women closes, we share a deep recognition of the challenges and opportunities of gender equality. They have been articulated frequently, eloquently, and effectively these last two weeks—in an exceptional year.

WORKING FROM HOME – WHO BENEFITS?

Jean Murray — Tue, 01 Apr 2025 07:29:17 GMT

US President Donald Trump has called time on working from home. An executive order signed on the first day of his presidency this week requires all federal government departments and agencies to: take all necessary steps to terminate remote work arrangements and require employees to return to work in-person.

Should Australia be following his lead?

The Coalition argues we should, and asserts that ending work from home arrangements for public servants would not disadvantage women. The opposition leader added for women who could not be in the office 5 days a week, there were "plenty of job sharing arrangements". Is this fair or reasonable policy?

Women's Agenda responds that women make up around 57% of the public sector workforce. There is no evidence suggesting public servants don’t work as hard as their private sector counterparts. According to the Australian Council of Trade Unions, the Coalition’s plan to remove WFH options for public services, along with other recent workplace entitlements, will only worsen the gender pay gap.

Under a pay deal negotiated with the Commonwealth Public Sector Union (CPSU) in July 2023, federal employees have ‘unlimited’ work from home days, with WFH requests only to be refused after “genuinely trying to reach agreement” between a manager and its employee. Currently, public servants are permitted to make flexible work requests, such as the ability to work from home. Agencies are not allowed to force limits on the number of days an employee can work from home per week. They are also encouraged to “lean towards” approving employee requests.

More than two-thirds of organisations have a formal work-from-home policy.

Researchers from Australian National University and University of Newcastle have examined the impacts of working from home on staff performance and productivity in Australian workplaces as part of the Australian Workplace Index, surveying 2,932 Australian employees across 2022 and 2024.

The most recent data shows no significant difference in productivity between employees who work from home and those in the office. In fact, the data suggest numerous benefits. For example, staff who worked from home one or more days a week had 9.9% more autonomy in how they carried out their work. Those with higher job autonomy were up to 16.8% more productive in their work when compared to those with low job autonomy. Staff who work from home also save on average 100 minutes in commuting time each day.

In 2024, around 36% of employed Australians worked from home regularly, according to the Australian Bureau of Statistics, which is down slightly from the 40% peak during the pandemic.

Among workers aged under 40, a University of Sydney study found that in 2022 men were more likely to work from home than women with 44% of men compared to 38% of women working from home at least some of the time.

Analysis by CEDA [Committee for Economic Development of Australia] released in 2024, found that in jobs where people could work from home workforce participation increased for women with young children and people with a disability.

WFH works for employers and employees when basic supports are in place. Back during Covid, there weren't the supports, but this has changed. Productivity and staff satisfaction rates have climbed.

CEDA has recently reported that Australians are taking a pay cut to work from home. People who value working from home are making a trade-off between their wage and the benefits they see from the arrangement. In short, workers highly value working from home and are willing to forgo some of their wage to do so. CEDA suggests employers can also make a trade-off: choosing either to accept the cost savings from work from home arrangements or to pay a premium to mandate office attendance.

Because the pandemic forced all workers whose occupation could be done from home to do so, this allowed CEDA to separate the impact of working from home from the other individual characteristics of a worker. After accounting for these other factors that can influence a person’s wage, CEDA’s modelling found that since the pandemic, individuals who work from home have experienced 5.8% lower wages than those who do not. This would mean a worker on the average annual pay who works from home would earn around $4400 less than someone who does not.

CEDA’s results show employers should think twice before issuing blanket return-to-office mandates. WFH provides greater choice for both employers and employees, allows greater access to the labour market for those who previously faced barriers and alleviates cost pressures for employers. At a time of persistent skill shortages, this is surely a win-win.

2025 GENDER FRAMEWORK – JOBS AND SKILLS

Jean Murray — Sat, 22 Mar 2025 23:56:23 GMT

The Gender Framework is a labour market and skills framework to embed and build capability in gendered and intersectional analysis across Jobs and Skills Australia (JSA). The Framework is like other government guides such as gender responsive budgeting and policy impact assessment guides that mandate a more focused gender analysis and offer best practice advice. It’s an evolving document open to feedback as the Gender Economic Equality Study progresses.

Analysing labour market and skills systems through gendered and intersectional lenses has now been established as beneficial for developing effective evidence-based policy and making faster progress towards gender economic equality.

To understand the complexity of current labour market dynamics, we need to move beyond headline measures and explore cohort experiences, pathways and trends within occupations, industries and regions. This translates to better evidence for policy making and government decisions.

2025 STATUS OF WOMEN REPORT CARD

Jean Murray — Sat, 15 Mar 2025 04:34:12 GMT

The government released its 2025 Status of Women report card on International Women's Day. It presents a one-page graphical scan of the most recent available data on the social and economic equality issues facing women in Australia, easily printed and shared with BPW club members.

The document highlights key data on gender-based violence, economic equality and security, unpaid and paid care, health, First Nations women, and leadership, representation and decision-making. It finds that women are diverse, educated and hardworking.

Key findings

· Australia is ranked 24th for gender equality internationally.

· Australians are increasingly rejecting problematic beliefs about gender equality

· Australians’ understanding of violence against women has improved since 2013.

· 68% of employers now offer paid parental leave, up from 48% in 2015–16.

· Women’s workforce participation reached a record high of 63% in January 2025, compared to 59% 10 years ago.

· The national gender pay gap is 12%, down from a record-high of 19% 10 years ago.

· On average, women do 32 hours of unpaid work and care a week, 9 hours more than men.

PAY GAP TRANSPARENCY IN AUSTRALIA

Jean Murray — Fri, 07 Mar 2025 03:33:50 GMT

The Workplace Gender Equality Agency has published fresh employer gender pay gaps for 7,800 employers and 1,700 corporate groups. The data – available on WGEA’s Data Explorer – is a glimpse into the workplace experience of over 5.3 million Australians.

The pay gaps released cover the 2023-24 financial year and for the first time, WGEA has included CEO pay in its calculations, which has allowed for the publication of average employer gender pay gaps.

The good news is many companies are making progress:

56% of employers improved their average gender pay gap in the last 12 months.
The mid-point of median gender pay gaps dropped from 9.1% in favour of men to 8.9%.
More than 1,100 employers (15%) are already in the target range of +/- 5% for both median and average gender pay gaps

But progress is still moving slowly:

Almost 3 in 4 (72%) of employers have a gender pay gap in favour of men.
6% have a pay gap in favour of women.
50% of employers have an average gender pay gap larger than 12.1% in favour of men.

This is the second year the WGEA has published company gender pay gaps, responding to concerns that progress on gender equality had been stalling. Pay gap transparency tackles the problem of “asymmetric information” where employers know where each worker sits on the pay scale, but employees don’t.

In this interactive graphic developed by The Guardian you can see the pay gap for every employer listed in the Workplace Gender Equality Agency’s newly released data.

WHO IS AFRAID OF DEI? WHY?

Jean Murray — Fri, 28 Feb 2025 01:59:03 GMT

What is DEI? It is a generic label given to the wide-ranging diversity, equity and inclusion measures that aim to ensure people of all backgrounds – including marginalised groups – can gain a foothold and thrive at organisations. BPW Australia has been advocating for fairness and equality of opportunity for decades, including for women, men, all races and all abilities.

In 2023, the US supreme court ruled against race-conscious admission programmes at colleges and universities, which emboldened conservatives and unleashed a flood of lawsuits aimed at dismantling policies designed to foster diversity, equity and inclusion. They argued these anti-discrimination measures were discriminatory towards the groups that had historically dominated workplaces, including white Americans.

President Trump railed against “woke” attitudes in his election campaign, and is determined to defund and stamp out all DEI programs in federal agencies and federally-funded programs. His Executive order does not apply to state governments or to private businesses, but some large corporations are following his lead. Apple is an exception.

In 2022, McKinsey & Company noted diverse, equitable and inclusive companies were better able to respond to challenges, win top talent and meet the needs of varied customer bases. The focus on diversity allowed them to find talent wherever it may be, while the focus on equity and inclusion helped minimise costly employee turnover. The finding was backed by a 2020 report that found companies with greater gender and ethnic diversity were more likely to significantly outperform their peers.

Ambassador for Women on Boards Lel Smits highlights three perspectives on DEI:

1. Pro-DEI: Promotes innovation, fairness, and performance

2. Anti-DEI: Viewed as overreach, divisive, and detrimental to meritocracy

3. Reformers: Advocate for balance and focus on impact over optics.

As Kit McMahon so clearly explains, most of us benefit from DEI in our working and personal lives. Australia sees itself as the land of the fair go. Equality, inclusion and diversity is just that. It’s a skill and a profession that has been growing for years, but has its roots deeply in all our communities.

USAid FUNDING CUTS IMPACT WOMEN AND FAMILIES

Jean Murray — Sun, 23 Feb 2025 07:16:58 GMT

The world's richest man has withdrawn funds from programs that support the world's poorest women and children.

USAid has been funding hundreds of highly regarded not-for-profit organisations that support women and children throughout the developing world, in crises and conflicts. Now those organisations, their employees and their activities are shuttered. Many of us may be donating directly to those NGOs and be receiving emails desperately seeking our personal support.

USAID is an arm of the US government that responds to humanitarian emergencies and disasters and promotes international development in 177 countries and 29 regions around the world. The independent government agency, founded in 1961 by President John F Kennedy, has been the world's largest single aid donor ever since. USAID's main mission is to promote education, human rights, environmental sustainability, health initiatives and economic growth in countries affected by conflict and underdevelopment.

Donald Trump's move to freeze USAID has experts sounding the alarm, with warnings that millions of the world's most vulnerable people could die as medical and other aid is cut. USAid workers were ordered to immediately stop work, and cease communicating with the network of local organisations USAID had teamed up with. Their emails were frozen and websites shut down so they could not explain to the communities affected what was happening.

The freeze threatens life-saving programs in 50 countries, including 26 of the poorest nations in the world, including Afghanistan, Somalia, Ethiopia and Uganda and projects battling against AIDS, tuberculosis, malaria, and maternal deaths. Trump's actionis currently being challenged in the courts.

This tragedy is rolling out on multiple fronts, but women are worst affected. USAID has been a leader among nations in funding and providing reproductive health services globally. Its family planning programs have offered contraception, neonatal and childhood vaccinations, maternal health care, and HIV treatment to millions. The abrupt cessation of these services is expected to lead to increased maternal mortality, unintended pregnancies, and the spread of sexually transmitted infections.

THE SDG PROGRESS REPORT ON AUSTRALIA

Jean Murray — Sun, 16 Feb 2025 01:00:42 GMT

A new report card shows inequality in Australia isn’t as bad as in the US – but we’re headed in the wrong direction.

Monash University’s newly released report card assesses Australia’s progress on 80 economic, social and environmental targets and models a range of policy shifts that could boost progress. The report draws on the 17 UN Sustainable Development Goals (SDGs) to select a broad and balanced set of indicators and targets. They report progress on more than half of these targets has either stagnated or is going backwards, and growing inequalities threaten the wellbeing of many Australians.

This report comes on the heels of America’s own State of the Nation report, which puts the US near the bottom of global rankings on inequality, violence, trust and polarisation. The situation in Australia is not yet as dire, but Australian data signal a need to start thinking long-term and take bold action on inequality to avoid a similar fate.

AUSTRALIAN WOMEN DO MORE UNPAID OVERTIME, AND MORE UNPAID CARE WORK AT HOME

Jean Murray — Sat, 08 Feb 2025 23:40:39 GMT

The Centre for Future Work conducted a national survey of Australian workers in 2024 that showed the prevalence and impact of unpaid overtime, finding almost half of all employed workers are unsatisfied with their hours and many are losing significant income to unpaid overtime. The report looks at the gap between desired and actual working hours, highlighting the need to address employment polarisation and reduce unpaid overtime.

The report highlights the uneven distribution of working hours and the prevalence of unpaid overtime. By quantifying the financial cost of unpaid overtime across demographics and occupations, and underscores the significant economic impact of this issue. Additionally, the report discusses the implications of recent industrial relations reforms aimed at addressing insecure work and promoting fair working conditions. It emphasises the need for further action to reduce unpaid overtime and achieve a better balance between work and personal life for Australian workers.

And who is doing the majority of unpaid overtime? According to the June 2022 report by Deloitte and Swinburne University of Technology – Reset, Restore, Reframe: Making Fair Work FlexWork – women are more likely to work unpaid overtime than men. Researchers found that 1 in 4 female health workers are not being compensated for overtime, compared to less than 1 in 5 male workers. Females are also working more hours each week. This disparity is also reflected in other sectors, where women often take on additional responsibilities and work longer hours without compensation.

Reasons for this include Australia’s workplace culture that values long hours and women feeling they need to work longer to increase their visibility for promotional opportunities.

Australian workers tend to work more unpaid overtime compared to workers in many other countries. According to data from the Organisation for Economic Co-operation and Development (OECD), Australia ranks among the countries with the highest average annual hours worked. This includes both paid and unpaid overtime.

Australia's workplace culture emphasises long hours, and there's a historical context to this. The decline of the traditional 38-hour work week and the ambiguity in defining "reasonable additional hours" under the Fair Work Act have contributed to this culture.

In comparison, countries like Germany and the Netherlands have shorter average workweeks and stronger worker protections, emphasising work-life balance. Scandinavian countries, such as Sweden and Denmark, are known for their progressive work cultures that integrate work and life, promoting higher job satisfaction and happiness.

EXPANDING PAID PARENTAL LEAVE AND CHILDCARE

Jean Murray — Mon, 03 Feb 2025 05:56:07 GMT

Parents At Work is a leading social impact advisory and learning provider advancing workplace inclusion, gender equality and wellbeing outcomes for business and families. Parents At Work co-founded the Family Friendly Workplaces program with UNICEF Australia.

Emma Walsh is CEO of Parents At Work and Family Friendly Workplaces and, together with Georgie Dent, CEO of The Parenthood, they set up the National Working Families Survey in 2024. The survey report can be downloaded and you can sign the petition in which The Parenthood is calling on every federal political representative to commit to:

1. One year of Paid Parental Leave to be shared between parents, at full pay including super.

2. Universal access to Early Childhood Education and Care and Outside School Hours Care delivered by a well-supported and properly paid workforce.

BPW Australia has been campaigning for better paid parental leave and Early Childhood Education and Care for many years, so supporting this campaign aligns with our aims and policy directions.

BPW HISTORY: EQUALITY FOR WOMEN PILOTS

Jean Murray — Mon, 27 Jan 2025 05:11:12 GMT

Pilot Deborah Lawrie won a historic anti-discrimination case in 1979 after Ansett refused to take her on. The general manager of collapsed Australian airline Ansett described her as a “very nice person” who couldn’t possibly become a pilot because she was a woman.

Deborah had been flying since 16, aced the tests, outperformed her successful rivals, but when she first applied to Ansett in 1976, the airline had a policy of only hiring male pilots. Lawrie wanted that job, so she fought. She took the airline to court, while women around Australia held a 4 month “girlcott” against Ansett to support her.

BPW Australia did more than just boycott Ansett. We stepped up in 1979 to support Deborah Wardley [her then married name] as an amicus curiae at her anti-discrimination case in the Supreme Court, which found Ansett Airlines could not discriminate against women pilots.

Deborah went on to enjoy a long career as a pilot including flying the Airbus A330, and was entered into the Hall of Fame – along with 50 men and handful of women. Her citation for her AM in 2019 acknowledged: Deborah Lawrie AM is regarded as a trailblazer and standard bearer by all those women who have followed her lead.

HOW WOMEN’S LEADERSHIP FARED IN 2024

Jean Murray — Sun, 19 Jan 2025 07:51:49 GMT

As authoritarianism is on the rise worldwide, around 1.5 billion people went to the polls in more than 50 countries. These national elections grappled with challenges involving voter participation, free speech, and electoral independence.

By the end of 2024, there were 30 countries where 31 women serve as Heads of State and/or Government. Just 20 countries have a woman Head of State, and 17 countries have a woman Head of Government. UN Women reports that women’s equal participation and leadership in political and public life are essential to achieving the Sustainable Development Goals by 2030. However, data show that women are underrepresented at all levels of decision-making worldwide and that achieving gender parity in political life is far off. At the current rate, gender equality in the highest positions of power will not be reached for another 130 years

In Australia, the picture is mixed. The federal Parliament has 45% women MPs; the ALP has 53% women and the LNP 29%. At State and Territory level, only the Tasmanian and ACT Parliaments have a majority of women MPs, although Victoria and Western Australia come close.

Recent appointments to the Reserve Bank have shifted the gender dial. After the split into 2 boards responsible for monetary policy and governance, women now comprise the majority of Board Members.

New data from the Australian Council of Superannuation Investors (ACSI) shows the number of female directors has effectively doubled in less than a decade. In 2015, women comprised less than 20% of Board Members, rising to 30% in 2019. This year, ACSI CEO Louise Davidson commented she anticipated Australia would achieve its 40% target.

A NATIONAL APPROACH TO TACKLING TECHNOLOGY-FACILITATED ABUSE

Jean Murray — Sat, 11 Jan 2025 07:11:44 GMT

Given the recent reduction in social media standards by both Facebook and Twitter X, a call by independent MP Kylea Tink for new laws to limit access to digital technology for DFV perpetrators and a national strategy to tackle technology-facilitated abuse is timely and crucial.

Technology-facilitated abuse is everywhere, and it’s quickly becoming one of the most insidious forms of domestic violence. According to the e-Safety Commissioner, 4 in 5 Australian women have experienced or are experiencing some form of technology-facilitated abuse. A recent NSW Crime Commission report found that 1 in 4 people who purchased GPS tracking devices since 2023 have a history of domestic violence.

A roundtable in North Sydney brought together sector leaders, frontline workers, experts and advocates to address technology-facilitated abuse. The resulting report outlines 12 recommendations calling for new laws to limit access to technology for perpetrators rather than placing the onus on the victim to limit their technology use together with education programs and training courses for service providers, women’s shelters, lawyers, the judiciary, police and schools.

CRITIQUE OF THE NATIONAL GENDER EQUALITY STRATEGY BY AGEC

Jean Murray — Fri, 27 Dec 2024 07:40:55 GMT

The Australian Gender Equality Council has critiqued the government’s National Strategy for Gender Equality, and finds it focuses upon addressing the symptoms of gender inequality rather than its causes.

The AGEC presentation presents statistics and graphs that illustrate the gender pay gap and barriers to women's advancement in work. Trends are moving in the right direction, but the rate of change is too slow. Unless underpinning factors that prevent full-time participation in higher paid work are addressed, the trends will slow and stop altogether.

The Strategy, launched in March 2024, was a much needed and welcome step toward gender equality in Australia, however a report by Deloitte Access Economics in June 2024 identified a significant gap between expenditure on addressing the symptoms versus attending to the causes of gender inequality.

The report recommends that the government make it a strategy rather than an aspirational vision, defines gender equality and sets targets, focuses upon addressing the causes of gender inequality, and allocates appropriate funding to implementing the strategy. To achieve its objectives, the strategy needs to include the states and territories, include dialogue with the women's sector, and attain bipartisan support.

BPW Australia is a founding member of the Australian Gender Equality Council.

WHAT DOES AUSTRALIA’S GENDER EQUALITY SCORECARD TELL US?

Jean Murray — Fri, 13 Dec 2024 23:29:00 GMT

The Workplace Gender Equality Agency data indicates Australia still has a sizable and pervasive gender pay gap. The WGEA scorecard provides a comprehensive insight into workplace gender equality in Australia, using information reported to WGEA in its annual Employer Census.

· The total remuneration gender pay gap has dropped by 0.6 percentage points to 21.1%, when compared to last year. With CEO and Head of Business data added in for the first time, it has increased marginally to 21.8%.
· Women earn, on average, 78c for every dollar men earn, equating to $28,425 less each year
· 50% of employers have an average total remuneration gender pay gap over 12.1% and a median gender pay gap over 8.9% (decreased from 9.1% last year)
· A majority of employers overall (56.4%) and the majority in every industry improved their average total remuneration gender pay gap over the last year

Employers are stepping up

· The proportion of employers conducting a gender pay gap analysis increased 13pp to 68%. Of those, 90% did the analysis in the past 12 months and the proportion taking action on the results increased 15pp to 75%
· More employers have a gender equality policy (up 20pp to 51%) and more employers consulted their employees (up 22pp to 69%)
· Nearly half of all employers (45%) are setting targets. Of those, 68% are setting targets to increase women in management, 59% set targets to reduce their gender pay gap and 35% to have a gender-balanced governing body
· More employers are offering paid parental leave (up 5pp to 68%) and a greater proportion of primary carer parental leave (up 3pp to 17%) is being taken by men

Action to improve low wages in women-dominated industries has reduced the gap

· WGEA’s analysis found the most significant contributor to the gender pay gap reduction is an increase in the wages of low paid workers, particularly in Residential Aged Care, where women make up approximately 80% of employees

There is more work to be done

· Just 1 in 4 CEO/HOBs are women and the gender pay gap for these key roles is the highest of all managers at 27.1%. Women CEO/HOBs are paid, on average, $158,632 less in total remuneration than men
· 1 in 4 boards still have no women and in men-dominated industries this is 41%
· 100% of occupations and industries have a gender pay gap in favour of men
· 30% of women work part-time, but only 7% of manager roles are part-time
· 28% of employers are not collecting information on the prevalence of sexual harassment in their workplace.

The full results of WGEA’s 2023-24 Employer Census, including comparisons at the national, industry and employer level can be found in the Data Explorer on our website.

This will not include employer gender pay gaps. These results will be released in early 2025.

FINANCIAL ABUSE: AN INSIDIOUS FORM OF DOMESTIC VIOLENCE

Jean Murray — Sat, 07 Dec 2024 00:05:16 GMT

The Parliamentary Joint Committee on Corporations and Financial Services has issued a report which examines financial abuse in Australia, providing a comprehensive analysis of the issue. The report identifies key challenges within legislation, regulation, and financial institutions, and puts forward 61 recommendations to prevent and mitigate financial abuse.

The report highlights that financial abuse is a widespread issue with a direct cost to victims estimated at $5.7 billion—a figure higher than Australia's total scam losses in 2023. It calls for legislative amendments, enhanced support services for victims, improved identification and response mechanisms within financial institutions, and greater collaboration between government agencies and stakeholders.

The report finds financial abuse is a prevalent issue in Australia, often occurring alongside other forms of domestic and family violence. The financial toll on victims of financial abuse is estimated at $5.7 billion. Current legislative and regulatory frameworks have significant gaps. The rise of online financial platforms presents both opportunities and challenges in tackling financial abuse.

The Committee recommends amending the National Consumer Credit Protection Act 2009 to recognise the unique threats posed by financial abuse and strengthen protections for victims, and a review of the intersection between financial abuse and the superannuation system. It seeks a mandatory requirement for providers of financial services, products, and government agencies to include a "quick exit" button on webpages.

It also recommends amending the Social Security Act 1991 to remove the requirement for victims to have left their home to qualify for crisis support payments, lengthen the application time frame for crisis payments, and ensure access to "special circumstances" waivers for victims subjected to perpetrator manipulation.

WHY ADDRESSING GENDER BIAS IN NEWSROOMS MATTERS

Jean Murray — Sat, 30 Nov 2024 23:45:52 GMT

The majority of front page articles published in Australia’s most popular news outlets continue to be written by men, a new study by the Women’s Leadership Institute Australia (WLIA) revealed this week. Men were also quoted more than twice as often as women – their opinions accounted for 78% of quoted sources, and their articles contained more words than the articles published by their female counterparts. The findings revealed that articles written by female journalists were less often featured on premium pages, and were less frequently tagged as “exclusive”, indicating a critical gender disparity in visibility and prestige.

The research, led by La Trobe University Professor of Political Communication Andrea Carson, analysed more than 200,000 articles published in March this year to track the gender of bylines and expert sources across key news topics and major media outlets. Professor Carson said that while there are equal numbers of male and female journalists in the country, women continued to disproportionately cover soft news stories, while men write the hard news topic areas. “Male journalists…receive ‘exclusive’ taglines more than twice as often as women, while women remain underrepresented in newspapers’ premium pages and the opinion and commentary sections,” she said. The study also revealed that women journalists are better at quoting women sources.

In an interview with BroadAgenda, Professor Carson said diversity in reporters and sources is a positive for journalism but also for democracy and for the media outlet’s economic survival. If we want news about our society to be accurate and holistic, we need to properly represent all groups in society. She reported that women are turning off news and are among the largest news avoiders according to the annual Digital News Report. One reason for this is because they do not see stories of interest to them or that reflect their experiences.

Among its several recommendations, the report encouraged media leaders to monitor newsroom gender equity and diversity policies that promote gender equity and equality, including initiatives to actively increase women’s presence in bylines, opinion pieces, “exclusive” taglines and as quoted experts.

GOOD NEWS FOR WOMEN ON BOARDS

Jean Murray — Tue, 26 Nov 2024 03:04:12 GMT

Gender balance in the boardrooms of the nation’s listed companies is in clear sight, after the number of female directors effectively doubled in less than a decade. New data from the Australian Council of Superannuation Investors (ACSI) shows that only 30 more appointments of women are needed to hit the target of 40% representation, which is a big milestone towards gender balance in the boardrooms of Australia’s listed companies. t’s likely that, at the current rate of change, the historic target will be reached by the end of 2024, or in early 2025.

The data reveals that 15 of the 34 women appointed to ASX 200 boards this year are on their first board appointment and another nine are on their second board. Supporting women early in their board careers and encouraging women towards board leadership will further lift the performance of Australian businesses, with benefits for all investors.

ACHIEVING GENDER EQUITY BY 2030

Jean Murray — Sat, 09 Nov 2024 23:37:28 GMT

Equal Measures 2030 is a coalition of leaders from feminist networks, civil society and international development across the globe who connect data and evidence with advocacy and action on gender equality. They are committed to securing a just, peaceful and sustainable world, where all girls and women have equal power, voice, opportunity and access to their rights, in line with the SDGs. They believe rapid change is possible and are committed to holding decision-makers accountable.

Equal Measures 2030 collates and shares data to help advocates track progress or lack thereof on gender equality issues, and connects them to the right data, analysis and tools. They produce the SDG Gender Index which tracks gender-related trends for 139 countries and is regularly updated to support advocates in holding their governments accountable on issues such as violence against women, child marriage, health and education.

The 2024 SDG Gender Index is the most comprehensive global measure of gender equality. Developed by EM2030, it provides a snapshot of where the world stands on the vision of gender equality embedded in the 2030 Agenda. It is a multidimensional index, benchmarking gender equality across 139 countries (covering 96% of the world’s women and girls) and 56 issues across 14 of the 17 Sustainable Development Goals.

Gender equality is key to security, sustainability, prosperity and peace. But despite all the talk, no country is on track to achieve gender equality by 2030, write Australia’s Ambassador for Gender Equality Stephanie Copus Campbell and Executive Director of Equal Measures 2030, Alison Holder.

According to the Equal Measures 2030 SDG Gender Index, no country is on track to achieve gender equality by 2030. At current trends, we won’t achieve gender equality globally until the next century (the 2100s). A girl born today will have to wait until her 97th birthday – beyond the current expected lifespan – to live in a society without gender-based discrimination and oppression. A dismal scenario, where inequalities are cause and consequence of such interconnected crises as climate change, conflict, poverty, and hunger.

THE RISK OF CHILDBIRTH IN CONFLICT ZONES

Jean Murray — Sun, 03 Nov 2024 01:57:36 GMT

One in two women who die during pregnancy or childbirth is in a conflict area, with maternal mortality more than 40 times higher in fragile contexts than it is in developing countries, according to International NGO CARE Australia. The research also shows that an estimated 35 million women gave birth in conflict zones in 2022, with the vast majority of them lacking medical care that meets basic standards of safety and quality.

These harrowing statistics highlight the reality for mothers around the world, who are disproportionately affected by conflict. Care is conducting an appeal which is supported by Adelaide Human Rights Activist and former refugee Khadija Gbla, who fled conflict in Sierra Leone to come to Australia when she was a child with her mother and sibling. Gbla is now a mother herself

MAKING SUPER FAIRER FOR LOW INCOME WOMEN

Jean Murray — Sun, 27 Oct 2024 00:08:34 GMT

Australia has 2.6 million workers classified as low-income earners, 60% of whom are women. Women In Super is calling for the LISTO to be increased and future proofed, ensuring that it is permanently tied to income tax rates.

The low income super tax offset, or LISTO, gives a payment of up to $500 to people who earn $37,000pa or less. It’s a government superannuation contribution designed to ensure that low-income earners do not suffer a tax penalty for making super contributions.

“The lowest paid people in the country continue to be unfairly shortchanged with the LISTO, paying a tax penalty that high income earners are not paying on their Superannuation Guarantee (SG) contributions. Low-income earners are the only group who pay more tax on their super than they do on their take home pay. And this is the group who can least afford to pay a tax penalty and they are mostly women,” says Women in Super CEO Jo Kowalczyk.

From July 2024, super will be paid on the government paid parental leave scheme. Women is Super is calling for Superannuation Guarantee contributions to also be given to those receiving the carer’s payment, 74% of whom are women.

Across the country, part-time nannies, housekeepers and domestic workers who work under 30 hours do not receive super contributions. This is one of the last remaining groups of people doing paid work under 30 hours who do not receive super contributions, and they are overwhelmingly women, and are at risk of retiring with no savings.

Women in Super is advocating for a fair, equitable and sustainable system whereby every woman retires with an adequate income to support a retirement with dignity. They are urging the government to implement measures for all the women who will retire between now and when the gender super gap closes, recognise and compensate care work economically, and ensure it is shared between women and men, and implement the full suite of recommendations of the Women’s Economic Equality Taskforce Report (2023) to unleash the full capacity and contribution of women to the Australian economy.

TIME TO FIX CHILD SUPPORT

Jean Murray — Sun, 20 Oct 2024 00:18:32 GMT

The child support system is so fundamentally flawed it actually puts women at risk for financial abuse, even after leaving an abusive relationship, according to Single Mother Families Australia.

The report, Opening the Black Box of Child Support, based on research by Terese Edwards, CEO of SMFA, and Kay Cook, Adreinne Byrt and Ashlea Coen, was launched in Canberra this month at Parliament House. It reflects the voices of 675 single mothers and reveals how child support payment systems facilitate financial abuse and coercion by paying partners.

Withholding child support payments or minimising reported income impacts the financial wellbeing and safety of single mother families. Around 500,000 Australian children are shortchanged by $17B. More than 28% of payers are failing to lodge tax returns, in a bid to lower their child support payments. This financial abuse compounds the domestic violence that these single mothers have frequently sought to escape. The system is not working for single mothers or their children.

BPW Darwin member Mary Linnell spoke at the launch, and it was attended by BPWA President Gillian Lewis and Director of Policy Ronnie Gurung.

THE CHANGING NATURE OF PART-TIME WORK IN AUSTRALIA

Jean Murray — Sat, 12 Oct 2024 05:16:13 GMT

BCEC’s Gender Equity Insights 2024 focuses on the changing nature of part-time work in Australia. These annual Equity Insight Reports, produced with the Workplace Gender Equality Agency, can be accessed on the Bankwest Curtin Economics Centre website. They call for action to prioritise gender equity across all job levels, not just management.

The report identifies an important shift in how employees choose to engage in the workforce, as they increasingly seek flexibility and opportunities to tailor work schedules and locations to their needs, and calls on employers to develop a plan for action that normalises both flexible and part-time work, without career penalties.

The research found that part-time roles dropped by 3.2% in the past 2 years, and the subsequent rise in flexible full-time and hybrid roles has enabled more employee choice. Full-time roles that incorporate flexible work arrangements, such as remote and hybrid work options, are becoming more prevalent in Australian workplaces, having risen to 42.5% over this same period. The report also highlights an increase in full time working managers being able to access flexible start and end times, now at 65% of full-time managers.

Women aged 35 to 55 have led the charge for the increase in those working full time, with the majority in this cohort choosing to do so as a personal preference rather than a financial necessity. Angela Priestly in Women's Agenda questions whether some women are accessing the flexibility they need via full-time positions and earning more in the process.

WGEA Director Mary Wooldridge calls on employers to further “challenge certain patterns of work and re-design and re-imagine work as part time and flexible in a way that delivers maximum benefit to their employees and the productivity and profitability of their organisation.” She also notes that employers who conduct a gender pay gap analysis, set targets and implement formal policies or strategies for flexible work have higher rates of women managers working part time. WGEA stated the findings present employers with a clear challenge to actively consider what more they can do to support part-time employees as well as those who need to, or choose to, work flexibly.

A PATH TO UNIVERSAL EARLY CHILDHOOD EDUCATION AND CARE

Jean Murray — Sat, 05 Oct 2024 23:54:06 GMT

The Productivity Commission Inquiry report examines the early childhood education and care (ECEC) sector, including: centre-based day care; preschools; family day care; outside school hours care; and in home care.

This report outlines what a universal ECEC system would look like, and the significant reforms necessary to achieve it. These reforms tackle issues that affect ECEC availability, inclusion, affordability, quality and equity. The report's recommendations aim to remove barriers to ECEC access such as the activity test, and support better outcomes for children and families including fully subsidised childcare for families earning under A$80,000 from 2026 and 3 days a week of high-quality early education and care for all families with children under 5.

Dr Melissa Tham from the Mitchell Institute summarises the report and offers an analysis in The Conversation.

Advocacy group The Parenthood has released a report spotlighting the negative impacts of inaccessible early learning on regional, rural and remote communities. The report shares the stories of 160 parents, carers, educators and community leaders who are bearing the brunt of early learning and care shortages in those communities.

The Parenthood found 86% of families from regional, rural and remote communities struggling to access early learning services face financial stress. They report the Jobs and Skills early childhood Census revealed it would take around 21,000 early childhood education workers to meet the current demand in the industry, and the ramifications of this nation-wide shortage hits even harder and regional, rural and remote communities.

$4.7B FOR DFV SUPPORT

Jean Murray — Fri, 27 Sep 2024 01:56:10 GMT

National cabinet has agreed to a $4.7 billion plan to ramp up frontline supports for people escaping family violence. The plan builds on almost $1 billion committed in the federal budget to the Leaving Violence program, which offers victim-survivors support packages of up to $5,000 to help leave a dangerous relationship. Chair of Community Legal Centres Australia Arlia Fleming said services could not afford to wait until July next year when the funding will kick in.

The statement also included a promise to establish national standards for men’s behaviour change, and an audit of key Commonwealth government systems to identify areas where they are being weaponised by perpetrators. First Ministers agreed to:

Develop new national best practice family and domestic violence risk assessment principles and a model best practice risk assessment framework.

Support enhancements to the National Criminal Intelligence System, which enables information sharing across jurisdictions, to provide a ‘warning flag’ that will assist police responding to high-risk perpetrators.

Extend and increase nationally-consistent, two-way information sharing between the family law courts and state and territory courts, child protection, policing and firearms agencies.

Strengthen system responses to high-risk perpetrators to prevent homicides, by trialling new focussed deterrence models and Domestic Violence Threat Assessment Centres. These centres will be able to use intelligence, monitor individuals and intervene with those at high risk of carrying out homicide.

BPWA MEMBERS SHOWCASING WOMEN TRADIES

Jean Murray — Fri, 20 Sep 2024 07:01:25 GMT

BPW Australia Immediate Past President Jacqueline Graham and BPW Northern Territory State Representative Mary Linnel have been published in the latest edition of Trading Places, a yearly publication advocating for women in skilled trades.

With support and guidance from Tradeswomen Australia, Supporting and Linking Tradeswomen Australia (SALT), the National Association of Women in Construction (NAWIC), and The Lady Tradies, Trading Places provides essential, myth-busting information that will aid the advancement of women in trades, and inspire people and businesses to embrace gender diversity.

You will find Jacqueline’s article on pp 20-21 and Mary’s on pp 58-60.

COUNTDOWN TO EQUAL PAY DAY

Jean Murray — Sun, 11 Aug 2024 09:17:19 GMT

Women on Boards explores whether the gender pay gap driven by discrimination or personal choice. Professor Claudia Goldin, the 2023 Nobel Prize Winner in Economic Sciences, who was awarded for ‘for having advanced our understanding of women’s labour market outcomes”, says it’s not personal choice or women's preferences. She identified an unhealthy phenomenon of “greedy work” in which employers demand excessive hours and 24/7 availability in modern work culture, which creates a gender divide by penalising those workers – predominantly women – whose caregiving role collides with excessive employer expectations.

CEO of the Workplace Gender Equality Agency that determines the date of Equal Pay Day , Mary Wooldridge has said organisations must “reimagine” what senior leaders and managers look like if we are to make progress on closing the gender pay gap. WGEA published the gender pay gaps of more than 5000 firms and the findings showed there is a median gender pay gap in every single industry in Australia.

Madeline Hislop writes in Women's Agenda that we need true buy-in form men to reach workplace equality. She reports men are more likely to hold the CEO role in almost every industry in Australia. Meanwhile, just 22% of CEOs and 42% of managers in Australia are women. At home, women continue to bear the lion’s share of domestic labour and caring responsibilities, and are far more likely to engage in paid work in a part-time capacity and in lower-paid industries. Female entrepreneurs are much less likely to secure VC funding and are more likely to face discrimination.

Lacey Filipich writes that the gender pay gap is only part of the story. The Gender Available Savings Penalty gap is actually 96%. The baseline should be taken from basic cost of living, not $0. We all have the same basic expenses, but women have less left after these are covered than men do so it’s harder for women to save and get ahead. Hence the lower home ownership and superannuation. Makes sense.

IS GOVERNMENT A GOOD JOB FOR WOMEN?

Jean Murray — Thu, 08 Aug 2024 07:01:21 GMT

Executive Director of Women on Boards Claire Braund asks, given the Commonwealth public sector's gender pay gap is narrower than private sector, is a government job still a ‘good option for women’?

Government employment has often been touted as a 'good option for women', providing the best and most secure employment conditions and reducing the likelihood of gender discrimination. This long held belief is being tested by the recent release of scorecard data from the Workplace Gender Equality Agency (WGEA) which shows the Commonwealth Public Sector has a gender pay gap of 13.5% and in only 64% of employers undertook a gender pay gap analysis. This means women earn 86 cents for every dollar earned by men and this adds up to women earning $19,007 less than men per year. Of the employers who undertook a gender pay gap analysis, only 64% took action on the findings and just 9% of those created an Action Plan.

The Commonwealth Public Sector Gender Scorecard for 2022 was released last week by the WGEA and features the results from WGEA’s employer Census of all public sector employers with 100 or more employees. Key statistics include:

339,951 employees were included in the census
43.5% are women and 56.3% are men.
men are 2.5 times likely to be in the highest earning quartile than women
50% of employer gender pay gaps are above 6.9%.
11% of universal parental leave is taken by men
55% of employers have a gender-balanced board

GENDER PAY GAP: ABS 13% OR WGEA 21.7%?

Jean Murray — Sat, 27 Jul 2024 02:38:46 GMT

There are different ways to measure Australia’s gender pay gap – different government agencies calculate pay gaps based on different data, producing varying results. It’s no wonder we’re confused!

Future Women explains that the Australian Bureau of Statistics relies on weekly earnings data collected every 6 months, while the Workplace Gender Equality Agency collects data from Australian companies with at least 100 employees including base salary plus discretionary payments like bonuses, overtime and superannuation.

Our equalpayday.com website uses the ABS 13% from which the date for Equal Pay Day is calculated. Women this will work 50 additional days into the new financial year to earn the same, on average, as men did last financial year.

However you measure it, the gender pay gap favours men across all national figures, industries, occupations, and age groups.

Pay transparency is critical too – federal legislation passed last year means private sector companies with more than 100 employees will have their pay rates published in February 2025. This will reveal the extent to which male and female colleagues in equivalent jobs are paid differently.

GOVERNMENT’S 5 YEAR REPORT TO UNITED NATIONS

Jean Murray — Sun, 21 Jul 2024 02:29:54 GMT

The Australian government has submitted its required 5 year report on progress towards gender equality to ECOSOC via the United Nations Economic and Social Commission for Asia and the Pacific. All nations produce a Report on the Implementation of the Beijing Declaration and Platform for Action, and these will be compiled and submitted to ECOSOC and the Commission on the Status of Women in 2025.

This year marks the 30^th anniversary of the Beijing Declaration and Platform for Action, which was adopted by 189 countries at the Fourth United Nations World Conference on Women in Beijing in 1985, with the aim to advance gender equality worldwide. Minister for Women, Senator the Hon Katy Gallagher, said Australia’s report highlights the achievements in gender equality and identifies some of the challenges that remain.

BPW Australia clubs are encouraged to review the government’s report which covers a wide range of women's issues. The early sections on Australia’s Gender Equality Achievements and Priorities and Australia’s Challenges and Setbacks provide an overview.

UN SUSTAINABLE DEVELOPMENT GOALS UPDATE 2024

Jean Murray — Thu, 04 Jul 2024 00:59:22 GMT

According to the United Nations SDG report, with just 6 years remaining, current progress falls far short of what is required to meet the SDGs. Without massive investment and scaled up action, the achievement of the SDGs — the blueprint for a more resilient and prosperous world and the roadmap out of current global crises — will remain elusive. The lingering impacts of the COVID-19 pandemic, escalating conflicts, geopolitical tensions and growing climate chaos have severely hindered progress.

Under SDG5 gender equality, it reports a lag in progress. Harmful practices are decreasing but not at a rate keeping up with population growth: 1 in 5 girls still marry before 18; 230 million girls and women have been subjected to female genital mutilation; and violence against women persists, disproportionately affecting those with disabilities. Parity in women’s participation in public life remains elusive, and parity in management positions will require another 176 years. Women carry an unfair burden of unpaid domestic and care work, spending 2.5 times more hours a day on it than men.

The report details the urgent priorities and areas needed for stronger and more effective action to ensure the 2030 promise to end poverty, protect the planet and leave no one behind. It showcases where tangible progress has been made and highlights where action must accelerate, particularly in critical areas undermining SDG progress - climate change, peace and security, and inequalities among and between countries.

GLOBAL GENDER GAP REPORT 2024 – AUSTRALIA RANKS 24th

Jean Murray — Mon, 01 Jul 2024 05:46:27 GMT

The Global Gender Gap Index has annually benchmarked gender parity across 4 key dimensions: economic participation and opportunity, educational attainment, health and survival, and political empowerment since 2006, tracking the progress of numerous economies’ efforts towards closing these gaps over time.

This year, of the Global Gender Gap Index benchmarks gender parity across 146 economies. It examines in detail a subset of 101 countries that have been included in every edition of the index since 2006, including Australia. Cross-country comparisons support the identification of the most effective policies to close gender gaps.

Search for Australia to find our rankings under a range of headings, and on p93 note the criteria where Australia is ranked 1^st globally.

Australia ranks 24^th overall [New Zealand ranks 4^th]

Economic Participation and Opportunity 42

Educational Attainment 84

Health and Survival 88

Political Empowerment 28

Most governments have yet to make gender a systematic feature and focus of their budgetary cycle. Since the 1984 launch of the first gender budget initiative in Australia, the uptake in efforts has extended to over 100 countries. The 2024 Global Gender Gap Index shows that, while no country has achieved full gender parity, 97% of the economies included in this edition have closed more than 60% of their gap, compared to 85% in 2006.

SUPERANNUATION TAX CONCESSIONS MOSTLY BENEFIT MEN

Jean Murray — Sat, 22 Jun 2024 02:14:39 GMT

Australia Institute research has found women and low-income earners are being left behind by a superannuation tax concession system that disproportionately benefits high-income earners and men.

This paper shows superannuation tax concessions help high income earners avoid tax, exacerbate income and gender inequality and come at a huge cost in foregone revenue. Women retire with a super savings gap of nearly 25% compared with their male counterparts. Superannuation tax concessions are forecast to overtake the cost of the age pension in 2045-46. Removing the tax concession for both super contributions and earnings from the top 10% of earners would save more than $12 billion every year.

WORKING FOR WOMEN: A NATIONAL STRATEGY FOR GENDER EQUALITY

Jean Murray — Sun, 16 Jun 2024 05:23:13 GMT

Working for Women: A Strategy for Gender Equality outlines the Australian Government's vision for gender equality – an Australia where people are safe, treated with respect, have choices, and have access to resources and equal outcomes no matter their gender.

Launched in March, the Strategy sets out 6 guiding principles and a path to make progress towards this vision over the next 10 years, with a focus on 5 priority areas.

1. gender-based violence

2. unpaid and paid care

3. economic equality and security

4. health

5. leadership, representation and decision-making.

It outlines the need for everyone to work together to shift the attitudes and stereotypes that drive gender inequality. A good place to start is the chart at a glance. The easiest way to review the strategy is here.

The Strategy is the centrepiece of the Government’s gender equality policy. It clearly sets out Government’s priorities and current actions for gender equality, and articulates future areas for effort.

BPW INTERNATIONAL CONGRESS ST KITTS 17-21 NOVEMBER 2024

Jean Murray — Thu, 06 Jun 2024 05:06:06 GMT

BPW Australia is encouraging members to join our delegation to the BPWI triennial Congress in November. Members who plan to attend need to register before 15 July to benefit from early-bird rates. Note the Gala Dinner and Farewell Dinner are not included in the registration.

The program is available and links to accommodation and optional tours are provided.

Please advise President Gillian if you are planning to attend, and if you would like to run a workshop or panel session which fits the theme of the Congress "New Action through Cooperation". There will also be a Market Place where you can rent a table for your products for sale.

BPW INTERNATIONAL ACTIVE IN NEW YORK

Jean Murray — Tue, 21 May 2024 06:11:48 GMT

BPW was very active throughout 68^th Session of the United Nations Commission on the Status of Women in March in New York.

BPWI delivered 12 Parallel Sessions and members presented in many more non-BPW parallel sessions and side events. At least 4 BPW members served with their government delegations as an integral part of the negotiations and discussions during the Commission on the Status of Women meetings.

CSW sets a priority theme each year, and reviews progress on the theme from a previous year. The Agreed Conclusions are drafted after much discussion and debate, and published online..

2024 Priority theme: Accelerating the achievement of gender equality and the empowerment of all women and girls by addressing poverty and strengthening institutions and financing with a gender perspective
Review theme: Social protection systems, access to public services and sustainable infrastructure for gender equality and the empowerment of women and girls.

During CSW, BPW International holds a Leaders’ Summit for BPW members who travel to New York from all around the world. BPW Leaders' Summits are held in New York, every year during the weekend before the CSW and also at the beginning of every Regional Conference. This year it was a packed program with a strong representation from all BPW International Regions.

MENTORING OR SPONSORSHIP? WHAT GETS YOU AHEAD

Jean Murray — Sat, 13 Apr 2024 05:19:55 GMT

BPW clubs discuss work-related challenges such as why men ae more likely to be promoted than women. One reason is that high-potential women are over-mentored and under-sponsored relative to their male peers.

The Cultivate Sponsorship program was built on Australian research into what drives the differential outcomes in women’s and men’s career progression, and one of the key elements is informal networks of sponsorship. Cultivate is about providing the tools to change behaviour and workplace culture and putting knowledge into action.

BPWI NEWS: Women's Entrepreneurship and Trade

Jean Murray — Sat, 06 Apr 2024 02:42:32 GMT

BPW International is working with UN Women to establish the first network of business incubators and start-up centres with a gender-specific dimension. We will be the first international women's organisation with a global network of start-up centres for female entrepreneurs, each managed by our clubs. BPW Australia clubs will be able to be involved.

BPW International has signed a GLOBAL partnership agreement, the Memorandum of Understanding MoU with UN Women for the coming years. Global means that wherever we have clubs, we will be a partner and key player in working with UN Women on the ground. The content of the partnership agreement relates to WITH Women’s Entrepreneurship and Trade.

This partnership agreement focuses on the promotion of women's economic empowerment and is in line with Sustainable Development Goal SDG #5: Achieve gender equality and empower all women and girls.

In the first 6 months, a train-the-trainer program will be implemented to train women entrepreneurs, members of BPW, to become professional coaches (with certification). They will then work with the women on site and support them with the topics they need, be it accounting, marketing, language, or dealing with banks and other investors.

GLOBAL GENDER EQUALITY AND ECONOMIC GROWTH

Jean Murray — Sun, 24 Mar 2024 00:13:35 GMT

Despite women’s increased participation in the labour market significantly contributing to past economic growth, persistent gender gaps across OECD labour markets hinder full realisation of the potential gains of women’s economic participation. A recent OECD paper analyses the economic implications of these gaps and evaluates the potential for future growth through greater gender equality in labour market outcomes

New World Bank data shows a massive, wider-than-expected global gender gap, with 98 economies enacting legislation mandating equal pay for women for work of equal value, but only 35 economies – fewer than one out of every five – adopting pay-transparency measures or enforcement mechanisms to address the pay gap.

For the first time in the report’s 10-year history, the study examined the impact of childcare and safety policies on women’s participation in the labour market across 190 countries, revealing that less than a third of countries had quality standards for childcare that would guarantee children’s safety. The report found that tackling the childcare gap would immediately lead to a 1% increase in women’s participation in the labour force.

The report found that globally, women currently earn just 77 cents of each dollar earned by a man, and that closing this gap could raise global gross domestic product by more than 20 per cent. According to a report by the World Economic Forum’s Gender Gap Index released last June, it will take another 131 years for the world to reach gender parity.

UN WOMEN: COUNT HER IN: INVEST IN WOMEN. ACCELERATE PROGRESS

Jean Murray — Sun, 17 Mar 2024 01:27:06 GMT

The 2024 theme of the United Nations Commission on the Status of Women examines the pathways to greater economic inclusion for women and girls everywhere. The 2024 priority is accelerating the achievement of gender equality and the empowerment of all women and girls by addressing poverty and strengthening institutions and financing with gender perspective

The 68^th Session of the Commission on the Status of Women runs from 11 – 22 March 2024. We have several BPW Australia members attending CSW and also the BPW International Leadership Summit which runs in parallel to CSW each year in New York – refer BPW Australia LinkedIn.

It has never been more urgent to advance women’s economic empowerment. Investing in women benefits women and society as a whole. At the current rate of investments however, more than 340 million women and girls will still live in extreme poverty by 2030. The world needs an additional USD 360 billion per year for developing countries to address gender equality under the Sustainable Development Goals. And while increasing women’s share of assets and finance is vital for their economic empowerment, equally important is building institutions that promote public investment in social goods and sustainable development.

Five things guaranteed to accelerate women’s economic empowerment are:

1 Connecting women with financial resources can help them meet their basic needs and start or grow businesses.

2 Work that is productive and in conditions of freedom, equity, security, and dignity.

3 Respect for the undervalued and underpaid care work that women do that takes time away from opportunities for education, decent paid work, public life, rest and leisure.

4 Security and gender-responsive social protection systems that shield women from gender-based violence, conflict, food insecurity, and poverty.

5 Promotion of human rights and women's rights expressed in laws that underpin women’s economic empowerment.

A STRATEGY, A PLAN AND A REPORT CARD: 3 IMPORTANT NEW POLICIES FOR WOMEN'S EQUALITY

Jean Murray — Mon, 11 Mar 2024 06:52:40 GMT

The federal government has released 3 new policies to address women's inequality for International Women's Day. These provide a wealth of data and evidence so they are great resources for BPW Australia and clubs when advocating for change.

Working for Women: A Strategy for Gender Equality 2024-2034 outlines where the Government will focus its efforts over the next decade to achieve its vision – an Australia where people are safe, treated with respect, have choices and have access to resources and equal outcomes no matter their gender.

A 10-year-plan to unleash the full capacity and contribution of women to the Australian economy 2023 – 2033 was released by the Women’s Economic Equality Taskforce. The Taskforce describes the current state of women's economic inequality, and makes 7 primary recommendations to the Government that will drive women’s economic equality and contribute to a strong and globally competitive Australian economy.

The Minister for Women has released the 2024 Status of Women Report Card which summarises the most recent available data on the social and economic equality issues facing women and girls in Australia.

The Conversation provides good summary and critique of the Working for Women Strategy and Women's Agenda provides an analysis of the Taskforce’s 10-year Plan.

BPW clubs are encouraged to review and discuss each of these policy documents; it is important that clubs keep their members up to date on new developments.

AGEC: ADDRESS THE CAUSES OF GENDER INEQUALITY, NOT JUST THE SYMPTOMS

Jean Murray — Sat, 02 Mar 2024 23:05:46 GMT

Gender inequality is a socially constructed problem. For Australia to be a global leader in gender equality, Australia must address the systemic causes of gender inequality, while also acknowledging and addressing the severe impacts of its symptoms.

This is the essence of the Australian Gender Equality Council’s pre-budget submission to the federal government. This comprehensive analysis gender inequality in Australia is a solid foundation for BPW advocacy and a useful resource for clubs.

AGEC’s research reveals that the root cause of gender inequality in Australia is gender role assignment and stereotypes which are formed in early and primary childhood. This problem can only be addressed at the household level and in early and primary school education. It is also impacted by the media our children are absorbing.

As a country, we need to understand at what age these stereotypes and gender role assignments are occurring in Australian children. Gender role stereotypes are ultimately the cause of our gender-segregated economy, division of domestic labour, domestic and family violence and workforce participation rates and must be addressed in any Intergenerational National Strategy as a priority. Without addressing the causes of gender inequality, as a country, we will need to assign funding to addressing its symptoms ad infinitum which is both short-sighted and an unfair burden on future generations of Australians.

WGEA PAY TRANSPARENCY

Jean Murray — Mon, 26 Feb 2024 23:09:13 GMT

The Workplace Gender Equality Agency has issued advice about new pay transparency laws that will reveal private sector company gender pay gaps. BPW Adelaide submitted a resolution to the 2018 BPWA National Conference on pay transparency, which was passed. A policy statement was developed and our then President and Director of Policy took it to all political parties prior to the 2022 federal election. The new government outlawed pay secrecy contracts and has gone on to make pay gaps transparent too.

WGEA has published the gender pay gaps for Australian private sector employers with 100 or more employees, as a result of amendments made to the Workplace Gender Equality Actin March 2023. Making gender pay gaps public provides a deeper understanding of workplace gender equality in Australia and is an important step towards accelerating employer action on workplace gender equality.

What has been published?

WGEA has published median base salary and total remuneration employer gender pay gaps as well as the gender composition per pay quartile. To view employer gender pay gaps visit WGEA’s Data Explorer and search by organisation. This is also where you’ll be able to access a link to Employer Statements, if the employer has chosen to publish one. You can also learn more on our interactive webpage and in our Employer Gender Pay Gap Snapshot.

Why is this important?

Publishing gender pay gaps and the other legislative reforms have been designed to encourage employers to deploy and drive workplace policies, practices and environments that support gender equality, creating meaningful shifts in Australian workplaces.

What happened in the United Kingdom after employer gender pay gaps were published?

In the UK employers with 250 or more employees have been required to calculate and publish their gender pay gaps since 2017. Research indicates that this initiative has brought attention and action to gender inequality both within organisations and at board level and motivated some employers to narrow their gender pay gaps. Read more.

ACCELERATING GENDER EQUALITY PROGRESS FOR BOARD MEMBERS

Jean Murray — Sat, 24 Feb 2024 02:43:36 GMT

Are you a member of a Board? Or a company director? Are you aware of recent legislative reform about measuring the gender pay gap?

Boards have a key role in to play in accelerating gender equality progress in the workplace. Under the legislative changes, employers who report to the Workplace Gender Equality Agency must share their WGEA Executive Summary and Industry Benchmark Report with their Board or governing body as soon as is practicable.

To support directors in playing their role in accelerating change in workplace gender equality, WGEA have produced a Director’s Guide to Accelerating Workplace Gender Equality that provides context, practical insights, and questions for boards and directors.

DOES WOMEN'S WORK COUNT?

Jean Murray — Sat, 17 Feb 2024 04:06:05 GMT

The ABS has compiled time-use data since 1992 to record what Australian women and men do with their time, including multitasking. This data has told the story of women's unpaid household work compared to men. The Time-Use Survey ceased in 2013 under PM Tony Abbott then was revived in 2020 after lobbying by women's organisations.

Now the ABS wants to reduce its scope, removing multitasking, but conduct it annually. This will impact it’s effectiveness. In 1997 the survey found that whereas the average time spent on childcare as a main activity was about 2 hours per day, the average when simultaneous activities such as preparing meals and washing clothes were taken into account was closer to 7 hours per day. Survey participants will have to pick one activity, when they are doing 2 or 3 things at once, which will make much of women's unpaid work invisible. We would no longer have data on the total amount of childcare and other domestic activities we are doing, and our surveys will also no longer be directly comparable to those of other countries. We need to lobby again to retain multitasking data.

The ABS 2023 report on Barriers and Incentives to Labour Force Participation reports that the most common reason women were unavailable to start a job or work more hours was 'Caring for children', while for men it was 'Long-term health condition or disability'. The most important incentive for women to take on paid work was the "Ability to work part-time hours" with 51% of women rating this as "very important."

The ABS data shows nearly 28% of women with children under 15 who want paid work cited a lack of access to early childhood education and care as a barrier to employment, due to spots being booked out or inaccessible to them geographically. This is evidence of the “motherhood penalty“, the idea that becoming a mum in Australia comes with a high price for women. Last year, Treasury analysis found that women’s earnings fall by an average of 55% in the first 5 years of parenthood, while men’s earnings are generally unaffected when they enter parenthood.

As Georgie Dent, CEO of The Parenthood asserts: In modern Australia it takes two incomes for most families to cover a mortgage or the rent, but it takes affordable early childhood education and outside school hours and care to earn two incomes.

HAVE YOUR SAY ON CHILDCARE

Jean Murray — Thu, 08 Feb 2024 00:53:13 GMT

Many BPW members use childcare, and some members work in the sector. Two major reports have called for governments to directly intervene in the childcare market to ensure all families can access the services they need.

Australian parents pay twice the OECD average in childcare fees. An Australian family on average wages with two kids spends 16% of their total budget on childcare while the OECD average is 9%, according to the ACCC. They recommend changing the hourly rate cap to a daily rate cap and removing or reconfiguring the activity test.

The Productivity Commission urges governments to improve availability, affordability, inclusivity and flexibility of childcare services

It’s interim report recommends all children under five should have access to three days a week of “high quality” early education and raising the maximum rate of the Child Care Subsidy to 100% of the hourly cap for about 30% of families with the lowest incomes. It also acknowledges workforce challenges including pay rates and retention of childcare workers.

The Productivity Commission is calling for submissions on it’s interim report by 14 February.

HOURLY GENDER PAY GAP IS HIGHEST FOR MANAGERS

Jean Murray — Mon, 29 Jan 2024 07:25:52 GMT

Hourly earnings were highest for managers in 2023, according to the Australian Bureau of Statistics (ABS). Men continued to earn more per hour than women in all eight major occupation groups. There is a 19% gender gap in hourly earnings in managerial positions, dropping to 7% for those working in sales.

Managers had the highest average hourly earnings ($67.20) followed by Professionals ($60.60). Sales workers and Labourers had the lowest of all occupations ($30.90 and $32.20) compared to an overall hourly average of $44.00.

Men were more likely to have their pay set by an individual arrangement (45%), while a collective agreement was the most common method for women (38%).

In addition to important earnings insights, the ABS data provides key insights into the gender pay gap in Australia and how it is changing over time. Bjorn Jarvis, ABS head of labour statistics, said: “Analysing the difference between male and female earnings is complex and there is no single measure that can provide a complete picture”. He explained that hourly earnings comparisons are useful for understanding gender pay differences beyond weekly earnings measures, given women are more likely to work part-time than men. On average, hourly earnings were $46 for men, compared to $42 for women, a difference of 8.9% in May 2023 compared to 9.7% in May 2021.

Housing Stress: a burden disproportionately borne by women

Jean Murray — Mon, 15 Jan 2024 03:05:56 GMT

Following the Resolutions passed at National Conference, BPW Australia has developed a Policy Statement on Housing and Homelessness. These issues also link back to previous resolutions aimed at supporting women in vulnerable situations.

The Statement can be found here: BPWA Policy Statement on Housing Stress.

https://www.newsmaker.com.au/news/389218/housing-stress-a-burden-disproportionately-borne-by-women

A printable version can be downloaded here: Media Release

GENDER BALANCE ON AUSTRALIAN GOVERNMENT BOARDS

Jean Murray — Sat, 30 Dec 2023 02:05:55 GMT

The annual Gender Balance on Australian Government Boards Annual Report is prepared by the national Office for Women, and outlines performance against the Australian Government’s gender balance targets of 50% of Australian Government board positions overall and 40% of board positions at the individual board level.

At 30 June 2023, women held 51.6% of Australian Government board positions, the highest rate on record, exceeding the target. Also 52.% of new appointments to Australian Government boards in 2022-2023 were women.

The 2022-2023 Report is the first one to report on the representation of women at the individual board level. The data collected throughout the 2022-2023 financial year showed that 78.7% of boards have women represented in at least 40% of positions, which was the target prior to 2016.

CAN YOU BE A MANAGER AND ONLY WORK PART TIME?

Jean Murray — Sat, 09 Dec 2023 07:04:18 GMT

The SMH reports about one in four Australians are part-timers, but only 7% of them are in management positions, according to the Workplace Gender Equality Agency. Chief executive Mary Wooldridge said hundreds of thousands of part-time employees faced a sudden decline in the availability of senior positions that could advance or sustain their careers. This 'promotion cliff' mostly affected women, with the survey showing 30% of women worked part-time, compared with 11% of men. Mary Wooldridge said a lack of flexible work arrangements hindered women’s earning capacity and contributed to Australia’s pay gap.

Non-executive director Rob Prugue wrote on LinkedIn that as a former employer, he used to hire parents as managers. "While the minimum we required was a three-day work week, these parents often worked more than this as their desire to prove to all employers that it was possible outweighed the professional demands the work placed on them," he said. "It was then that the obvious became so visible; the challenge isn’t getting the work done in a limited time, but in employers believing it cannot be done."

Chief financial officer Karyn Ferguson, who has worked part time for over 10 years, said it was still possible to achieve your goals while working part-time. "It takes perseverance, resilience and lots of family support. Most of all, you need the support of amazing managers and leaders in your company that provide you with opportunities to progress and believe in you.”

CHILDCARE REPORT OPEN FOR CONSULTATION

Jean Murray — Sat, 02 Dec 2023 23:26:17 GMT

The Productivity Commission has called for simpler childcare subsidies, changes to the activity test and increased access to early childhood education for children from all backgrounds. Their latest report recommends altering the childcare subsidy to allow all families to access up to three days of subsidised care a week, regardless of how many hours they work; and for families with an annual income of $80,000 or less to become eligible for a 100% subsidy, up from the current 90%.

The Commission called on government to monitor variations in fees and investigate costs and profits across the sector every three years. Australian families pay up to twice OECD average childcare fees.

They also recommended measures to expand the workforce and a national early childhood education and care commission. To address the childcare worker shortage, they recommended removing barriers to educators improving their skills, giving incentives to universities who trial new approaches to teacher education and better mentoring.

The report is out for consultation [deadline 14 February 2024] with a final report to the government due in June 2024.

RESOLUTIONS REPORT FOR BPW CLUBS

Jean Murray — Sun, 26 Nov 2023 22:29:05 GMT

The Resolutions Report from the 2023 National Conference is accessible on the member resources page of the BPW Australia website under Club Documents. All of the resolutions were passed at Conference, but several were amended first.

Club Conference delegates are encouraged to report back to their clubs on the resolutions and review those that are highlighted for local implementation. The BPW Australia Board will discuss the implementation and advise clubs through their State Representatives how they can contribute to our advocacy.

PLANNING ON JOINING A BOARD?

Jean Murray — Wed, 15 Nov 2023 07:22:23 GMT

Joining a board is a significant commitment, and asking the right questions can provide valuable insights into the responsibilities, culture, and expectations associated with the role. Women on Boards has set out 10 questions to consider asking before joining a board.

Some are questions about the organisation or business, the Board itself, or the environment in which it operates. The final key question is about you and requires some introspective reflection.

Historic Australian Government initiative set to unleash women’s potential for a thriving economy

Angela Tomazos — Sun, 29 Oct 2023 01:23:57 GMT

BPW Australia (the Australian Federation of Business and Professional Women), a leading women's advocacy organisation in Australia, warmly welcomes the groundbreaking Australian Government report outlining a visionary 10-year plan to unlock the full potential and contributions of women in the Australian economy. This landmark report, prepared by an advisory group of independent women across the nation, spotlights the barriers women encounter within the Australian economy and offers practical advice for the government to address these critical challenges.

The report's findings emphasise the staggering potential of tapping into the talents and abilities of women, with an estimated AUD $128 billion in economic value at stake. This immense value can be harnessed by dismantling the existing obstacles that hinder women's progress in areas like leadership, participation, pay disparities, and wealth equality. This revelation underscores the pressing need for systemic change and comprehensive reforms to ensure that women can fully participate in and contribute to the workforce, thereby accelerating the nation's economic growth.

Jacqueline Graham, BPW Australia President, applauds the Australian Government's commitment to tackle these pressing issues and take proactive measures to advance gender equality in the workforce. This initiative is a significant milestone in recognising the invaluable contributions women make to our economy and society.

Jacqueline affirmed, "We are thrilled to witness the Australian Government's determination to realise gender equality in the workplace. This report and its recommendations illuminate the extraordinary untapped potential of women in our nation. By dismantling the existing barriers, we can unlock AUD $128 billion in economic value, creating a win-win situation for both women and the Australian economy. This is not just a stride towards economic growth but also a testament to our dedication to gender equality and social justice."

BPW Australia has been working to increase women’s economic participation for more than 75 years. We believe that engaging women as full economic participants, and valuing the output of women’s work, we set the scene for a fully activated workforce building for the future. We wholeheartedly support the government's efforts in implementing the recommendations laid out in the 10-year plan and will actively collaborate with policymakers, stakeholders, and the broader community to ensure these changes come to fruition.

We call upon all Australians to join us in celebrating this remarkable plan and in holding our government accountable for its successful execution. Together, we can forge a more inclusive and prosperous Australia, where women have equal opportunities to flourish in the workforce and to contribute their full potential to our nation's economic growth.

To find out more, go to www.pmc.gov.au/resources/10-year-plan/recommendations

IWD 2024 THEME IS “COUNT HER IN”

Jean Murray — Sat, 28 Oct 2023 22:41:47 GMT

UN Women has announced the theme of International Women’s Day 2024: Count Her In: Accelerating gender equality through economic empowerment as a means to realising women’s rights and gender equality globally.

Sam Mostyn AO, Chair of the Women’s Economic Equality Taskforce and Besa Deda, Chief Economist of Westpac’s Business Bank joined Simone Clarke, CEO of UN Women Australia for the announcement of the International Women's Day 2024 theme this week. CEO of UN Women Australia Simone Clarke said that it was important for women to be empowered to earn and manage their income and be afforded equal access to finance. Simone stressed the importance of ensuring all women have equal access, capacity and capability to fully participate in the economy. This requires shifting behaviours and perceptions that inhibit economic participation and limit investment in women. Increasing women’s economic empowerment means economies grow, children and families prosper, and women have resources available to leave abusive situations.

In searching online for IWD2024 you may come across another theme: #InspireInclusion. This not the official United Nations theme and it isn’t clear who is behind this International Women's Day website

DRIVING EQUALITY ON BOARDS

Jean Murray — Sat, 21 Oct 2023 23:10:57 GMT

Super fund HESTA has warned the largest listed companies it intends to vote against male directors of boards with low female representation. If you own shares, this is something you can do too.

Women on Boards has announced HESTA has issued a blunt warning to the ASX 300 companies it invests in and says it is going to use voting rights in a push for gender diversity and climate action.

HESTA, which manages $76 billion largely for health and community services employees has written to the board Chair and CEOs of ASX 300 companies outlining its key priority expectations which also include decent work, and natural capital and biodiversity loss.

For the upcoming voting season, HESTA has announced it will vote against select director re/elections at ASX300 companies where the board has less than 30% female representations and against board Chairs of companies employing single gender executive leadership teams.

MAKING UNPAID WORK COUNT

Jean Murray — Sat, 14 Oct 2023 03:02:05 GMT

Why is it that buying cow’s milk to feed babies contributes to gross domestic product (GDP) and economic growth, but breastfeeding babies has no measurable economic value? Milking a cow is viewed as 'productive' work, economically quantified in government statistics, and recognised as essential. Breastfeeding is not.

Unpaid work dominates the global economy but takes a back seat in economic discussions and policy-making. Everyday tasks, such as caregiving and household chores, must be recognised for what they are – invaluable unpaid labour that enables paid work to be done.

The McKell Institute developed a paper for HESTA, the industry superannuation fund for people working primarily in health and community services. It includes survey responses from HESTA members that shows how the unpaid care they do outside work hours impacts their overall paid employment and mental health.

The paper also discusses why unpaid work needs to be quantified the need for unpaid work to be properly recognised and considers the need for effective time use surveys to gather this information.

ACCC INQUIRY INTO CHILDCARE FEES

Jean Murray — Fri, 06 Oct 2023 01:12:35 GMT

The ACCC has released its interim report for the inquiry into childcare fees and services, and are inviting submissions in response to the findings and recommendations through its website - deadline 29 October.

The ACCC is recommending price caps be considered beyond the current hourly rate backed by a "credible threat" of government intervention.

The report found childcare operators target the most profitable areas within the wealthiest suburbs in Australia’s biggest cities, meaning privileged areas are most likely to have places and competition. The draft recommendations include that the government consider intervening to ensure supply in remote areas, as well as additional and targeted support for First Nations communities.

So great is the need for reform that the ACCC recommends government go back to first principles and consider what it wants to achieve with a childcare spend that's demanding ever more of the budget.

Early Childhood Education Minister Anne Aly said it was important to expand access to all families. This report will inform the in-depth Productivity Commission review, helping us chart the course to universal access to early childhood education and care.

$5M TO HELP WOMEN GET ELECTED

Jean Murray — Sun, 24 Sep 2023 02:18:57 GMT

A consortium led by Women for Election alongside gender-specialist organisations, has been awarded a $5 million federal grant over 5 years, to help increase the representation and diversity of women in public office.

Founded in 2014 WFEA aims are to inspire women to consider a career in Australian politics, to equip women with the tools and techniques to successfully get elected and to sustain women to achieve their highest potential in elective office.

Women for Election is non-partisan, with more than 2500 women across the political spectrum registering for events since 2019. A number of those women who’ve participated have gone on to launch campaigns or support the campaigns of other women, with some also being elected now at all levels of government.

WHAT DO AUSTRALIANS REALLY THINK ABOUT GENDER EQUALITY?

Jean Murray — Fri, 15 Sep 2023 01:40:29 GMT

Plan International Australia has released their ‘Gender Compass’ – a study revealing what ordinary Australians really think about gender equality conducted in mid-2023. Gender Compass segments the Australian public into 6 groups according to their beliefs, policy preferences and behaviours in relation to gender equality.

The findings reveal that 77% of us agree that we benefit from an equal and fair society, but the community isn’t unified on the magnitude of change required to get there. In fact, 59% of people believe that we have already achieved – or are close to achieving – gender equality.

Plan International Australia CEO, Susanne Legena, said the study was “a pulse-check” and also a “wake-up call”. Plan believes is critical to shift social norms to build a more gender-equal society. Gender Compass is a tool through which targeted communications can be designed to effectively shift the dial.

Download the full report , a summary of the six segments or a 1 page report summary

SEVEN KEY BOARD INTERVIEW TIPS FROM WOB

Jean Murray — Fri, 08 Sep 2023 07:45:17 GMT

Women on Boards provides advice to women seeking Board roles: preparation is key.

1. Check the ad and the key skills being sought.
2. Practice your pitch - being able to confidently pitch your experience and what you bring to the board is crucial.
3. When talking about your experience, make sure you can provide relevant examples.
4. Remember you are being interviewed for a board position, not a job, so don’t get operational.
5. Do your research about the organisation before the interview.
6. When asked a question, relate answers to the organisation, not yourself, and showcase how you can add value.
7. Sending a follow up thank you to the panel can leave a lasting impression and make you stand out.

So remember it’s a board interview, not a job interview, and that you need to do your homework and be prepared.

HOW TO REDUCE THE GENDER PAY GAP IN SUPERANNUATION

Jean Murray — Thu, 31 Aug 2023 03:36:27 GMT

Women are not closing the super gap with men, despite rises in the superannuation guarantee and some private employers increasing paid parental leave. While there has been some improvement in the super gender gap in recent years, women still retire with about 23% less than men.

There are a number of factors driving the change, according to Women in Super CEO Jo Kowalczyk. One important factor is that men continue to dominate high-income jobs, the ones that allow enough free cash to make significant voluntary super contributions along with higher super guarantee payments.

KPMG, in their Towards Gender Equity in Retirement Report, claims people who leave the workforce to look after aged, infirm or ill dependents – predominantly women – could have their superannuation balances boosted by over $120,000. And that it could be done at a neutral cost to the budget by including superannuation guarantee contributions in paid parental leave and the carer payment.

EVERY DAY SHOULD BE PAY EQUITY DAY!

Jean Murray — Mon, 21 Aug 2023 02:05:35 GMT

Equal Pay Day is 25 August, marking the 8 weeks it has taken the average woman to earn as much as the average man in 2022/23. We don’t celebrate Equal Pay Day, we mark it. We’ll celebrate when Equal Pay Day is 30 June!

The ABS has released the latest data on average weekly ordinary time earnings for full-time adults. The Workplace Gender Equality Agency has interpreted this data and explained how the gender pay gap is calculated. The national gender pay gap is 13%, the lowest ever pay gap.

WGEA has provided pay gap data by state and territory which clubs can use for your EPD events. The gender pay gap went up in NSW and NT and down in the other jurisdictions. They also report the pay gap by industry, with highest gap in Professional, Scientific and Technical Services and the lowest in Public Administration and Safety.

The Workplace Gender Equality Agency notes that the private sector has a significantly higher gender pay gap than the public sector. As of November 2022: the private sector gender pay gap is 15.7% while the public sector gender pay gap is 10.6%.

GENDER EQUALITY AT THE HEART OF INTERNATIONAL DEVELOPMENT

Jean Murray — Sat, 12 Aug 2023 02:27:01 GMT

Australia’s new international development policy – the first in almost a decade – will drive the Government's aid investments in tackling regional challenges like gender equality, poverty, economic growth, healthcare, infrastructure investment, and climate change. The Government's commitment to gender equality and climate action will be at the heart of the development program. New targets will ensure Australian development assistance tackles climate impacts and improves the lives of women and girls. Under the new rules, all new international development projects worth more than $3 million will have to include a gender equality objective.

“Placing gender equality at the centre of development creates opportunities for people to thrive, making our countries stronger, more secure and more inclusive,” the statement on the policy changes noted.

CULTURALLY DIVERSE WOMEN LEADERS

Jean Murray — Thu, 03 Aug 2023 08:17:12 GMT

Chief Executive Women has released a report demonstrating that diverse leadership is good for business.

Dr Marlene Kanga AO, a Project Steering Committee Member, believes culturally diverse women leaders are a force to be reckoned with. “With Australia facing a challenging economic climate and critical workforce shortages, businesses need to tap into a full talent pool and culturally diverse women are one of the greatest untapped resources in Australian business.”

Susan Lloyd-Hurwitz, President of CEW, opines racially diverse women leaders face a double-glazed ceiling, experiencing barriers because of their gender AND race. “It’s time for leaders to talk about race in Australian workplaces and take action.” CEW calls for leaders across big business to take action to support culturally diverse women in the workforce, highlighting the need to address gender and race to support more women in leadership. CEW is committed to gathering data across its membership and setting meaningful targets to drive greater diversity within the organisations.

With almost half of Australians now having a parent born overseas and 5.5 million Australians speaking a language other than English, according to the 2021 Census, there’s a large pool of untapped leadership talent in culturally and racially diverse women.

FIRST NATIONS WOMEN WHO HAVE BLAZED A TRAIL

Jean Murray — Thu, 27 Jul 2023 06:09:33 GMT

In celebration of NAIDOC Week 2023, Women's Agenda released a publication that shines a light on the extraordinary achievements of First Nations women in Australia. This collection of stories celebrates the resilience, courage, and unwavering spirit of Indigenous women who have shaped our nation's history and continue to shape its future.

AUSTRALIA’S CHILDCARE NOT MEETING INTERNATIONAL STANDARDS

Jean Murray — Sun, 16 Jul 2023 00:34:28 GMT

According to the Unicef report, Where do rich countries stand on child care?, only Belgium, Denmark, Lithuania, Norway and Slovenia provide free access for children under three.

When considering multiple factors, such as the quality, affordability and accessibility of early childhood education and care, it ranks Luxembourg, Iceland and Sweden as having the best childcare policies. Australia is ranked 37^th of the 41 countries surveyed.

The federal government has directed the Australian Competition and Consumer Commission to hold an inquiry into ECEC prices. An Australian Productivity Commission inquiry into the early childhood education and care sector began in March and is due to present a draft report to the government in November and a final report by 30 June 2024.

HOW TO EXPLAIN THE GENDER PAY GAP - NO, IT'S NOT EQUAL PAY

Jean Murray — Sun, 09 Jul 2023 00:44:13 GMT

How often do BPW members find they have to explain the gender pay gap? Surely, we’ve had equal pay since the Sex Discrimination Act was passed in 1984?

Yes – we have equal pay for equal work; you can’t pay different rates for men and women doing the same job. But this has not delivered pay equity. The jobs that women do are simply not valued the same as work that men do, and women tend to be relegated to lower pay roles than men in workplaces. We don’t have pay equity – there is a significant gender pay gap across and within Australia’s workplaces.

Ruby Leahy Gatfield, Head of Research and Insights at Future Women, has written a helpful explanation that will be useful to clubs planning their Equal Pay Day events this year.

Equal Pay Day 2023 Announced - 25th August

Angela Tomazos — Sun, 02 Jul 2023 05:31:10 GMT

Closing the Gender Pay Gap – why it matters

BPW Australia (the Australian Federation of Business and Professional Women), founder of Equal Pay Day Alliance, has advocated for action on gender pay inequity for over 70 years.

In 2023, BPW Australia is again joining the Workplace Gender Equality Agency (WGEA) call to take action to close the gender pay gap.

WGEA is an Australian Government statutory agency created by the Workplace Gender Equality Act 2012. The Agency is charged with promoting and improving gender equality in the Australian Workplaces. On 30 March 2023, Parliament passed the Workplace Gender Equality Amendment (Closing the Gender Pay Gap) Bill 2023. The reforms aim to accelerate workplace gender equality in Australia.

In 2023, equal pay day is 25th August, marking 56 days additional days from the end of the previous financial year that women must work, on average, to earn the same amount as men earnt that year. Progress in the past four years has been slow, with only a change from 59 days in 2019 to 56 days now.

“The Workplace Gender Equality Agency reporting provides overwhelming evidence that when employers analyse their data for pay gaps and take clear actions, their pay gap reduces,” Jacqueline Graham, President BPW Australia said.

International experience has also shown that publishing employer gender pay gaps can lead companies to prioritise gender equality and to a lowering of employer gender pay gaps. In the UK, research indicates it motivated some employers to narrow the wage gap between men and women. These reforms will encourage employers to deploy and drive workplace policies, practices and environments that support gender equality, creating meaningful shifts in Australian working life.

BPW Australia will be joining WGEA in the 56-day countdown to help continue and increase the momentum of change.

“Gender equality and gender diversity at work is not just nice to have. Gender equity is a basic human right, but its achievement also brings socio-economic benefits to everyone. By empowering women, the broader community thrives, increasing productivity and growth,” Jacqueline said.

“Australia’s Gender Pay Gap reflects gender gaps across our society. Equal Pay Day is a marker pointing to where we need to improve, to fully harness the talent of every Australian. It is not simple to do – there is no one answer - but we can make change, if we act.” Jacqueline said.

CLOSING THE DEAL ON WOMEN IN SALES

Jean Murray — Wed, 28 Jun 2023 02:04:56 GMT

According to the WGEA Gender Equality Scorecard, women comprise only 41% of managerial roles across all professions and the same is true in sales, with only 38% of manager roles being occupied by women. Additionally, the most recent pay gap data shows women, on average earn $26,596 less than men each year, so even though there are more women entering sales roles, they aren’t being equally rewarded for sales success.

Smart Company’s article, Closing the deal on women in sales, reports that sales roles, like many other professions, have long been the domain of men who have used their role as a stepping stone for many to launch a successful career as a business leader. In Australia, that gender imbalance may be changing, with recent data showing a relatively equal number of females and males now in general sales roles. However, it hasn’t moved up the pipeline yet, and there is still a very obvious imbalance in the number of female leaders.

UN Commission on the Status of Women makes Renewed Commitment to Gender Equality

Jean Murray — Tue, 27 Jun 2023 06:59:56 GMT

Reporting on this year's 67th session of the United Nations Commission on the Status of Women (CSW), the Women’s Rights Caucus welcomed the adoption of the agreed conclusions for the theme “Innovation and Technological Change and Education in the Digital Age for Achieving Gender Equality and the Empowerment of All Women and Girls.” This included the renewal of a global commitment to achieving inclusive gender equality, despite significant pushback on fundamental issues within this agenda. They were encouraged to see continued multilateral support to advance the human rights of women and girls in all their diversity, as reflected in this year’s outcome.

womens-rights-caucus.pdf (passblue.com)

CSW67_Agreed Conclusions

$5 MILLION TO INCREASE WOMEN STANDING FOR ELECTION

Jean Murray — Fri, 12 May 2023 05:03:11 GMT

A consortium led by Women for Election (WFE) and including several gender-specialist organisations, has been awarded a $5 million federal grant over 5 years, to help increase the representation and diversity of women in public office.

Women for Election is non-partisan, with more than 2500 women across the political spectrum registering for events since 2019. A number of those women have gone on to launch campaigns or support the campaigns of other women, with some also being elected now at all levels of government.

Women for Election CEO Licia Heath told Women’s Agenda that 43 alumni ran in last year’s Federal election, and 2 of the 20 WFE alumni who ran in the recent NSW state election were elected. Even those who didn’t gain a seat held others to a higher standard and inspired greater involvement of other women and girls to see themselves as future political leaders. Win or lose, in every contest that a woman stands, they help to shape the agenda and influence the outcome.

AMBASSADOR FOR GENDER EQUALITY

Jean Murray — Sun, 07 May 2023 01:05:29 GMT

The Minister for Foreign Affairs, Senator the Hon Penny Wong, has appointed Stephanie Copus-Campbell AM as the Ambassador for Gender Equality.

The Ambassador for Gender Equality is a lead advocate for Australia’s work on gender equality and the human rights of women and girls.

The Ambassador engages in international advocacy, public diplomacy, and outreach in support of Australian Government policies and programs to:

· promote gender equality
· eradicate sexual and gender-based violence
· eliminate discrimination against women and girls, and persons of diverse gender identities
· ensure better educational and health (including sexual and reproductive maternal health) opportunities and outcomes for women and girls
· enhance the participation of women in decision-making and leadership
· implement the Women, Peace and Security agenda

Stephanie has extensive experience working across the public, private, philanthropic and community sectors in Australia and the Indo Pacific. She has served as head of Australia’s bilateral aid programs with Papua New Guinea, Fiji and Tuvalu and head of Australia’s Pacific Regional programs. She has also worked in senior executive roles with CARE Australia and the Oil Search Foundation.

In 2018, the PNG Government appointed Stephanie as Chair of the Southern Highlands Provincial Health Authority Board. She is also the founding Director on the Femili PNG Board (providing services to survivors of family and sexual violence) and actively involved in a not for profit, social impact coffee business that supports female coffee growers in PNG with all profits funding domestic violence services in PNG.

ADVOCACY TOOLKIT for BPW CLUBS

Jean Murray — Sun, 30 Apr 2023 00:14:05 GMT

The handbook for NGOs prepared for the UN Commission on the Status of Women in New York last month includes an excellent explanation of how the United Nations is structured and operates and how CSW was established.

It also has a section starting at page 20 on digital advocacy for women's organisations that is a great toolkit for BPW clubs. Use it to start a discussion at your club – how can you promote your campaigns through digital platforms and empower women in your locality and your state?

BPW INTERNATIONAL STATEMENT TO CSW AT THE UN

Jean Murray — Sun, 23 Apr 2023 01:54:25 GMT

BPW International was invited to give an Oral Statement at the 2023 session of the Commission on the Status of Women in New York last month. The statement was read by our BPW International Vice President, Chularat Israngkool Na Ayutthaya, from Thailand.

You can listen to BPW International’s CSW statement or read it.

THE IMPACT OF HAVING CHILDREN ON THE GENDER PAY GAP

Jean Murray — Wed, 12 Apr 2023 08:39:11 GMT

Australia’s Treasury Department has published their research on how children affect the earnings of men and women in Australia. The authors use HILDA survey data to show the arrival of children has a large and persistent impact on the gender pay gap, reducing female earnings by 55% on average in the first 5 years of parenthood.

Personal income tax data shows this gap improves only slightly but remains high in the 10 years following the arrival of children. The authors attribute the gap to lower participation rates and reduced working hours amongst mothers. Although the decline in earnings for women is very similar regardless of their breadwinner status in the household pre-children, women with greater access to workplace flexibility are more likely to remain employed after having children.

Parliament passes gender pay gap bill - WGEA Statement

Angela Tomazos — Sat, 01 Apr 2023 02:11:23 GMT

Australian-first reforms empower Australian workers with access to employer gender pay gaps

More than four and a half million Australian employees will be able to access their employer’s gender pay gaps starting in early 2024 after the passage of the Workplace Gender Equality Amendment (Closing the Gender Pay Gap) Bill 2023 in Federal Parliament today.

The package of reforms requires the Workplace Gender Equality Agency (WGEA) to publish employer gender pay gaps for private sector and Commonwealth public sector employers. This will be done by mean, median and employer remuneration quartile.

The Australian-first measure covers the workplaces of approximately 40 per cent of the nation’s workforce.

WGEA CEO Mary Wooldridge welcomed the passage of the Bill and acknowledged the leadership and significant work of Minister for Women Sen. The Hon. Katy Gallagher to deliver these crucial reforms.

Ms Wooldridge said the reforms shape the future of workplace gender equality and will give employees greater insights into their workplaces’ gender equality policies and priorities.

“For the first time, from 2024 employees will have access to the key indicator of how their organisation is performing on gender equality,” Ms Wooldridge said.

“Employees and prospective employees are placing high value on jobs that support gender equality.

“Publishing employer gender pay gaps will provide deeper insights on their employer’s progress, while job-seekers can get a clearer indication of a prospective employer’s commitment to ensuring the contributions of all employees are equally valued and rewarded.

“This is also an opportunity for employers who may have been slow to prioritise gender equality to get serious about change.”

Ms Wooldridge said Agency data showed that employers gain a competitive edge when they make gender equality a priority.

“Analysis of workforce data reported by employers that hold WGEA’s Employer of Choice for Gender Equality (EOCGE) citation has shown dedicated action gets results, with these employers closing their gender pay gaps faster than others,” Ms Wooldridge said.

“One of the recurring messages from our most recent recipients of the EOCGE citation was that as soon as they started on the path to gender equality, they saw the benefits and they wished they had started earlier.”

International research is showing that publishing employer pay gaps can be a powerful motivation for companies to prioritise gender equality and to lower their gender pay gaps. In the UK, the approach has already motivated employers to substantially narrow the wage gap between men and women.

“A key aim of publishing gender pay gaps is to help employers show improvement over time,” Ms Wooldridge said.

“That is why an essential part of the legislative reforms is to give employers the option to provide a statement that gives context to their gender pay gap results and outlines their plans for action.

“WGEA will continue to actively support all reporting employers to make progress on gender equality in Australian workplaces as these reforms are implemented.”

The reform package also strengthens WGEA’s world-leading dataset with mandatory reporting from 2024 of employee age, primary workplace location and CEO remuneration, as well as spurring accelerated action by requiring WGEA’s gender equality reports are shared with governing bodies.

The changes also support safer workplaces and advance implementation of the Respect@Work report with enhanced reporting on the prevalence, prevention and employer response to sexual harassment and harassment on the grounds of sex or discrimination.

From 2024, large employers with 500 or more employees must also have policies or strategies in place to address all six gender equality indicators.

Media contact

Emma Manser | 0437 225 386 | E emma.manser@wgea.gov.au

INTERNATIONAL WOMEN'S DAY 2023 – WHO’S TALKING?

Jean Murray — Sat, 11 Mar 2023 02:02:02 GMT

BPW members will have attended and hosted International Women's Day events around the country and heard inspiring speakers celebrating women's achievements but also relaying dismaying statistics about the progress of women's equality. Now take the time to listen to listed to two leading women, Sam Mostyn and Katy Gallagher, summarising where we’re at and what’s next for Australian women.

On International Women's Day, the federal government released the Status of Women Report Card which provides a data summary of what life looks like for women in Australia in 2023. The report card looks at education, economic outcomes, health, safety and wellbeing, housing and gender norms girls and women experience in careers and working life, through parenthood and families, and in later life. Listen as Katy Gallagher, Minister for Women delivers the Susan Ryan Oration and Sam Mostyn AO provides insight into the work the Women’s Economic Equality Taskforce is doing.

WOMEN CHALLENGING NSW ELECTION

Jean Murray — Sun, 05 Mar 2023 01:38:42 GMT

Women for Election, a non-partisan, not-for-profit organisation, is supporting several candidates in the NSW election hoping to increase the representation of women in the state parliament. WFE offers training courses for aspiring candidates to better equip them to engage with the political system. Of the 2,500 women 3who have completed their course in the last 2 years, 17 are running in this state election across political parties and as independents.

ABC’s even-handed analysis describes a diversity of women candidates for the NSW election across age groups and cultural backgrounds. It profiles several candidates, including lawyer and company director Helen Conway who is standing in the seat of North Shore. BPW members will be familiar with Helen who is a founding Director and inaugural Chair of Australian Gender Equality Council, and who was previously CEO of the Workforce Gender Equality Agency and Chair of the Board of Women for Election.

THE GENDER PAY GAP IS A HANDBRAKE ON WOMEN’S ABILITY TO MAKE ENDS MEET.

Jean Murray — Tue, 28 Feb 2023 04:42:21 GMT

This week the Workplace Gender Equality Agency released new data on Australia’s gender pay gap, which has dropped to a record low of 13.3% - 87c for every dollar a man earns. But this doesn’t include bonuses, overtime payments or superannuation – the total remuneration gender pay gap is consistently 5% greater than the gender pay gap for base salaries alone

In November 2022, women’s average weekly ordinary full-time earnings across all industries and occupations was $1,653.60. For men it’s $1,907.10. Women are $253.50 worse off every week as a result of their gender, amounting to $13,182 over a year. Because the gender pay gap only reflects base salary for full-time workers, it’s only a limited reflection of the true situation.

As many Australians struggle with sharp increases in the cost of groceries, energy, fuel and housing, WGEA is calling attention to the disproportionate effect this persistent pay gap has for Australian women. With inflation at 7.8%, and rising, everyday essentials are becoming increasingly unaffordable.

NATIONAL CHILDCARE POLICY – A SUMMIT AND 2 INQUIRIES

Jean Murray — Sun, 19 Feb 2023 01:53:07 GMT

There’s flurry of activity around early childhood education and care. This week childcare experts attended a national summit on children under 5, last week the government established a Productivity Commission inquiry into early childhood education and care, and last month the Australian Competition and Consumer Commission began its inquiry into the cost of childcare. And former prime minister Julia Gillard is leading a royal commission into early education and care in South Australia.

The Productivity Commission Inquiry is expected to lay the foundations for achieving a universally accessible, high-quality early learning and care system in Australia. The ACCC will examine how costs and prices differ across childcare service types and locations and how these impact childcare provider viability, quality and profits.

A research team at Victoria University finds that universal, affordable and high-quality early education for Australian families is on the horizon, but four key challenges remain:

1. Access to early childhood education and care is not equal in Australia, and depends on where families live.
2. Despite increasing subsidies, the cost of early childhood services remains a key issue for many families.
3. The government’s “activity test” is a major barrier to parents working.
4. Early childhood educators are overworked and not paid enough

FROM OUTRAGE TO OPPORTUNITY – WOMEN IN THE MEDIA

Jean Murray — Sun, 12 Feb 2023 01:15:14 GMT

How can the international news media represent women’s voices better? A recent report, “From outrage to opportunity: How to include the missing perspectives of women of all colours in news leadership and coverage” by Luba Kassova discusses gender parity in news leadership and production, as well as news coverage. It was commissioned by the Bill & Melinda Gates Foundation and is based on extensive research in South Africa, Kenya, Nigeria, India, the UK and the US.

In an article in The Conversation, Professor Ylva Rodny-Gumede of University of Johannesburg examines gender discrimination in the news media and the hurdles and threats the contemporary media sphere presents to women journalists. Research outlining gender imbalances and female leadership in the news media remains scarce and uneven. The report shows that women in the 6 countries surveyed remain severely underrepresented in editorial leadership and in news coverage. Their voices are excluded in shaping public discourse in the male-dominated industry. Ensuring better representation of women’s voices in the news media would change not only the industry, but also public discourse.

Other studies show that where women control news content, it tends to be more gender sensitive and representative. Women journalists are also more likely to challenge gender stereotypes, raise gender inequality issues, and reference legislation or policy that promote gender equality or human rights.

On the upside, the “From outrage to opportunity” report focuses on solutions. It makes a case for addressing the gender gap in news consumption. This provides a multi-billion-dollar revenue opportunity for a struggling global news industry. The report argues that, if the gender gap were to be addressed and women better represented in the news media, the industry could grow female audiences exponentially. It estimates that closing the gender consumption gap could generate as much as US$83 billion over the next 10 years.

OCCUPATIONAL GENDER SEGREGATION

Jean Murray — Sun, 05 Feb 2023 01:07:17 GMT

A new CEDA report that examines the unequal distribution of male and female workers across and within job types provides a useful summary of the drivers of gendered workplaces. CEDA analyses the impact of gender stereotyping, hiring practices, education opportunities, migration, and the ‘motherhood penalty’ on the distribution of women across occupations. They propose formalising flexibility policies, strengthening compliance reporting and mentoring more women into we’ll paying STEM jobs.

Angela Priestley in Women's Agenda suggests a different approach. Efforts to increase women in male-dominated professions like construction, mining and STEM-related fields by creating more family-friendly environments, should be complemented by placing greater value on sectors that are dominated by women like nursing, aged care and early childhood education. If boys [and men] were encouraged into the caring professions, would there be a commensurate increase in pay and conditions that benefits both women and men? Something to debate at your next club meeting.

BPWI AND THE UN COMMISSION ON THE STATUS OF WOMEN IN NY IN MARCH

Jean Murray — Sun, 29 Jan 2023 06:48:51 GMT

The UN's Commission on the Status of Women (CSW) will take place from 6 to 17 March 2023 in New York. Many BPW members around the world have been able to attend CSW and its parallel events as delegates and observers over the years. Additionally, BPW International runs its own program for our members during CSW in New York.

BPW International has Consultative Status with a range of high-level UN bodies including with ECOSOC, the UN Economic and Social Council, and UNESCO, the UN Educational, Scientific and Cultural Organisation. CSW is a functional commission of ECOSOC, and the principal global intergovernmental body exclusively dedicated to the promotion of gender equality and women's rights. CSW is instrumental in promoting women’s rights, documenting the reality of women’s lives throughout the world, and shaping global standards on gender equality and the empowerment of women.

The Priority theme for this year is innovation and technological change, and education in the digital age for achieving gender equality and the empowerment of all women and girls. CSW will also review the 2022 theme, which was challenges and opportunities in achieving gender equality and the empowerment of rural women and girls.

PAY TRANSPARENCY LEADS TO PAY EQUITY IN UNIVERSITIES

Jean Murray — Mon, 23 Jan 2023 01:31:39 GMT

BPW Australia advocated strongly for pay transparency over recent years, and it is now finally legislated as a workplace right. We will monitor whether this leads to greater pay equity in Australia.

Research assessing the impact of pay transparency policy on Canadian universities reveals that disclosure led to a 4% pay increase for female staff that was not evident in universities that kept pay secret. However, the reasons seem to be systemic rather than personal – when salaries are open to public scrutiny, the universities are more conscious of the negative implications of attracting and retaining staff if gender inequity was evident in their employment practices.

COSBOA’S LEADERSHIP PROGRAMS FOR GIRLS AND WOMEN

Jean Murray — Tue, 17 Jan 2023 07:27:45 GMT

BPW Australia has long partnered with COSBOA – Council of Small Business Organisations Australia, and two BPWA Presidents have chaired the Council’s Leadership Team.

Two of COSBOA's current projects align strongly with BPWA aims, both funded under the Australian Government’s Women’s Leadership and Development Program:

The Academy for Enterprising Girls is a fun and exciting entrepreneurship program, available FREE to all young women in Australia aged 10 – 18, The Academy is designed to cultivate young women’s skills in design thinking, entrepreneurial and business skills.

This is complemented by the Accelerator for Enterprising Women is designed to support and empower young women aged 18 to 24 years to create self-made Job Maker career paths, pursue entrepreneurship as a viable career choice and to ensure Australia’s next generation of businesswomen have the skills required to run their own businesses and transform the industries in which they work.

A NEW AMBASSADOR FOR GENDER EQUALITY plus 5 OF 8 NEW DIPLOMATIC ROLES AWARDED TO WOMEN

Jean Murray — Sat, 24 Dec 2022 02:10:35 GMT

Heather Ridout AO has been appointed as Australia’s Consul-General in New York, the first woman to be appointed to this role. A former Chief Executive of the Australian Industry Group, Ms Ridout brings four decades of experience to the role. She is currently Director of Sims Ltd and Director of Australian Securities Exchange (ASX) Limited.

Other newly appointed women include Sophie Davies as Australia’s Ambassador to Brazil, Sonya Koppe as Australia’s High Commissioner to Trinidad and Tobago, Minoli Perera as Australia’s Ambassador to Zimbabwe, and Phoebe Smith as Australia’s High Commissioner to the Cook Islands.

Senator Penny Wong also announced the appointment of Stephanie Copus-Campbell as Australia’s next Ambassador for Gender Equality. She takes over from the outgoing Ambassador for Women and Girls, Christine Clarke CSC and will deepen Australia’s international engagement on gender equality by advocating the importance of women’s human rights, ending gender-based violence, women’s economic empowerment, and the leadership of women and girls.

WOMEN LEADING IN STEM CAREERS

Jean Murray — Mon, 19 Dec 2022 22:18:40 GMT

Science & Technology Australia established the Superstars of STEM program in 2017. It is designed to propel Australian women of STEM into the spotlight, and has so far promoted 150 women leaders of STEM. Meet the 2022 Superstars of STEM.

Science & Technology Australia offers a range of workshops, programs, and events which empower the members and staff of their member organisations.

WOMEN’S HEALTH AND WELLBEING SCORECARD SHOWS AUSTRALIAN WOMEN ARE BEHIND

Jean Murray — Fri, 09 Dec 2022 07:28:05 GMT

The Monash Centre for Health Research and Implementation has released its first Australian Women’s Health and Wellbeing Scorecard: Towards equity for women, which will be produced annually. The MCHRI annual scorecard captures women’s health and wellbeing outcomes in Australia, documenting progress over time.

The Scorecard shows that Australian women disproportionately have lower income, less engagement in the labour force and poorer health than men. While economic indicators are improving for women, data shows that the gender gap has remained for all indicators (income, superannuation, labour force engagement and health) except unemployment. At these rates it will take 70 years to reach equality on full time employment, and more than 200 years to reach equity on income.

These gender inequities are negatively affecting the economy as well. The report shows that women’s labour force absence cost $72 billion in lost GDP annually.

COLLABORATION: The Pathway to Strength, Success and Sisterhood

Jean Murray — Thu, 01 Dec 2022 03:26:21 GMT

BPW clubs worldwide can access personal and professional development resources on the BPW International website. This BPW International webinar is presented by the Standing Committee for Development, Training and Employment. It is introduced and facilitated by Standing Committee Chair Francesca Burack, with contributions from Standing Committee members including our own Director of Policy and BPWA Vice President Angela Tomazos.

Want to get more done? Have an idea that you would like to implement, but don't have enough resources or time? Need to get more people or another organisation involved? Watch the video to understand how Collaboration will help you accomplish a common goal, extend your network, increase your skills and impact our members and women around the world.

G20, APEC, ASEAN INTERNATIONAL MEETINGS: DID WOMEN GET A FAIR LOOK IN?

Jean Murray — Thu, 24 Nov 2022 05:51:29 GMT

The recent series of international Leaders’ Summits produced 3 comprehensive statements with observations, data, declarations and commitments. It’s always interesting to perform a gender analysis on these documents to assess how influential the international women's policy machinery has been in impacting the focus of the leaders’ debates, decisions and conclusions. It’s telling how far you have to read before women or gender is mentioned, given we are more than 50% of the population.

The Declaration of the big international G20 Summit in Bali first mentions women at paragraph 46 out of 52 – a single paragraph. Two others mention gender.

The Declaration of the regional Asia Pacific APEC meeting in Bangkok mentions women at paragraph 19 out of 23 – again, a single paragraph.

Women have much more of a focus in the Statement of the more local ASEAN Association of Southeast Asian Nations Summit in Cambodia, with paragraphs 19, 20 and 83 out of 106 specific to women and additional mentions in several other paragraphs.

The G20 and APEC statements suggest women’s organisations need to step our international advocacy but the ASEAN focus is reassuring. This is where BPW Australia can have the most impact.

FWC RECOGNISES AGED CARE WORKERS ARE UNDERPAID

Jean Murray — Fri, 18 Nov 2022 06:42:57 GMT

The Fair Work Commission’s decision to offer a 15% interim wage increase – while continuing to consider a full 25% increase – is informed by the findings of 2018 Royal Commission into Aged Care Quality and Safety. The FWC recognised that work in feminised industries – including care work – has been historically undervalued and that the reason for that undervaluation is likely to be gender-based. It recommended a 25% wage increase for aged care workers which is backed by unions.

The Royal Commission reported that a wages gap exists between aged care workers and workers performing equivalent functions in the acute health sector. Successive governments have made several failed attempts to address that gap by providing additional funds to providers in the hope that they would be passed on to aged care workers by way of increased wages. They were not.

PARLIAMENTARY REPORT ON THE INTERACTION BETWEEN WORK AND CARE OBLIGATIONS

Jean Murray — Sat, 29 Oct 2022 04:26:31 GMT

BPW Australia has passed resolutions and advocated strongly for work and family balance to support women who combine paid work with caring responsibilities for children or adult family members.

The Senate has established a Select Committee on Work and Care which released an interim report on 18 October. It is examining the ways in which the combination of work and care responsibilities is impacting on the lives and wellbeing of Australians. The report includes a range of recommendations on gathering data about how workers manage their caring responsibilities, analysing wage structures in the care economy, extending paid parental leave to 26 weeks, and increasing funding to First Nations community-controlled Early Childhood Education and Care. It also recommends amendments to the Fair Work Act to require fairness in rostering staff, allow better access to flexible work options and legislate the right to disconnect from work when working from home.

Read the analysis in The Conversation: https://indaily.com.au/opinion/2022/10/24/switching-off-for-work-life-balance/

GLOBAL GENDER LAW INDEX – HOW DO AUSTRALIA’S LAWS COMPARE?

Jean Murray — Sun, 25 Sep 2022 01:21:23 GMT

Human rights lawyer and activist Dr Ramona Vijeyarasa created the Gender Legislative Index as a tool she hopes will help push governments and parliaments to enact better laws for women. It ranks and scores legislation against global standards for women’s rights, and seeks to get the law right in the first place, rather than invest in poor or average laws that later need amending.

Australia’s Equal Opportunity for Women in the Workplace Amendment Act 2012 meets international standards, but our parental leave legislation falls short.

Dr Vijeyarasa is now researching whether, with just 30 female prime ministers and presidents globally, women presidents and prime ministers change their countries and how they might ultimately change the world.

UN WOMEN: THE GENDER SNAPSHOT 2022

Jean Murray — Sun, 18 Sep 2022 06:26:36 GMT

The United Nations’ theme for 2022 is Gender Equality Today for a Sustainable Tomorrow. So how are we tracking so far? UN Women has released their global Progress Report on the Sustainable Development Goals. For a snapshot of Australia and New Zealand’s progress on SDG5, check pp 22-27 of the report – last column.

The latest SDG5 data show that the world is not on track to achieve gender equality by 2030. Women’s representation in positions of power and decision-making remains below parity. Less than 50% of the data required to track progress on SDG5 are currently available, rendering women and girls effectively invisible.

COVID and the backlash against women’s sexual and reproductive health and rights are further diminishing the outlook for gender equality. Violence against women remains high; global health, climate, and humanitarian crises have increased risks of violence, especially for the most vulnerable women and girls; and women feel more unsafe than they did before the pandemic.

Nearly halfway to the 2030 endpoint for the SDGs, the time to act and invest in women and girls is now.

Helping Small and Medium-Sized Business Close Gender Pay Gap - Premier of Victoria

Angela Tomazos — Sun, 11 Sep 2022 05:07:01 GMT

31 August 2022

The Andrews Labor Government has released new educational resources to help small and medium-sized businesses better understand how they can act to close the gender pay gap.

Minister for Industrial Relations Tim Pallas today launched a range of materials developed by the Victorian Equal Opportunity and Human Rights Commission (VEOHRC) with funding from the Government to support businesses in their understanding of equal pay.

The three videos with interactive features and three short e-learning modules are tailored to the characteristics and needs of small and medium-sized businesses.

Small and medium-sized businesses make up a significant proportion of the Victorian workforce and economy. Covering two in three employed Victorians, these businesses have the power to effect enormous change when it comes to achieving equal pay.

The Government and VEOHRC have previously released the “Equal pay matters: Achieving gender pay equality in small-to-medium enterprises” report. The report noted that the drivers of pay inequality at smaller organisations include limited understanding about the concept of equal pay and how it applies to them.

The resources were co-designed with businesses and industry experts and will be distributed widely.

Recent data from the Workplace Gender Equality Agency shows the national gender pay gap continues to widen, now sitting at 14.1 per cent, which is an increase of 0.3 percentage points over the past six months. This means men on average earn $263.90 a week more than women.

As part of the Victorian Budget 2022-23 the Government invested $1 million to promote gender pay equity workplace initiatives and the functions of the Equal Workplaces Advisory Council.

To access the videos and e-learning modules, go to humanrights.vic.gov.au.

Quotes attributable to Minister for Industrial Relations Tim Pallas

“On average, women must work 60 days more to earn the same salary as a man – which is disgraceful.”

“By supporting small and medium-sized businesses with information and resources, it will help to reduce the gender pay gap and boost fairness across the economy.”

“It’s a win for everyone – research shows that equitable workplaces are more productive, have less staff turnover and higher morale and are more profitable.”

Quotes attributable to Victorian Equal Opportunity and Human Rights Commissioner Ro Allen

“As we emerge out of the pandemic, this is an opportunity for small and medium-sized businesses to reset and update business practices.”

“Equal pay is a human right but it’s also good for business and our resources will help businesses take realistic and achievable steps to advance equal pay in their workplaces.”

AUSTRALIA NEEDS GENDER RESPONSIVE BUDGETING

Jean Murray — Sun, 11 Sep 2022 00:58:54 GMT

In August, KPMG released a report calling for the government to improve gender equity with a wider use of gender responsive budgeting. This approach requires the gender impact of revenue-raising and spending decisions to be assessed. The government committed to introducing gender responsive budgeting at the Jobs and Skills Summit.

KPMG believes that needs-based gender budgeting would have the greatest impact on achieving the government’s gender equity strategy. Needs based GRB identifies the policy areas where government action would optimally reduce inequity. Combined with a gender lens on policy development – rather than trying to fix inequitable outcomes after a policy is implemented – this approach can help narrow the gender economic gap more efficiently and effectively.

Dr Leonora Risse from RMIT writes in The Conversation about her presentation to the Summit, arguing that gender gaps in our economy indicate we are not fully recognising women’s strengths and capabilities, and so not fully valuing their contributions to the economy and wider society. The summit discussed the under-utilisation of women, as though women were merely functional machinery. Gender responsive budgeting is a means to value rather than utilise women.

THE JOBS AND SKILLS SUMMIT: 36 RECOMMENDATIONS

Jean Murray — Sun, 04 Sep 2022 05:09:12 GMT

The Jobs and Skills Summit has delivered a raft of recommendations, and a number of them relate to BPW Australia’s resolutions and advocacy campaigns, including gender pay equity, affordable accessible childcare, pay transparency, flexible working, addressing older women's homelessness, super on paid parental leave, and removing barriers to women entering the workforce..

An Issues Paper was disseminated prior to the Summit and the Outcomes Document was released immediately after the Summit listing immediate actions and areas for further work. Both are informative and accessible documents, worth reading.

The Summit discussed the cost of childcare which means many women with young children receive no financial benefit if they return to work full time. The ABC reports the federal government will provide higher childcare subsidies for more families from July next year, but advocacy groups and unions wanting those changes brought forward ramped up pressure ahead of the Summit.

Gender pay gap still growing – what will it take for direction to change?

Angela Tomazos — Sat, 20 Aug 2022 07:49:01 GMT

BPW Australia (the Australian Federation of Business and Professional Women) is marking Equal Pay Day 2022 by joining Workplace Gender Equality Agency (WGEA) call for business leaders to commit to taking immediate action.

WGEA is an Australian Government statutory agency created by the Workplace Gender Equality Act 2012. The Agency is charged with promoting and improving gender equality in the Australian Workplaces.

This year, (Un) Equal Pay Day 2022 will be on 29^th August , marking the 60 additional days from end of previous financial year that women must work on average to earn the same annual pay as men. Thursday’s average weekly earnings data, released by the Australian Bureau of Statistics (ABS), shows that men are earning an average of $263.90 more than women a week.

“The new gender pay gap is 14.1%, or $263.90 per week , an increase over the last 6 months, which means women are making tougher decisions about maintaining their cost-of-living standards in this current inflationary climate. Latest monthly household spending indicator released by ABS for June shows an increase over 10%. Women are earning less than men but spending the same to maintain their households. This is not just unequal; it places stress on Australian households.” Jacqueline Graham, BPW Australia President said.

Mary Wooldridge, WGEA Director, is calling on employers to take immediate action to reduce the gender pay gap by conducting a pay gap audit. This will give them a clear picture of what’s driving their pay gaps and the opportunities for improvement, that will benefit their employees and their business over time. Data has shown in the past that provides overwhelming evidence that when employers analyse their data for pay gaps and take clear actions, their pay gap reduces.

“To drive change in the community we need leadership and action to achieve a more just, more equal and more inclusive society for a strong and thriving Australia,” Jacqueline said.

To find out more , go to https://www.wgea.gov.au/

STARTING NOW: DELIVERING THE BEST EARLY CHILDHOOD SYSTEM FOR AUSTRALIA

Jean Murray — Sun, 14 Aug 2022 02:12:18 GMT

Following 2021’s Starting Better report which provided a long-term vision for the best early childhood system for Australia, the Centre for Policy Development’s Starting Now report gives leaders a roadmap with concrete achievable steps over the next 12 months.

The paper recommends swift and coordinated action in three key areas:

Action to give parents the confidence to balance work and home by ensuring education and care is available and affordable. This includes accelerated changes to subsidy arrangements, measures that ensure public spending flows through to families, educators and teachers, and smarter spending coordination between governments.

Action on rewarding, secure early childhood careers so children and families can work with early childhood professionals they know and trust. This includes appropriate valuation of early educators’ work, making early childhood careers a priority at the national Jobs and Skills summit, a tripartite dialogue between unions, employers and government, training incentives for early childhood careers, and lifelong learning for early childhood professionals

A national mission for a universal early childhood system This includes a formal agreement between First Ministers to work together on a universal early childhood system, a reform task force to implement it, a special commissioner to lead a Productivity Commission review into a universal early childhood education and care, and long-term funding agreements.

WOMEN ARE DRIVING CLIMATE POLICY WORLDWIDE

Jean Murray — Sun, 07 Aug 2022 04:02:11 GMT

A recent article by 4 female climate science experts in The Conversation examines how increasing the proportion of women leaders results in more progressive, science-informed climate policy – not only in Australia but around the planet.

The major parties largely ignored gender equity and climate change throughout the 2022 election campaign, yet both issues proved to be turning points for the Australian electorate. And now climate change is a central pillar of the government’s parliamentary agenda, with a bill to enshrine a climate target into law introduced last week.

Women are on the front line of climate change impacts, which makes our experiences and leadership critical at decision-making tables. From Barbados to Finland, we’ve seen women’s leadership on climate bring fair, innovative and ambitious policies. Women are disproportionately impacted by climate change due to systemic inequalities. In Africa, when disaster strikes, women find it more difficult to evacuate or read written warnings, and are overlooked in rescue attempts in favour of men. In Australia, researchers note sharp surges in domestic violence in the wake of disasters such as bushfires.

Women also have a critical role to play in achieving ambitious and innovative climate action, as the Women’s Leadership statement at last year’s Glasgow climate summit noted. There are many examples of female climate leadership and the benefits that follow when women and girls are afforded the opportunity to take a lead on climate action. An OECD Working Paper notes that women’s participation in decision-making often leads to the development of stronger and more sustainable climate policies and goals.

80% FAVOUR GOVERNMENT PAYING SUPER ON PARENTAL LEAVE

Jean Murray — Mon, 01 Aug 2022 02:27:38 GMT

An overwhelming majority of people support the push to have superannuation paid on parental leave. A recent survey conducted by professional accounting body CPA Australia indicated they thought superannuation should be paid on government paid parental leave. The BPW Australia 2018 National Conference resolved to advocate for super on PPL and strongly advocated for this inclusion in election platforms this year,

CPA Australia spokesperson Dr Jane Rennie said paying superannuation on parental leave would help close the gender super gap that leaves so many women worse off in retirement. A recent report from AustralianSuper confirmed women in Australia tend to retire with about 42% less super than men, concluding that the retirement system doesn’t recognise the unpaid caring work women do throughout their lives.

WHAT DRIVES THE GENDER PAY GAP?

Jean Murray — Sun, 17 Jul 2022 00:47:08 GMT

Released this week by KPMG, Diversity Council Australia (DCA) and the Workplace Gender Equality Agency (WGEA), the She’s Price(d)less report is the only analysis of its kind in Australia that evaluates the contributing drivers of the gender pay gap to explain its existence and what needs to be most addressed to close the gap. The report reveals the gap is nearing almost $1 billion per week.

Based on WGEA’s workplace survey, data published by the Australian Bureau of Statistics (ABS), and the results of the Household Income and Labour Dynamics in Australia (HILDA) survey, the report explores how the gender pay gap affects 5 key industries: healthcare and social assistance, education and training, retail trade, manufacturing and accommodation and food services. Gender discrimination remains the leading driver of pay inequity, contributing 36% of the pay gap.

The gender pay gap remains prevalent regardless of labour force size, gender composition or average rate of pay. Women in feminised industries face particular barriers to achieving wage parity, with gender pay gaps above the national average.

As Brianna Boecker notes in Women's Agenda, the She’s Price(d)less report shows that taking greater action to address the gender pay gap is both a collective obligation and an investment in Australia’s economic future.

WOMEN ASPIRING TO BUSINESS LEADERSHIP

Jean Murray — Sun, 10 Jul 2022 03:04:29 GMT

Women are still less likely to aspire to leadership in business, despite decades of gender initiatives, and Professor Ekaterina Netchaeva says we need to find out why.

In her article in The Conversation, Prof Netchaeva points out that the gender gap in pay, positions and pensions for working women is well-established, but research shows that a gender aspiration gap has also emerged in recent years. This is when women do not aspire to rise through the ranks in the same way as men do, and it could affect efforts to encourage more women to apply for leadership roles at work. Her research indicates that company diversity initiatives are not working, so business leaders and managers must do a better job of factoring women’s actual aspirations into the development of these initiatives by investigating the specific reasons behind female employees’ lower aspirations, especially in male-dominated environments.

BPW has a role to play too. Building women's competence, capacity and confidence in a safe and nurturing environment like BPW can help raise the aspirations of working women.

50% OF WOMEN WORKING PART-TIME DRIVES THE GENDER PAY GAP

Jean Murray — Sun, 03 Jul 2022 02:39:14 GMT

The Wages and Ages: Mapping the Gender Pay Gap by Age report by the Workplace Gender Equality Agency revels that men on average out-earn women across all working age groups. Prof Michelle Grattan, in her analysis in The Conversation, points out that at every age group less than 50% of women were working full time in 2021, and in fact women are not working full-time during most of their working lives. This holds them back from management positions and accentuates the pay gap.

The divergence in working patterns between men and women starts from age 35, when men are mainly working full time and women mainly working part time or casually. After 35 women are more than twice as likely to work part time and casually than men.

The WGEA found that, although women complete higher education and enter the labour market at a higher proportion than men, they are still substantially less likely to work full-time across all age groups and less likely to reach the highest earning levels. To attract and retain talent from diverse backgrounds and of all ages, employers must offer flexible working arrangements, be creative about what it takes to be a leader and create part-time management roles.

FEMINISM MOVING FROM CAREER TO CARE

Jean Murray — Fri, 24 Jun 2022 07:57:07 GMT

In this extract from Kristine Ziwica’s soon-to-be-released book, she explores how moving from career feminism to care feminism will help reshape Australia’s economy. She begins her article in Smart Company with a 2021 National Press Club speech by Sam Mostyn, an independent company director, long-time women’s advocate and President of Chief Executive Women. Rather than focussing on career women as expected, Sam spoke about the care economy – health care, disability care, child care and aged care – where there is a predominance of women and a dismal level of pay, despite these being key frontlines in the COVID-19 pandemic. BPW Australia has been at the forefront of advocating for the care economy since before 2012.

In this long but very readable extract, Kristine documents how these feminised sectors are undervalued and welcomes the current focus on the care economy.

WORKING WOMEN AT RISK OF ONLINE ABUSE

Jean Murray — Wed, 15 Jun 2022 07:52:17 GMT

Many women face online abuse simply because they have an active online presence as part of their working life. The Office of the eSafety Commissioner (Australia) has produced a research report, Women in the Spotlight, which documents women’s experiences with online abuse in their working lives.

This research highlights women’s lived experiences of online abuse, and points to the need for greater action by online platforms and employers to prevent and respond to abuse. It is informed by in-depth interviews with 20 women who had experienced online abuse and an online survey involving 1491 women working in different sectors including law, banking, marketing, journalism and community services. It found women were retreating from online spaces and lowered their public profiles because of online abuse.

The key findings:

One in three women surveyed experienced online abuse in a work context. Rates of abuse were even higher for women with a public online or media profile and younger women.

The women reported harassment, doxing and trolling, mostly on social media. Many talked about the negative impact it had on their mental wellbeing and personal confidence.

Many women took a backwards step professionally, avoided leadership positions and stopped discussing topics they felt were inflammatory as a result of the abuse.

WHAT DID LABOR PLEDGE ON GENDER?

Jean Murray — Sun, 05 Jun 2022 03:36:57 GMT

Women were everywhere and nowhere in the 2022 federal election. The message from the election was that the things that really matter to women and their communities matter at the ballot box, too. Even if they were not part of the conversations the major parties were having.

Associate Professor Camilla Nelson from the University of Notre Dame in Western Australia examines the ALP’s election promises and cautions what we should be watching and advocating for. She cautions that an effective gender agenda needs to take account of the diversity of women’s interests. Women are not a single voting block or socially homogeneous group so policy analysts must recognise that diversity is not a politically marginal issue but simply a description of mainstream Australian society.

AGEC Election Scorecard - campaign silence deafening on issues relating to women

Angela Tomazos — Thu, 12 May 2022 08:28:12 GMT

Media Release 12th May 2022

As Australia commences its pre-poll voting, women across the country are astounded and appalled that issues relating to gender equality, including women’s safety and economic security, have failed to make the core agenda of the 2022 Federal Election or the conversation amongst our leaders.

With 12.8 million women in Australia, making up just over 50% of Australia’s population, the parties have so far said very little, if anything, about how they intend to address the issues affecting such a major group of voters.

Today, the Australian Gender Equality Council (AGEC), an independent non-partisan organisation representing over 500,000 women across 24 industry and community sectors, releases its Australian Federal Election 2022 AGEC Women’s Scorecard.

The scorecard provides a star rating on how the six major parties running in the 2022 Federal Election have announced they will address the issues surrounding women, based on the parties’ published policy platforms. It includes the development of a National Gender Equality Strategy, free universal childcare, safety and respect for women, women’s economic security and achieving parity in women’s representation and leadership in Australia.

Chair of AGEC, Ms Coral Ross AM, said that despite two years of demonstrating, lobbying, and providing evidence-based solutions to government, we are perplexed that gender equality has not been at the top of the agenda in this election campaign.

“The AGEC Women’s Scorecard, at this point in the election campaign, acknowledges the superior stance of The Greens and the Australian Labor Party in addressing some of the issues relating to women, with The Liberal and National Parties demonstrating very little policy improvement initiatives and One Nation and the United Australia Party showing none,” Ms Ross said.

“It is our hope with the release of this scorecard that women take the time to review what each party will do to support their needs and vote accordingly,” she said.

AGEC is a national, non-government, not for profit organisation, representing over 500,000 women across 24 industry and community sectors, advocating and producing research to respond to the unacceptably slow pace of change towards gender equality in Australia.

AGEC stands ready to assist and advise the government on implementing a comprehensive gender equality strategy and program of policies.

Read the complete Federal Election 2022 AGEC Women's Scorecard

For more information, please contact: Coral Ross AM: 0438 005 225 chair@agec.org.au www.agec.org.au @ausgenderequal

AUSTRALIAN GENDER EQUALITY COUNCIL ELECTION PRIORITIES

Jean Murray — Fri, 22 Apr 2022 07:49:16 GMT

Australia has never had a national strategy on gender equality – one which comprehensively identifies and seeks to address all aspects of gender inequality as set out in AGEC’s Gender Equality Manifesto. AGEC has set out 29 recommendations under the following 5 key priority areas that parties and candidates need to address in the federal election:

1. Free universal childcare
2. Safety and respect for women
3. Women representation and leadership
4. Women's economic security, and
5. A National Strategy on Gender Equality

AGEC asserts that only when a comprehensive National Strategy is established by Government in collaboration with business and the broader community will Australia accelerate its pathway to achieving gender equality.

Women must remain a priority in the 2022 Federal Election - AGEC Media Release

Angela Tomazos — Tue, 19 Apr 2022 10:43:52 GMT

Media Release 19 April 2022

Women must remain a priority in the 2022 Federal Election.

As the major parties focus their election campaigns on winning over marginal seats, Australian women eagerly await each party’s announcement on how they intend to address the urgent issues surrounding gender equality.

With 12.8 million women in Australia, making up just over 50% of Australia’s population, the parties have so far said little about how they will address the issues affecting such a major group of voters.

Chair of the Australian Gender Equality Council (AGEC), Ms Coral Ross AM, is calling on the parties and candidates to announce how they will address the issues surrounding women including childcare, safety and respect for women, women’s economic security and achieving parity in women’s representation and leadership in Australia.

“Despite two years of demonstrating, lobbying, and providing evidence-based solutions to government, we are yet to see the development of a comprehensive National Gender Equality Strategy that addresses the complex systemic changes required to improve the lives of Australian women,” Ms Ross said.

Today, AGEC announces its key priorities and recommendations for what it believes electoral candidates should be targeting to demonstrate their commitments to women as part of a new government.

Ms Ross said that the new government’s first major priority, as part of a National Gender Equality Strategy, should be to introduce free universal childcare, which is now widely acknowledged as a key driver of women’s workforce participation and economic growth.

“Women’s economic security is significantly hampered because women undertake a disproportionate share of family and caring responsibilities and the cost of childcare is prohibitive for many women” Ms Ross said.

“The Grattan Institute estimates a universal subsidy set at 95% of childcare costs would cost Government $12 billion but it would boost GDP by $27 billion a year. Clearly, free universal childcare would produce a net positive benefit to the economy,” she said.

AGEC’s Election Priorities also seek urgent action on safety and respect for women.

One woman dies every 11 days in Australia and countless more are impacted by family, domestic and sexual violence.

Ms Ross says as well as the physical and mental effects this has on women, their children and communities, the economic impact of this violence is estimated at over $26 billion each year.

“To address this, the next government needs to prioritise materially greater investment into short and long-term services that support victims as well as change programs including consent, addressing gender role stereotypes and offender support programs,” Ms Ross said.

“They should also commit to the adoption of all 55 recommendations of the Australian Human Rights Commission’s Respect @Work report,” she said.

Finally, women’s economic security and representation and leadership needs to be prioritised. AGEC reports that the Total Remuneration Gender Pay Gap continues to remain stubbornly high at 22.8% and represents pay disparity in Australia’s largely gender segregated economy. So called ‘Women’s Work’ continues to be undervalued and underpaid in Australia.

The Gender Pension Gap is also increasing with women currently retiring with 23.4% less superannuation than men and the homelessness rate for women over 55 being the highest rate of increase of any age group.

In addition, while Australian women were the first in the world to allow women to stand for public office, today the World Economic Forum notes that Australia stands at 54th out of 155 countries for women’s political empowerment and has declined from 15th in the world in 2005 to 50th in the world today, on measures of gender equality.

Managing Director of AGEC and Director of the AIBE Centre for Gender Equality in the Workplace, Associate Professor Dr Terrance Fitzsimmons describes these statistics and the past government’s handling of these issues as totally unacceptable, damaging to the interests of women and severely undermines not only Australia’s moral standing in the world, but its ability to compete economically.

“The next government needs to commit to the development of a National Gender Equality Strategy as soon as possible to tackle what is a complex set of problems with entrenched gender stereotypes at the heart of the issue,” Dr Fitzsimmons said.

“They should take into consideration examples from leading gender equality nations, gender balance in all Budget expenditure and policy and program decisions, interventions to increase the proportion of women with relevant experience in key decision-making roles in Government and non-government organisations, and explicitly address the gender issues in the National School Curriculum,” he said.

AGEC is a national, non-government, not for profit organisation, representing over 500,000 women across 25 industry and community sectors, advocating and producing research to respond to the unacceptably slow pace of change towards gender equality in Australia.

AGEC stands ready to assist and advise the government on implementing a comprehensive gender equality strategy and program of policies.

About the Australian Gender Equality Council (AGEC)

AGEC is a non-government, not for profit organisation – a peak body across a wide range of industry and community sectors advocating for gender equality. We use an evidence-based approach to highlight the facts, the benefits of change, and to ensure initiatives achieve long-term, sustainable change. We have a strong social media and online presence that focuses on building awareness across the community of the need for change with messages that connect with everyone. We operate on an entirely voluntary basis and rely on grassroots and in-kind funding. For more information on AGEC see our website www.agec.org.au

Member Organisations of the Australian Gender Equality Council

Australasian Women in Emergencies Network (AWEN)

Australian Federation of Business & Professional Women (AFBPW)

Australian Local Government Women’s Association (ALGWA)

Australian Women Lawyers (AWL)

Australian Women in Resources Alliance (AWRA)

Economic Security for Women (eS4W)

Elevate Her Australia (EHA)

Engineers Australia Financial Services Institute of Australasia (FINSIA)

National Association of Women in Construction (NAWIC)

Women in Super (WIS)

National Association of Women in Operations (NAWO)

National Rural Women's Coalition (NRWC)

Older Women’s Network (OWN)

Tradeswomen Australia (TWA)

Transport Women Australia (TWA)

Women and Leadership Australia (WLA)

Women for Election Australia (WFEA)

Women in Automotive (WinA)

Women in Aviation Australian Chapter (WAI)

Women in Banking and Finance (WIBF)

Women in Digital (WID)

Women in Gaming & Hospitality (WGA)

Women in Technology (WIT

A BUDGET FOR WOMEN?

Jean Murray — Thu, 07 Apr 2022 03:32:51 GMT

The official Budget Overview includes a dedicated page for women. The Women’s Budget Statement is a separate budget booklet with sections on women's safety, economic security and health and wellbeing.

The National Foundation of Australian Women applied a gender lens to the 2022 election budget, noting that the $2.1 billion allocated to initiatives to support women and girls, dispersed over several years, amounts to no more than 0.3% of total expenditure. NFAW noted the Women’s Budget Statement provides a gender-focused analysis in areas of direct relevance to women but does not provide a gender impact assessment across the entirety of all budget measures. Applying a gender lens across all areas of expenditure and revenue measures, through the process of Gender Responsive Budgeting, would provide more comprehensive analysis and support more gender equitable policy development.

The Women's Safety section focuses on prevention as a women’s issue, with targeted efforts for key populations. Associate Professor Kate Fitz-Gibbon, Director of the Monash Gender and Family Violence Prevention Centre, observes that it never mentions men as central to this work – despite the fact that prevention strategies are absolutely critical to reducing violence against women, we need men to be a core part of this, and we need to name the problem of men’s violence.

CSW66 ONLINE

Jean Murray — Sat, 19 Mar 2022 07:48:57 GMT

The UN Commission on the Status of Women is on now. CSW66 side events are held virtually and accessible to women all over the world. Here is a link to access them – review the topics and you will find many that are relevant to BPW.

There are relevant expert presentations and forums most days, and they are accessible online. On Tuesday 22 March there will be a CSW66 side event titled Gender Equality and the Empowerment of All Women and Girls: Progress and Challenges in Monitoring the SDGs from a Gender Perspective. There is background paper, called a Concept Note, here.

HOUSING STRESS DISPROPORTIONATELY IMPACTING WOMEN

Jean Murray — Sat, 12 Mar 2022 23:43:58 GMT

Nearly 1 million Australians are living in severe poverty, impacting women much more severely than men, a new report has revealed.

The report released by Bankwest Curtin Economics Centre, shows how the pandemic has seen housing costs in Australia rise to “unmanageable levels”, a situation that has left many struggling to pay for basics like food and household bills.

High rents have increased poverty levels among renters, with the poorest families in Australia scraping by on less than $150 per week after housing costs. An investment in social housing is one of the most important decisions governments could make to fight poverty, according to the report. The report states that an increase of $25 per day in the JobSeeker base rate combined with $30 per week extra in rent assistance “would virtually eliminate severe poverty” in Australia.

AGEC calls on Prime Minster to take decisive action

Angela Tomazos — Sun, 06 Mar 2022 01:22:38 GMT

AGEC MEDIA RELEASE 28 February 2022

Australian Gender Equality Council calls on the Prime Minister to take decisive action.

The Australian Gender Equality Council (AGEC) today calls on the Prime Minister, National Cabinet and every elected Member of Parliament to take decisive action to end gendered violence and promote gender equality across Australia.

AGEC supports the many women, girls, men and boys who yesterday marched in the multiple March4Justice events that took place across Australia.

AGEC, a national not-for-profit organisation representing over 500,000 women in the workplace, was formed to respond to the unacceptably slow pace of change towards gender equality in Australia.

Chair of AGEC, Ms Coral Ross said all people must be respected and be safe from the threat of violence and sexual harassment.

“We at AGEC, and our members, are very disappointed that here we are, one year on from the last March4Justice, with little to no change - despite submissions, a National Women’s Summit and a report handed down from a Human Rights Commission Inquiry,” Ms Ross said.

“Now is the time for real change, the time to establish a robust and sustainable framework within government for achieving true gender equality and safety for women", she said.

“We once again call on the Federal Government to implement all 55 recommendations of the Australian Human Rights Commission’s Respect@Work report and ratify the Convention on Eliminating Violence and Harassment in the World of Work".

"We also urge them to introduce a more robust Women’s Budget statement (accompanying Federal budgets), a gender analysis of all government policies and to legislate a Federal Gender Equality Act – with all Australian Parliaments to be gender equal by 2030".

Only by implementing these measures and taking decisive action will we redress Australia’s unacceptable gender imbalance and inequity.

AGEC stands ready to assist and advise the government on implementing a comprehensive gender equality program.

ENDS

For more information, please contact: Coral Ross AM: 0438 005 225 chair@agec.org.au

Member organisations of the Australian Gender Equality Council

1 National Association of Women in Construction (NAWIC)

2 Australian Federation of Business & Professional Women (AFBPW)

3 Australian Local Government Women’s Association (ALGWA)

4 Australian Women Lawyers (AWL)

5 Financial Services Institute of Australasia (FINSIA)

6 Women in Super (WIS)

7 Australian Women in Resources Alliance (AWRA)

8 Women in Digital (WID)

9 Women and Leadership Australia (WLA)

10 Transport Women Australia (TWA)

11 Australian Centre for Leadership for Women (ACLW)

12 Women in Aviation Australian Chapter (WAI)

13 Women in Banking and Finance (WIBF)

14 National Rural Women's Coalition (NRWC)

15 National Association of Women in Operations (NAWO)

16 Women in Technology (WIT)

17 Women in Gaming & Hospitality (WGA)

18 Economic Security for Women (eS4W)

19 Older Women’s Network (OWN)

20 Women for Election Australia (WFEA)

21 Engineers Australia

22 Tradeswomen Australia (TWA)

23 Women in Automotive (WinA)

24 Elevate Her (Lean in)

25 Australasian Women in Emergencies Network (AWEN)

AUSTRALIAN GENDER EQUALITY COUNCIL

Jean Murray — Sun, 06 Mar 2022 01:09:01 GMT

BPW Australia is a founding member and partner of the Australian Gender Equality Council. AGEC’s founding members collectively represent over 500,000 women and girls. AGEC’s Manifesto aligns with BPW Australia’s aims and objectives.

AGEC’s vision is simple – to achieve gender equality in Australia. Through high profile national awareness campaigns, advocacy and research, it aims to drive a cultural shift in Australia so that women and men have the same rights and opportunities across all sectors of the community. AGEC believes that gender equality will be achieved when the different behaviours, aspirations and needs of women and men are equally valued, respected and are manifest in Australian society.

AGEC’s objectives are:

To act as an authoritative and independent voice for gender equality in Australia

To advocate for and raise awareness of gender equality in Australia

To develop research driven policy in the area of gender equality in Australia

To raise awareness of the impact upon gender equality of policy and legislation.

2022 ELECTION: WHAT SHOULD WOMEN BE ASKING FOR?

Jean Murray — Thu, 17 Feb 2022 06:21:03 GMT

What should women be looking for in the election campaigns of the major parties? What policy proposals would influence your vote?

Two quite different national women's organisations have surveyed the views of their membership and provide comprehensive reports that will inform and provoke thinking and discussion. What are your priorities?

Chief Executive Women asked their members to rank the 5 most important priorities to address in the next 12-24 months for women in Australia, from a list of 14 options. Women’s economic participation and progression was overwhelmingly rated as most important (91%). This was followed by the care economy (70%), safety in workplaces, homes, and communities (56%), climate change (50%), and economic growth (50%).

The Women's Electoral Lobby also canvassed members and produced a comprehensive report covering: work; decent incomes for everyone: income adequacy and equality for women; affordable and safe housing for women; women’s health and wellbeing; reducing and eliminating violence against women; strengthening women’s representation; and gender equality in schools, vocational education and training, and early childhood education and care.

WGEA: REAPING THE BENEFITS OF FLEXIBLE WORK

Jean Murray — Sun, 06 Feb 2022 01:28:10 GMT

Flexibility is becoming increasingly recognised as a key enabler of gender equality by organisations across Australia. Making workplaces more flexible and responsive to the needs of employees is a way of attracting and retaining diverse talent, future-proofing the workplace.

Flexibility in employee work time, patterns and locations benefits both employers and employees and can improve gender equality in the workplace and the home, improve employee wellbeing and reduced exhaustion, burnout, and fatigue.

This Workplace Gender Equality Agency report finds flexible working during the pandemic has also been associated with improved productivity and more women in leadership, but also a blurring of the lines between work and home. It could boost women’s workforce participation and more equitable access to male-dominated workplaces and leadership roles.

Men working from home have experienced the demands of family, care and domestic work, leading to greater appreciation the value of flexible working. This could change gender norms at work and at home for good.

WGEA data shows that the pandemic has created widespread support for flexible working, amongst employees and employers. Organisations planning a return to the office need to consider how flexible working can be embedded in organisational culture, supported by strong policies and strategies.

Advocacy in action - Greens new policy to support women-led business

Angela Tomazos — Sat, 22 Jan 2022 22:44:26 GMT

https://womensagenda.com.au/latest/the-greens-to-introduce-new-policy-supporting-women-led-businesses/

OPEN FOR CONSULTATION: NATIONAL PLAN TO END VIOLENCE

Jean Murray — Sun, 16 Jan 2022 06:11:28 GMT

The Australian Government is developing the National Plan to End Violence against Women and Children 2022-2032 to replace the existing Plan which ends in mid-2022. It has been developed through consultation with victim-survivors, specialist services, representatives from the health, law and justice sectors, business, and community groups, all levels of government and other experts. It's open for public consultation and feedback until 31 January. You can complete the survey here.

WHAT ADVICE WOULD YOU GIVE TO WOMEN STARTING OUT ON THEIR BOARD JOURNEY?

Jean Murray — Sat, 01 Jan 2022 23:45:25 GMT

BPW Australia takes national action for women's equality – at work, on boards, in leadership. We take this mantra seriously – it is who we are and what we do.

Women on Boards UK CEO Fiona Hathorn explains the 5 characteristics good board members need (that you won't find on the job specs). Non-executive board members need to understand regulatory requirements, keep companies accountable and provide sound strategic counsel. However, whereas success used to be defined by what you knew, how you work is becoming equally important.

Lisa Carlin is a specialist in organisational development. She advises that, although general strategic skills, business acumen and interpersonal skills are important, to stand out as a Board member you also need to highlight your specific specialisation and depth of knowledge in the field.

Australia is one of only three countries to reach 30% of women on boards on its top 200 listed companies without gender quotas for boards. The AICD and Australian Gender Equality Council Australia have produced a report, Towards Board Gender Parity, that details how Australia reached this milestone.

CHOICE OR COMPROMISE? PLANNING A FAMILY

Jean Murray — Sun, 19 Dec 2021 01:24:59 GMT

Data from the 2021 HILDA survey confirms a fact BPW researched in 2004: women still aren’t having the number of children they say they want.

In high-income countries, there has been a long-term downward trend in the fertility rate. In 2019, Australia hit a record-low of 1.66 babies per woman. More people are not having children, either by choice or through circumstance. About a quarter of Australian women in their reproductive years are likely to never have children. The media generally reports this as a women's issue – more women are completing tertiary education and building careers. But it isn’t just about the women and their choices.

BPW Adelaide launched the ThinkFertility project in 2005 and the website went live in 2007. Our research revealed two reasons for delayed family formation that were surprisingly common: young men and women didn’t realise their fertility diminished rapidly in their 30s, and women were struggling to find a partner who was “ready” to start a family. The website was designed to address the knowledge gap, but it’s hard to fix the men in their 30s and 40s who say they want children – but not yet.

There was, and still is, too much hope in and reliance on reproductive technology: IVF can’t fix old eggs, or old sperm for that matter.

CALL FOR ACTION FROM YWCA

Jean Murray — Sat, 04 Dec 2021 23:57:16 GMT

An election is just around the corner. Our young members have penned an open letter calling on all current and aspiring Federal Politicians to act to end gender-based violence.

With 83.7% of young people enrolled to vote, we are a pretty sizeable voting block but we need people of all ages to sign on and support us too! The open letter highlights the need to:

• Prevent violence from happening in the first place

• Support those experiencing all forms of gender-based violence (GBV)

• Give hope for a real housing future for young people with safe, affordable and accessible homes for everyone

• Support First Nations led justice

• Fast-track gender equality at home and away

• Urgently act on the climate crisis.

WORKING FROM HOME, OR LIVING AT WORK?

Jean Murray — Sun, 28 Nov 2021 04:09:56 GMT

The Centre for Future Work, hosted by The Australia Institute thinktank, is focussing in 2021 on overwork among Australians, including excessive overtime that is often unpaid. The Centre’s latest report, Working from Home or Living at Work, marks the 13^th annual Go Home on Time Day – an initiative established by the CFW.

The report considers whether working from home will become the 'new normal', even after the acute phase of the pandemic passes, and what new pressures on working hours, work-life balance and unpaid overtime are unleashed by this phenomenon.

Australians work on average over 6 hours of unpaid overtime each week, amounting to 319 hours of unpaid overtime per year per worker averaged across all forms of employment. Based on a standard 38-hour workweek, this is equivalent to more than 8 weeks of unpaid work per worker per year. Extrapolated across Australia’s workforce, this implies total unpaid overtime of 3.3 billion hours per year.

And this is before the burden of women's unpaid work at home is added to the GDP.

GO HOME ON TIME ON WED 17 NOVEMBER

Jean Murray — Fri, 12 Nov 2021 06:43:30 GMT

Now in its 13^th year, Go Home on Time Day on Wednesday 17 November 2021 is a great way for employees to remind ourselves that life shouldn't revolve around work alone. Conceived by The Australia Institute’s Centre for Future Work in 2009, the day is a light-hearted way to start necessary conversations in our workplaces about work/life balance, the value of time, and time theft.

Based on a national survey, the average employee in Australia loses 5.3 hours per week to unpaid overtime – or 273 hours per year. Australians worked 2.9 billion hours of unpaid overtime in 2020, worth almost $100 billion per year. That’s a windfall for employers. But it hurts family budgets, reduces consumer spending, and damages the economy. Worst of all, it makes it even harder to achieve a healthy work/life balance.

As COVID-19 affected working patterns last year, even more hours were worked without pay than in 2019 – and more hours, even paid ones, were worked outside of normal working hours. On Go Home On Time Day this Wednesday, protect yourself against time theft: go home, exercise, cook a healthy meal, spend time with your family or your friends.

Check the unpaid overtime calculator here. And if you’re an employer, use it to check how much unpaid time you’re donating to your business, and how much your time is really worth. Pay yourself properly! You’re worth it.

WHY DOES AUSTRALIA HAVE SO FEW WOMEN MPs?

Jean Murray — Sun, 31 Oct 2021 03:55:34 GMT

Australian women have long been under-represented in the national parliament. Although our country was the first in the world to give women the right to stand for election [in South Australia], we currently rank 56^th in the world for female representation, just behind Uzbekistan, Zimbabwe, Germany and Suriname. By comparison, New Zealand is 6^th.

So why, in 2021, do we have a situation where less than one-third of MPs in the House of Representatives are women?

Researchers from Griffith University investigated whether the low numbers were due to discrimination of female candidates by voters or political parties. They found that, while Australian voters used to preference men over women at the polls, they don’t tend to anymore. Political parties, on the other hand, do.

Parties can impede women being elected by simply not putting them forward as candidates or by preselecting them to stand for unsafe or marginal seats. So they can tick the women's box and maybe meet a quota, but they’re not making a genuine attempt to create real change.

OUR COMMON AGENDA - A GLOBAL RESPONSE

Jean Murray — Sat, 23 Oct 2021 23:59:40 GMT

The United Nations Secretary-General warns humanity faces a stark and urgent choice: a breakdown or a breakthrough. His report Our Common Agenda advocates for action to accelerate the implementation of existing agreements, including the Sustainable Development Goals.

Chapter 2 explains social protection systems are critical to achieving the SDGs, and that humanity’s greatest resource is our own collective capacity, half of which has historically been constrained because of gender discrimination. No meaningful social contract is possible without the active and equal participation of women and girls. Women’s equal leadership, economic inclusion, and gender-balanced decision-making are simply better for everyone, men and women alike.

The Beijing Declaration and Platform for Action and the Global Acceleration Plan for Gender Equality point the way. I urge Member States and other stakeholders to consider five related and transformative measures:

(a) the full realisation of equal rights

(b) measures to promote gender parity, including quotas

(d) greater inclusion of the voices of younger women and

(e) an emergency response plan to accelerate the eradication of violence against women and girls.

HAPPY INTERNATIONAL DAY OF THE GIRL

Jean Murray — Mon, 11 Oct 2021 07:08:37 GMT

In 2011, the United Nations General Assembly declared 11 October as the International Day of the Girl Child, to recognise girls’ rights and the unique challenges girls face around the world. The International Day of the Girl Child focuses attention on the need to address the challenges girls face and to promote girls’ empowerment and the fulfilment of their human rights.

Australia has ranked last in an international gender pay gap study

Angela Tomazos — Sat, 09 Oct 2021 05:07:23 GMT

"Australia falls behind on aspects of transparency and accountability for corrective action" . One of the reasons why Australia was ranked last against 6 countries in recent global study on gender pay gap reporting. BPW Australia was one of the 80 participants across 6 countries for the study.
Read the research here Gender Pay Gap Global Study

BEYOND COVID: A FEMINIST PLAN FOR SUSTAINABILITY AND SOCIAL JUSTICE

Jean Murray — Sat, 25 Sep 2021 23:33:04 GMT

As the world learns to live with COVID, to emerge from the current crisis, and to “build back better”, UN Women’s new “Feminist plan” provides a visionary but practical roadmap for putting gender equality, social justice and sustainability at the centre of the recovery and transformation.

Learning from past mistakes, “Beyond COVID: A Feminist Plan for Sustainability and Social Justice” presents a vision to tackle intersecting jobs, care and climate crises.

COVID has revealed and worsened inequalities and is a reminder of just how unsustainable and fragile the world’s economies and democracies are. The crisis also provides a warning about what is rapidly coming down the track on climate change and environmental degradation. This has created both a need and an opening to rethink economic and social policies and re-evaluate what needs to be prioritised.

The plan maps the ambitious and transformative policies – on livelihoods, care, and the environment – that are needed to build a more equal and sustainable future. To get there, it calls for context-specific policy pathways, tailored political strategies, and financing. The plan identifies key levers that can create change and the actors at global, national, and local levels that need to take action to move towards this vision.

18 SEPTEMBER IS INTERNATIONAL EQUAL PAY DAY

Jean Murray — Sat, 18 Sep 2021 00:21:05 GMT

In 2020, the United Nations declared 18 September to be the International Equal Pay Day. Striving for Gender Equality is one of the key aims tracked by the UN – Sustainable Development Goal 5 specifically aims to achieve gender equality and empower all women and girls worldwide.

Even before the full social and economic impacts of COVID-19 are realised, the 2020 World Economic Forum Global Gender Gap Report suggested it would take a further 99.5 years to achieve gender parity, and research since has shown that fallout from the pandemic has adversely affected women even more. An updated McKinsey Global Institute Report warns that not taking gender-responsive actions during the pandemic could lead to a $1 trillion loss in global GDP by 2030.

Based on economic data that has been released during the past 12 months, we have seen that the pandemic has exacerbated inequalities around the world, including gender inequalities. As companies seek to find an edge in the recovery from COVID-19, we cannot miss more opportunities to fully realise the enormous economic potential of women and girls. To advance gender equality, Australia is working with regional partners where 75%-90% of market vendors are women to install sanitation and safety equipment to limit the spread of COVID-19.

STRONG FEMALE LEAD – REVIEW

Jean Murray — Mon, 13 Sep 2021 03:40:46 GMT

Strong Female Lead is a very powerful documentary, depicting the highs and lows of Julia Gillard’s life as our first female Prime Minister. This review was written by Gillian Lewis, South Australian State Representative on the BPW Australia Board.

From the makers of ‘See What You Made Me Do?’, Strong Female Lead explores the gender politics during Julia Gillard’s term as Australia’s first and still only female Prime Minister. Looking back at Ms Gillard’s time as Prime Minister, the film examines the response and tone from media commentators, the Australian public and within Parliament itself.

NATIONAL SUMMIT ON WOMEN’S SAFETY – PLATITUDES OR PLAN?

Jean Murray — Tue, 07 Sep 2021 01:30:42 GMT

Professor Lyn Craig of the University of Melbourne says national summits have their place — but asks what it will really take to achieve equality for Australian women. She says women in Australia are over it, they are sick of the ongoing unacceptable levels of workplace discrimination, sexual harassment and domestic violence. They are sick of calling for better public safety and an end to the gender pay gap. They are also completely exhausted

There have been criticisms of a "talkfest", of platitudes, of too many inquiries and summits but insufficient action, programs and funding over recent years - we already know what's needed, just fund it and get on with it.

The Australian Human Rights Commission issued a statement which refers to their submission that called for adequate, long-term and secure funding for accessible domestic violence support services, based on consultation to ensure needs are met.

What will women see from this Summit? Will our needs and expectations and rights be met? BPW will be monitoring the discussions, decisions and the follow-up actions and will keep members informed.

NATIONAL SUMMIT ON WOMEN’S SAFETY ONLINE

Jean Murray — Fri, 03 Sep 2021 02:46:59 GMT

The National Summit will be held online on Monday 6 and Tuesday 7 September and members will be able to join the live-stream here. Check the program to see the sessions and the extensive list of speakers. You can print a pdf of the program to plan what sessions are most relevant to you or your club.

Online roundtables were held on Thursday 2 and Friday 3 September.

Equal Pay Day - 26 years is too long to wait

Angela Tomazos — Fri, 20 Aug 2021 03:07:08 GMT

Australian Federation of Business and Professional Women (BPW Australia) is marking Equal Pay Day 2021 by joining Workplace Gender Equality Agency (WGEA) on the call for Australians to ask #WhatsYourPayGap in their workplaces and industries. A crucial step towards bridging this divide. Research proves when organisation analyse and take action on pay equity , the gender pay gap closes.

The Workplace Gender Equality Agency (WGEA) announced Equal Pay Day 2021 will fall on 31^st August marking the 61 additional days from the end of the previous financial year that women must work to earn the same pay as men.

Workplace Gender Equality Agency (WGEA) is an Australian Government statutory agency created by the Workplace Gender Equality Act 2012. The Agency is charged with promoting and improving gender equality in the Australian Workplaces.

Key facts in 2021;

The national gender pay gap is 14.2%.
This is a 0.8pp rise from the previous gender pay gap of 13.4%
On average, women working full-time earned $1,575.50 while men working full-time earned $1,837.00.
Full-time average weekly earnings difference between women and men is $261.50.

So; what can we do? what steps can we take, as individuals or a collective, to increase this ‘on average’ calculation? To broaden the conversation; nuance the considerations and change the narrative? To achieve a more just, more equal and more inclusive society for a strong and thriving Australia; how do we make concrete steps towards this?

“This year we are encouraging our BPW Australia club members and networks to join WGEA call for the first step to find out #WhatsYourPayGap? by going to WGEA Data Explorer at www.data.wgea.gov.au/home and seeing if their employer has done a pay gap audit and acted on its findings. We want our clubs to join in the call to start a conversation with members and their networks about the gender pay gap, what it means to them and how we can help to close it. We can all work together to eliminate gender pay discrimination.” Jacqueline Graham, BPW Australia President said.

“BPW Australia surveyed women earlier this year on their experiences and expectations of the future of work. We found women were telling us they lack the confidence on current policy settings valuing their work , for example the skills and pay for someone pushing the wheelbarrow vs someone pushing the wheelchair.” Jacqueline said.

WGEA Director Mary Wooldridge said the increase in the pay gap was concerning and served as a warning to ensure continued focus, effort and commitment to drive it back down again.

“Closing the pay gap is about fairness. Our data shows women’s average full-time wages are lower than men’s across every industry and occupation in Australia. ’The gender pay gap signifies that the work of women is still not treated as being of equal value to that of men. The 2021 Gender Equity Insights Report from Bankwest Curtin Economics Centre (BCEC) and WGEA research reveals, the sobering reality is that, on current trends, it will take 26 years to close the total remuneration gender pay gap.” Mary Wooldridge said.

To find out more , go to www.equalpayday.com.au

Equal Pay Day 2021 - 31 August #WhatsYourPayGap

Angela Tomazos — Thu, 19 Aug 2021 05:50:25 GMT

https://www.wgea.gov.au/newsroom/equal-pay-day-media-release

AUSTRALIA’S LACK OF FOCUS ON WOMEN

Jean Murray — Sat, 14 Aug 2021 01:55:58 GMT

Journalist Kristine Ziwica examines the government’s recognition of the needs of women and engagement with the women's movement and finds it seriously lacking.

She laments Australia’s poor showing at the UN’s Generation Equality Forum, and that Australia’s ranking in the Global Gender Gap Index, has plummeted from 15^th in 2006 to 50th, close to last amongst OECD nations. The government’s high-profile announcements in relation to women have been characterised by big press conferences followed by silence or obfuscation when it comes to delivery.

The appointment of a Minister of Women's Economic Security is followed by the defunding of the Security4Women Alliance. Kristine quotes Judith van Unen, Past President of BPW Australia and the co-founder of eS4W: “There is a silencing by stealth, not inviting you to a critical meeting or not renewing your funding.”

This is the third in a three-part series on women’s economic security, supported by the Melbourne Press Club’s Michael Gordon Fellowship for social justice journalism. Part one covered older women and homelessness, while part two discussed the legal fight to close the gender pay gap.

Equal Pay Day 2021 - date to be announced soon

Angela Tomazos — Thu, 29 Jul 2021 02:15:44 GMT

https://www.wgea.gov.au/publications/australias-gender-pay-gap-statistics

We are waiting for the date to be released by Workplace Gender Equality Agency.(WGEA) Murray Black from WGEA advised the next release of Average Weekly Earnings stats is due on 19th August and the updated data will enable new date to be calculated. Last years EPD date was 28th August. We will update our site and equalpayday.com.au and our social media channels as soon as date is announced.

GENDER EQUALITY IN SPORT

Jean Murray — Sun, 25 Jul 2021 00:54:37 GMT

Founded by Australia’s longest serving Sex Discrimination Commissioner, Elizabeth Broderick AO, the mission of the Champions of Change Coalition is to engage leaders to help achieve gender equality and a significant and sustainable increase in the representation of women in leadership.

In May, the Coalition released a series of reports on preventing and responding to sexual harassment in workplaces. This month they released their Pathway to Gender Equality in Sport: Progress Report 2019-2020 which tracks improvement and provides transparency on Group-wide and organisation performance on gender equality across 26 measures under the five categories of: leadership, participation, pathways, investment and practical actions.

“Sport has unparalleled influence to shift cultures and mindsets across the world. Our Coalition members have stepped up and committed to transparent annual reporting and review, so we can accelerate the pace of change and move our organisations towards equality – for the benefit of all women athletes, coaches, leaders, participants and fans.” Elizabeth Broderick AO

All very relevant during the Olympic Games.

Respect@Work: SHORTCOMINGS OF THE WORKPLACE HARASSMENT BILL

Jean Murray — Sun, 11 Jul 2021 02:36:52 GMT

Sex Discrimination Commissioner Kate Jenkins’ report on sexual harassment in the workplace in Australia, Respect@Work, was released over a year ago. The government published its response to the report in April, and introduced a bill to legislate some of these changes last month.

Prof Beth Gaze, University of Melbourne, critiques the Bill that amends the Sex Discrimination Act and the Fair Work Act against the report recommendations. She commends the major changes that expand the coverage, scope and time limits of the Bill, but is concerned about the language and terms used are likely to reduce the effectiveness of the changes. The SDA changes set a threshold of proving sexual harassment to be “seriously demeaning” which is too is too high, and sexual harassment is not specifically named in the FWA and is not regarded as a workplace health and safety issue or as serious misconduct. The FWA offers no protection against sexual harassment by a work colleague that occurs outside of the work environment.

The Bill needs further changes to address these shortcomings.

AUSTRALIA’S UNAFFORDABLE CHILDCARE COSTS

Jean Murray — Sun, 04 Jul 2021 00:14:33 GMT

A new research report from Victoria University’s Mitchell Institute called Counting the cost to families: assessing childcare affordability in Australia found early childhood education and care ECEC is unaffordable for more than 385,000 Australian families.

Although Australia has affordability measures for other common household expenses, we don’t have an accepted way to measure the affordability of ECEC. Nearly 40% of Australian families using ECEC services exceed the international benchmark of no more than 7% of disposable income spent on ECEC. The Australian government’s recently announced childcare subsidy takes effect in July 2022. These changes will help families with 2 or more children under 6 in ECEC services, but they still leave ECEC unaffordable for about 336,000 families and will not provide fee relief for about 1 million families.

The research used HILDA data to compare the cost of ECEC to other common household expenses, and found that such expenses often exceeded utility, transport and sometimes grocery costs.

Making ECEC more affordable will improve workforce participation, but importantly it will ensure more children receive the developmental benefits of formal early learning.

IMPROVING GENDER DIVERSITY IN COMPANIES 2021

Jean Murray — Sun, 27 Jun 2021 00:55:57 GMT

This Institute for Sustainable Futures report (University of Technology Sydney) examines commitment to promising initiatives and tools put in place by governments and companies to achieve the best results in terms of creating equal employment opportunities and inclusive workplaces. The report outlines a series of case studies linked to real outcomes in terms of staff well-being and company benefits that demonstrate real traction in resolving this issue.

A recent EU survey report highlights:

• pervasive segregation in the labour market.

• persistent stereotypes fuelled by inadequate work-life balances policies.

• discrimination allowed by a lack of transparency.

The ILO reports that the gender pay gap cannot be explained by labour market characteristics that normally influence pay rates and insists that education levels in most countries is not the issue. So what factors do explain the gender pay disparities?

The benefits for economies are substantial in revitalising company employment and boosting productivity. The ISF report assists in:

• articulating a clear case for gender balancing initiatives at economy, company and individual levels

• indicating the benefits of gender balance for employment achieving company goals.

• ensuring economic incentives exist for mothers to work.

The commitment to increase participation of women in employment is almost universal. What is lacking is granular evidence of the application of successful initiatives that achieve this.

WOMEN @ WORK: A GLOBAL OUTLOOK

Jean Murray — Sat, 19 Jun 2021 02:24:04 GMT

A global survey of 5,000 women across 10 countries conducted by Deloitte found that 51% of women are less optimistic about their career prospects than before the pandemic.

Through the pandemic, women have taken on more responsibilities at home and at work while not receiving adequate support from their employers. Nearly 80% of surveyed women indicate that their workload at work has increased as a result of the pandemic. At the same time, 66% of women report having the greatest responsibilities for home tasks and more than half of those with children say they handle the majority of childcare duties. The mounting responsibilities are taking a clear toll on their physical health, mental wellbeing, and career ambitions.

Survey respondents were clear about what needs to be done to reverse the pandemic’s disproportionate effects on working women: organisations that prioritise diversity, equity and inclusion in their policies and culture and provide tangible support for the women in their workforces will be more resilient against future disruptions. Additionally, they will lay the groundwork needed to propel women and gender equity forward in the workplace.

GLOBAL GENDER EQUALITY POST-COVID-19 – AUSTRALIA AND THE EU

Jean Murray — Sun, 13 Jun 2021 02:11:31 GMT

Prolific author Dr Diann Rodgers-Healey, Director of the Australian Centre for Leadership for Women, asks whether Australia and the EU will achieve global gender equality in a post COVID-19 world.

Diann writes in her Emerald Group opinion piece the COVID-19 crisis has highlighted that the lack of progress globally toward gender equality has exacerbated the pandemic’s gender impact. Women make up 39% of global employment, but account for 54% of overall job losses. Female jobs are 19% more at risk than male ones, simply because women are disproportionately represented in sectors negatively affected by the pandemic. As women do an average of 75% of the world’s total unpaid-care work, the rise of these demands during the pandemic contributed to the gender gap in vulnerability to job losses. She concludes, lessons from the pandemic indicate gender mainstreaming, gender responsive budgeting and quotas are essential to achieving gender equality in the post-COVID-19 world.

Emerald Group is a social science publisher, passionate about leading change. They align everything they do with the UN’s Sustainable Development Goals, publishing research that influences thinking, changes policies, and makes a positive difference.

CEW RESEARCH REPORT: EQUITABLE FLEXIBILITY: RESHAPING OUR WORKFORCE

Jean Murray — Tue, 08 Jun 2021 07:28:07 GMT

Chief Executive Women today called for Australia’s business leaders to learn from COVID and embed flexibility as a strategic performance driver. New research released today, conducted in partnership with global consultancy firm Bain & Company, shows 95% of employees want flexibility and also want companies to encourage flexible work arrangements.

The report confirmed flexible and remote-work arrangements can work at scale and highlights flexible working as a key lever for economic growth. Key report findings:

2/3 of respondents say they expect their workplaces to become more flexible post-COVID
80% of respondents believe flexibility is viewed more favourably now than before the pandemic
63% of respondents said their company is more flexible than it was three years ago
95% said they would take a flexible arrangement in the next 3 years if offered

Although respondents said equal take up of flexibility is the most effective way to overcome barriers to gender equality in the workplace, there was concern about disadvantages such as restrictions to career progression, longer work hours and the need to be constantly accessible or ‘on call’.

BPW ADELAIDE ANNUAL PANEL PRESENTATION: 2020s VISION - ECONOMIC FUTURE FOR WOMEN IN AUSTRALIA

Jean Murray — Sun, 30 May 2021 02:24:58 GMT

A panel presentation is delivered annually by BPW Adelaide and hosted by The Bob Hawke Prime Ministerial Centre at UniSA,. It is free to the public, and well promoted and supported. The 2021 presentation asked:

What are the most important issues facing women today, how are we addressing those issues and what more can be done to improve women’s economic security? What opportunities have arisen for women to improve their financial position during COVID-19? How do women grasp these and move ahead?

Our panel also considered: with 2020 vision, let’s clarify what we should focus on to improve financial literacy, close the gender and superannuation gaps.

Introduced by BPW Adelaide President Heather Jensen, a financial planner, and facilitated by BPW member Wendy Teasdale-Smith, Education Leader, the Panel included:

* Vilma Attanasio, State Manager, SA/WA Zurich

* Karen Eley, Founder of Women Talking Finance

* Associate Professor Duygu Yengin, The University of Adelaide

The podcast of the event is accessible here

The 2018 BPW Adelaide Hawke Centre panel presentation: The GOOD, the BAD and the OUTRAGEOUS of South Australian women in Parliament

2019 marked 125 years since South Australian women achieved the vote and the right to sit in Parliament. The panel of female MPs and BPW Adelaide President Angela Vaughan explored how South Australian women were tracking. Dr Niki Vincent, SA Equal Opportunity Commissioner, facilitated the event. The podcast is accessible here.

The 2017 BPW Adelaide Hawke Centre panel presentation : Gender Pay Equity: How do we make it happen?

BPW Adelaide marked Equal Pay Day 2017 with an expert panel presenting the facts about gender pay inequity in Australia. The podcast is accessible here.

Women and Future of Work

Angela Tomazos — Wed, 26 May 2021 06:36:19 GMT

Australian Federation of Business & Professional Women (BPW Australia) has teamed up with the economic Security4Women to survey women on their experiences and expectations on the future of work in Australia.

Part of the background to the results was the disruption to work as a result of the COVID-19 pandemic, which has impacted on employment, hours worked, workplace participation, incomes and in many instances, the workplace. COVID-19 also had a significant impact on unpaid work, with unpaid care work a high-profile issue in the survey results.

There were many important work place themes and structural changes in the labour market unfolding before the emergence of COVID-19 and these are also incorporated into the findings and issues as to how the labour market will evolve in future.

The survey asked questions relating to the future of work and financial security. It was a solid response, but we note the following characteristics of the respondents:

• The geographic coverage was excellent, with responses from all States and Territories.
• 70 per cent of respondents had tertiary education.
• Just under 40 per cent were working parents.
• Less than 5 per cent of respondents were from women of ATSI or CALD backgrounds.
• Over 75 per cent were aged 45 years and older.
• 75 per cent of respondents were in paid work – either casual, part-time, full-time or are self -employed.

The key findings confirm some unfolding changes in the labour market both prior to the onset of the COVID-19 pandemic and since it hit the Australian economy.

https://www.security4women.org.au/boosting-womens-economic-security/women-and-the-future-of-work/

10 YEARS OF PAID PARENTAL LEAVE – WHERE DO WE STAND NOW?

Jean Murray — Sun, 23 May 2021 00:30:34 GMT

A recent study by Professor Marian Baird and Associate Professor Myra Hamilton from the University of Sydney claims that in the last 10 years almost all paid parental leave under the role of ‘primary carer’ has been taken by women. The paper warns that the lack of improvement of the PPL scheme has only ingrained gender inequality, both in the workplace and at home.

ABS data shows that 95% of primary carer paid parental leave was taken by mothers, and 95% of secondary carer leave was taken by fathers, despite the benefits of giving more opportunities to fathers to take parental leave and women to participate in the paid workforce.

The research paper, titled ‘Gender equality and paid parental leave in Australia: A decade of giant leaps or baby steps?’, lays out reasons why design features of the original scheme, such as prohibiting the equal sharing of leave between mothers and fathers, resulted in only women signing up for it.

Advocacy group Parents At Work says Australia's approach to paid parental leave "requires an urgent rethink from both government policymakers and employers". Australia’s PPL scheme is one of the least generous in the OECD, offering only 18 weeks compared to the OECD average of 55 weeks and providing a flat rate rather than a replacement wage. PPL in Australia is granted to the "primary" caregiver, whereas in other OECD countries it can be shared.

A SUMMARY OF THE BUDGET IMPACTS ON WOMEN

Jean Murray — Sun, 16 May 2021 06:10:29 GMT

CPA Australia provides the context of the financial impact of COVID-19 on women.

Financy: Gender and budget summary: Economist Bianca Hartge-Hazelman advises the government lacks a real plan with many of the measures announced aimed more at fixing women or women’s behaviours around work, rather than challenging systemic gender issues.

Women on Boards Claire Braund, Executive Director of Women on Boards, said it was good to see the Government has listened to women and responded with a tailored package to address specific issues such as domestic violence, economic security and health. However, she cautioned that this was simply a start and a very small proportion of the overall budget which also needed to be scrutinised for its gender-based impact.

Women's Agenda publisher, Tarla Lambert, advises that what was supposed to be the Federal Budget that would change the game for women in Australia was only a tweaked and tinkered version; they ultimately missed a crucial chance to go big and send a powerful message to voters. She concedes the government did spend big in some areas, including manufacturing, aged care and mental health services.

The Australia Institute: research economist Eliza Littleton is concerned that the woefully insufficient and temporary spending demonstrate that the Government is still treating issues affecting women as a political problem, rather than a systemic policy problem.

Centre for Future Work’s Briefing Paper: Budget Analysis 2021-22: Heroic Assumptions and Half Measures reports the budget’s spending on women consists of relatively small amounts of money divided across many different, often symbolic priorities. This modest new spending for women contrasts with permanent and much more expensive measures that will reinforce or widen gender inequality in Australia. Women’s concentration in part-time, insecure jobs explains why the gender pay gap (measured across all jobs) is 31%. And the continuing growth of insecure work could make that worse. In sum, this budget offers no real change to the policy settings that block women’s ability to fully work and earn.

They conclude the budget will not make an appreciable difference to women’s economic security or address widening inequality.

GENDER EQUITY INSIGHTS: MAKING IT A PRIORITY

Jean Murray — Sat, 10 Apr 2021 03:47:33 GMT

This month, the Workplace Gender Equality Agency, in partnership with Bankwest Curtin Economics Centre, released their Gender Equity Insights Report 2021.

The report shows that, although progress has been made in recent years to reduce the gender pay gap in Australia, it will still take more than 25 years to close it.

WGEA Director, Libby Lyons, said the report highlighted the importance of Australian businesses taking action to improve gender equality outcomes. She expressed her concern that the findings of last year's WGEA dataset showed that progress on gender equality had stalled in Australian workplaces, and that the report reveals a worrying level of apathy and indifference among many Australian employers towards improving gender equality outcomes in their organisations.

THE GLOBAL GENDER GAP INDEX – AUSTRALIA FALLS BEHIND

Jean Murray — Sun, 04 Apr 2021 02:09:07 GMT

The Global Gender Gap Index benchmarks 156 countries against four key dimensions – economic participation and opportunity, educational attainment, health and survival and political empowerment – and then tracks each country’s progress over time. It’s first report was produced in 2006.

In the 2021 insight report, we find Australia has fallen behind in every major dimension measured by the Global Gender Gap Index, except for educational attainment for women, where Australia has maintained its number 1 ranking.

Since 2006, Australia has fallen from 12^th to 70^th in economic participation and opportunity, from 57^th to 99^th in health and survival, and from 32^nd to 54^th in political empowerment. With an overall ranking of 50 – down from 15 in 2006, Australia sits well behind the United States at 30, Canada at 24, the UK at 23, France at 16, South Africa at 18 and Mexico at 34. Find Australia’s results detailed on pp103-104.

NGO CSW VIRTUAL FORUM – BPW’s voice in action

Jean Murray — Fri, 05 Mar 2021 07:27:37 GMT

BPW members are featuring in presentations and panels during global CSW NGO Forum. Check the schedule here.

BPW Western Australia member Carol Hanlon is hosting a session on Economic Empowerment of Women Entrepreneurs through the Sustainable Development Goals on 16 March 6.30pm-8.30pm WDST. The panel features women entrepreneurs and NGOs from around the world who have applied the SDGs to provide economic opportunities and make a difference in the lives of women and girls. Registration is free, contact Carol for details.

BPW International President Dr Amany Asfour and Vice President Dr Catherine Bosshart will speak about Economic empowerment through public procurement and financial inclusion on 22 March 8:30pm-10:00pm ACDT.

BPW INTERNATIONAL VIRTUAL GENERAL ASSEMBLY 2021

Jean Murray — Sun, 28 Feb 2021 01:06:36 GMT

The face-to-face Congress planned for Florida in 2020 was cancelled due to COVID-19, but BPW International is holding a virtual General Assembly over 8 days between 21 and 30 March that all BPW members can connect with. Take this opportunity to witness the highest level of BPW in action, and to share this experience with your BPW sisters across the globe.

The General Assembly needs to accommodate timezones around the globe, so sessions will be a limited number of hours. Times have not yet been announced, but for Australia sessions may be broadcast early in the morning or late into the night.

This will be a truncated General Assembly to deal with core BPW International business – the budget, the election and urgent resolutions. BPW Australia, being an Affiliate Federation of BPW International, is entitled to 3 voting delegates and 3 alternate delegates at the General Assembly.

Members can register as observers without speaking or voting privileges on the Registration page. You need to set up a login to access the page, and the cost to register is €20. Registration is open now and closes on 7 March. You will able to connect to the General Assembly sessions and watch the live broadcast.

NGO CSW65 VIRTUAL FORUM – WE’RE ALL INVITED

Jean Murray — Mon, 22 Feb 2021 01:32:27 GMT

Due to COVID-19 restrictions, the United Nations Commission on the Status of Women will be run virtually this year, which means that all of us can access the NGO Forum that’s held in conjunction with CSW each year.

The Forum will run from 14 to 26 March 2021, but there are online preparatory workshops and training tutorials – some of these are accessible already. The CSW platform allows BPW members internationally to register and link up with BPW members around the globe and with women from other NGOs. You will be able to livestream the CSW sessions and join interactive workshops. There is a parallel Youth Leaders platform that I encourage our Young BPWs to engage with.

First you need to register as an advocate which is quite easy. There is a useful 5 minute tutorial for advocates video that shows how and what to access: https://ngocsw65forum.us2.pathable.com/

SUSAN RYAN’S FINAL REPORT ON FEMINISM IN THE 1970s

Jean Murray — Sat, 13 Feb 2021 23:33:56 GMT

The Hon Dr Susan Ryan AO was the first Minister for Women in Australia, and possibly worldwide, and gave us the Sex Discrimination Act in 1984. Before she died last year, Susan wrote a legacy paper documenting the rise of feminism in Australia and the social and economic revolution for women in the 1970s, building on a 2019 seminar.

Susan was a Minister in a Labor government, and her focus is naturally on the Labor years of 1972-1975. However, she tells a compelling story that was lived for real by many of our longterm BPW members who will find this a stirring read full of the names of women we knew and policy platforms BPW still advocates for.

For those who weren’t there, this informative report provides means to develop an understanding of the heady days when women's voices were first heard and great strides were made for women's equality. Although since then we’ve been battling to hold onto those gains and move forward, Susan’s story is positive and uplifting and I commend it to you all.

THE POWER OF PARTNERSHIPS FOR ACHIEVING GENDER EQUALITY

Jean Murray — Sun, 07 Feb 2021 01:27:27 GMT

In 2018, the EU, UN Women and the ILO joined forces to promote economic empowerment of women at work in G7 countries through the WE EMPOWER-G7 Programme based on the Women's Empowerment Principles. UN Women has collated evidence of emerging practice in the private sector, and of effective policymaking in the public sector into a booklet. It shares stories of innovative and successful women entrepreneurs, governments and companies working together to promote gender equality in the workplace, marketplace and community. This video is a resource for clubs to illustrate the value of the WEPs.

The COVID-19 pandemic has highlighted how disparities and inequalities persist and grow in health and economic crises. Working towards gender equality does not cease in the wake of a pandemic. To the contrary, we need to do more, to stand up, speak out and act, which is what WE EMPOWER did and will continue to do. WE EMPOWER helps women achieve financial independence, the key to true freedom and equality.

Collaborating across sectors is critical in creating change. WE EMPOWER’s partnerships with the private sector is a success story, reporting remarkable progress on gender inclusive policies and increasing commitment to the WEPs. WE EMPOWER’s message of women’s economic empowerment and gender equality is being reiterated around the world, and it will be important to keep it high on the international agenda.

CENTRE FOR FUTURE WORK'S 2020 LABOUR MARKET REVIEW

Jean Murray — Sun, 31 Jan 2021 03:17:05 GMT

The Centre for Future Work reports that Australia’s labour market experienced unprecedented volatility during 2020 due to COVID-19 and the resulting recession. In early 2020, employment declined faster and more deeply than in any previous economic downturn, as workplaces were closed. After May, employment rebounded strongly and the subsequent recovery replaced over 80% of the jobs lost in the initial downturn. But women suffered disproportionate job losses when the pandemic hit, and that gender gap has not been closed during the rebound. Women’s employment, unemployment, underemployment, and participation all remain significantly weaker than for men.

They report workers in insecure jobs lost work far more severely than those in standard, permanent positions. The rebound of employment has been dominated by insecure jobs. Casual jobs account for 60% of all waged jobs created and part-time work accounts for 75% of new jobs. Women are heavily concentrated in casual and part-time roles, which were more easily eliminated by employers as the pandemic struck.

The authors recommend that, in addition to supporting the recovery in overall economic conditions (including through continued income supports), government must also improve the quality and stability of new jobs to offset the terribly unequal impacts of the pandemic. They caution that the government is proposing major legal changes that will reinforce the growing dominance of insecure work through the industrial relations omnibus bill introduced in December which would liberalise casual work (allowing its use in any position deemed casual by the employer), and allow permanent part-time workers to be treated like casual workers (with costless adjustments in hours and schedules), accelerating the surge of insecure work.

MELINDA GATES: WOMEN'S VOICES MUST BE CENTRAL TO REBUILDING AFTER COVID-19

Jean Murray — Sat, 23 Jan 2021 23:54:29 GMT

As co-chair of the Bill & Melinda Gates Foundation, Melinda is an optimist. She spent 2019 espousing that 2020 was going to be a landmark year for gender equality. Her book The Moment of Lift: How Empowering Women Changes the World, argues that men usually set policy, but it’s women who drive progress.

However, the pandemic hit, and disasters always impact women disproportionately. Gender equality advocates braced for a catastrophic wave of shadow pandemics. Women and girls have borne the brunt of the pandemic, but they have also led the fight against it. Women leaders have proved their worth. Women who make up 70% percent of the world’s health workers. Essential workers—predominantly women—are keeping shelves stocked, families supplied, and children safely playing and learning. We’ve been looking for a breakthrough that heralds a new and more inclusive kind of policymaking.

COVID-19 has shown the failures of our social contract with new clarity, and the world is awake to this. Recent international surveys found that 90% of people want the post-pandemic world to be more sustainable and equitable, and for their economies to be more inclusive. Maybe COVID-19 will be the breakthrough moment.

HOW TO IMPROVE YOUR FINANCIAL WELLBEING IN 2021

Jean Murray — Sat, 16 Jan 2021 23:48:56 GMT

AMP’s 2020 Financial Wellness report shows 50% of Australians carry some anxiety about their finances, with women more financially stressed than men.

Ilaine Anderson in Financy looks at the 3 action areas that can help women improve their financial wellbeing and kick 2021 off to a good start. She recommends women:

take action to improve our knowledge and understanding of key financial drivers, including superannuation, debt and cashflow management, insurance and basic investment principles, by tapping into online resources
take the time to set goals and put a plan in place to achieve them – connecting finances with goals helps us engage with our finances, and then having a plan to achieve these goals can significantly ease stress
as employers and leaders, provide female staff with access to online tools and information/education that can be easily accessed at a convenient time and to education programs which help women understand how they can boost their super balances.

Senate Select Committee on COVID -19 – First Interim Report

Angela Tomazos — Thu, 07 Jan 2021 07:39:37 GMT

Last month , the first interim report was released with eS4W as witness to presentation to the Senate Select Committee (Represented by Roselynne Anderson- Chair eS4W and Sharen Page- Coordinator eS4W).

Highlights in the report that referenced the submission of eS4W summarised below. BPW Australia is a member organisation of eS4W – a National Women’s Alliance.

A copy of the committee’s first interim report can be accessed here https://www.aph.gov.au/Parliamentary_Business/Committees/Senate/COVID-19/COVID19/Interim_Report/section?id=committees%2freportsen%2f024513%2f73670

5.99

The Grattan Institute's submission found that women were economically worse off when compared to other notable demographic groups,⁸³ while economic Security4Women (eS4W) highlighted that:

Women have been disproportionately affected during COVID-19. They make up the majority of front-line workers in care, and education and are overrepresented in precarious employment, including in the informal sector, where their benefits and protection are inadequate or lacking.⁸⁴

⁸⁴ - economic Security4Women (eS4W), Submission 179, p. 9.

5.106

Failure to incorporate known inequities, such as those in superannuation outcomes, has promoted greater disparity. eS4W asserted in its submission that their analysis of Australian Prudential Regulation Authority and ATO data found women, who already retire with 47 per cent less super than men,⁸⁹ withdrew 4.5 per cent of their balance on average compared to 2.5 per cent for men accessing the scheme.⁹⁰

⁸⁹ eS4W, Submission 179, p. 6.
⁹⁰ eS4W, Submission 179, p. 7.

5.112

The committee strongly shares the view of eS4W that:

Moving forward we encourage the Government to apply a gender lens on all policies…

Women's economic empowerment will be essential if we are to ensure effective and sustainable economic recovery from COVID-19 in
Australia. ⁹⁵

⁹⁵ eS4W, Submission 179, p. 9.

2020 JEAN HAILES WOMEN’S HEALTH SURVEY

Jean Murray — Sat, 02 Jan 2021 00:05:33 GMT

This annual Women’s Health Survey researches the health experiences, needs and behaviours of Australian women. It examines gaps in women’s health information and identifies future health needs of women - as identified by women themselves. It also explores and describes women's current health experiences and behaviours. The snapshot summary reveals that a significant proportion of women in Australia are not receiving the health information and support they need. The report includes the impact of COVID-19 and the bushfires.

The survey sample was largely English-speaking university-educated women who were born in Australia, weighted for age and education to be more representative of the national population. Too few respondents identified as being from a CALD background or Aboriginal and/or Torres Strait Islander so data must be interpreted with caution since it has been reported that CALD women have been significantly impacted by the pandemic.

WOMEN’S FINANCIAL PROGRESS IS AN EVOLUTIONARY NEED

Jean Murray — Sun, 27 Dec 2020 02:37:52 GMT

Financy produces the Financy Women’s Index – a report card on women’s progress towards economic equality with men in Australia. Financial vulnerabilities and on-going inequalities faced by many Australian women have been exposed by COVID-19 during 2020. Early in the pandemic, female job losses outnumbered male as key industries went into lockdown, home schooling was introduced and social restrictions were enforced. However as restrictions were eased, female employment growth recovered at a faster rate than male. This finding helped to lift the Financy Women’s Index by 2.2%. We know wherever gender gaps existed before the crisis, they have persisted during it, and in many ways, women's advancement has circled back in time. The number of women engaged in part and full-time work today is similar to 12 to 18 months ago; the number of women studying post-school educational courses is where it was 2 years ago; the gender pay gap is where it stood this time last year. There is uncertainty about what the gender gap in unpaid work will look like because of COVID-19 and women’s long-term financial security, as measured through superannuation.

REAFFIRMING GENDER EQUITY AFTER COVID-19

Jean Murray — Sun, 20 Dec 2020 22:47:08 GMT

At the 1995 Beijing World Conference on Women, Hilary Clinton declared that “women’s rights are human rights” and the Beijing Platform for Action laid a powerful and necessary foundation stone for our fight for gender equality.

French President Emmanuel Macron recently noted: “It’s no secret that, in 2020, the Beijing Declaration would have no chance of being adopted”.

In 2020, 25 years later, Sex Discrimination Commissioner Kate Jenkins delivered the opening address to the Beijing Platform for Action at 25 conference. Her full speech is available here. She reported that the Beijing documents remain largely aspirational; progress has been slow and some of that progress is under threat. She stressed the need to accelerate our efforts, and be increasingly strategic, if we want to finish the job.

As the COVID-19 pandemic rages on throughout the world, countries everywhere are thinking about how to rebuild. The evidence is clear that, if our recovery efforts focus on creating more equal and diverse societies, women, girls and societies as a whole will benefit enormously. 25 years on from Beijing, with many of the economic and social structures we took for granted a year ago now in flux, this is a golden opportunity to reaffirm the spirit of the Beijing documents, and use everything we have learned in the past 25 years to take swift, meaningful leaps forward towards gender equality.

AUSTRALIA’S NEWEST SUPERSTARS OF STEM

Jean Murray — Sun, 13 Dec 2020 02:45:37 GMT

Superstars of STEM aims to smash society’s gender assumptions about scientists and increase the public visibility of women in STEM.

Science & Technology Australia, Australia’s peak body in science and technology, represents more than 80,000 scientists and technologists and is an influential voice for evidence and expertise in public policy.

STA started Superstars of STEM to create a critical mass of celebrity Australian women who work as scientists and technologists - role models for young women and girls – and to work towards equal representation in the media of women and men working in all fields in STEM. Over 5 years they have equipped 150 women working in STEM with advanced communication skills and provided them with genuine opportunities to use these skills – in the media, on the stage and in speaking with decision makers. See them here.

WOB: 5 QUALITIES THAT BOARD MEMBERS NEED

Jean Murray — Mon, 07 Dec 2020 01:58:45 GMT

Suzy Cairney has learned a thing or two about boards. Here she discusses the 5 key qualities that she deems important for successful board members to have. She lists:

Leadership: confidence, communication and listening skills, persistence, emotional intelligence, vision, enthusiasm, integrity and decisiveness

Curiosity: keep learning and questioning, focus on problem-solving, continually adding value

Lean in: winning a seat at the table is not enough, build relationships with other board members, executives and staff

Understand the business: the financial, strategic, legal, governance and operational aspects of the business and the industry and customer settings

Positivity: don’t be overwhelmed by the amount of information and the legal burden, look for the silver lining - positively seeking improved processes, procedures and relationships

In this new post-COVID world, these qualities might be the difference between success and failure for aspiring Board Members.

TRANSFORMING AUSTRALIA: SDG PROGRESS REPORT

Jean Murray — Sat, 28 Nov 2020 23:53:15 GMT

The National Sustainable Development Council’s comprehensive independent report on Australia’s progress towards meeting the Sustainable Development Goals provides a data-driven assessment of Australia’s mixed progress towards meeting the SDGs.

The report is available as a summary report and as an interactive website with charts for each of the indicators. Explore the data by SDG to see how we going on goals such as gender equality, ending poverty and decent work.

The report shows that Australia is performing well in health and education but is failing to address cost of living pressures and economic inequality. Women continue to lose out on pay equality and housework parity and have been disproportionately affected by COVID-19, being more likely to lose their jobs and experience psychological distress.

Of 56 indicators, only 12 are on track to meet the 2030 targets. COVID-19 has exacerbated trends — including higher levels of unemployment, poverty and psychological distress — that were emerging before COVID-19, and that could fracture Australian society.

WOMEN IN FINANCE MUST ASK FOR PROMOTION, UNLIKE MEN

Jean Murray — Mon, 23 Nov 2020 05:33:55 GMT

A survey by Australian National University and Ardea Investment Management of 2,000 finance industry professionals showed 76% of men were offered a promotion at least once without requesting it, compared with 57% of women.

Bloomberg reports the study found that women asked for pay increases and promotions at the same rate as men, and there was no difference between their success rates in these situations. However, financial corporations offered men promotions they didn’t ask for more often than such offers were made to women.

ANU researcher Bronwen Whiting said the findings offer evidence of a culture whereby promotions are offered to men without asking, and underscores institutional gender bias which has historically disfavoured women in the world of finance. The findings show continuous gaps and trends within the workforce, including male fund managers on average earning more than twice as much as female managers and men in compliance roles earning 76% more than women.

If this is happening in the finance sector, where else is this bias evident? And is anyone measuring the gaps?

THE HIGH COST OF NOT FUNDING CHILDCARE – AND WHO PAYS IT

Jean Murray — Tue, 17 Nov 2020 04:24:55 GMT

The Parenthood is presenting a series of 3 free online panel events in November with Business Chicks and Thrive by Five, with expert speakers and leaders who will inform and inspire, explaining why investing in universal access to high quality early education is the smart choice for Australia. The first webinar on 12 November explored why overhauling early education is the key to gender equality at work. The panel included Georgie Dent from The Parenthood, Jay Weatherill from Thrive by Five, Emma Carter as an Aboriginal Early Learning expert and longterm advocate for women Wendy McCarthy AO.

Working Australian families pay more for childcare than similar countries. The considerable cost of not funding early learning will be borne by children and families as well as the economy. And the staff are 97% women, often with CALD backgrounds, who are underpaid for their qualifications and expertise – it’s a career not just a job.

My summary: it's about parents [not just mums], it's about children [not just the economy], it's about early learning [not just childcare]. Mainstream solutions can't simply be transferred to Aboriginal communities - they need to be adapted to local cultural needs. The next free webinar is on the Juggle of Work and Care, Tuesday 17 November.

Kate Noble from the Mitchell Institute summarises preschool funding across states and territories in The Conversation – much more complex than many of us realise – and exhorts that consistent and adequate funding should be an election issue.

CHILDCARE FUNDING WILL CREATE 20X MORE JOBS THAN TAX CUTS

Jean Murray — Thu, 12 Nov 2020 01:45:53 GMT

A report by Dr Janine Dixon, Senior Research Fellow at Victoria University’s Centre of Policy Studies, entitled ‘A comparison of the economic impacts of income tax cuts and childcare spending’ compares the cost, employment creation and impact on GDP of increased spending on child care and income tax cuts.

Dr Dixon finds that increased public funding for childcare is nearly 20 times more effective at creating jobs than a tax cut of the same size. Her key findings are:

1. almost 450,000 Australians with children under 5 would like to work more hours

2. if these parents worked an additional 10 hours per week then, by 2030 GDP would increase by $15B pa

3. net government spending of $2.8B on additional childcare would create around 135,000 jobs per year by 2030, but a similar expenditure on tax cuts would create less than 10,000 jobs.

Modelling by The Australia Institute shows is that spending money to directly employ people in childcare and directly helping those people who are currently prevented from working is a much more effective way to create jobs than to give money to people who are already working full time in the hope that they might work even more.

BPW INTERNATIONAL AND THE UNITED NATIONS

Jean Murray — Thu, 22 Oct 2020 23:43:55 GMT

Those members who joined the BPW Australia National Summit last weekend heard from the two candidates for election as BPW International President, Hellen Swales from New Zealand on the Saturday and Catherine Bosshart from Switzerland on the Sunday.

Catherine is currently the Vice President United Nations on the BPWI Executive – there is a proposal for consideration by the General Assembly to change the title to Vice President Advocacy. Catherine mentioned she had set up a website focussed on the close working relationship between BPW International and the United Nations.

This website profiles 10 of the accredited Representatives that BPW International has with various UN agencies and committees. It reports on meetings of the Commission on the Status of Women and international United Nations events, and endeavours to keep BPW members up to date with UN news.

BPW AUSTRALIA SUMMIT 2020 – KEYNOTE PRESENTATIONS

Jean Murray — Sun, 18 Oct 2020 05:00:22 GMT

The BPWA Summit – the National Conference you have when you can’t hold a National Conference – was well supported by members and a great success. For those members who were unable to attend this Zoom event over the weekend of 17/18 October 2020, the webinar recordings will be posted on the website and made accessible to BPW clubs. In the meantime, you can access the program, the update on the National Conference 2021 and presentations by the two expert speakers from BPW Adelaide – Heather Jensen on Women and Money and Wendy Teasdale-Smith on Zoom and Public Speaking.

Clubs: check the due dates on the last slide of the National Conference presentation and ensure you schedule time in your 2021 club program to think about resolutions your club wants to submit for debate and nominations for election to the BPWA Board.

UNITED NATIONS COVID-19 GLOBAL GENDER RESPONSE TRACKER

Jean Murray — Sun, 04 Oct 2020 01:53:15 GMT

In April, UN Secretary-General António Guterres urged the world to “put women and girls at the centre of recovery efforts” as the UN released a report highlighting how the pandemic could reverse the limited progress made on gender equality worldwide.

Unfortunately, it seems his advice has largely been ignored, with much of the world failing to adequately address the fallout from COVID-19 on women and girls.

That’s according to the just released United Nations’ COVID-19 Global Gender Response tracker, monitoring 2500 policy measures across 206 countries to apply a gender lens across three policy areas: those that tackle violence against women, those that support unpaid care, and those that strengthen women’s economic security.

The UN found 42 countries had no gender-sensitive measure in place at all, and only 25 have at least 1 measure in all 3 areas.

The assessment of Australia’s COVID-19 response found that we have introduced measures to address violence against women and support unpaid care, but none addressing women’s economic security.

ONLY 5% OF ASX200 COMPANIES ARE LED BY A WOMAN

Jean Murray — Sun, 27 Sep 2020 00:30:51 GMT

In the past year, only 1 of 25 CEOs appointed to lead ASX 200 organisations was a woman; the previous year, there were only 2.

Chief Executive Women’s latest report reveals that there are fewer women in the pipeline for promotion to CEO roles. The organisational roles and positions that typically lead to CEO appointments are overwhelmingly held by men, with 2/3 of organisations having no women in these key roles. In fact, CEW identified that 96% of CEO appointments were chosen from leaders with responsibility for profit and loss, but women in company leadership roles tend to be concentrated in support function roles like HR, legal, risk and corporate affairs. It’s rare for CEOs to be selected from support function roles.

CEW President Sue Morphet says "we're not taking advantage" of female talent with only 30 out of 200 companies having 40% to 60% women in their executive leadership team. Even in industries with a predominantly female workforce, such as Health Care, there is huge under-representation in roles with profit and loss responsibility, with only 5% of leadership line roles in Health Care companies in the ASX200 filled by women, down from 15% four years ago.

TAX CUTS FOR RICH MEN OR INVESTING IN WOMEN’S JOBS?

Jean Murray — Fri, 18 Sep 2020 01:54:11 GMT

The case for gender-responsive budgeting is clear.

The Australia Institute has released modelling indicating that 70% of the proposed tax cuts will flow to men, while only 30% will flow to women. If Stage 2 of the tax cuts are brought forward, for every $1 of tax cut that women get, men will get $2.28. If Stages 2 and 3 of the tax cuts are brought forward, for every $1 of the tax cut that women get, men will get $2.19.

Total employment in March and April fell 3.9% for men and 5.3% for women. Hours worked by men fell 7.5% while women’s hours fell 11.5%. Recession job losses affected women more than men, and bringing forward these income tax cuts will further widen the effective gender pay gap.

Matt Grudnoff, Senior Economist at The Australia Institute, reports that, despite women facing a bigger impact from the COVID-19 recession, Government stimulus has focussed heavily on male dominated industries such as construction. TAI research shows that income tax cuts mainly benefit high income earners which, in Australia, are overwhelmingly male. Giving tax cuts to the wealthy will have a very limited stimulatory effect on the broader economy, but it will significantly widen the economic gender divide. He proposes the Government could better target stimulus funds by investing in employment intensive industries like healthcare, aged care and education. This will be more efficient than bringing forward the tax cuts, creating more jobs for every million dollars of stimulus. These industries also employ large numbers of Australian women who have been disproportionately affected by the COVID-19 recession.

MAKE UN75 COUNT – FOR THE UN WE NEED

Jean Murray — Fri, 11 Sep 2020 00:07:11 GMT

The opening of the 75th General Assembly of the United Nations is 11 September, and the UN anticipates an eventful month ahead filled with opportunity to bridge the gap between governments and global civil society’s vision for the “Future we want, the United Nations we need,” as articulated in the UN75 People's Declaration and Plan For Global Action: Humanity at a Crossroads, Global Solutions for Global Challenges.

Civil society’s constructive voice needs to be heard and included by protecting the fundamental freedoms of assembly, association, and expression. Shrinking civic space worldwide, including at the United Nations itself, and the rise in oppression, intimidation, and threats against civil society must be reversed.

We the people call upon the UN and its Member States, heads of state and government, civil society organisations and other stakeholders, elected representatives and all citizens to take bold action based on recognition of our shared destiny, and to work to create global institutions that reflect and respond to this reality.

To date, there have been 773 endorsements, 382 organisations and 391 individuals. You can endorse the Declaration as an individual.

KPMG REPORT: THE CHILD CARE SUBSIDY AND WORKING PARENTS

Jean Murray — Mon, 07 Sep 2020 05:43:34 GMT

KPMG’s report The Child Care Subsidy: options for increasing support for caregivers who want to work, reveals increasing the federal government’s childcare subsidy from 85% to 95% would boost GDP by up to $7.4B per year at a cost of $5.4B a year.

Madeline Hislop reports in Women's Agenda that, over a 20-year period, a near fully funded childcare model could increase GDP by up to $10B through the cumulative benefit of parents’ increased productivity. Such an increase to the childcare subsidy would incentivise parents to increase their participation in the paid workforce and help rebuild the Australian economy, as it enters its first recession since the 1990s.

Under the current childcare subsidy, families have significant out of pockets costs which create a disincentive for secondary earners in a family, most commonly mothers, work more hours as it can leave families worse off when childcare costs are deducted. KPMG Chair Alison Kitchen reports that affordability of childcare is a key issue facing working parents.

LEADERSHIP AND THE FUTURE OF BPW INTERNATIONAL

Jean Murray — Sun, 30 Aug 2020 02:12:34 GMT

In honour of BPW International’s 90th anniversary, Dr Anne Hilty of BPW Hong Kong organised a webinar, "Leadership and the Future of BPW," which is accessible on youtube, together with its companion video.

The webinar panel features BPW leaders from around the world presenting their vision for BPW International. They include Past BPWI Presidents Elizabeth Benham (BPW USA) and Dr Yasmin Darwich (BPW Mexico), plus Neelima Basnet (BPW Nepal), Dr Maggie Kigozi (BPW Uganda), Thanaa Khasawneh (BPW Jordan), Valerie Lim (BPW Singapore), and Carmen Taheny (BPW Ireland).

In the companion video, 24 additional BPW leaders, including BPW Australia President Jacqueline and BPW Western Australia President Carol, present their visions for the future of our organisation. Be inspired by the depth and breadth of commitment and leadership we have across the world.

What's YOUR vision?

Equality good for business recovery - Equal Pay Day 2020

Angela Tomazos — Wed, 19 Aug 2020 11:13:57 GMT

BPW Australia (the Australian Federation of Business and Professional Women) is marking Equal Pay Day 2020 by urging business leaders to change their habits and stay focused on equality as critical to economic recovery.

“Gender equality and gender diversity at work is not just nice to have. Gender equity is a basic human right, but its achievement also brings socio-economic benefits to everyone. In a global pandemic , now more than ever we must not risk the gain’s women have made. Empowering women increases productivity and growth and the broader community thrives” Jacqueline Graham, BPW Australia President said.

“The Workplace Gender Equality Agency has confirmed, with their recently released 2020 Gender Equity Insights Report in collaboration with Bankwest Curtin Economic Centre (BCEC), that more gender balanced leadership in an organisation delivers better company performance” Jacqueline said.

This year, Equal Pay Day 2020 will be on 28th August and remains unchanged from 2019 and 2018. The national gender pay gap released by WGEA is 14% and there are 59 additional days from the end of the previous financial year that women must work, on average, to earn the same amount as men earnt that year.

The impact of COVID-19 crisis has seen this year’s pay gap show a greater disparity between men and women. Every industry in Australia has a full time pay gap favouring full-time working men, even in female dominated industries such as health care and social assistance.

“To drive economic recovery, we need gender balanced leadership and action for a strong and thriving Australia,” Jacqueline said. To find out more , go to www.wgea.gov.au/

EQUAL PAY DAY IS 28 AUGUST 2020 – AGAIN.

Jean Murray — Sat, 15 Aug 2020 01:52:52 GMT

The pay gap hasn’t moved for 3 years: it is 14% again this year. It hasn’t risen despite the impact of COVID-19, but it hasn’t fallen either. This means women must work 59 additional days from the end of the previous financial year to earn the same pay as men. The WGEA reports the full-time average weekly earnings difference between women and men is $253.60. There are many factors that influence the gender pay gap, but bias explains why it persists. Check the stats for your state and industry against the WGEA facts.

in her 2020 report Measure for Measure, Emma Dawson, Executive Director of think tank Per Capita, reveals that women, particularly those from lower socioeconomic backgrounds, suffer from accumulated disadvantage. She argues there is a strong case for a national, bi-partisan commitment to measure, evaluate and take action to close the gender equality gap in Australia. She states in BroadAgenda that “the gender pay gap is worse than you think” because the real impact of the gender pay gap is felt, not among the wealthiest members of our professional class, but by women who have toiled in low-income jobs, often in the care economy, who see their retirement savings and assets eroded to the extent that they are forced to live in penury after a lifetime spent in the service of others.

COVID-19 AND THE WOMEN'S EMPOWERMENT PRINCIPLES

Jean Murray — Sun, 19 Jul 2020 02:44:42 GMT

Many of our BPW clubs have been working with the Women's Empowerment Principles. The WEPs were developed by UN Women and the UN Global Compactin 2010 and strongly promoted by BPW International. The WEPs are a set of 7 principles offering guidance to business on how to promote gender equality and women’s empowerment in the workplace, marketplace and community.

The WEPs are a private sector resource during this time of upheaval and uncertainty. Businesses have both a stake in and a responsibility for gender equality and women’s empowerment. The COVID-19 pandemic is not just a health issue; it is a profound shock to our societies and economies. Women are at the heart of care and response efforts – as front-line responders, health professionals, community volunteers, scientists and childcare and aged care professionals.

In addition to complying with local and national COVID-related policies and mandates, including through the WEPs framework, companies should consider the 3 cross-cutting priorities laid out by the UN:

1. Ensure women’s equal representation in all COVID-19 response planning and decision-making

2. Drive transformative change for equality by addressing issues of paid and unpaid care

3. Target women and girls in all efforts to address the socio-economic impact of COVID-19.

They aim to ensure that no-one is left behind during or after the COVID-19 crisis.

MEASURE FOR MEASURE: GENDER EQUALITY IN AUSTRALIA

Jean Murray — Sun, 12 Jul 2020 05:32:05 GMT

Per Capita undertakes research and develops policy recommendations with an overarching focus of fighting inequality in Australia. After rigorous peer review, their proposals are communicated widely, both in the public domain and through their network of senior government and industry decision-makers. One of Per Capita’s focus areas is gender equality, and their latest report is a great resource document.

The report discusses pay equity in Australia and explains the limitations of the pay gap calculations – important information for BPWA’s upcoming Equal Pay Day campaign. The summary is a useful resource for BPW Club discussions on pay equity.

BPW Australia is joining Per Capita’s coalition of organisations calling for an Australian Gender Equality Dashboard. This tool, once fully developed, could provide an ‘at a glance’ gender data set to enable comparative analysis, and provide policy makers with the information to implement programs and services to close the gender equality gap in Australia.

EU GENDER EQUALITY STRATEGY 2020-2025

Jean Murray — Sun, 05 Jul 2020 05:27:25 GMT

The Presidency of the Council of the European Union has just passed to Germany for the next 6 months, and Germany’s Chancellor Angela Merkel has a focus on gender equality. She funded BPW Germany €2M to execute their Equal Pay Day campaign in 2010 and 2011, and this is now a BPW International campaign.

The EU Gender Equality Strategy 2020-2025 delivers on the European Commission’s commitment to achieving a Union of Equality. The Strategy presents policy objectives and actions to make significant progress by 2025 towards a gender-equal Europe.

The key objectives are ending gender-based violence; challenging gender stereotypes; closing gender gaps in the labour market; achieving equal participation across different sectors of the economy; addressing the gender pay and pension gaps; closing the gender care gap and achieving gender balance in decision-making and in politics. The Strategy pursues a dual approach of gender mainstreaming combined with targeted actions.

The evaluation of the implementation of the EU equal pay directive 2006 highlights pay transparency as a critical requirement to achieving pay equity. As one of the first deliverables of the Strategy, the Commission has proposed binding pay transparency measures by the end of 2020. This aligns with the BPW Australia resolution on pay transparency passed by the 2018 National Conference.

AUSTRALIAN GENDER EQUALITY COUNCIL WEBINAR – LESSONS FROM LEADERS

Jean Murray — Sat, 27 Jun 2020 03:57:31 GMT

BPW Australia is a founding member of the Australian Gender Equality Council, the national, non- profit peak body for gender equality in Australia dedicated to creating the same rights and opportunities for women with respect to pay, superannuation, the workplace and society.

In this free AGEC webinar, Lessons from Leaders, BPW members will hear from business leaders who will share their real-world insights and practical tips on how to become a champion of workplace gender equality in a post COVID-19 world. AGEC CEO Dr Terry Fitzsimmons, who members will recall speaking at the BPWA National Conference 2018, will share the findings of his 2020 report on leading practices in workplace gender equality. Terry will be joined by WGEA Director Libby Lyons and business leaders for a lively panel discussion moderated by Women and Leadership Australia Global Executive Director Suzi Finkelstein.

Thursday, 2 July 2020 from 12:30 pm to 2:00 pm (AEST) Register here

LET'S SNAP FORWARD, NOT SNAP BACK

Jean Murray — Fri, 19 Jun 2020 06:14:18 GMT

Gender pay gaps, segregated workforces, long commutes, expensive childcare and a lack of empathy and support for remote and flexible working: do we really want to return to normal? BPW Australia signed onto GenVic's statement: Gender Equity and Women's Organisations unite on Covid19 Disaster

The Snap Forward Feminist Policy Network at Canberra University has submitted a long and comprehensive submission to the Senate Select Committee Inquiry on COVID-19 which is inquiring into the Australian Government’s response to the COVID-19 pandemic. In brief - gender equality must be central to recovery efforts: our economic recovery depends on it. The closing date for submissions was 28 May 2020 and the committee is to present its final report by 30 June 2022.

The Snap Forward Feminist Policy Network is convened by the 50/50 by 2030 Foundation at the University of Canberra. It represents a collaboration of academics and researchers from the University of Canberra, the Australian National University, University of Sydney, and the University of Melbourne, in conjunction with a national network of women advocates, policy consultants and gender equality organisations. This submission has been endorsed by over 30 prominent individuals/and or organisations that are listed at the end of the submission.

Childcare reform makes economic & societal sense

Angela Tomazos — Mon, 08 Jun 2020 11:36:08 GMT

BPW Australia (the Australian Federation of Business and Professional Women) has joined with the organisations committed to childcare reform to call on the Federal Government to stop plans to ‘snap back’ to the already broken system.

BPW Australia advocates for a quality national childcare and early learning system that is flexible, available, affordable and accessible. BPW Australia supports subsidies and rebates, rather than tax deductibility, as a fairer system of supporting families incurring childcare costs. Childcare is a societal issue that benefits families balancing work and care; it is not simply a women’s issue but requires a mainstream focus by governments.

As Grattan Institute has highlighted, “The high cost of childcare doesn’t just drain family incomes. It has a big impact on workforce participation, particularly for women. Women are more likely to be a family’s ‘second earner’, reducing their paid work hours to accommodate caring responsibilities. For many, childcare costs interact with other elements of Australia’s tax and benefit system to make extra hours of paid work financially unattractive”

“The PWC report commissioned by The Front Project published in 2019 showed that $2 of benefits flow for every $1 spent on early childhood education. Now more than ever the need for evidence-based data to form strong and sustainable policy for our post COVID future is a strategic imperative” Jacqueline Graham, BPW Australia President, said.

BPW Australia commends the work of The Parenthood and Director Georgie Dent for their campaign to say no to ‘snap-back’ on childcare. BPW Australia joined a town hall virtual meeting called by The Parenthood and moderated by Georgie Dent on 26 May. Over 200 parents and advocates unanimously agreed for the need to apply pressure to the political process and for policy makers to take notice of the value of universal childcare and learning for early childhood.

With announcement made today by Federal Education Minister, Hon Dan Tehan, free childcare will cease on 12 July. For many parents this means making difficult decision such as whether to reduce working days or remove children from childcare completely. This will impact women more than men and further reduce the gains we have made over the years of women’s participation in the workforce.

Experts at the Mitchell Institute for Education and Health Policy at Victoria University advise that governments must ensure children and families are not locked out of early education because they can’t afford it. Ensuring access is critical for children’s learning and development, as well as economic recovery through parental workforce participation.

“A post COVID recovery needs to be gender balanced. The Grattan Institute again provides evidenced that increased workforce participation by women can boost GDP by $11 billion in the medium term. Our policy makers need to step up and listen to the facts,” Jacqueline Graham said.

To find out more of The Parenthood campaign and support go to www.theparenthood.org.au/say_no_to_snap_back_on_childcare

To read the full report commissions by The Front Project , go to www.thefrontproject.org.au/news/media-releases

To read the summary of findings by Grattan Institute, go to

https://grattan.edu.au/news/childcare-wont-remain-free-after-the-pandemic-but-it-should-be-reformed/

To read the expert commentary of the Mitchell Institute, go to

https://theconversation.com/number-of-australias-vulnerable-children-is-set-to-double-as-covid-19-takes-its-toll-140057

FREE CHILDCARE ENDS THIS MONTH – THEN WHAT?

Jean Murray — Sun, 07 Jun 2020 05:57:00 GMT

It took a global pandemic to see women’s work for what it is: economically valuable - women make up nearly 80% of health care and social assistance workers. And the current free childcare that underpins this work will end on 28 June.

Associate Professors Leah Ruppanner and Andrea Carson in The Conversation provide an international comparison of childcare costs, finding Australia rates 17^th for education spending on pre-schoolers. Their survey reveals most Australians don’t want the free childcare arrangements to “snap back” to the pre-COVID-19 system that was expensive and inaccessible to many families. The 'free' childcare provided by grandparents that many families relied on is no longer available.

Gratton Institute Economist Daniel Wood, Chair of the Women in Economics Network, proposes an alternative solution: not free but cheaper childcare by raising and simplifying the Child Care Subsidy to reduce the disincentives to work. Their modelling suggests a subsidy of 95% of child-care costs for low-income families, tapering down slowly to zero as family income increases, would cost taxpayers an additional A$5 billion a year, compared with at least $14 billion more for a universal scheme. It would enable many women who want to increase their paid work to do so, support the post-crisis recovery and boost GDP by about $11 billion a year in the medium term through higher workforce participation.

THE GENDERED IMPACT OF COVID-19

Jean Murray — Sun, 31 May 2020 00:39:59 GMT

ABC journalist Annabel Crabb opines that Coronavirus has left Australian women anxious, overworked, insecure — and worse off than men again. Women right now are more likely to lose work that is paid and also more likely to pick up work that is unpaid.

Professor Lyn Craig’s research into the gendered division of labour in the home during the COVID-19 lockdown indicates that, for households with children, social isolation and school closures have added 6 hours a day of care work, of which women are taking on 4 hours.

The Workplace Gender Equality Agency is monitoring the impacts of covid19 on women in Australia. They are finding that COVID-19 may have greater economic, health and safety impacts on women: women at home are at greater risk of violence; a predominantly female healthcare workforce has placed women on the frontlines of the crisis; and the increase in caring responsibilities is likely to be shouldered by women.

But a potential positive outcome: workplace flexibility may change ongoing workplace policies and practices; while working from home, under-employment and unemployment might see men taking on more care and domestic work at home.

YWCA GUIDE FOR CHAIRING EFFECTIVE AND RESPECTFUL VIRTUAL MEETINGS

Jean Murray — Sat, 23 May 2020 23:51:29 GMT

Hosting a virtual meeting is a different skillset to hosting an in-person meeting. If you are chairing your first virtual meeting, or if you want to polish up your skills, here are the YWCA’s guidelines for bringing the values of compassion, respect and collaboration to chairing a meeting. They include 20 tips for what to do before, during and after the meeting.

Don't simply adopt it; adapt it and share it with the chair of your next meeting, whether male or female, as simply A Guide to Chairing an Effective Virtual Meeting.

LIZ BRODERICK ON RE-IMAGINING SOCIAL POLICIES POST-COVID-19

Jean Murray — Sat, 16 May 2020 23:40:29 GMT

The 50/50 Foundation hosted a virtual COVID Gender Network roundtable in which we heard what a number of women’s advocacy groups, academics and rights organisations are doing in response to the pandemic. The discussion focused specifically on tracking unpaid work and care – a critical issue that has become the focus of the Foundation’s current research.

Following the roundtable, BroadAgenda recorded an interview with one of the participants, Liz Broderick, past Sex Discrimination Commissioner and now Deputy Chair of the UN Working Group on discrimination against women and girls at the UN Human Rights Council. The Working Group has released a statement calling on all governments, ours included, to better protect women and girls in COVID policy responses.

Unfailingly generous with her time, Liz discusses how a global “reimagining is required” and indeed possible. “It’s an opportunity to put care at the centre of societies, the economy, our wellbeing and then see what will shift.” She also explains the UN’s fear that home isolation is placing 980 million women in danger, given that “for nearly 1 billion women we know that home is not a safe place.”

THE IMPACT OF COVID-19 ON WOMEN’S FINANCIAL PROGRESS

Jean Murray — Fri, 08 May 2020 23:51:21 GMT

The COVID-19 pandemic has turned our lives upside down. Professor Lyn Craig at the University of Melbourne explains how it has laid bare how little we normally pay for “women’s work”. Australia’s gender equality ranks 49^th on remuneration on the World Economic Forum Gender Participation and Opportunity Index 2020 that measures workforce participation, remuneration and advancement.

In April eS4W’s partner organisation, Financy, released their Women’s Index for the March Quarter 2020 – looking at the impact of COVID-19 on women’s financial progress. The Index rose by 0.4% with the pace of progress the weakest since September 2018. A slowdown in full-time employment growth among women and rising female unemployment relative to male reflects the early impact of COVID-19 shutdowns and containment measures. The Index shows women are 32 years from achieving economic equality with men, but this could expand due to the long-term impact of COVID-19. Australian women are bearing the brunt of the job cuts.

Joanna Masters, Chief Economist Ernst & Young Oceania, advises, “For women, the risk is that some of the recent economic progress slides backwards. This is not because we care less about gender equality but reflects economic consequences and perhaps diverted focus.”

WORKING FROM HOME: OPPORTUNITIES AND RISKS

Jean Murray — Sun, 03 May 2020 06:10:11 GMT

With many regular workplaces shut down to 'flatten the curve' of COVID-19, millions of Australians are now shifting their work to home and there are a range of resources to help them adapt and cope.

BPW QuickBites held a webinar on Working from Home and Working Online that can be accessed online.

Toni Courtney has produced a quick reference guide for virtual meetings that will be useful for BPW clubs running zoom meetings.

And the Centre for Future Work has released a briefing paper that surveys the scope of home work, considers its impacts on economic and gender inequality, and proposes several policy recommendations to make working from home safer and fairer. They found that women are more likely to be able to work from home than men, due to women’s over-representation in the professional and administrative occupations (who can work from home), compared to men’s over-representation among labourers, drivers and trades (who can’t).

Not all jobs that can be done from home are well-compensated. Some call centre and routine clerical jobs have been organised around home work for years. Employers have used these arrangements to facilitate low-wage work by workers (mostly women) who appreciate the flexibility of working from home for balancing work and family responsibilities - to save costs for office set-up and equipment.

One silver lining from this crisis is that it may spark a re-examination of the longstanding discrimination experienced by women workers with caring responsibilities.

A TRIBUTE TO FEISTY GRANDMOTHERS

Jean Murray — Mon, 13 Apr 2020 07:00:26 GMT

Past president of the Australian Human Rights Commission, Gillian Trigg, writes in The Conversation about her experiences of being a grandmother and the impact of education, employment and leadership on her and her cohort of feisty 1970s feminists. It is an extract from an anthology of essays by an impressive selection of 24 21^st Century grandmothers.

We know about those 1970s feminists – many were and still are BPW members. They may be grandmothers, but they are still social activists, seeking to make a difference for their daughters and granddaughters and all their peers. They fought for pay equity, and the laws were changed, but we are still fighting to make it real today. Their work is not finished.

Many of this generation of grandmothers from the 50s, 60s and 70s spent their formative years at university with free or minimal fees, marching against Vietnam, experimenting with sexual liberation, burning their bras and “making love not war”. They were experienced political activists, capable advocates for women's human rights, and generous mentors to the generations who followed and built upon the foundation they worked hard to create. And many still are.

Even in lockdown , women are still working

Angela Tomazos — Mon, 06 Apr 2020 10:15:45 GMT

BPW Australia (the Australian Federation of Business and Professional Women) has joined the organisations committed to gender equity and women to call on Federal and State Governments to ensure COVID 19 actions include a gender lens on pandemic response and recovery.

As UN Women have highlighted, ‘during crises like the COVID-19 pandemic, women make essential contributions as leaders and frontline responders. But they are also hit harder by the health, economic and social impacts of the outbreak. Paying attention to women’s needs and leadership will strengthen the COVID19 response.’

“Working women are at the forefront of the COVID19 crisis, with a significant majority of medical, retail and hospitality workers being women. Women are also disproportionally impacted by additional caring and unpaid labour caused by work from home provisions. History shows us that world crises such as this can have the effect of stepping back inclusive policies. Australia has an opportunity to ensure that we come out of this crisis prepared to utilise the talents of 100% of our labour force, if we put a gender lens on our planning.” Jacqueline Graham, BPW Australia President, said.

BPW Australia commends the work Gender Equity Victoria (GENVIC) has highlighted and ten things Governments should do now to address the impacts of COVID 19 on women and gender diverse people. Gender Equity Victoria issued a media release and held online press conference on April 2^nd with joint statement from over 50 organisations.

“Whilst the GENVIC joint statement is Victoria specific, BPWA supports and encourages all States and Territories and the Federal Government to consider these 10 points, and build an inclusive Australia to help us all recover faster.” Jacqueline said

To find out more of GENVIC joint statement and endorse go to www.genvic.org.au/media-releases/gender-equity-womens-organisations-unite-on-covid19-disaster , show your support on social media or reach out to their office genvic@genvic.org.au

IMPROVING GENDER DIVERSITY IN COMPANIES 2020

Jean Murray — Sun, 05 Apr 2020 03:58:45 GMT

Researchers from the Institute for Sustainable Futures at Sydney’s University of Technology have analysed promising initiatives by governments and companies to improve gender diversity. Their report examines innovative policies to recruit and retain talent across genders, noting that gender diversity is a significant issue of risk management for boards and companies.

The researchers articulate a clear case for gender balancing initiatives at economy, company and individual levels which improve gender balance in employment and ensure economic incentives for mothers to work. They conclude the commitment to increase participation of women in employment is almost universal, but what is lacking is granular evidence of the application of successful initiatives that achieve this. The report presents care studies linked to positive outcomes for both staff well-being and company benefits, demonstrating real traction in resolving this issue.

DR CATHERINE HAMLIN AC, 1924 – 2020, FOUNDER OF HAMLIN FISTULA ETHIOPIA

Jean Murray — Thu, 26 Mar 2020 04:56:06 GMT

Australian gynaecologist and humanitarian Dr Catherine Hamlin has died at age 96 in her home of Addis Ababa, Ethiopia. In 1958, Catherine and her husband, also trained in obstetrics and gynaecology, flew to Ethiopia with a plan to spend a few years working there in a government hospital. What had been intended as a three-year stay in Addis Ababa turned in to a lifetime of service to Ethiopia and the establishment of Hamlin Fistula Ethiopia, a network of clinics dedicated to giving free surgery to the women who need it, ensuring the health and dignity of 60,000 mothers by treating and preventing terrible childbirth injuries.

Catherine was always grateful to those who supported her dream of eradicating obstetric fistula in Ethiopia. You can read the full obituary and leave a tribute message for Catherine at the Catherine Hamlin Fistula Foundation.

Obstetric fistula is a common complication of pregnancy in many African countries, particularly in young women and girls. BPW International members worldwide have supported the work of BPW Burkina Faso and the founder President of BPW Ouagadougou, Rasmata Kabré, in establishing care for women who have experienced obstetric fistula.

WOB: HOW TO CHOOSE YOUR FIRST BOARD

Jean Murray — Sun, 15 Mar 2020 01:46:50 GMT

Women on Boards Chair Ruth Medd offer some sage advice for those looking to become a board member, and it’s not to choose a non-profit organisation as your first board.

WOB has conducted a National Board Recruitment and Appointment Survey which revealed some problems with poorly performing NFP boards. Ruth advises: if you want to be a governing rather than a working director, choose an organisation that has staff, money in the bank and a business model. Your first board should be one that is professional and well governed, and is focused on strategy and governance. She offers helpful tips to suss out the right board for you.

A PUBLIC HOLIDAY FOR INTERNATIONAL WOMEN'S DAY? WHY NOT?

Jean Murray — Mon, 09 Mar 2020 03:26:20 GMT

BPW Adelaide has launched a campaign calling on the Premier of South Australia to request the Governor to add the Observance of International Women’s Day to the current March public holiday. The world celebrates the contribution of women by marking International Women’s Day on 8 March each year. About that time in SA there is a public holiday for a horse race. BPW Adelaide advocates for recognising the contribution of women to SA by including them officially on this public holiday.

International Women's Day is an official holiday in 26 countries: Afghanistan, Angola, Armenia, Azerbaijan, Belarus, Burkina Faso, Cambodia, China, Cuba, Georgia, Eritrea, Kazakhstan, Kyrgyzstan, Laos, Madagascar, Moldova, Mongolia, Nepal, Russia, Tajikistan, Turkmenistan, Uganda, Ukraine, Uzbekistan, Vietnam and Zambia. Why not Australia?

Women are 50% of the population and South Australia was the first state in the world to legislate for women to stand for Parliament, and the second (after New Zealand) to permit women to vote. Let's lead the way again.

#IWDPublicHoliday #ProclaimBoth #LeadTheWayAgain

See What Women Can Be

Angela Tomazos — Sun, 08 Mar 2020 05:10:14 GMT

BPW Empowering Women – See what women can be

BPW Australia (the Australian Federation of Business and Professional Women) is marking International Women’s Day 2020 with a social media campaign to highlight positive role modelling to counter the “you cannot become what you cannot see” narrative. With a collective voice of over 25,000 members in Australia and Internationally, BPW members are looking to the future for women and girls.

“When we say ‘you cannot become what you cannot see’, are we suggesting today’s women & girls are somehow less imaginative, less innovative, less daring than previous generations. Are we discounting all those women who have indeed been what they have not seen?” Jacqueline Graham , BPW Australia President said.

“It always seems impossible until it’s done”. These were the great words of Helen Clark, previous Administrator of the UN Development Program and 37th Prime Minister of New Zealand

In the past 150 years, we have had women elected to Parliaments , as Prime Ministers and as Heads of State. We have women in armed forces , in space, scientists & explorers. We have leaders in education, in mining, banking and healthcare. We have women role models in start-ups , family businesses and multinational organisations.

“The narrative has become that (unless there has been a forerunner), women and girls are unable to imagine or engage in a career path. Our members are concerned that we are currently experiencing a fall-back from the gains of the past . Our members regularly hear that today’s girls “can’t be what they can’t see”. BPW understands that this belief is detrimental to the career choices offered to girls from year 10 and upwards” Jacqueline said.

BPW Australia members include women who are employers and employees ,from STEM, business ,trade and professional services. Our members share a common responsibility to provide visibility of all fields to next generation and to inspire them to take any career path they can imagine.

BPW Australia invites all women’s organisations to use this campaign to highlight the work and achievements of women. We have created social media hash tags #SeeWhatWomenCanBe and #BPWEmpoweringWomen

“Let’s be clear: of course we can be what we can’t see. But if there is a role model, why shouldn’t we be able to see her. How much easier would it be to follow the path, if we could find the women holding the sign post” Jacqueline said

BPW Australia campaign will include inspirational profiles from women breaking the glass ceiling in all business fields, including from the history of BPW Clubs in Australia. An early post highlights Peta Searle. Peta is the only female senior coach in the AFLW this year, up by one from previous year. Join the #SeeWhatWomenCanBe movement , follow us on Facebook @BPWAustralia and Twitter @BPWAust

THE UNIQUE POWER OF GIRLS TO LEAD CHANGE

Jean Murray — Sun, 01 Mar 2020 07:54:19 GMT

2019 was extraordinary. It was devastating, frightening and overwhelming. But it has been something else too: hopeful. 2019 was absolutely the year of the girl.

We saw extraordinary girls and young women everywhere rising up and taking charge. Greta urged world leaders take urgent action on climate change. Malala is inspiring girls everywhere that an educated girl can make a difference. For every Greta and every Malala, there are hundreds of brave girl activists in the developing world doing extraordinary work every day to combat child marriage, child trafficking, teen pregnancy, harassment and violence. We see these girls. We support them. We applaud them.

Plan International Australia developed a questionnaire for girls and young women between 12 and 25 about girls’ empowerment, leadership and role models. And they found girls have a plan. Read this inspiring report.

Event of interest to WA members

Jacqueline Graham — Wed, 19 Feb 2020 23:18:29 GMT

An event which may be of interest to West Australian members has been shared by our friends in 100 Women.

Health, your superpower; a panel discussion with some of Perth's leading experts on women's health

Urgency grows for raising Newstart

Angela Tomazos — Tue, 18 Feb 2020 11:23:56 GMT

The Newstart allowance, which has not increased in real terms in 25 years, is indexed to inflation, while other payments are tied to wages. This means the unemployment benefit continues to fall further behind living costs. Concerning research showing more than 80% of Newstart recipients are skipping meals to make ends meet.

https://www.newsmaker.com.au/news/376466/the-urgency-grows-for-raising-newstart#.XkvH9SgzbIU

GENERATION EQUALITY: REALISING WOMEN’S RIGHTS FOR AN EQUAL FUTURE

Jean Murray — Sun, 16 Feb 2020 00:39:38 GMT

Across the world, a new generation of women and men, and girls and boys, are speaking up for themselves and others, seizing the moment to reimagine economies, societies, and political systems so that they uphold human rights and achieve gender equality, leaving no one behind.

UN Women is bringing together the next generations of women’s rights activists with the gender equality advocates and visionaries who created the Beijing Platform for Action more than 2 decades ago. Collectively, these change agents can tackle the unfinished business of empowering women through a new multigenerational campaign: “Generation Equality: Realising women’s rights for an equal future”.

The Generation Equality Forum is a global gathering of civil society, convened by UN Women, as a global public conversation for urgent action and accountability for gender equality. It will be connected in real time through interactive satellite sessions to maximise participation. It will take stock of progress and set an agenda of concrete action to realise gender equality before 2030.

The Forum will kick off in Mexico City in May and culminate in Paris in July, and be informed by CSW session in New York in March. It will feed into the UN General Assembly in September when the United Nations will officially commemorate the 25^th anniversary of the Beijing Declaration and Platform for Action.

BPW INTERNATIONAL WOMEN, PEACE AND SECURITY TASKFORCE

Jean Murray — Sun, 09 Feb 2020 04:16:33 GMT

BPW International has a Women, Peace and Security Taskforce led by Dr Anne Hilty, BPW Hong Kong. BPW affiliates worldwide are encouraged to develop their own WPS project at club or federation level.

The Taskforce was established as BPW International’s response to the Landmark Resolution 1325 (2000) of the UN Security Council on the relationship between gender, peace and security. There have been 6 additional resolutions since then.

The 4 pillars of R1325 are Prevention, Participation, Protection, and Relief and Recovery:

1. Prevention of conflict and violence against women and girls in conflict and post-conflict situations.
2. Equal participation of women and men in peace and security decision-making processes.
3. Protection and promotion of the rights of women and girls rights in conflict situations.
4. Reinforcement of women’s capacities to act as agents in relief and recovery.

The video Introduction to the BPW WPS project can be accessed by clubs interested in engaging with the international Taskforce and the WPS Taskforce Guidelines provide suggestions for advocacy and action with resources for our worldwide BPW affiliates to adopt and adapt according to their local needs.

AUSTRALIAN GENDER EQUALITY COUNCIL MANIFESTO

Jean Murray — Sat, 01 Feb 2020 23:10:23 GMT

We are in a time where more women are taking action by marching and sharing their stories. The media is amplifying our voices and asking hard questions of the institutions that continue to lock women out. Business leaders are under new pressure to demonstrate their companies are committed to being part of the gender equality solution.

BPW Australia is a founding member of the AGEC.

The AGEC’s Manifesto for Gender Equality provides the framework for future campaigns, initiatives and priorities. It is a comprehensive statement of what true gender equality looks like and what is required to achieve it. Covering 12 dimensions of work and life, it identifies the causes of inequality, not just the symptoms. It will ensure we won’t stop this important work until we achieve equality for women across all dimensions of work, life and community.

7 Barriers many women face when investing in property

Angela Tomazos — Sat, 25 Jan 2020 06:12:40 GMT

http://www.apimagazine.com.au/property-investment/no-pay-gap-in-property-why-more-women-should-invest

BPW INTERNATIONAL AND THE LEAGUE OF NATIONS

Jean Murray — Sun, 19 Jan 2020 01:04:49 GMT

2020 marks the 100^th anniversary of the establishment of the League of Nations — the intergovernmental organisation, headquartered in Geneva, that emerged from the ashes of WW1. Although the League was branded a failure due to its inability to prevent WW2, its legacies continued long after 1939 when it folded. As the template for modern global governance, and direct precursor to the United Nations which was established in 1945, the League profoundly shaped the world we live in today.

This history parallels that of BPW.

BPW USA was formed in 1919 by our Founder, lawyer Lena Madesin Phillips and she worked to spread the organisation internationally, with BPW International established in 1930 in Geneva. BPW International was one the international women's organisations that lobbied and influenced the League of Nations to include and involve more women, and subsequently the United Nations where BPW advocated strongly for the establishment of the Commission on the Status of Women.

This article in The Conversation charts the influence of Australian women and women's organisations on the work and focus of the League of Nations and the United Nations.

Equal Pay Day competition winners announced

Angela Tomazos — Wed, 08 Jan 2020 11:09:29 GMT

https://www.linkedin.com/feed/update/urn:li:activity:6620629298145558528

THE CASE FOR FURTHER INVESTMENT IN THE CHILD CARE SUBSIDY

Jean Murray — Fri, 03 Jan 2020 05:25:27 GMT

KPMG’s newest proposal, Unleashing Our Potential — The Case for Further Investment in the Child Care Subsidy, prepared in collaboration with Chief Executive Women, pushes for workforce disincentives for secondary earners to be reduced. The aim is to reduce Australia’s workforce participation gap between men and women, especially parents.

The current government child care subsidy is based on family, rather than individual income, and it creates very high work disincentives for secondary earners – most commonly mothers. KPMG calculated the income from an extra day’s work that is lost to income tax and Medicare levy, withdrawn family tax benefit, reduced childcare subsidy and increased out-of-pocket childcare costs – and found the current system has an unacceptably high Workforce Disincentive Rate which impacts mostly mothers as second earners. Working 4 days instead of 3 days can mean only 12% of pay earned on the 4^th day adds to the family coffers.

But under KPMG’s proposal, she would keep almost 50% of the money earned by that 4^th day’s work by capping the WDR at the second earner’s marginal income tax rate plus 20% and providing a top-up payment through the CCS system. This would benefit households across the income scale, but especially those on modest incomes who are most affected. The plan also calls for the withdrawal of the CCS ‘cliffs’ that a family can fall off when just $1 extra earned could lose $5,000 of subsidy.

Newstart is not working - BPW Australia joins the campaign to Raise the Rate

Angela Tomazos — Sun, 29 Dec 2019 11:03:19 GMT

BPW Australia (the Australian Federation of Business and Professional Women) supports the Australian Council of Social Service (ACOSS) “Raise the Rate” national campaign. The campaign urges the Morrison Government to immediately lift the single rate of Newstart, Youth Allowance and other related payments by at least $75 per week, and index Allowances to wages. The current allowance of $40 a day is too low to give people the support they need to get through tough times and into suitable work. Most people receiving Newstart live below the poverty line.

The Australian Council of Social Service is a national advocate for action to reduce poverty and inequality and the peak body for the community services sector in Australia. ACOSS launched the national campaign “Raise the rate” as part of Anti-Poverty week earlier this year with over 100 community organisations signed up as supporters since its launch.

“Newstart’s purpose, to assist people back into work, is being undermined by the limited resources people on Newstart have. If we as a country wish to encourage everybody to undertake meaningful work, we should endeavour to provide a benefit program that supports this”, Jacqueline Graham, BPW Australia President said.

“More than 100,000 parents’ on Newstart are single women who are being disproportionately impacted by the level of Newstart payments. The difficulty in entering the world of work impacts these women at the moment of their greatest need and continues to impact through their prime working lives, with concomitant effects on the broader economy and continued dependence on assistance. Just as single mother of 3 boys, Juanita, is experiencing with her story on the campaign page” Jacqueline said.

A report issued in 2018 by Deloitte Access Economics that was commissioned by ACOSS, considers the impact of proposed policy change as a ‘catch up increase’ of $75 a week – an extra $10.71 a day that would be received by around 770,000 Australians. The report finds that increasing these payments will boost wellbeing in regional communities doing it the toughest, lifting the incomes of people most in need, as well as delivering 12,000 new jobs.

“For over 70 years, BPW Australia has supported, encouraged and educated women and girls by succeeding in our lobbying efforts to influence local and national governments to address women’s issues. BPW Australia advocates for women at work, women who have worked and for women that want to work. With over 75% of our membership in Regional Australia, the work of ACOSS highlights the necessary economic & well-being boost our society needs,” Jacqueline said.

To find out more and take action go to https://raisetherate.org.au/about/ https://raisetherate.org.au/stories/

https://www.acoss.org.au/media-releases/?media_release=raising-newstart-and-youth-allowance-would-boost-jobs-wages-and-inject-millions-into-local-communities

2019 - a year of hope emerging

Angela Tomazos — Fri, 27 Dec 2019 04:29:29 GMT

https://womensagenda.com.au/latest/the-good-the-bad-the-ugly-of-the-year-that-was-2019/

In 2019 we have seen conversation increase for family balance , financial well-being and shared parental leave. These issues for women have been presented, discussed, debated and endorsed at BPW National Conferences since 2004, with resolutions passed in 2007, 2013 and again in 2016.

As a non-partisan organisation, we have worked relentlessly to urge governments to continue the inclusion of equal rights for women in legislation.

Here's to 2020 and hope becoming reality.

WEF RANKS AUSTRALIA 44TH OUT OF 153 ON GENDER

Jean Murray — Wed, 18 Dec 2019 05:51:28 GMT

Australia has failed to make the top 40 in the World Economic Forum’s 2020 Global Gender Index, dropping 5 places in 2 years. In East Asia and the Pacific, Australia fails to make the top 10, sitting below the Philippines and Laos. The Global Gender Gap Report lists Iceland as the most equal country overall, with Norway 2^nd, Finland 4^th, then Sweden, Nicaragua and New Zealand.

Although Australia continues to lead the world in closing the education gender gap, we rank 49^th on economic participation, 57^th on political empowerment and 104^th on health. Compare this with 2006 when Australia ranked 15^th overall, 12^th on economic participation, 32^nd on political empowerment, 57^th on health but number one on education.

The Forum warns internationally, at the current rate of efforts being made, gender parity is a century away and the gender pay gap won’t be closed for 257 years.

When women lead , workplaces should listen

Angela Tomazos — Sun, 15 Dec 2019 05:17:31 GMT

Valuable insights from McKinsey & Company surveying executives on leadership traits and also examples of their experiences.

Reflective organisations are able to transform themselves into truly inclusive workplaces — women-only leadership programs help them get there.

Women, more often than men, exhibit leadership traits highly applicable to future global challenges.

IT’S NOT THE WOMEN, IT’S THE WORKPLACE

Jean Murray — Sat, 07 Dec 2019 23:37:00 GMT

In her first Forbes column on women, careers and the workplace, Andie Kramer declares there is no empirical evidence that women lack confidence, are poor negotiators, are risk-averse, or are overly burdened by domestic responsibilities. Women don’t need to be fixed - they are fine the way they are. Women and men are not fundamentally different emotionally, intellectually or psychologically, in fact there is more variation among women in temperament, ability and ambition than there is between women and men.

In fact, women and men have similar attitudes toward families and careers. The outmoded claim that women are best suited for caregiving and supportive roles and men for challenging, leadership roles are simply thinly disguised justifications to maintain the current workplace status quo characterised by gender-biased hiring, evaluation and promotion practices and pervasive masculine norms, values and expectations.

BPW’s ADVOCACY FOR PAID ELDERCARE LEAVE GAINING TRACTION

Jean Murray — Sun, 01 Dec 2019 05:07:48 GMT

A resolution on paid eldercare leave was endorsed by the 2018 BPW Australia National Conference. BPW Australia lobbied both major parties prior to the 2019 election for this to be included in their platforms. A recent article in The Conversation advocates for a scheme similar to paid parental leave to ease the burden on those providing eldercare and help them stay in the workforce. It references a UK government study on how informal caring roles interact with employment and an article in The Australian in November.

This public interest in paid eldercare leave is welcome. BPW Australia members, including employers and employees from across the business, professional, government, academic and non-profit sectors, recognise how valuable and necessary a government-funded paid eldercare leave scheme is to maintain carers’ connection with the workforce. Now we need a policy that parallels paid parental leave but addresses the challenges faced by employees trying to balance eldercare with work.

16 Days of Activism - Generation Equality

Angela Tomazos — Sun, 24 Nov 2019 07:59:20 GMT

#HearMeToo - we are the Generation Equality

BPW Australia (the Australian Federation of Business and Professional Women) is marking this year’s International Day for the Elimination of Violence against women by joining the global action to increase awareness, galvanise advocacy efforts and share knowledge and innovations.

As reported by Australian Bureau of Statistics Personal Safety Survey ; Since the age of 15, 1 in 3 women have experienced physical violence, 1 in 4 have experienced physical violence by an intimate partner and 1 in 5 have experienced sexual violence

Australia’s recognition of the urgency to respond to Violence against Women (VAW) has been translated into policy and government commitments through the National Plan to Reduce Violence Against Women and Their Children 2010-2022 ( National Plan) and Council of Australian Governments statements .

The National Plan has the potential to help achieve gender equality and end VAW. The latest data from Workplace Gender Equality Agency (WGEA) released last week has seen evidence in changing attitudes in the workplace with a big increase in employer action on family and/or domestic violence. An increase of 13% in a year to 60.2% of employers with family and/or domestic violence policies or strategies in place.

“Every year in November, our clubs hold events across Australia to raise awareness of VAW and to advocate the work of the many organisations . For example, our BPW club in Melbourne highlighting the work of Tricia Currie, CEO of Women’s Health Loddon Mallee and Claire Waterman, Director of the Office of CEO Family Safety Victoria at an event held on 12th November ” Jacqueline said

This year, BPW Australia will be sharing concepts daily via social media platforms as part of the 16 Days of Activism against Gender-Based Violence , kicking off Monday 25th November until the 10th December, United Nations Human Rights Day.

To find out more , https://plan4womenssafety.dss.gov.au/ https://www.unwomen.org/en https://www.wgea.gov.au

50 YEARS SINCE THE 'EQUAL PAY' PRINCIPLE: HOW FAR HAVE WE COME?

Jean Murray — Sun, 24 Nov 2019 01:58:11 GMT

This year marks 50 years since the landmark 1969 equal pay decision that first saw Australian women win the right to be paid the same as men for doing the same work, or work of equal or comparable value. WGEA has released a useful graphic of their gender equality scorecard.

In the 5 decades since this momentous decision, Australia's female workforce participation rate has reached record levels. Yet the gender pay gap remains a stubborn feature of our economy.

However, when employers take action, it makes a difference. More women are being promoted to managerial roles; more employers are offering paid parental leave to their staff; and more organisations are implementing policies or strategies to support gender equality or promote flexible working, with a rise of 13.3% in employers with a policy or strategy on family and domestic violence.

Unfortunately, the gender pay gap in the heavily female-dominated Health Care and Social Assistance industry has barely shifted, reflecting the historic and ongoing undervaluation of care work. Our CEO roles and boardroom tables still remain dominated by men.

Working Together for Equality Beijing+25 Review 2019: Australia

Angela Tomazos — Sun, 03 Nov 2019 08:55:44 GMT

Working Together for Equality.pdf

Proud to again share collaborative work that BPW provided content on with 51 organisations, networks, alliances and individuals across Australia .

Our input is reflected in critical area - Women and the economy. ( Section 2.6)

Thanks to the work of Carole Shaw and Sharen Page , ES4W , that coordinated and gained agreement from all involved to work together to produce a report on the 12 critical areas and emerging and persistent areas . This report will be presented to Australian Civil Society and the Australian Government . A huge effort to produce in time for InterGovernmental Meeting on Beijing+25 due to be held at UN ESCAP 26 to 29 November, 2019 in Bangkok.

Collaboration the key to achieving Gender Equality

Angela Tomazos — Sun, 03 Nov 2019 08:46:56 GMT

https://www.agec.org.au/our-manifesto/

In April this year , Australian Gender Equality Council (AGEC) held it's annual forum in Melbourne. BPW President and Director of Policy joined 20 other organisations to develop a Manifesto for Gender Equality. A living document to guide us with our endeavours

After months of consultation , we are delighted to share the final document that was launched by AGEC in October.

We are extremely proud of the result and the importance of this document as the charter of AGEC’s work and purpose that aligns with BPW members aims.

WOMEN'S FINANCIAL DISADVANTAGE STARTS EARLY AND PERSISTS TO RETIREMENT.

Jean Murray — Sat, 02 Nov 2019 23:23:54 GMT

Women tend to be at a financial disadvantage to men because of career breaks or because they choose to do more in unpaid work, but this is not the full story. Economic inequality starts early with gender gaps for after-school jobs and graduate salaries, and then widens the longer a woman stays in the workforce and into retirement.

While an evolution of the workforce is underway, bigger ideas are needed to fast track economic equality in the school system, the workforce, society and at home. Financy Women’s Index (FWX) lists ten big ideas that would make a transformational impact in the quest for financial equality in Australia. These ideas are the result of brainstorming efforts by the FWX advisory panel and economic Security4Women – the National Women's Alliance that BPW Australia established and continues to support.

THE FUTURE OF WORK FOR AUSTRALIAN GRADUATES - IS TECHNOLOGY REALLY THE DRIVER?

Jean Murray — Tue, 29 Oct 2019 00:30:55 GMT

A new report from the Centre for Future Work at the Australia Institute examines the changing landscape of university-to-employment transitions in Australia. The authors report that over her career, the median female graduate will earn over $600,000 more than the median female with no post-school qualifications. Male graduates enjoy a larger graduate earnings premium over their lifetime, at around $790,000 more than males without non-school qualifications. The Household Income and Labour Dynamics in Australia (HILDA). data for 2016 shows that a bachelor’s degree increases individual earnings by 56% for men and 38% for women, compared with attainment of Year 11 or below.

To some extent this can be attributed to technology: the rapid evolution in the scope, capacities, and employment impacts of new innovations like artificial intelligence, advanced robotics, and big data analysis. But other disruptive forces at work include dramatic changes in work organisation, business models and employment relationships in the context of global structural change: demographic, environmental and globalisation. Given that technology is neither neutral nor uncontrollable, shifting focus to the social and institutional influences on the world of work, and the collective capacity of society to regulate and shape that world, empowers society to take the future of work more actively into its own hands.

THE BROKEN RUNG THAT PREVENTS WOMEN ADVANCING INTO MANAGEMENT

Jean Murray — Sat, 19 Oct 2019 05:24:29 GMT

McKinsey’s Women in the Workplace 2019 report identifies that the biggest obstacle women face on the path to senior leadership is at the first step up to manager. For every 100 men promoted to manager, only 72 women are promoted. This broken rung at the first step up to manager is the biggest obstacle that women face on the path to leadership. It results in more women getting stuck at the entry level and fewer women becoming managers, so men end up holding 62% percent of manager-level positions.

This early inequality has a long-term impact on the talent pipeline. Since male managers significantly outnumber women, the number of women decreases at each subsequent level. So it’s impossible for women to climb fast enough to catch up. But fixing the broken rung could add one million more women to management in corporate America over the next 3 years.

Sheryl Sandberg, LeanIn.Org founder and COO, and Rachel Thomas, LeanIn.Org president, state that the broken rung is not attributable to women pausing careers to take care of children or to gender differences in ambition – it’s simply bias.

ESSAYS ON EQUALITY BY GLOBAL WOMEN LEADERS

Jean Murray — Sat, 12 Oct 2019 06:25:00 GMT

Essays on Equality is a new publication from the Global Institute for Women’s Leadership. Written by GIWL researchers, members of the Advisory Council and leading researchers and campaigners, this essay collection provides research-informed reflections on the fight for women’s equality. Although it tends to be UK-centric, they offer practical solutions to help create a fairer, more equal world.

The foreword by Julia Gillard, CEO of the GIWL, is followed by short opinion pieces by expert writers including

· Former Prime Minister of New Zealand Helen Clark, who reminds us that we all gain from gender equality, so it is everyone’s responsibility.

· Senior Research Fellow Dr Rose Cook who questions whether the huge growth in diversity and inclusion activities, and the millions invested in them, is actually making a difference.

· Professor Tomas Chamorro-Premuzic explains that by mistaking confidence and charisma for competence, we end up with poorer leaders and fewer women at the top.

· Research Associate Emma Kinloch who tackles the thorny issue of Brexit, critiquing the ways in which women have been excluded or undermined during the UK’s negotiations for a deal with the EU.

· Professor Iris Bohnet, Academic Dean of Harvard’s Kennedy School, and colleagues on what venture capitalists could learn from orchestra directors who have combatted gender bias through blind recruitment processes.

· Research Associate Laura Jones who argues more fundamental structural and cultural changes are needed to make workplaces fairer.

· Diva Dhar from the Bill and Melinda Gates Foundation who examines the gap in unpaid care work, which she argues must be better analysed and researched.

· Sam Smethers, Chief Executive of the Fawcett Society, who argues expanding gender pay gap reporting, equalising parental leave and mandating flexible working could drive real progress in improving women’s working lives.

WHAT DO AUSTRALIAN PARENTS WANT FROM CHILDCARE?

Jean Murray — Mon, 07 Oct 2019 23:09:23 GMT

In Australia, many parents with young children rely on childcare to enable them to fulfil their working commitments. While parents may rely on a particular type of childcare, it cannot be assumed that it represents their preferred option. This is just one of many areas where women's compromises are misinterpreted as women's choices.

Researchers at the Centre for Independent Studies report that 2/3 of working mothers said they would like the option of using subsidies they receive for formal childcare to instead help subsidise informal childcare – even if it meant receiving a lower subsidy overall. Mothers identified their most important priorities in selecting childcare as warmth of care-giving, location and cost/affordability.

The research highlights a misalignment of priorities for childcare between governments and parents. Mothers tend to prioritise the wellbeing of their children, as indicated by nominating ‘warmth of care-giving’ as their most important priority. The other top priorities relate to practical considerations of cost and location rather than the regulated ‘quality’ aspects of childcare, as indicated by staff credentials and early learning.

SIX KEY BOARD INTERVIEW TIPS FROM WOMEN ON BOARDS

Jean Murray — Sun, 29 Sep 2019 00:17:02 GMT

Experienced Board member Nicole Donegan, CEO of Women on Boards, has learned that a great CV doesn’t always translate to a great interview for a Board role. She advises that your CV may get your foot in the interview door, but the clincher to your success will be your ability to interview well for the position.

Her top preparation tips before an interview include: reviewing the requirements in the ad and researching the organisational strategies and directions; being thoroughly prepared to promote your relevant skills and provide examples to demonstrate these; keeping your responses to questions at strategic board level, not operational level; and relating your responses to how you will add value to the organisation rather than your own professional development.

Most of all remember it’s a board interview, not a job interview, so you need to do your homework and be prepared.

FEMALE FARMERS TAKING A STAND

Jean Murray — Wed, 25 Sep 2019 01:18:36 GMT

Until 1994, no Australian woman was allowed to list their legal status as "farmer". Instead, women on the land were officially defined as unproductive "silent partners", "domestics", "helpmates", or even "farmers' wives". That was only 25 years ago.

This impacted on the tax paid by farming families. I recall a family on the Eyre Peninsula where he was the local chemist and she was a farmer, but the tax department attributed her farm income to her husband because a woman couldn’t be recognised as a farmer.

BPW Australia had many rural clubs at the time, so we lobbied the federal government to recognise that women who owned or managed farms must be recognised as farmers for all government purposes. This change was achieved, but women farmers remain invisible.

To address this, the Australian Research Council has funded a 3 year study called Invisible Farmer which involves a nation-wide partnership between rural communities, academics, government and cultural organisations. The project aims to create new histories of rural Australia, reveal the hidden stories of women on the land, recognise the diverse, innovative and vital role of women in agriculture and stimulate public discussions about contemporary issues facing rural Australia and its future.

ANNABEL CRABB AND THE PARENTHOOD TRAP

Jean Murray — Sat, 14 Sep 2019 23:32:57 GMT

Journalist and author Annabel Crabb’s new Quarterly Essay titled “Men At Work: Australia’s Parenthood Trap”, she highlights the contrasting reactions to New Zealand Prime Minister Jacinda Ardern and Australian Prime Minister Scott Morrison both juggling their roles as parents. She questions the way male leaders are treated compared to their female counterparts, asking: why do we accept that fathers will be absent? Why are female leaders being asked how they juggle their roles when key male figures with small children are never asked about it?

In her earlier book [The Wife Drought: Why Women Need Wives and Men Need Lives], Annabel observed that feminism had fundamentally changed the way women conduct their lives. But for men, nothing had changed. They still operated in precisely the same manner: marrying, having children and trotting off to work according to the 9-to-5 demands of business and for the most part enjoying better pay and conditions than their wives or female colleagues. She argued men would benefit enormously from spending more time with the children instead of missing out on this precious time.

In her latest work Annabel argues gender equity cannot be achieved “until men are as free to leave the workplace (when their lives demand it) as women are to enter it”. Women have benefited from the sentiment that ‘girls can do anything,’ then surely we should ensure that ‘boys can do anything’ means everything from home to work.

WEF: CLOSING THE GLOBAL ECONOMIC GENDER GAP

Jean Murray — Sun, 01 Sep 2019 00:07:50 GMT

At current rates of progress, the World Economic Forum predicts it may take another 202 years to close the economic gender gap globally. Although many countries are well-placed to maximize women’s economic potential, they are failing to reap the returns from their investment in female education. In addition, too few countries are preparing to meet the challenges and harness the gender parity opportunities posed by the changing nature of work.

The Closing the Gender Gap report notes the need to look at gender discrimination, address pay transparency and consider targets and quotas for women in leadership positions – which correlate with BPW Australia resolutions and policies.

The project aims to create global and national public-private collaboration platforms to address current gender gaps and reshape gender parity for the future by:

National action: The Forum serves as an accelerator for national task forces, which successfully address current gender gaps and reshaping gender parity for the future in 12 countries. Focus is on closing gaps in labour force participation, remuneration and leadership, and preparing companies and countries for gender parity in the future of work.

Business commitments: The project calls for quantifiable commitments from leading companies to increase workforce opportunities and accelerate gender parity in the future of work.

Global exchange: The project has established an informal global community of practice of relevant leaders and experts for global knowledge exchange on closing the gender gap.

MORE THAN JUST LIKE-FOR-LIKE WAGES NEEDED TO TACKLE GENDER PAY GAP

Jean Murray — Sun, 25 Aug 2019 00:54:00 GMT

WGEA Director Libby Lyons sets the record straight: Equal pay is the right that Australian women won in 1969 to be paid the same as men for doing the same work or work of equal or comparable value. Prior to this landmark decision, men had the right to be paid 25% more than woman. Within organisations, unequal pay is sometimes referred to as a “like-for-like” pay gap.

The gender pay gap, on the other hand, measures the difference between the average earnings of women and men in the workforce at an organisation, industry or national level, which is expressed as a percentage of men’s earnings. It is caused by a range of social and economic factors that combine to reduce women’s earning capacity over their lifetime.

When an organisation announces they have closed their gender pay gap because they are now paying women and men the same amount for doing the same work or work of equal or comparable value, they have not actually closed their gender pay gap. What they have done is close their “like-for-like” pay gaps. So while that is good, these companies should not expect a pat on the back from the Workplace Gender Equality Agency or anyone else for meeting their requirements under the law.

WGEA ANNOUNCES [UN]EQUAL PAY DAY: 28 AUGUST 2019

Jean Murray — Sun, 18 Aug 2019 01:28:13 GMT

Equal Pay Day was 31 August in 2018 so it has moved 3 days in the right direction – this year women must work an additional 59 days from the end of the last financial year to earn the same amount as men. At this rate, who knows, we could have pay equity in just 20 years!

Equal Pay Day is a symbolic indicator of the significance of the national gender pay gap and why it matters for Australian women. It highlights the barriers Australian women still face in having the same opportunities and rewards in our workplaces as men.

The Workplace Gender Equality Agency has calculated the national gender pay gap as 14.0% for full-time employees, a difference of $241.50 per week: a fall of 0.6%. Women’s weekly earnings on average are $1,484.80 compared to men’s weekly average earnings of $1,726.30, based on ABS data.

Libby Lyons, Workplace Gender Equality Agency Director, said she would have liked to see a stronger fall in the gender pay gap: “What Equal Pay Day actually signifies is that every other day of the year is Unequal Pay Day for women. Australian women first won the right to be paid the same as men for doing the same work or work of equal or comparable value in 1969 – that’s 50 years ago!”

[Un]Equal Pay Day is not about two people being paid differently for the same work, it is about the national gender pay gap. The gender pay gap refers to the difference between women’s and men’s average weekly full-time base salary earnings, expressed as a percentage of men’s earnings. It is a measure of women’s overall positions in the paid workforce and does not compare like roles.

AICD: WOMEN ON BOARDS STILL UNDER 30%

Jean Murray — Sat, 10 Aug 2019 03:01:26 GMT

Results recently released by the Australian Institute of Company Directors reveal that gender diversity on the boards of Australia’s largest companies has not yet hit the 30% target. The latest AICD Gender Diversity Quarterly Report reveals that women represent 29.7% of directors on ASX 200 boards. In 2015, the AICD called for ASX 200 companies to achieve 30% by the end of 2018, but by June 2019 this target had not been reached.

Claire Braund, Executive Director of Women on Boards, said that the AICD is aiming too low and that the 30% target is out of step with Governments across Australia, the Australian Sports Commission, Australian superannuation industry and many other organisations who have set a minimum target of 40% and in some cases, 50% women. Women on Boards has been advocating since 2009 for a target of at least 40% women and 40% men for boards across all sectors.

BPW Australia takes national action for women's equality – at work, on boards, in leadership. We’re with WOB on this. ASX 200 boards can – and should – do better.

IMF HEAD CHRISTINE LAGARDE ON CLOSING THE GENDER GAP

Jean Murray — Sun, 04 Aug 2019 02:33:34 GMT

Christine Lagarde, the first female managing director of the International Monetary Fund, speaking at the Forbes Women’s Summit in New York City, declared: “There are only 6 countries in the world where there is no legal discrimination at all between men and women.”

Or put another way: Of the IMF’s 189 member countries, nearly 90% have at least one gender-based legal restriction, from limitations on what women can inherit and whether they can borrow money to prohibitions on their ability to take custody of their children. Lagarde’s assessment: “We need to work on that.”

The IMF aims to ensure the stability of the global monetary system, promote international trade and economic growth, and reduce poverty. It wields $1 trillion in lending power for its members. Lagarde sees empowering women as more than a social imperative, because it has the potential to transform the global economy. As inequality rises, the gap between men’s and women’s participation in the workforce is hovering at around 16%, even in advanced economies. She believes major economic woes could be lessened by narrowing this gap. “It’s just a no-brainer that economies would grow, productivity would improve, and we would have more stability,” she said.

NOT ONE SINGLE COUNTRY SET TO ACHIEVE GENDER EQUALITY BY 2030

Jean Murray — Sun, 28 Jul 2019 03:02:14 GMT

The first global index measuring efforts to end gender inequality finds countries are not doing enough to improve women’s lives, and no country in the world is on track to achieve gender equality by 2030.

Melinda Gates, co-chair of the Bill and Melinda Gates Foundation, said the index, launched in June, “should serve as a wake-up call to the world”.

Even the Nordic states, which score highly in the index, would need to take huge strides to fulfil gender commitments in the 17 sustainable development goals (SDGs), which 193 countries signed up to in 2015. The goals are considered the blueprint for global efforts to end poverty and inequality and halt the climate crisis. The deadline to meet them is 2030.

SDG 5 requires signatories to address gender inequality. The inaugural SDG Gender Index, developed by the Equal Measures 2030 partnership, found that 2.8 billion women and girls currently live in countries that are not doing enough to improve women’s lives. The gender equality index ranked Denmark highest. Australia ranked 10^th out of 129, the UK ranked 17^th, and the USA ranked 28^th.

ILO ADOPTS NEW CONVENTION ON VIOLENCE AND HARASSMENT IN THE WORLD OF WORK

Jean Murray — Sun, 21 Jul 2019 00:25:10 GMT

In June 2019, the International Labour Organisation adopted a new Convention and Recommendation to combat violence and harassment in the workplace at the International Labour Conference. The Convention recognises that violence and harassment in the workplace can constitute a human rights violation or abuse, is a threat to equal opportunities, is unacceptable and is incompatible with decent work.

The Convention provides a broad definition of "violence and harassment" and describes where it can take place. It defines “violence and harassment” as behaviours, practices or threats “that aim at, result in, or are likely to result in physical, psychological, sexual or economic harm.” The standard covers violence and harassment occurring in the workplace; places where a worker is paid, takes a rest or meal break, or uses sanitary, washing or changing facilities; during work-related trips, travel, training, events or social activities; work-related communications...in employer-provided accommodation; and when commuting to and from work.

The Convention states that everyone has the right to be free from violence and harassment, including gender-based violence, at work. It requires governments to take measures to protect workers from violence and harassment, especially women. It reminds member States that they have a responsibility to promote a zero tolerance. The recognises that employers can also be subjected to violence and harassment.

CHANGING THE WAY WE TALK ABOUT CHILD CARE

Jean Murray — Sun, 07 Jul 2019 02:38:59 GMT

Over the past few decades of Australian life, government policies have gradually offered more support to working mothers, particularly through childcare subsidies and parental leave. But what motivates Australian parents in their choices around work and childcare?

Historian Carla Pascoe Leahy from the University of Melbourne has been researching Australian motherhood from 1945 to the present. Her oral histories, reported in The Conversation, reflect a wide diversity of experiences of Australian mothers, but there are consistent threads in their narratives. Most mothers want some continuity with their pre-maternal identity, to feel a sense of meaningful contribution to their society, and to enjoy their relationships with their children.

Her conclusions: if government fails to comprehend the reasons why mothers choose to engage with different supports, family policy will be of limited effectiveness. Workforce participation and economic productivity are reasonable objectives of government policy, but they are not sufficient on their own.

THE FEDERAL GOVERNMENT’S APPROACH TO GENDER EQUALITY

Jean Murray — Sat, 29 Jun 2019 07:56:19 GMT

When the PM announced his cabinet, it included 7 women ministers – a good sign – but only 23% of the Coalition’s MPs are women compared to 47% for the ALP – not impressive. However, as researchers Sue Williamson and Prof Linda Colley explain in The Conversation, it’s not just the number of women MPs that matters, it’s how they legislate for change.

According to neoliberal feminists, the struggle for gender equality is no longer dependent on collective action by society, rather it’s up to individual women to make the most of their opportunities and find success. But a policy focus on individual women’s advancement can risk overlooking the underlying causes of gender inequality, a key aspect of BPW Australia’s advocacy.

In November 2018, the Coalition government released its Women’s Economic Security Statement which contained three main “pillars” to achieving gender equality – workforce participation, earning potential and economic independence. The researchers assessed how effective they’ll be in improving women’s lives. They concluded that Australia needs a systemic approach that includes major reforms to the welfare system, increased funding and resources for domestic violence, improved housing affordability, and reforms to the tax system that take account of impacts on women. Yes, neoliberal feminism may benefit some women, but is unlikely to herald long-lasting changes that improve the lives of all women, particularly those at the lower end of the pay scale.

A BETTER CHILDCARE SYSTEM TO SUPPORT WOMEN'S FINANCIAL SECURITY

Jean Murray — Sat, 15 Jun 2019 03:14:33 GMT

Financy questions: is it worth returning to work given the excessive cost of childcare? Women shouldn’t have to ask themselves this, but many do without considering their long-term financial security or their own dreams. Many women weigh up childcare costs with working, but consider the risks, not just for the woman’s career prospects but for the whole family’s financial security. Career breaks to have children are a key contributor to the superannuation savings gap that affects the financial security of women. Although these career breaks are often referred to as a choice made by the primary carer (namely women), the cost of childcare is a key financial consideration and a critical enabler of female workforce participation.

Natasha Janssens, author of Wonder Woman’s Guide to Money, says that a 25-year-old woman on a full-time yearly income of $60,000 stands to lose roughly $170,000 in superannuation by taking five years out of the workforce between age 35 and 40 and $400,000 if she takes 10 years out between 30 and 40. But if you knew that you would lose $400,000 in your retirement savings by staying at home to look after your kids full-time for 10 years, would you still think childcare was too expensive?

WOB: WHAT MAKES AN EFFECTIVE BOARD DIRECTOR OR CHAIR?

Jean Murray — Sun, 09 Jun 2019 01:16:32 GMT

Women on Boards reports there is a mismatch in the skills and experience boards are recruited on and those that are effective in the boardroom. Prof. Stanislaw Shekshnia from INSEAD, speaking at a Women on Boards breakfast, observed that there was “a big difference between what makes you a board member and what makes you effective in the boardroom”.

Besides broad expertise and ambition for the institution, skills that make you effective in the boardroom include: soft skills such as listening, questioning and feedback; openness and learning capability; personal humility and maturity; sound preparation and willingness to commit time and focus. But companies recruit their board members based on: their name; their CV; their network; and their industry knowledge.

Prof. Shekshnia’s research in Europe indicated the attributes most likely to have you selected and appointed as a board chair are being a man and being a CEO. Women appointed as chairs tended to be older at first appointment, formally educated and have experience as an independent director.

WHY IS IT TAKING SO LONG TO ACHIEVE GENDER EQUALITY IN PARLIAMENT?

Jean Murray — Sat, 01 Jun 2019 05:22:01 GMT

Michelle Staff, a PhD student at ANU with an interest in women's and gender history, analyses the current and historical drivers of women's Parliamentary representation.

Australia was the first country in the world to grant (some) women the dual rights of voting and standing for parliament in 1902; South Australia had already granted these rights to all women in 1894.

Despite some significant advances since, Australia still lags behind global standards. Before the 2019 federal election, Australia was 48^th in the world in terms of women’s lower house representation, tied with Angola and Peru and falling below many other countries such as Rwanda, Nepal and Ecuador.

The election has increased the proportion of women in parliament from 33% to around 35%, which clearly falls short of equal representation. This is a problem particularly for the Liberal party: only 23% of their representatives are women compared to the ALP’s 47%. Although Prime Minister Scott Morrison’s new ministry is being touted for its “record” number of women, the 7 women in the ministry hold just 8 of the 28 total cabinet positions.

So why are women still struggling to make gains in our parliament and what does this say about the state of our democracy? In The Conversation, Michelle explores the history of women's suffrage and tracks the discriminatory barriers that still impact today.

WOMEN IN THE MEDIA: YOU CAN’T BE WHAT YOU CAN’T SEE’

Jean Murray — Sun, 26 May 2019 02:37:55 GMT

The Women’s Leadership Institute Australia has examined women's representation in the media and identified a problem: there are plenty of women working in the media, but that doesn't translate into media presence. As the '2019 Women For Media Report' shows, “...the media reality is that women are not experts, not sources. As those sources, we are missing from news stories and from feature stories, we are missing from photos both as photographers and as subjects; and we are missing in that very influential place in the Australian media landscape, our voices are missing from opinion pieces and columns.”

In this third instalment to the excellent Women For Media survey series, the news for news hounds is that the big story in gender inequality is in fact buried beneath the headlines. Broad Agenda provides an excellent summary or access the full report.

ALARMING FINDINGS ABOUT ATTITUDE TO GENDER EQUALITY, ESPECIALLY FROM MILLENNIAL MEN

Jean Murray — Sun, 19 May 2019 05:34:19 GMT

From Girls to Men: Social attitudes to gender equality in Australia is a research program hosted by the 50/50 by 2030 Foundation at the University of Canberra. The research program studies the attitudes of boys and girls, men and women to gender issues relating to equality and empowerment. The report presents the findings derived from a national online survey of 2,122 Australians which explored the attitudes of boys, girls, men and women to equality and empowerment. The findings are alarming. Read the full report and the summary snapshot.

Millennials, born between 1982 and 2000, are often portrayed as accepting and valuing gender equality. However, the survey results suggest Australia is following an international trend whereby Millennial and Gen X men are backsliding into traditional value systems.

Virginia Haussegger AM, the Director of the 50/50 by 2030 Foundation, is concerned that gender equality progress in Australia is in trouble. She reports that, despite Australia’s leadership in developing some of the best anti-discrimination legislative frameworks in the world, a brewing climate of backlash is emerging as a whole new challenge. Meanwhile, Australian women are failing to flourish as well as they should – particularly given our decade long lead in global rankings for female education.

THE WOMEN’S ELECTORAL LOBBY RELEASES ITS 2019 FEDERAL ELECTION SCORECARD

Jean Murray — Wed, 15 May 2019 08:36:22 GMT

BPW Australia has a long relationship with the Women's Electoral Lobby. Since its inception in 1972, WEL has been feminist, fiercely non-partisan, independent and progressive in its social and economic policies and in its political advocacy.

WEL’s mission is to hold governments and political leaders to account to progress women’s equality across all aspects of Australian life. WEL does not shy away from this advocacy, and works tirelessly with subject matter experts to analyse government policy to identify the gaps, and the true impact of these programs on women’s lives.

WEL has released its 2019 Federal Election Scorecard, backed by their full statement.

Kelly O’Dwyer today responded to WEL’s election scorecard: ‘It’s not independent & ignores our achievements’ in Women's Agenda. WEL responds: Minister O’Dwyer misses the point on independent criticism from Women’s Electoral Lobby. WEL’s 2019 Federal Election Scorecard indicates whether parties are listening to Australian women and meeting their needs. WEL respects Minister O’Dwyer’s view and her hard work as Minister for Women, however we stand by our 2019 Federal Election Scorecard. It is measuring future party policies against WEL’s Top Priority issues. If political parties or the Government feel criticised, this helps them to reflect on what more they can do to achieve women’s equality under their leadership.

CHILDCARE POLICY IS THE BIGGEST ECONOMIC NEWS OF THE ELECTION CAMPAIGN

Jean Murray — Sat, 11 May 2019 23:50:22 GMT

The Grattan Institute asserts the ALP's proposed change to childcare support is the most important economic news of the election campaign. The 2019 Grattan Institute Commonwealth Orange Book identified getting more women into the workforce as one of the most valuable things the next government could do. Female participation in the labour force is lower in Australia than in similar countries. It is particularly low for women working full-time. That’s because motherhood hurts female participation more in Australia than in other countries. Before having children, Australian women are just as likely to work as men. On having children, many drop out of work and some never go back. Those who do return often pay a career penalty, and the childcare barrier is a significant factor.

Women with children receive relatively little financial reward for entering the workforce, and even less for working more hours. Some find working more hours costs more than it pays. They face high effective marginal tax rates because as they work more hours they lose more family and childcare benefits as well as paying more income tax. Factoring in the cost of childcare itself, some face costs exceeding 100% of what they earn.

Here the Coalition deserves some credit. Its previous reforms to the childcare subsidy helped reduce effective marginal tax rates. But there’s still a long way to go, with many mothers still facing very high effective rates.

FIVE THINGS EMPLOYERS CAN DO TODAY TO BETTER SUPPORT WOMEN IN THE WORKPLACE

Jean Murray — Sun, 05 May 2019 05:11:18 GMT

Women are entering and staying in the workforce in greater numbers than ever before, but many of us are still fighting an uphill battle when it comes to career opportunities. We’re still earning less than our male peers — a disparity that starts at the graduate level — and men continue to dominate leadership positions across most industries. Women who have children also continue to face a motherhood penalty and, come retirement, end up with significantly less in superannuation savings than men. Smart Company proposes that employers can do more:

Make equal pay a priority: The total remuneration gender pay gap was found to be at 21.3% at the end of 2018, according to the Workplace Gender Equality Agency (WGEA).

Champion women’s career progression: Women continue to be less likely to progress into managerial positions compared to their male colleagues.

Address unconscious bias: Unconscious bias is one of the biggest factors limiting a woman’s career potential, and sadly, it’s endemic in most industries.

Extend more family-friendly policies to male employees: As long as women are considered the primary caregivers of children, we will never achieve gender equality in the workplace.

Reward employees: What most women value in the workplace are more practical policies and opportunities - more flexibility, development training, job security and respect.

WHAT EMPLOYERS CAN DO TODAY TO BETTER SUPPORT WOMEN IN THE WORKPLACE

Jean Murray — Sun, 28 Apr 2019 01:30:49 GMT

Smart Company explains 5 things employers should do to improve the outcomes for women employees, starting with making equal pay a priority.

UN COMMISSION ON THE STATUS OF WOMEN 2019 – THE OUTCOME FOR THE WORLD’S WOMEN

Jean Murray — Fri, 19 Apr 2019 00:21:16 GMT

The outcome of CSW each year is delivered as a set of agreed conclusions, negotiated by all Member States. CSW 2019 was characterised by an unfortunate lack of agreement, with many Member States arguing to water down previously agreed matters – reducing rather than advancing women’s rights. The 2019 CSW Theme was Social protection systems, access to public services and sustainable infrastructure for gender equality and the empowerment of women and girls. The Report is long, but UN Women provides a summary.

BPW International has speaking rights at CSW. BPW International Young BPW Executive Representative Neelima Basnet from Nepal delivered the BPWI statement this year.

ALP LAUNCHES ITS WOMEN'S BUDGET STATEMENT

Jean Murray — Sat, 06 Apr 2019 23:29:42 GMT

The ALP has produced its own Women's Budget Statement describing the issues believe are important to women and how they plan to address them. Many of BPW Australia’s National Conference resolutions over recent years are included in this document, although neither major party has prioritised more affordable accessible childcare.

NFAW ANALYSIS OF THE 2019 BUDGET

Jean Murray — Fri, 05 Apr 2019 01:37:46 GMT

The National Foundation for Australian Women has developed an overview of the 2019 Budget and its impact on women. This is complemented by a series of papers by NFAW’s Social Policy Committee, to summarise 2019 Budget measures of importance to women in Australia. NFAW is a feminist organisation, independent of party politics.

WHAT’S IN THE BUDGET FOR WOMEN?

Jean Murray — Wed, 03 Apr 2019 05:23:35 GMT

With the budget predicted to be back in the black next year and an election around the corner, has the forecast surplus resulted in new funding for programs and payments that women are seeking? Not really …

Funding reannouncements included $328 million to combat violence against women and children and $3.4 million for the Science in Australia Gender Equity (SAGE) initiative. But no improvements to parental leave or the affordability of quality childcare. No funding to address the dire circumstances that are conspiring to make older women the fastest growing group of homeless people in Australia. A commitment to continue pre-school funding for 4 year olds for one more year, but no extension to 3 year olds.

In global terms Australia has been slipping backwards in terms of the gender gap that persists between men and women for successive years. Australia has the second least generous paid parental leave policy in the OECD. The cost and availability of high quality early childhood education and care hampers women's workforce participation. Yet these concerns don’t even rate a mention – even when there is both money to be spent and votes to win.

Check out the Women's Agenda analysis:

The breakdown: What the Federal Budget actually lays out for women

What’s in the 2019 Budget for women? Very little

How the Australian budget process is failing women

Budget fails to deliver for early childhood education

WGEA’s CALL TO ACTION – BEAT THE TROLLS WITH FACTS

Jean Murray — Sun, 31 Mar 2019 00:17:01 GMT

The trolls are out there. Even the Workplace Gender Equality Agency has been targeted online with negative commentary and poor behaviour. Regrettably, in the last few months the WGEA has experienced a campaign of online bullying by those who believe gender inequality is merely the result of women making bad choices rather than having fair opportunities being denied to them. To help us all to counter the trolls, the WGEA has developed a fact page with key information and statistics about women and work that we can link to our Facebook pages.

FINANCIAL GENDER BALANCE 40:40:20

Jean Murray — Thu, 28 Mar 2019 05:57:38 GMT

Women on Boards has called for Australian governments and businesses to urgently prioritise closing both the gender-pay and gender-investment gaps to achieve #balanceforbetter. Claire Braund, founder and director of Women on Boards, said that with the Federal election on the horizon, it was critical that governments came to grips with the notion of ‘financial gender balance’ if our economy and society were to prosper.

She said the 40:40:20 metric WOB had long-been advocating – 40% men and 40% women with 20% of either and/or other genders in the boardroom, in political and business leadership, at management level and within the community – was even more relevant to address the ‘financial gender imbalance’ in Australia. “It has been proven over and again that gender balanced leadership leads to better decisions and more equitable outcomes for everyone,” Ms Braund said. “So let’s consider the economic implications of having a minimum of 40% of our aggregate national payroll going to women, 40% of small business grant funding going to female led businesses, 40% of venture capital being awarded to female founded start-ups….the list goes on. At the top level it’s about enshrining the 40% principal – one which sees at least 40% of the financial assets in this nation being owned or controlled by women – if we are to avoid the perfect of storm of more women living longer, retiring on less and relying on tax payer funded welfare.”

POLITICAL PLATFORMS FOR ELECTION 2019 – WHAT ABOUT AUSTRALIA'S WOMEN?

Jean Murray — Sun, 24 Mar 2019 00:23:43 GMT

The major parties have made their election platforms accessible:

Liberal Party: Delivering Our Plan

March 2019 Policy slide show at https://www.liberal.org.au/our-plan

Scroll down to Issue 15 on women: https://www.liberal.org.au/our-plan/women

Australian Labor Party National Platform: a fair go for Australia

February 2019 Full policy document at https://apo.org.au/sites/default/files/resource-files/2019/02/apo-nid219056-1330891.pdf

The ALP’s National Platform provides a comprehensive statement of their beliefs, values and program for government, including 204 references to women.

The subsection on Ensuring women’s equal place in a stronger democracy at Chapter 10 page 211 includes a commitment to support women’s representative organisations to participate in policy development. There is a set of Resolutions to the National Platform starting at page 243 that includes addressing gender superannuation inequality and reducing barriers to reproductive and sexual healthcare [abortion reform].

THE WAY IN: REPRESENTATION IN THE AUSTRALIAN PARLIAMENT

Jean Murray — Sun, 17 Mar 2019 00:13:19 GMT

How well does our Parliament represent us? Public faith in our democratic institutions can be undermined by the sense that powerful interests have more traction than the public interest. The stereotype of MPs as wealthy, white, men with law degrees or union backgrounds carries with it the implication that the outcomes of parliamentary business benefit those with the same background. But is there truth to the stereotype?

In this Per Capita research paper Abigail Lewis asks whether there is an established ‘way in’ to Parliament, whether MPs overwhelmingly come from the same demographic backgrounds, schools, and career paths, and whether this might have implications for policy. It tracks how representative Parliament was in 1988 and how representative it became over the next thirty years, and asks whether Parliament has become more representative in response to advocacy for quotas and other redistributions of power and influence.

BPW International Newsletter

Jean Murray — Sun, 17 Mar 2019 00:02:12 GMT

You can subscribe to the BPW International Newsletter through the BPWI website. The latest newsletter can be accessed online as a magazine. Links are also posted under the BPWI page on this BPWA website.

BPWA POLICY ADVOCACY FOR THE 2019 FEDERAL ELECTION

Jean Murray — Mon, 04 Feb 2019 22:36:14 GMT

BPW Australia Director of Policy Angela has provided all Club Presidents with Policy Position Statements for the first three Resolutions from the 2018 National Conference. These form the basis for our pre-election lobbying and further position statements for other resolutions passed are being developed.

Correspondence is being sent directly to Ministers , Partners and Media. Clubs are encouraged to discuss their approach local federal MPs. Angela has provided Club Presidents with a Guide prepared some time ago by past Director of Policy Jean Murray which provides helpful tips on best ways to lobby effectively. The BPWA Policy Position Statements and guide to lobbying can be accessed here:

THE DOUBLE JUGGLE: HOW WORKING PARENTS MANAGE SCHOOL HOLIDAYS AND THEIR JOBS

Jean Murray — Wed, 02 Jan 2019 06:52:14 GMT

School holidays offer children a break from the routine and demands of school and allow families to spend time together doing things they enjoy. However, 4 weeks of annual leave doesn’t match 12 weeks of school holidays so for working parents the summer school break can be challenging, stressful and expensive.

Professors Candice Harris and Jarrod Haar of Auckland University of Technology have researched how parents manage the school holiday juggle. Many parents piece together a jigsaw of childcare, combining formal and informal care, but there is little data about these private arrangements. Workplace childcare for school aged children is rare, especially in the private sector, so parents often rely on grandparents and community programs or leave older children home alone. The authors suggest workplaces could offer working parents enhanced flexibility during the school holiday weeks, build holiday childcare or programme subsidies into remuneration options, provide workplace school holiday programmes for employees’ children, or enable staff to work remotely or part-time during holiday weeks.

ALP POLICY FOR PAY EQUITY ANNOUNCED

Jean Murray — Sun, 23 Dec 2018 01:00:55 GMT

Speaking at the ALP annual conference, Shadow Minister for Women Tanya Plibersek promised to make equal pay a priority. If elected in 2019, Labor will appoint a Fair Work Commission president who will head a pay equity panel, which will review and make decisions on pay disputes guided by a new equal remuneration principle. Plibersek acknowledged that substantial pay gaps exist across female-dominated industries and announced measures to fairly compensate workers in industries such as early-childcare and nursing will be a priority. She reported that women working in feminised industries such as healthcare, social assistance and education earn $30,000 less than the average man working in male-dominated industries such as mining and construction. Plibersek emphasised that a structural overhaul would ensure low paid workers — too often exploited– would be supported in their pursuits of more equal work conditions and pay.

NOBEL PRIZE FOR WOMEN’S PEACE, SECURITY AND JUSTICE

Jean Murray — Sun, 16 Dec 2018 01:18:12 GMT

This month, Nadia Murad and Dr Denis Mukwege were jointly awarded the Nobel Peace Prize for their efforts to combat sexual violence as a weapon of war, taking the number of women to receive the prestigious accolade to 17 out of 106. Both laureates have campaigned bravely and extensively to end impunity for conflict related sexual violence which is key to the women, peace and security agenda. The Nobel Committee noted that sexual violence can significantly exacerbate situations of armed conflict and impede the restoration of international peace and security.

The Norwegian Nobel Committee explained that “a more peaceful world can only be achieved if women and their fundamental rights and security are recognised and protected in war”’. The Committee made it clear that by awarding this prize to people from two different countries they were showing that conflict related sexual violence is a worldwide problem.

AHRC REPORT ON EMPLOYING OLDER WORKERS

Jean Murray — Sun, 09 Dec 2018 02:56:55 GMT

The Employing Older Workers report, overseen by the Australian Human Rights Commission, found that age discrimination is occurring at an alarming rate in Australia. Research revealed 32% of Australian employers continue to specify an age limit for job applicants, despite this being illegal. Moreover, 30% of those employers will not employ people over 50, despite two thirds acknowledging that this protocol has lost the business valuable skills and intellectual property. Note: the data in the report is not gendered.

THE DISTURBING TRUTH YOU NEED TO KNOW ABOUT WOMEN’S HOMELESSNESS

Jean Murray — Sat, 01 Dec 2018 22:29:59 GMT

Please read this. Do you know that 45% of single women over 45 are earning the minimum wage or less and all of these are either already homeless or at risk of homelessness because the minimum wage is no longer able to pay the lowest rentals? 330,000 Australian women fall into this category; they are mostly perfectly ordinary white collar workers or pensioners. This is a compelling and well-informed analysis from Christine Kent, a recently retired and now homeless mature age woman who has, like so many other retired professional women, little to no prospect of obtaining public or community housing, or being able to afford market price rentals. This must change, and it is an urgent priority.

THREE URGENT POLICIES FOR SUPPORTING WORKING FAMILIES

Jean Murray — Sat, 24 Nov 2018 02:47:32 GMT

Gender inequality increases when children are present. New Australian mothers report twice as much pressure on their time as new fathers following the birth of their first child. This pressure only doubles after the birth of the second child, further widening the gap between heterosexual parents. University of Melbourne academic Dr Leah Ruppanner has researched what's needed: universally accessible high-quality low-cost childcare; flexible work for employees; and school and work schedules that recognise working parents and allow for school holiday care.

GENDER INNOVATION: THE GLOBAL MOVEMENT FOR GENDER BUDGETING

Jean Murray — Tue, 13 Nov 2018 00:43:41 GMT

In 1984, the Australian federal government introduced the world's first women's budget statement, recognising that budget measures impact men and women differently, but ceased the practice in 2014. Since 1984, almost half of OECD countries have introduced gender responsive budgeting or are in the process of doing so. The ALP is promising to reinstate the women's budget statement if elected. Here, Professors Marian Sawer and Miranda Stewart outline the conceptual and policy innovation represented by gender budgeting, its Australian origins and the global impact of the practice. BPW recognises we need to lobby for women's budget statements at state and federal levels.

HOW PARENTS CAN PROMOTE GENDER EQUALITY AND HELP PREVENT VIOLENCE AGAINST WOMEN

Jean Murray — Mon, 29 Oct 2018 03:05:10 GMT

Early childhood is a key developmental period when children begin to learn about gender. A group of researchers from RMIT suggest practical ways that parents can raise their children to respect gender equality.

KPMG report - The cost of coming back: achieving a better deal for working mothers

Jean Murray — Sun, 21 Oct 2018 07:10:23 GMT

KPMG has produced an analysis of the impact of returning to work or increasing hours can have on professionally qualified working mums. They can lose almost $30 a day in tax, lost payments and out-of-pocket childcare expenses if they increase from 3 to 4 working days per week, and almost $80 a day if they move from 4 to 5 days of work per week. These are just some of the punishing disincentives confronting working mothers up and down the pay scale. KPMG’s study finds Workforce Disincentive Rates of between 75% and 120% are commonplace for mothers seeking to increase their days of work beyond 3 per week.

In their review of the KPMG report, the ABC asks: would you increase your working days from three to four to earn just $2.50 an hour.

A TOOLKIT FOR GENDER ADVOCACY

Jean Murray — Sat, 13 Oct 2018 03:26:00 GMT

BPW Clubs looking to make a difference in the lives of women by advocating directly to parliamentarians will find this gender advocacy tool kit helpful. The advice and information you’ll find here is drawn from the wisdom and experiences of parliamentarians and advocates. This collection of practical tips and policy building advice compiled by University of Canberra PhD student Joanna Richards will help you shape policy for the better. http://apo.org.au/node/193521

Online public consultation process for the draft National Women's Health Strategy for 2020-2030

Jean Murray — Fri, 12 Oct 2018 02:24:15 GMT

In March 2018, the Federal Minister for Health, the Hon Greg Hunt MP, announced a process to establish a National Women's Health Strategy for 2020-2030. Building on the vision and objectives of the National Women's Health Policy 2010, the Strategy will set the strategic direction for substantial improvements in the health of women and girls in Australia over the next ten years. The consultation will close on 5 November 2018. The draft Strategy is now available online for public consultation at:
https://consultations.health.gov.au/population-health-and-sport-division-1/establishing-a-national-womens-health-strategy

Increasing women’s political representation: are quotas in Parliament inevitable?

Jean Murray — Sun, 07 Oct 2018 03:42:36 GMT

Speaking at a Women’s Weekly forum in September, Julie Bishop directly linked Australia’s low world ranking in female political representation to her party. She said: It’s not acceptable for our party to contribute to the fall in Australia’s ratings from 15th in the world in terms of female parliamentary representation in 1999 to 50th today. The Conversation compares the Labor and Liberal strategies and the value of quotas.

Broad Agenda takes a different approach and advises that it is time to review our system of representation with single member electorates and introduced Mixed Member Proportional Representation to address the lack of women in Parliament. What do you think?

Past President of BPWA and BPWI, Patience Thoms OBE, recognised in Hall of Fame

Jean Murray — Sun, 30 Sep 2018 00:45:45 GMT

The Melbourne Press Club has entered Patience Thoms into their Hall of Fame. She has been listed on the Australian Women's Register for many years.

A highly competent journalist, Patience Thoms served as President of BPW Australia (1960-1964) and International President (1968-1971). She travelled widely in these roles, and wrote a history The First 25 Years of BPW Australia, in which she identified the diversity of challenges for women in post-war Australian society from securing equal education to the injustices of superannuation schemes. Her entry in the Hall of Fame recognises that Patience Thoms redefined coverage of women’s issues in Queensland’s leading newspaper and gave women a voice in the newsroom.

Why childcare is not affordable: Centre for Independent Studies Childcare report

Jean Murray — Sat, 22 Sep 2018 23:31:35 GMT

Libertarian thinktank CIS has produced a snapshot report that concludes childcare continues to become less affordable for working families. Women's Agenda concurs, claiming that the regulation of childcare has focused on promoting early childhood education and highly contestable measures of quality in childcare, at the expense of affordability and accessibility. More of us are using formal childcare in order to participate in the workforce, yet Government policies on childcare are working at cross-purposes, on one hand reducing childcare costs through price subsidies while on the other hand driving up costs through a complex National Quality Framework that has cemented childcare as a high-cost and inflexible service. Governments at all levels must decide if the primary policy objective of supporting childcare is female workforce participation or the early education of children.

Alys Gagnon, Executive Director of The Parenthood argues policy that makes for worse early childhood education is reprehensible at best, asserting that we must always push for policy settings that place the needs of children at the heart of early learning and care.

From girls to men: Social attitudes to gender equality in Australia

Jean Murray — Sun, 16 Sep 2018 00:59:41 GMT

The 50/50 by 2030 Foundation’s latest report presents the findings derived from a national survey of 2,122 Australians about their attitudes to sexism and gender inequality. The survey, conducted online in March 2018, explored: 1) the attitudes of boys, girls, men and women to gender equality and empowerment; 2) attitudinal differences by generation; and, 3) the relationship between online activity and attitudes to gender equality.

The findings: An overwhelming 88% of Australians agreed that inequality between women and men is still a problem in Australia today, no different to surveys since 2009. 53% of men and 63% of women agreed sexism is widespread across politics, and a majority of Australians identified sexism in media and workplaces. Nearly half of male respondents “agreed or strongly agreed” with the statement that “gender equality strategies in the workplace do not take men into account”. We need to understand what men fear from gender equality, what they think they might lose and what policy interventions could incite their support.

Early childhood educators need our support

Jean Murray — Sun, 09 Sep 2018 05:15:36 GMT

On 5 September, across the nation, educators who work in long day care centres walked off the job for the fourth time in 18 months. In February this year, an attempt to bring a pay equity case through the Fair Work Commission was dismissed. Early childhood educators are seeking improved wages and recognition of the value of their work in early childhood education and care. Without a liveable wage many of these educators will be compelled to walk out the door of these centres – not just today, but forever. This comes at a high cost to Australia’s aspiration for world-class, high quality education for its youngest children. They need our support.

Does the Liberal party have a ‘woman problem’ or a ‘man problem’?

Jean Murray — Sun, 02 Sep 2018 07:17:30 GMT

Despite her popularity with the electorate, Julie Bishop lost last week’s Liberal leadership ballot, and her colleague Julia Banks decided not to stand at the next election, protesting against bullying during the leadership campaign. Dr Chris Wallace in The Conversation questions whether politics has to work this way, and why this is happening. And the answer is men.

How women led the rise of professional work in the Australian economy

Jean Murray — Mon, 20 Aug 2018 00:07:34 GMT

A surprising and fascinating historical analysis in The Conversation by historian Hannah Forsyth. Hannah affirms that women have always worked. Work performed by both men and women once took place at or near the family home. In the early 20^th Century there were women professionals in almost all fields, although women dominated in areas that drew on women’s traditional authority over what an older middle class defined as the “domestic sphere”. Gradually, as work industrialised, it moved away from the home and into spaces dedicated to work. This occurred earlier for men than for women, which is the process that created a separate sphere, and left women in it.

Making a Difference: Resolutions passed by BPW Australia National Conference

Jean Murray — Sun, 05 Aug 2018 02:18:29 GMT

Making a Difference: Resolutions passed by BPW Australia National Conference

In 2016, BPW North Lakes in Queensland, proposed a resolution to the BPWA National Conference that BPW Australia lobbies the Australian and state Governments for the removal of the GST from women’s sanitary products. Their resolution was adopted and in 2018, we are seeing the results of this lobbying. BPW hasn't been the only voice calling for change, but we are effective.

BPW Australia lobbied for many years for Australia to have a paid parental leave scheme, and our direct advocacy to decision-makers eventually prevailed. In 2015 the BPW Australia Leadership Summit resolved to advocate for superannuation to be included in PPL payments. This call has been supported by other women's organisations. However in 2018, when the UN Committee reviewing Australia's compliance with CEDAW questioned Australia’s continued failure to include superannuation in government PPL, the Government simply replied that there are no plans to extend PPL. More lobbying required!

The Commonwealth Office for Women advised that, despite their remit to review federal government policy from a gender perspective, recent federal budget cuts were not subject to a gender analysis. This needs to change, and the Office for Women needs to be properly funded and resourced to meet these obligations.

Women exhibit much lower levels of financial literacy than men

Jean Murray — Wed, 01 Aug 2018 03:19:49 GMT

The Household, Income and Labour Dynamics in Australia (HILDA) Survey tells the stories of the same group of Australians over the course of their lives. Starting in 2001, the survey now tracks more than 17,500 people in 9,500 households. One of the most striking findings from this year’s HILDA report is the large gender divide in financial literacy. Women exhibit much lower levels of financial literacy than men. Young people are the least financially literate, while those approaching retirement are the most financially literate. Take the quiz here.

Because of her, we can – celebrating Aboriginal women leaders

Jean Murray — Sat, 14 Jul 2018 23:56:32 GMT

NAIDOC week has been uplifting and inspiring this year, a national feast of wonderful stories about remarkable Aboriginal and Torres Strait Islander women. Among the many announcements, Tanya Hosch has been appointed as the first Indigenous BoardLinks Champion, a role designed to increase the representation of Aboriginal and Torres Strait Islander women on Australian Government boards. Tanya is the General Manager for Inclusion and Social Policy at the AFL, a member of Chief Executive Women and the NAB Indigenous Advisory Group.

How to value unpaid care work: the $10 trillion question

Jean Murray — Sun, 01 Jul 2018 01:03:16 GMT

Wives, mothers, sisters, daughters — women do an estimated 75% of the unpaid work in the world, according to McKinsey. Feminist economists have long advocated for the inclusion of this work in national accounting statistics. Household labour in general, though, is considered beyond the “production boundary” of goods and services that account for GDP estimates. Yet, McKinsey believes, unpaid care work performed by women accounts for the equivalent of 13% of global GDP.

How do the new tax and childcare changes affect working women?

Jean Murray — Sun, 24 Jun 2018 00:58:36 GMT

Professor Miranda Stewart from ANU has analysed the tax and childcare changes to ascertain whether working mothers would really benefit. Her findings: mothers will have little to show for extra days of work under the changes. Given that many commercial childcare centres plan to raise their fees on 1 July when the childcare fee changes begin, any benefit to families may simply be converted to increased profits for providers.

A global comparison of paid parental leave schemes – how does Australia stack up?

Jean Murray — Sun, 17 Jun 2018 01:16:36 GMT

BPW Australia campaigned tirelessly for paid parental leave from 2000, recognising that we were then 20 to 40 years behind most countries. Once New Zealand introduced PPL in 2007, Australia became the only developed nation that had neither state nor national provision for paid parental leave. Several USA states have had PPL for many years, although they still don’t have a national scheme. Our PPL scheme is still less generous than most countries, and BPW is still lobbying for Australia to catch up.

TED talk: Are diverse companies really more innovative?

Jean Murray — Tue, 12 Jun 2018 05:35:31 GMT

Rocío Lorenzo and her team surveyed 171 companies to find out -- and the answer was a clear yes. In her interesting talk, Lorenzo dives into the data and explains how you and your business can start producing fresher, more creative ideas by treating diversity as a competitive advantage.

Stockholm Forum on Gender Equality - live sessions

Jean Murray — Sun, 29 Apr 2018 02:10:32 GMT

The Stockholm Forum on Gender Equality held earlier this month was a global conference with 600 participants from over 100 countries. It brought together activists, academics, politicians and entrepreneurs who are putting their energies into making the world more gender-equal. In the opening statement, the hosts acknowledged the efforts of the women’s movement , standing on the barricades and fighting for gender equality at both national and international levels, and announced that Sweden has launched, as the first government in the world to do so, their feminist foreign policy. You can access the Forum's keynote speeches and sessions at http://genderequalworld.com/live-sessions/

Global stand: Elizabeth Broderick's CSW address at the UN

Jean Murray — Sun, 22 Apr 2018 01:25:40 GMT

At the 2018 Commission on the Status of Women (CSW) at the United Nations in New York, Elizabeth Broderick AO was invited in her role as Special Rapporteur of the Working Group on Discrimination Against Women to address delegates. Broderick was appointed to the role by the UN Human Rights Council in 2017 in recognition of her expertise in the area of discrimination against women in law and practice. As Australia's longest serving Sex Discrimination Commissioner (2007-2015), and founder of the globally applauded ‘Male Champions of Change' initiative, Broderick’s commitment to promoting women has helped change Australia's national discourse around gender equality. Now on the global stage, she is helping shift international understanding and commitments.

Elizabeth Broderick’s address at the UN was a proud moment for Australia. She expressed deep concern in her speech that, while recent decades have seen important gains made for women’s rights, overall progress towards an equal and just society where women are free from discrimination has been painfully slow and uneven across the globe. Marginalized groups of women remain left behind while political conflict and natural disasters have created new populations of vulnerable women. The recent resurgence of racism, populism, religious fundamentalism and sexism pose complex challenges for women who continue to battle on many fronts for their dignity and survival.

Turning promises into action: Gender equality in the 2030 United Nations Agenda

Jean Murray — Sun, 08 Apr 2018 03:49:14 GMT

The 2030 Agenda is clear: there can be no sustainable development without gender equality. Turning promises into action: Gender equality in the 2030 agenda, a global monitoring report by UN Women, asks: How far have we come in turning this new development consensus into results for women and girls, and what is needed to bridge the remaining gaps between rhetoric and reality?

UN Women’s report uncovers significant gaps for women’s empowerment and puts forth a robust agenda to shift gears. It spotlights inequalities and challenges that are faced by women, and identifies gaps and opportunities for gender equality in the UN’s 2030 Agenda for Sustainable Development.

UN Women has produced fact sheets for regions and subregions. The Australian and New Zealand factsheet offers comparisons with the global data.

A snapshot of women at work – the good news and the bad news

Jean Murray — Sat, 31 Mar 2018 05:34:22 GMT

Women's Agenda has drawn together an excellent snapshot of women at work and how employers can help shift the dial by 2020, proposing 8 well-described strategies for achieving this goal. Called Press for (Immediate) Progress, this resource includes useful data and links to supporting material and sources which will be useful for BPW clubs planning to draft resolutions for the 2018 BPW Australia National Conference focused on pay equity, the motherhood penalty, gender-balanced leadership, sharing the unpaid workload, supporting women entrepreneurs or women's economic and housing security through the lifespan. What is important to your BPW club members? How should BPW Australia address these challenges and where should we direct our advocacy?

Congratulations Tasmania on electing a majority female Parliament

Jean Murray — Fri, 23 Mar 2018 06:20:55 GMT

Tasmania elected the first female-majority Australian state parliament on 3 March 2018, with 13 women and 12 men elected to the House of Assembly. The Australian Capital Territory had the first majority female parliament in Australia after its 2016 election.

Tasmania’s Parliament has 52% women: 2 Green MPs and 7 of 10 Labor MPs, but only 4 of 13 Liberal MPs.

The South Australian election returned 29% women in the House of Assembly with 3 women in the 14 member Cabinet. The Liberals have 4 women out of 25 MPs (16%) and Labor has 7 women out of 19 MPs (36%).

Labor has a policy of assertively encouraging gender balance which is clearly achieving results.

New OECD Toolkit for Mainstreaming and Implementing Gender Equality

Jean Murray — Sat, 17 Mar 2018 22:53:22 GMT

The OECD launched an initiative on International Women’s Day to help governments, parliaments, judiciaries and public institutions to design gender-sensitive public policies and services and accelerate their efforts to enable equal access for women in public decision making.

The OECD Toolkit for Mainstreaming and Implementing Gender Equality is aimed at speeding up progress on gender equality goals and creating systemic change by incorporating gender goals into hiring, career development and budget cycles. It identifies proven measures to increase women’s participation across the board and outlines pitfalls to avoid, with examples of effective policies and good practices.

The Toolkit aims to help and inspire government policy makers to apply a gender lens, implementing new ways to promote gender equality and women's leadership. It illustrates how formal and informal practices and procedures in state institutions can reinforce inequalities and gender-based stereotypes.

BBC roundup of global International Women's Day events includes a women's strike in Spain

Jean Murray — Sun, 11 Mar 2018 06:14:15 GMT

The BBC reports that women workers in Spain are marking International Women's Day with an unprecedented strike targeting gender inequality and sexual discrimination. Unions said 5.3 million women had joined the 24-hour strike, backed by 10 unions and some of Spain's top women politicians. Hundreds of thousands of women have joined street protests across Spain, shouting "if we stop, the world stops".

Events marking the day are being held in dozens of other nations.

WGEA Report links employer action on pay equity with lower pay gaps

Jean Murray — Tue, 06 Mar 2018 07:05:52 GMT

The WGEA Gender Equity Insights report series analyses gender pay gaps in Australia, including the relationships between gender balance around the board table and workforce pay equity. This third report offers some encouragement that Australian businesses are taking the issue of gender pay equity seriously, with far more seeking to measure pay differences and review remuneration policies and processes in their organisations. It shows that gender pay gaps have narrowed over the last year, particularly for managers and for discretionary pay. Some industries are leading the way in driving down gender pay gaps in their organisations, but others continue to lag behind.

So what can companies do to shift the dial towards greater gender equity in the workplace? This third report provides some actions companies can take to narrow the gender pay gaps that persist in their organisations.

The analysis draws clear links between employer action on pay equity and lower pay gaps, demonstrating the need for organisational leadership accountability on closing pay gaps. Organisational gender pay gaps do not close themselves. They must be quantified, understood, acted upon, monitored and taken responsibility for at the most senior levels of our workplaces.

Grattan Report: closing the gender gap in retirement savings

Jean Murray — Sat, 03 Mar 2018 02:04:10 GMT

Australia’s retirement income system is not working for the poorest Australians, who are disproportionately women. Australia’s persistent gender gap in retirement savings and incomes means women, particularly single women, are at greater risk of poverty, housing stress and homelessness in retirement.

More generous superannuation tax breaks are predominately used by older, high-income men to reduce their tax bills and would likely worsen gender inequality in retirement savings. This new Grattan Institute report proposes two strategies to reduce the gender gap in retirement savings: better targeting of superannuation tax breaks which currently deliver the largest boost to the retirement incomes of high-income earners, most of whom are men; and a targeted boost to the Age Pension for retirees who do not own their own home delivered as higher Commonwealth Rent Assistance which would help to reduce the risk of women experiencing poverty in retirement.

Delivering through Diversity – influential research on gender-balanced leadership

Jean Murray — Wed, 28 Feb 2018 23:19:26 GMT

Delivering through Diversity builds upon McKinsey and Co’s 2015 report Why Diversity Matters, which raised awareness of the business case for inclusion and diversity. The report influenced policy-setting and transformation efforts by corporations, the public sector and NGOs worldwide. Many successful companies regard inclusion and diversity as a source of competitive advantage and a key enabler of growth. Yet progress has been slow, with minimal Increases in gender representation on executive teams.

Delivering through Diversity tackles the business case and provides a perspective on how to take action to impact growth and business performance. It reaffirms the global relevance of the correlation between diversity in leadership and financial outperformance, based on over 1,000 companies across 12 countries.

Does discrimination law support women fighting the gender pay gap?

Jean Murray — Fri, 19 Jan 2018 06:14:19 GMT

If women discover they are earning less than their male counterparts for the same jobs, their legal avenues for pursuing equal pay are limited, explains Alice Orchiston, Associate Lecturer in Law at University of Sydney. It’s difficult to prove and costly to litigate. Sex discrimination cases are very difficult to prove: the claimant needs to prove that she was paid less than a man in the same circumstances, but the employer can point to reasons unconnected with gender to explain a pay discrepancy.

Instead of asking women to ‘fix’ their choices about work, let’s help them belong in a workplace

Jean Murray — Fri, 12 Jan 2018 10:46:06 GMT

Professor Michelle Ryan from the University of Exeter questions whether we should focus on empowering women to lean in since this implies that inequality in workplaces is due to women’s personal preferences. She suggests that, to address persistent gender inequality, we need to move away from trying to fix women and instead create workplaces where women feel they belong, which promote and reward women and are open to change.

An independent body governs Australia’s award rates – so why is there still a gender pay gap among minimum wage earners?

Jean Murray — Tue, 02 Jan 2018 01:32:09 GMT

Australia doesn’t have just one minimum wage – it has a different minimum wage for each award set by the Fair Work Commission. So why does the Commission set lower minimum wages for jobs more commonly held by women?

Dr Barbara Broadway and Professor Roger Wilkins of the University of Melbourne suggest minimum wages could do more to close the gender wage gap if the Commission’s decisions were neutral with respect to the gender composition of jobs. Drawing on HILDA Survey data from 2008 to 2014, their research found that award-reliant women earn approximately 10% less per hour than award-reliant men. Professor Barbara Pocock, founder Director of the Centre for Work + Life at the University of South Australia, advised BPW that historically the pay gap narrowed most significantly whenever the minimum wage was lifted.

BPW Australia conducts an annual Equal Pay Day campaign; in 2018 this will include advocating for gender neutrality in minimum wage decisions.

UN Women's Review of Gender Equality Breakthroughs in 2017

Jean Murray — Tue, 26 Dec 2017 01:21:28 GMT

From the women's march in January that went global, to the surge of women leaders in Africa and Latin American countries ending child marriage, to the still current Me Too campaign that is forcing a rethink about acceptable behaviours, UN Women summarises an interesting year. Let's look forward to more progress in 2018.

TED talk: Diverse workplace teams are more robust and more innovative

Jean Murray — Thu, 21 Dec 2017 02:12:29 GMT

Rocío Lorenzo and her team surveyed 171 companies to find out whether diverse companies are really more innovative -- and the answer was a clear yes. In this TED talk, Lorenzo dives into the data and explains how companies can start producing fresher, more creative ideas by treating diversity as a competitive advantage.

The 50/50 by 2030 Foundation vision – that by 2030 women and men will have equal representation in leadership, government and public administration

Jean Murray — Thu, 07 Dec 2017 11:29:47 GMT

In September 2017 the University of Canberra launched the 50/50 by 2030 Foundation. It is a bold new gender equality initiative backed by world class research expertise that gathers evidence, documents best practice and runs leadership programs and events to strengthen the role of women in public administration and governance. Why? Because waiting for equality is not an option.

The Foundation’s report hub offers a searchable resource library of evidence to support research, advocacy and policy development. Subscribe to Broad Agenda to stay informed.

Want to be an effective mentor? Seeking advice for starting your own startup? Check the BPW International blog

Jean Murray — Tue, 28 Nov 2017 00:22:34 GMT

The BPW International website runs a blog with career and business advice for women. Check it out at www.bpw-international.org/blog. There are many pages of relevant and useful advice that is searchable so you can easily find the information you seek.

Free e-book: holiday reading on Rethinking Equality and Efficiency in Australia’s tax system

Jean Murray — Wed, 22 Nov 2017 04:53:54 GMT

What are the implications of Australia’s taxation and social security systems for women’s workforce participation and our economic security in retirement? How does this tax-transfer system interact with labour, housing and financial markets, affect our work, saving and investment decisions and shape our family, social and working lives and economic wellbeing over our life course?

This e-book on Tax, Social Policy and Gender: Rethinking Equality and Efficiency arose from discussions during a workshop hosted by the ANU’s Tax and Transfer Policy Institute that applied a gender lens to our tax and transfer system. With a foreword by Marie Coleman of the National Foundation of Australian Women, and numerous expert chapter authors, this is a good read and an excellent resource.

Australia’s gender equality scorecard – a mixed picture

Jean Murray — Wed, 22 Nov 2017 04:09:46 GMT

The scorecard presents an informative snapshot of the key findings from the Workplace Gender Equality Agency’s 2016-17 gender equality data, and trends over a 4 year period.

The WGEA notes a big jump in employer action on gender equality – making managers accountable for gender equality outcomes, promoting women into manager roles and encouraging flexible work arrangements – but the gender pay gap persists across every occupational category with men on average earning $26k a year more than women.

There has been no improvement in the proportion of women on company boards and management roles continue to be heavily dominated by men with women holding just 16.5% of CEO roles and 29.7% of key management personnel roles.

Sexual harassment – crossing the line

Jean Murray — Sun, 12 Nov 2017 08:20:31 GMT

Sexual harassment has suddenly risen to the top of the agenda in 2017. The messages of Australia’s policy launched in 2014 remain highly relevant today. The “Know Where the Line Is” campaign, a joint initiative by the Australian Human Rights Commission, Australian Council of Trade Unions and Australian Chamber of Commerce and Industry, was launched by a powerful trio of women: Elizabeth Broderick who was Australia’s Sex Discrimination Commissioner, Ged Kearney who was the President of the ACTU and Kate Carnell who was the CEO of ACCI.

Girls and The Dream Gap – Plan International’s survey report

Jean Murray — Sat, 21 Oct 2017 03:35:38 GMT

Plan International Australia conducted a national survey of girls aged 10 to 17-years old to find out to what they aspire and what prevents them from following their dreams. They called the report The Dream Gap because girls modify and curtail their aspirations when they experience gender discrimination. Girls want to succeed but they face barriers that grow more profound as they enter adulthood. Plan reports 98% of girls say they do not receive equal treatment to boys. Their main dream? Gender equality.

#GirlsTakeover Parliament

Jean Murray — Tue, 10 Oct 2017 07:34:07 GMT

The #GirlsTakeover Parliament Program gets underway on Wednesday 11 October, when girls will take over the offices of six ACT politicians. Next week, they take on federal parliament. The program aims to showcase the energy and aptitude young women have for a career in politics and give them hands-on practical experience. How would increasing the number of women in parliament change the way we 'do' politics?

OECD recommendations on achieving gender equity – how does Australia rate?

Jean Murray — Fri, 29 Sep 2017 08:27:55 GMT

In 2013 the OECD issued Gender Recommendations that member nations should implement to address gender inequalities in education, employment and entrepreneurship. The 2017 OECD Report on the implementation of the Gender Recommendations reveals slow progress and much still to do. Broad Agenda summarises the findings, but a search for Australia in the 2017 report illustrates how we compare.

Gender Pay Equity: how do we make it happen? Now online

Jean Murray — Tue, 19 Sep 2017 07:53:26 GMT

If you missed BPW South Australia’s Equal Pay Day panel presentation, the audio podcast and the PowerPoint are now accessible online on the Hawke Centre website.

Chief Executive Women’s Census of ASX200 Executives – where are the women?

Jean Murray — Sun, 10 Sep 2017 06:10:23 GMT

The CEW Census counts the women in ASX200 executive leadership teams and highlights the proportion of women in ‘line’ and ‘functional’ roles. Line roles drive key commercial outcomes and are a significant pipeline for the ASX200 CEOs of the future. Women make up only 5% of CEOs, 9% of CFOs and 15% of COOs, but dominate HR Executive roles. The report breaks down the data by industry and company.

BPW member invited to join Australian Government delegation to APEC WEF

Jasmyn Mumme — Tue, 05 Sep 2017 06:56:58 GMT

APEC Women and the Economy Forum 2017, Hue Vietnam, Sept 26-29
Congratulations to Carol Hanlon, CEO, Belmont BEC & TCFWA has been invited to join the Australian Government delegation to APEC WEF, as a non-government delegate. One of only two women in Australia invited to the delegation.

Carol Hanlon, Founding Manager and Business Facilitator of Belmont Business Enterprise Centre Inc. (Belmont BEC / BEC Global) and Founder, Manager and Mentor of Textile, Clothing, Footwear Resource Centre of WA Inc. (including TCF Australia / TCF Global) has been selected by the Hon Michaelia Cash, Minister for Women to participate in the Australian Government delegation to the APEC Women and the Economy Forum in Hue, Vietnam from the 26th-29th September 2017.

Carol is a non-government official delegate to the Forum and the delegation will be led by Australia’s Global Ambassador for Women and Girls Dr Sharman Stone.

Carol Hanlon said, “I am thrilled to be attending the APEC Women and Economy Forum in Vietnam, and will have the opportunity to engage with leaders from across the Asia-Pacific region on critical issues relating to business and women’s economic empowerment,

Government Strategy to Boost Women's Workforce Participation

Jean Murray — Sun, 03 Sep 2017 03:52:20 GMT

This year the government released its Towards 2025 Government Strategy to Boost Women's Workforce Participation. It prioritises 6 groups of women who experience barriers to participating in the labour force: ATSI women, CALD women, mature age women, rural and regional women, women with disability, and young women. It focuses on 5 action areas: child care, workplace flexibility, women’s entrepreneurship, economic security, and financial incentives to work.

The report notes that the workforce participation gap increases dramatically for women when they have children, but not for men whose participation can increase with family responsibilities. Access to childcare places and financial assistance with childcare costs were 2 of the top 3 incentives for women to increase workforce participation in 2014–15.

122 Male Champions of Change commit to closing the gender pay gap

Jean Murray — Sun, 27 Aug 2017 02:46:06 GMT

The national Male Champions of Change coalition established by Liz Broderick has released a comprehensive resource to help Australian businesses close the gender pay gap, committing to address the pay gap in like-for-like roles within their organisations.

Another excellent resource: in this video provided by the Huffington Post, Dr Elizabeth Hill of the University of Sydney explains the causes of the gender pay gap.

Vale: MP Fiona Richardson

Jean Murray — Thu, 24 Aug 2017 10:12:47 GMT

Fiona Richardson was a feminist and an inspiration to women in Victoria. She will be sadly missed. A single yellow flower on the government front benches sat in simple tribute to Fiona Richardson, who died yesterday afternoon after a battle with cancer. Premier Daniel Andrews lead tributes on the floor of the house, highlighting Ms Richardson's role in delivering Victoria's response to the historic Royal Commission into Domestic Violence.

Equal Pay Day 2017: 4 September

Jean Murray — Fri, 18 Aug 2017 01:34:40 GMT

Good news! The Workplace Gender Equality Agency (WGEA) announced today that the gender pay gap has reduced from 16.2% in 2016 to 15.3% in 2017. This means Equal Pay Day will this year fall on Monday 4 September, marking the additional time from the end of the past financial year that women must work in order to earn the same yearly salary as men.

BPW Australia's Equal Pay Day Campaign has kicked off, with members around the country working to mark Equal Pay Day with local events and publicity.

Childcare costs: tax rebates are fairer than tax deductibility

Jean Murray — Fri, 11 Aug 2017 00:36:06 GMT

The federal government released its workforce policy last month: Towards 2025 - An Australian Government Strategy to Boost Women's Workforce Participation. It covers a range of matters including childcare where it sets out the government’s rebate strategy. A recent Daily Telegraph article interviewed 7 mothers (but no fathers) who advocated for tax deductibility for childcare. BPW Australia advocates for rebates because all children are equally precious and equally expensive; richer parents should not be offered cheaper childcare than those on lesser incomes. Rebates treat every child the same whereas tax deductions are proportional to the salary earned: essentially the more you earn, the higher your tax rate, the greater your tax deduction, the cheaper your childcare costs.

50 more years to close the gender pay gap?

Jean Murray — Sun, 06 Aug 2017 00:27:38 GMT

The Workplace Gender Equality Agency claims removing Australia’s pay equity gap could take 50 years. Despite major feminist campaigns in recent decades and significant gains in legislation and attitudes on discrimination, the pay gap is not reducing. The authors of this recent article in The Conversation argue that the growth of market liberalism has reduced the influence of collective rules and regulation on pay and conditions, and harmed the relative position of women in ways that have offset gains through changing values and individual rights.

We know gender pay gaps tend to increase when the economy is booming and contract during economic downturns due to the gender-segregated nature of Australia’s workforce, but many myths about the cause of the gender pay gap still persist.

Not so super, for women: superannuation and women’s retirement outcomes

Jean Murray — Sat, 29 Jul 2017 07:27:52 GMT

Per Capita released their research report into superannuation and women’s retirement outcomes this month which reveals women’s average superannuation balances at retirement are less than half of men’s.

The recommendations at the end of the Not So Super report include a superannuation contribution on top of the carer payment for all carers (male and female) below the accumulation pathway; and a superannuation contribution at the prevailing SGC rate for the government’s paid parental leave scheme. This second recommendation aligns with the BPW Australia resolution passed by the 2013 National Conference.

How to ask for a pay rise - and why you should

Jean Murray — Sun, 23 Jul 2017 04:07:13 GMT

Professor Mara Olekalns, writing in The Conversation, explores the realities of seeking a pay rise. She advises us to make our case for a pay rise by highlighting our unique skills and contributions to the organisation, providing a well-reasoned case for increased wages and explore some non-economic ways to enhance your overall remuneration package. However she adds a caveat on this approach: it works better for men than for women, who violate the stereotype-based expectations that they display warmth and concern when they ask.

She acknowledges that asking for a pay rise isn’t simple for many employees and provides some practical tips for negotiating a pay rise. Also refer to the Harvard Business review advice on how to be your own best advocate.

The gender pay gap is hurting productivity

Jean Murray — Tue, 18 Jul 2017 06:58:18 GMT

The Conversation reports that narrowing the wage gap between men and women would not only deliver equal income, but boost Australia’s long-term productivity, our research shows. Government data shows that the gender pay gap for full-time employees, across all industries and occupations is 23.1%. This means, on average, that women earn A$26,853 less per year than men. We looked at the Australian Bureau of Statistics’ average weekly ordinary time earnings (AWOTE) data from 1986 to 2013, and controlled for other factors that affect labour productivity. All else being equal, we found that gender income inequality adversely affects productivity. In fact, a 10% reduction in gender income inequality can boost labour productivity by up to 3%. Put another way, eliminating Australia’s existing gender wage gap would lift long-term labour productivity growth by 5.7%.

KPMG Enterprise's 2017 ASX 300+ Report supports diversity on boards

Jean Murray — Tue, 18 Jul 2017 06:53:46 GMT

The business case for greater gender diversity on boards is pretty clear. KPMG’s recently released Enterprise's 2017 ASX 300+ Report found that mid-market companies with more women on their boards achieved higher revenue growth, profitability and shareholder returns than those without gender diversity (and also diversity of age, culture, experience and other factors). Although the Australian Institute of Company Directors (AICD) has set a target of 30% for female board representation by the end of 2018, current levels of female representation show there is still a way to go.

Talking tough on gender pay parity

Jean Murray — Sun, 16 Jul 2017 23:48:43 GMT

As part of a series on gendered work and the pay gap, Broad Agenda asked Professor Alison Sheridan, University of New England, for her take on the recently released Senate committee report, 'Gender segregation in the workplace and its impact on women's economic equality.' After researching women’s experiences in the paid workforce for more than 25 years, Professor Sheridan advises that until we address the fundamental problem of the undervaluing of traditionally ‘female’ occupations, Australia’s poor record in gender pay equity will continue.

Women in NSW Can Have Their Say

Margaret Tipper — Wed, 12 Jul 2017 06:02:09 GMT

Women NSW (the government department) is inviting women in NSW to Have Their Say as part of the development of the NSW Women's Strategy.

The NSW Government is developing the NSW Women’s Strategy, a whole-of-government, whole-of-community policy framework to improve gender equality and gender equity in NSW.

The strategy is planned to be released later this year.

The aim of the strategy is to improve equality and equity for women and girls in every aspect of their lives.

The objectives of the strategy are:

To understand the diverse experiences of gender inequality and gender inequity of women and girls across their lifespan.
To increase engagement with the whole community on improving gender equality and gender equity.
To identify areas for focused action and investment.
To support men and boys to engage with issues of gender inequality and gender inequity.
To develop an evidence-based framework for achieving change.

The overarching areas of focus that will be addressed in the strategy include:

Health, wellbeing and safety
Economic empowerment
Culture and identity
Leadership and work

To Have Your Say go to: NSW Women

'It's the economy stupid!' So where are the women?

Jean Murray — Sat, 08 Jul 2017 07:20:36 GMT

What's the deal with economic leadership and women in Australia? Nationally, Australia has never had a female treasurer, nor a woman as secretary of Treasury, nor for that matter, a female governor of the Reserve Bank. Remember, these three posts represent the supreme triumvirate of economic positions nationally. All have been held by men. Exclusively. National Affairs Editor for Fairfax, Mark Kenny argues that this cannot be brushed off as the blind operation of the merit principle.

Why every working week should be four days long

Jean Murray — Sat, 08 Jul 2017 07:07:52 GMT

University of South Australia emeritus professor Barbara Pocock researched working hours for decades. She says we need to rethink the working week and rethink the number of hours we spend on paid work. "I think it is really interesting that there isn't a proper discussion about a four-day working week. Technology was meant to liberate us from the five-day week but, instead, what's happened is that the profit share has increased, reduced the wages share and we've loaded up on intensity and working hours." http://www.theage.com.au/comment/long-weekends-why-every-working-week-should-be-four-days-long-20170612-gwpcic.html

Barbara will be speaking at the 2017 BPW Adelaide EPD event http://www.unisa.edu.au/Business-community/Hawke-Centre/Events-calendar/Gender-Pay-Equity-How-do-we-make-it-happen/ ]

Senate Committee report on Gender segregation in the workplace and its impact on women's economic equality

Jean Murray — Tue, 27 Jun 2017 05:30:04 GMT

A Senate Committee report on Gender segregation in the workplace and its impact on women's economic equality was released in June 2017. The Senate’s recommendations align with BPW Australia’s policy position including amending the Fair Work Act 2009 to improve its capacity to address equal remuneration by introducing gender pay equity as an overall object of the Act.

Link to the Inquiry; Link to the Report and recommendations.

Men can make a difference: engaging men on gender equality

Jean Murray — Tue, 27 Jun 2017 05:02:10 GMT

In this Diversity Council of Australia report Dr Graeme Russell and Dr Michael Flood, two of Australia’s leading researchers in Diversity and Inclusion, draw on the latest evidence and experience to offer a set of recommendations for how organisations can engage men effectively to achieve gender equality at work. The report makes the point that while involving men in efforts to drive gender equality is important – it mustn’t be at the expense of women’s voices and it shouldn’t be viewed as ‘the magic bullet’.

Happy Flexible Working Day!

Jean Murray — Tue, 27 Jun 2017 04:46:49 GMT

The Flexible Work. What’s Working and What’s Not? survey identified the barriers, issues, myths and opportunities presented by flexible work from the perspective of both employees and employers. The voluntary survey was conducted in April 2017 and reported on Australia’s first ever national Flexible Working Day: 21 June 2017. The findings from the survey have been distilled into this report, to drive a social change initiative about the win-win benefits of modern approaches to flexible working for both employers and employees.

BPW Darwin Member honoured in 2017 Queen's Birthday Honours

Jasmyn Mumme — Tue, 13 Jun 2017 08:23:28 GMT

BPW Australia congratulates long term Darwin member and former publicity officer Linda Fazldeenon or being awarded in the 2017 Queen's Birthday Honours.

Linda has been appointed to the Order of Australia for significant service to women as an advocate for gender balance in business leadership, to public administration and to the community.

Linda is a great example of the principles and vales of BPW and we are honoured to have her as a valued member.

Women's Agenda: Confusion and apathy surrounds Australia's 2025 commitment to gender equality

Jean Murray — Sat, 03 Jun 2017 04:39:31 GMT

In 2014, when we ended a thirty year tradition of releasing a women’s impact statement with the Federal Budget, Australia committed to reducing our workforce participation gender gap by 25% by 2025 at the G20 in Brisbane. In 2017, we are seeing an Office for Women that doesn’t seem to have much capability in managing it, and a Minister for Women who doesn’t appear particularly interested in it. So who is responsible for reducing the workforce participation gender gap? https://womensagenda.com.au/latest/eds-blog/confusion-apathy-surrounds-2025-commitment-gender-equality/

The Economist International: Why governments worldwide should introduce gender budgeting

Jean Murray — Sat, 03 Jun 2017 04:37:56 GMT

Sexual equality makes economic sense; governments should measure it and budgets promote it. Violence against women; failing to educate girls properly; unequal pay and access to jobs: all take an economic toll. At its simplest, gender budgeting sets out to quantify how policies affect women and men differently, which converts exhortation about treating women fairly into the coin of government: costs and benefits, and investments and returns. http://www.economist.com/news/leaders/21717375-sexual-equality-makes-economic-sense-governments-should-measure-it-and-budgets-promote-it-why

The 2017 WGEA Gender Equity Insights: gender pay gap analysis

Jean Murray — Wed, 31 May 2017 06:18:10 GMT

The gender pay gap remains a feature of the Australian labour market for too long, and must be addressed. Persistent gender pay gaps weaken the financial position and future economic security of women, and reveal differences in how society values the respective contributions of women and men in the workforce. The 2017 WGEA report seeks to deepen the understanding of the gender pay gap in Australia; it compares the gender pay gaps across full-time, part-time and casual workers, and across industries and occupations. https://www.wgea.gov.au/sites/default/files/BCEC%20WGEA%20Gender%20Pay%20Equity%20Insights%202017%20Report.pdf

Women rely more on the family home to support them in retirement

Jean Murray — Wed, 31 May 2017 06:17:31 GMT

Thanks in part to the gender pay gap, the gender wealth gap more than doubled between 2002 and 2014. The latest data from the Household, Income and Labour Dynamics in Australia Survey shows Australian women trail men in total wealth, and are more likely than men to have their assets tied up in a family home. This means their finances are more precarious, and they have less saved for retirement. https://theconversation.com/women-rely-on-the-family-home-to-support-them-in-old-age-76703

Australian companies recognised globally for gender equality

Jean Murray — Sat, 27 May 2017 06:33:22 GMT

For the first time, Equileap - which aims to advance gender equality in the workplace - ranked over 3,000 companies across 19 gender equality criteria, reporting on the progress towards equality within 200 companies. Global Compact Network Australia members NAB and Westpac were ranked in the top 10 in their global 2017 Gender Equality Report and Transurban was ranked in the top 20, joining only six other companies in reporting no gender pay gap. Download Equileap's full 2017 report at http://equileap.org/educate/

French President appoints a minister for equality between women and men

Jean Murray — Fri, 19 May 2017 11:29:01 GMT

French President Emmanuel Macron has unveiled a gender-balanced cabinet in accordance with an earlier pledge, with 11 of 22 posts taken by women. Sylvie Goulard is defence minister while Olympic fencing champion Laura Flessel is sports minister. Other women ministerial appointees include: Agnès Buzyn - health, Murielle Pénicaud - labour and Françoise Nyssen - culture. And Marlène Schiappa, whose successful blog Maman Works saw her dubbed the "spokeswoman for working mums", becomes junior minister for equality between women and men.

http://www.bbc.com/news/world-europe-39948523

Sydney will host the 2018 Global Summit of Women

Jean Murray — Fri, 19 May 2017 11:07:56 GMT

It was announced at the recent Annual Global Summit of Women in Japan, a prestigious international business summit which focuses on women’s advancement in the global economy, that the next Global Summit of Women will be held in Sydney in 2018.

http://www.smartcompany.com.au/people-human-resources/leadership/sydney-attract-1000-world-leaders-davos-women-2018-global-summit/

Anne Fulwood representing Australia at the W20 in Berlin

Jean Murray — Sat, 13 May 2017 05:09:31 GMT

Listen to Anne Fulwood's presentation to the W20 as Australia’s representative to the W20 (Women20) Engagement Group – along with Dr Susan Harris Rimmer of Griffith University – at this annual gathering of women from G20 Nations. Scroll down to her video. Anne is Co-Chair of the W20 Financial Inclusion Committee.

https://womensagenda.com.au/latest/soapbox/week-womens-empowerment-workforce-participation-became-global-issue-ivanka-trump-helped/

Gender neutral policies are a myth: why we need a women’s budget

Jean Murray — Sat, 13 May 2017 04:43:45 GMT

The Conversation: Professor Miranda Stewart, Director, Tax and Transfer Policy Institute

Australia was a pioneer in gender budget analysis. From 1983 to 2013, the federal government produced a Women’s Budget Statement, while state and territory governments were also among the first in the world to scrutinise annual budgets for their impact on women and girls. But in recent years we have fallen behind. In a 2014 OECD study, the Australian Government compared poorly on gender analysis. The study found that, apart from the occasional specific programs, Australia had no systematic process to assess the impact on women and men of taxing, spending or government programs, either before or after the government enacts legislation, appropriates funds or initiates policy.

https://theconversation.com/gender-neutral-policies-are-a-myth-why-we-need-a-womens-budget-55231

Ground-breaking program to support female stars of science and technology

Jean Murray — Thu, 04 May 2017 00:53:09 GMT

An ambitious new program to elevate the profiles of women working in science, technology, engineering and mathematics (STEM) has launched today, and applications are now open.

An Australian first, Science & Technology Australia's Superstars of STEM program will train and support 30 female STEM professionals to become prominent role models for young women and girls. They will develop the skills to share their work with the public via social media, public speaking, and as spokespeople in the media.
Participants will also be given the opportunity to speak with schools, connect with mentors, and attend events promoting gender equity in science and technology around Australia.
https://scienceandtechnologyaustralia.org.au/what-we-do/superstars-of-stem/

AICD report: Leading by Example - the importance of board diversity

Jean Murray — Sat, 01 Apr 2017 03:19:16 GMT

This report collates the insights on the value of achieving gender diversity on boards from members of the 30% Club - chairs of ASX 200 companies that have at least 30% women on their boards.

Catherine Brenner, Chair of the AMP Board, observes that diversity is the insurance policy against group-think; it is how we ensure we make the best decisions to take the organisation forward.

http://aicd.companydirectors.com.au/~/media/cd2/resources/advocacy/board-diversity/pdf/30-club-interviews-with-asx-200-chairs-with-30-female-directors.ashx [copy and paste link]

Wendy McCarthy: It’s 3 steps forward and 1 back for child care and early learning

Jean Murray — Fri, 31 Mar 2017 01:34:50 GMT

Wendy McCarty has been a strong advocate for accessible, affordable child care for 40 years, and is currently the Deputy Chair of Goodstart Early Learning. Her analysis of the childcare funding changes was published on Women's Agenda. She acknowledges that the workforce participation objectives are well and truly met, but the new package falls short on meeting early learning objectives. https://womensagenda.com.au/latest/soapbox/wendy-mccarthy-3-steps-forward-1-back-child-care-early-learning/

2017 Commission on the Status of Women agreed conclusions available

Jean Murray — Sun, 26 Mar 2017 04:09:02 GMT

The 61st session of the Commission on the Status of Women took place at the United Nations Headquarters in New York from 13 to 24 March 2017. Representatives of Member States, UN entities, and ECOSOC-accredited NGOs from all regions of the world attended CSW61 this year. The draft report of the agreed conclusions can be accessed at http://www.unwomen.org/en/csw/csw61-2017 and here: CSW61 agreed conclusions 2017.pdf

The CSW61 Theme was Women's economic empowerment in the changing world of work, which aligns strongly with the Aims and focus of BPW International.

BPW can be very proud of the contribution our members made throughout CSW, including our BPW Australia Director of Policy Elena Rorie who was one of BPW International's accredited representatives at the CSW61 session. Our BPW Asia Pacific Regional Coordinator Susan Jones extends her congratulations to all of those BPW members who contributed to this final document and especially thanks those members from the Asia-Pacific region who attended, many of whom spoke at both the parallel and side events and contributed directly to the language in the final document.

A short summary of the Agreed Conclusions is provided here: CSW61 summary of conclusions.docx

A women's equality party for Australia?

Jean Murray — Fri, 24 Mar 2017 01:04:07 GMT

Women's equality won't just happen — not unless more women are put in positions of power, says Sandi Toksvig. In a disarmingly hilarious talk, Toksvig tells the story of how she helped start a new political party in Britain, the Women's Equality Party, with the express purpose of putting equality on the ballot. Now she hopes people around the world will copy her party's model and mobilise for equality. https://www.ted.com/talks/sandi_toksvig_a_political_party_for_women_s_equality

Stop Fixing Women! extract from Catherine Fox book

Jean Murray — Fri, 17 Mar 2017 02:16:16 GMT

It's not personal. Women don’t need fixing. It’s men who need to change the system – and themselves

An article in The Deal, a magazine of The Australian issued 17 March 2017, provides a good summary of the gender equity argument extracted from the book by Catherine Fox: Stop Fixing Women. Accessible online at http://specialreports.theaustralian.com.au/727000/its-not-personal/

Women contribute $345 billion in unpaid childcare work every year, according to PwC's report: Understanding the Unpaid Economy

Jean Murray — Thu, 16 Mar 2017 00:16:39 GMT

The unpaid economy - encompassing volunteering, domestic household tasks (such as cooking and cleaning), care of adults (the elderly or people with disability, both within and outside of immediate family) and childcare - is one third bigger than the economy formally reported in the national accounts. The report reveals that the bulk of the value of unpaid work in the economy is unpaid childcare, and 72% of unpaid work is conducted by females. http://www.pwc.com.au/australia-in-transition/publications/understanding-the-unpaid-economy-mar17.pdf

OECD Report - Connecting People with Jobs: Key Issues for Raising Labour Market Participation in Australia

Jean Murray — Fri, 10 Mar 2017 06:30:28 GMT

A new report from the OECD recognises that Australia’s strong economy has helped drive a healthy job market, but recommends Australia needs to help older women, indigenous Australians and mothers with young children into work to avoid a future labour shortage as the population ages.

Statistics reveal that the employment rate of women aged 25-54 years stands at 72.5%, in the lower third of OECD countries, with a high proportion of women working part-time [exceeded only by Switzerland, Netherlands, Austria and Germany] . The employment rate of single mothers was 50.8% in 2014, the third-lowest in the OECD after Ireland and Turkey.

Despite some media headlines, the OECD report does not consider stay-at-home mums a drain on the economy but rather an untapped resource that could be harnessed if barriers such as expensive childcare and the lack of flexible work options were removed.

http://www.oecd.org/australia/australia-should-help-more-women-and-other-underemployed-groups-into-work.htm

The Women’s Agenda Ambition Report 2017 tells us women want to earn more, and they need pay equity and fair opportunities for promotion to achieve their potential. Building women's competence and capacity helps but they also need to build confidence - which is where belonging to BPW comes in. Our members gain confidence from the safe mentoring environment of their BPW club, the role models they find there, the opportunities to contribute their experience to our advocacy and lobbying, and the information we share that increases their knowledge and understanding of government policies and programs and more flexible working options that are available to them.

https://womensagenda.com.au/wp-content/uploads/2017/03/Ambition-Report.pdf

AICD Report on International Women's Day: 30% by 2018 - Gender Diversity Progress Report

Jean Murray — Thu, 09 Mar 2017 06:52:39 GMT

The latest Gender diversity progress report for December - February 2017 confirms that the AICD’s target of 30% women on ASX 200 boards is on track to be met by the end of 2018.

http://aicd.companydirectors.com.au/advocacy/board-diversity/30-per-cent-women-on-boards-target-on-track

The Gender Diversity Progress Report confirms that women now account for 25% of ASX 200 board positions, up from 8.3% in 2009 when the AICD began reporting on gender diversity. The ASX top 20 is leading the way, with 31.1% women, and the ASX 50 is close to reaching the target with 29.2% women. AICD Managing Director and CEO John Brogden said that while the increase in companies with at least 30% women was great news, the ASX 50-200 companies needed to significantly improve the appointment rate of women to their boards.

This International Women’s Day the AICD asked nine prominent female directors to read out some of the feedback we received when we asked if there should be more women in Australian boardrooms, proving that the diversity conversation still matters. Watch the video here:

http://aicd.companydirectors.com.au/advocacy/board-diversity/international-womens-day-2017

eS4W Media Release: Australia has a clear human rights obligation to ALL its families and home environments

Jean Murray — Tue, 07 Mar 2017 06:35:16 GMT

There was no escaping the cost of abandoning this obligation, as demonstrated clearly by more than fourteen International and Australian speakers at the JERA International Who Cares! National forum in Melbourne on Monday 20 February 2017.

economic Security 4 Women (eS4W), one of five National Women’s Alliances funded through the Federal Government, partnered with JERA (Justice Equality Rights Access ) International to put the spotlight on this critically important topic. According to Ms Roselynne Anderson, Chair of eS4W, “As a society, Australia has a social and moral obligation to all our citizens, including the Care Economy; that is, those who receive and those who deliver care, in all its forms and stages, from birth to death.”

Invited guests and participants included an international delegation from Sri Lanka, representatives of the academic, government, non-government, not for profit and community sectors – all of whom were unanimous in their agreement. Australia MUST have a professional debate on the themes and priorities identified at the forum, particularly in the context of the United Nations Sustainable Development Goals. “A life course approach to care is essential; ensuring work and employability, and creating fair and equal access to skills development and lifelong opportunities”, concluded Ms Anderson.

eS4W will be actively engaging with the wider Care community to ensure increased awareness and understanding, by both the public and the media, of the priorities, problems and in many cases devastating issues faced by many in the sector. This will result in greater consensus on how to effectively address the Care Economy and related matters.

eS4W believes that a collective effort towards a coordinated solution for the Care Economy is the best way forward for Australia to meet its human rights obligations for all Australians.

Media contact: Roselynne Anderson, eS4W Chair, M: 0418 715 359 chair@security4women.org.au

Pay inequity for managers - a $93,000 pay gap

Jean Murray — Thu, 02 Mar 2017 23:48:36 GMT

The WGEA has released their report The Gender Equity Insights 2017: Inside Australia’s Gender Pay Gap, which indicates a measurable link between a gender- balanced leadership team and reduced gender pay gaps. The report can be accessed at https://www.wgea.gov.au/sites/default/files/BCEC_WGEA_Gender_Pay_Equity_Insights_2016_Report.pdf

There is an excellent summary of the report's findings accessible at Women's Agenda

https://womensagenda.com.au/latest/top-tier-female-managers-earn-93000-less-than-their-male-peers/

BPW Nepal - 42 houses completed from donations

Mon, 23 Jan 2017 07:16:48 GMT

From Susan Jones, BPW Asia-Pacific Regional Coordinator

I have just received wonderful news from BPW Nepal President, Ambica Shrestha in relation to the work undertaken as a result of donations received from BPW Sisters worldwide.

42 houses have been completed from the donations received and President Ambica will arrange to hand them over to the people of Nepal in March. Dates are approximately 1st to 4th March. I understand from speaking to Ambica that one of the houses has been specially built to accommodate a blind married couple who lost their home during the earthquake. The members of BPW Nepal have worked tirelessly to make this a reality and many of you would have followed their efforts on social media.

The invitation to join BPW Nepal on this wonderful occasion is open to all. If you require any further information please contact Ambica - copied here. This is such a wonderful start to our BPW year and we thank you all again for your generosity. Your donation has been truly life changing. Please pass on the news to your BPW sisters.

Warmest Regards

Susan

S: susanmjones

E: susan.jones@bpw-international.org

Breakthrough The future is gender equality

Jasmyn Mumme — Mon, 07 Nov 2016 03:44:04 GMT

2 DAYS.

100 SPEAKERS.

1 MESSAGE.

Breakthrough is a new gender equality event in Melbourne bringing big ideas, leading thinkers and passionate change-makers to the fore.

Breakthrough is proudly presented by the Victorian Women's Trust

A First for NT Women

Tue, 13 Sep 2016 00:58:34 GMT

Congratulations go to Michael Gunner, Northern Territory's new Chief Minister, for appointing the first female majority Cabinet in Australia, with five of the eight ministerial roles going to women.

The new Cabinet was sworn in yesterday. New Treasurer, Nicole Manison, was also sworn in as Deputy Chief Minister. Natasha Fyles as Attorney-General will also take on the roles of Minister for Justice and Minister for Health. Dale Wakefield, following her historic win in Alice Springs, will be in Cabinet as Families Minister. Lauren Moss will take up the critical environment portfolio, amongst other responsibilities, and Eva Lawler the education portfolio.

In addition, Independent Member, Kezia Purick, will remain as Speaker of the House, which assures a well ordered Parliament.

Yesterday Mr Gunner refuted John Howard's recent comments at the National Press Club - that there could never be an equal number of men and women in politics - as simply wrong.

"It's 2016 and let's celebrate we have a lot of women in parliament," Mr Gunner said. "We have a very strong female team and there should always be strong female voices in our parliament."

Equal Pay Day 2016

Jasmyn Mumme — Thu, 08 Sep 2016 04:15:35 GMT

BPW is Addressing the Australian Gender Pay Gap

and encourages all the CEOs and Company Directors
to start taking one step in the right direction this year!

Download now our free eBook full of strategies,
case studies and actions that you can take right away.

BPW WA Grant Success WA Dept of Communities 2016

Thu, 23 Jun 2016 07:08:27 GMT

Government of WA, Department of Communities Grants for Women

BPW WA Division was a successful grant recipient to conduct a 'Women’s Leadership Weekend'. The project will include a residential weekend with seminars on a range of leadership and economic independence topics with mentoring opportunities. Day attendance will also be encouraged. Personal and professional skill building will be available including negotiation, career planning, financial management, self-confidence and stress control.

Congratulations to WA President Kate Waters

Belmont Business Enterprise Centre was also a successful recipient with grant funds to conduct the ‘BPW Business Incubator ONLINE Retirement Income Planning for Women’ project to educate women in home-based, micro-businesses on their options for superannuation and retirement. The project will take the form of 8 webinars, 4 forums and mentoring to over 40 participants. Discussions will explore options for women who intend to start a business, options for existing self-employed women, for women who intend to start home-based businesses, micro and small businesses, Indigenous, CaLD individuals, as well as rural and regionally located participants. The project will be addressing both the criteria of community benefit, and the priority of women’s economic independence.

Congratulations to BPW Belmont member, Carol Hanlon

BPW WA in the News - Inside Perth's Women Only Clubs

Jasmyn Mumme — Tue, 21 Jun 2016 22:30:00 GMT

Inside Perth's Women-only clubs by Kate Emery The West Australian newspaper

22 June 2016

BPW WA State President Kate Waters. Picture: Michael Wilson/The West Australian.

Congratulations on Book Launch 'Difference Makers' co-author Alicia Curtis BPW Perth member

Mon, 13 Jun 2016 00:39:43 GMT

Members of BPW WA recently attended the launch of 'Difference Makers' an inspiring book that reframes the debate about who can participate in a board directorship so that differences are not seen as negatives but as positives.

Co-Authors, Dr Nicky Howe and Alicia Curtis share their experience and research on how different points of view and different experiences can enhance problem-solving and spark innovation; it can build better boards and ultimately better organisations.

Alicia Curtis, BPW member since 2004, is one of Western Australia’s most inspiring young social and business entrepreneurs, as an award-winning speaker and leadership facilitator. Alicia established Alyceum in 2002 developing innovative transformational leadership programs.

Alicia has a Master’s degree in Business Leadership and was named one of the Australian Financial Review’s 100 Women of Influence in 2014.

Alicia is the co-founder and chair of the collective giving circle called 100 Women which combines donations into a funding pool to grant to causes that empower women.

'Difference Makers' is a resource for BPW leaders with strategies to develop your own personal commitment to diversity, guidance for Board policy and is interactive with quizzes, tools and templates.

Find out more...

BPWA President attends United Nations Women's Consultation

Sun, 12 Jun 2016 03:04:56 GMT

Tuesday 7 June 2016: BPW Australia joined thought leaders from the private sector, sporting, academia and civil society to gather case studies from participants that (as examples) can be replicated and scaled up by business, governments and communities around the world. BPW Australia was alongside captains of industry, the co-chairs, the Secretariat Representative and Women’s Leadership Institute Australia and Chief Executive Women. It was an amazing event!

This consultation was used not only to support high-level advocacy of women’s economic empowerment and increase its profile and support, but importantly, support the creation of a new roadmap for organisations globally who want to be bold and pro-active in inspiring and actioning measurable change towards a more rapid achievement of gender parity.

Find out more...

BPW International Past President Freda Miriklis and BPW Australia National President
Janis Shaw with delegates from the worlds of business, sport and not-for-profits
gathered together to provide vital data for the United Nations report.

Support BPW Port Moresby's Education Fund

Fri, 01 Apr 2016 00:56:43 GMT

A BPW Australia delegation that included Susan Jones, BPW Asia Pacific Regional Coordinator, Marilyn Forsythe, BPW Pacific Regional Coordinator, and Carol Hanlon, Past President BPW Belmont, visited BPW Port Moresby for International Women’s Day 2016. It was inspirational for these BPW Australia members to witness the work of BPW Port Moresby supporting the education of young women and girls. In less than eight years, through the club’s Education Fund, more than 1600 girls have been funded to further their education. During visits at three schools, the girls told their stories about how the Fund is giving them a better life. The Education Fund has been supported by BPW Australia members for several years. If your club would like to support the Fund please contact Marilyn Forsythe at marilyn.forsythe@bigpond.com. $400 Australian will fund support for a girl at high school for one year.

Stepping Up to Leadership Program Applications Open

Mon, 28 Mar 2016 11:40:06 GMT

There are 20 places available in the BPW Swan Hill Stepping Up to Leadership Program, funded by the Foundation for Regional and Rural Renewal (FRRR) and delivered locally by BPW Swan Hill. The Program is an ongoing opportunity for women in the region to improve themselves not just in business, but for those interested in our community to Step Up Into Leadership.

Applications are now open and close 5pm 15th April 2016. Find out more...

New Sex Discrimination Commissioner

Sat, 13 Feb 2016 03:59:03 GMT

Congratulations to Kate Jenkins who has been appointed as the next Australian Sex Discrimination Commissioner on Thursday. Ms Jenkins follows the fantastic efforts of Elizabeth Broderick who left the role five months ago. Ms Jenkins is currently Victorian Equal Opportunity and Human Rights Commissioner, and brought Male Champions of Change to the state. She is a specialist in employment law and is a director of Carlton Football Club, to which role she is brings her strong commitment to diversity in sport.

Ms Jenkins said that she will start out by listening to women from all walks of life, to ensure a consensus view on the focus for improvements in gender equality while she is Commissioner. "I think part of my role is to make sure that people more broadly understand" she said.

Professor Gillian Triggs, Human Rights Commission President, said that Ms Jenkins "brings a wealth of experience to the commission, especially law, and I am cofident that she will continue to contribute greatly to our work in advancing gender equality in Australia."

Ms Jenkins will take up the role on 18 April and BPW Australia will make every effort to support her work over the next five years.

Sportswomen on the road to gender equality

Wed, 03 Feb 2016 02:25:50 GMT

Federal Health and Sports Minister Sussan Ley has announced that the Australian Government will require elite sporting bodies to provide equal travel and accommodation arrangements for their athletes. This position is well overdue, but is very welcome news coming in today.

Minister Ley said that she has notified sporting organisations who are funded by government that they will either provide gender-equal travel arrangements for their athletes, or face losing their funding. This is a great start toward real gender equality in sport, but there is still more to do. BPW Australia asks that the Government also address the issue of remuneration for women in sport which is understood to fall well below the earnings, whether as amateurs or professionals, of men in sport. We urge attention to this, starting with the collection of reliable data. We need sound, evidence-based policy, in order to keep gender equality in sport on the road to success.

2016 Australians of the Year

Tue, 26 Jan 2016 06:16:24 GMT

Congratulations to the winners and nominees in the 2016 Australian of the Year awards. All those we heard about last night were so deserving and we proudly congratulate them all on their amazing achievements. It is particularly exciting that Lieutenant General David Morrison was named Australian of the Year, for his passion and commitment to gender equality, diversity and inclusiveness. Lt Gen Morrison is a significant Champion of Change for women's workforce participation. At the ceremony last night on the lawns of Parliament House, he said that as a nation it is essential that we provide opportunities for each and every one of us to reach our greatest potential. "Because when they do, we all benefit, and that's what true diversity is about and why I am so passionate about it and so honoured to have been chosen as your Australian of the Year in 2016," he said. After the extraordinary leadership in 2015 of Rosie Batty's campaign against domestic violence, we can feel assured that David Morrison will bring on more public discussion and debate on the way to true gender equality in Australia.

BPW Australia to be Represented at CSW

Tue, 19 Jan 2016 02:10:06 GMT

Congratulations to Carol Hanlon, our BPW Belmont member, who has been nominated as a BPW International Delegate at this year's Commission on the Status of Women (CSW) at the United Nations (UN) in New York. For two weeks each March, the CSW turns the focus of the UN towards women and gender related issues worldwide. It is the 60th anniversary of CSW and so this will be a particularly exciting meeting of many delegates from around the world, with the theme "Women's Empowerment and its Link to Sustainable Development".

While the CSW is in progress there will also be a range of parallel events, including seminars and workshops, held in the vicinity of the UN Headquarters. Carol has been selected from hundreds of applicants to facilitate one of the parallel forums "Empowering Women in Small Business", which is a specialty of her business initiative, Belmont BEC Inc, Carol has worked with many women across Australia and internationally for more than 20 years, delivering empowering skills training such as the CSW forum, and for this has been inducted into the West Australian Women's Hall of Fame for her passion and commitment to micro and small business, and supporting business owners to achieve their dreams.

If you would like to contact Carol with any issues that you believe she should be aware of in her representative role, please call her on +618 9479 37777, mobile +61 417 963 231, or email carol.hanlon@belmontbec.com. To find out more, Carol also has a website www.belmontbec.com.

South Australian BPW Members Honoured

Wed, 02 Dec 2015 02:50:50 GMT

In 2008, the South Australian Government established the SA Women's Honour Roll to acknowledge and celebrate the diversity of women in our community and their commitment to effecting change. In 2015, 30 women were honoured, including BPW members Sheila Evans OAM and Gillian Lewis.·

Sheila was honoured as a pioneer of women’s safety and support, recognising that she founded one of the first women’s shelters in SA in 1975 and continues to work tirelessly on the South Australian White Ribbon Breakfast Committee.

Sheila is a long-term BPW member and established BPW Adelaide Hills.

Gillian was honoured as a passionate campaigner against domestic violence and for her work with BPW.

Gillian conceived and established the Adelaide White Ribbon Breakfast in 2006, bringing together women’s groups and men as White Ribbon Ambassadors, and continues as Co-convenor of the Committee.

The 2015 White Ribbon Breakfast attracted an audience of 1200 to hear speaker Rosie Batty. It has been growing each year to become one of the largest annual events in South Australia. We’re proud to see our BPW banner prominent at the breakfast, and very proud of Gillian and Sheila. https://www.youtube.com/watch?v=bsYFamXEOmk

View the 2015 South Australian Women’s Honour Roll.

White Ribbon Day 2015

Wed, 25 Nov 2015 08:27:53 GMT

BPW Australia strongly supports the work of White Ribbon Australia. International White Ribbon Day marks one of the most concerning problems facing society today. All Australian governments have taken a strong zero tolerance approach to domestic violence and are taking significant steps toward reducing all forms of violence against women and children. The effects of domestic violence reach beyond the home and into schools and the workplace. Eliminating all forms of violence against women and children is one of the most compelling moral issues of our times.

BPW congratulates the Australian Government on its announcement of a $30 million campaign against domestic violence and the introduction of legislation to provide greater protection for victims of violence in court proceedings as well as greater discretion for courts on the length of time interim parenting orders can be applied. The Prime Minister, Malcolm Turnbull, said "we have to stand up and eliminate all violence against women, and men have to take the lead". He emphasised the importance of respect by men and boys toward women and girls as a vital driver of the cultural change we must see before domestic violence can be purged from the community.

Australian of the Year, Rosie Batty, spoke to almost 1000 guests attending this year's Adelaide White Ribbon Breakfast. She said that it is shameful that in 2015 almost 80 women have lost their lives at the hands of their partners, and that "there are many people living in fear, and possibly their lives will never be the same". Ms Batty emphasised the urgency of action needed by government and across the Australian community at all levels.

Support the work of White Ribbon Australia. Go to www.whiteribbon.org.au to make a donation or become a volunteer.

Update - UN Sustainable Development Goals

Thu, 12 Nov 2015 01:33:05 GMT

A very exciting and innovative change has been developed by the United Nations especially regarding gender equality and the empowerment of women and girls. The SDGs will be an invaluable tool for BPW Australia Clubs to compare their activities to the SDG goals to improve women’s rights, read more…….

Congratulations to Employers of Choice

Fri, 06 Nov 2015 05:26:12 GMT

BPW Australia congratulates the employers who have received this year's citation as an Employer of Choice for Gender Equality from the Workplace Gender Equality Agency. The citation celebrates employers' commitment to proactively pursuing gender equality in their workplaces through policies, programs, ensuring parental leave and return from parental leave is best practice and undertaking targeted activities such as the analysis of gender pay gaps. This year, new citations go to more than 80 employers. This is very welcome news, as it indicates that there is a growing commitment to gender equality across the Australian public and private sectors.

First woman jockey to win Melbourne Cup

Tue, 03 Nov 2015 05:48:58 GMT

BPW Australia congratulates Michelle Payne on her historic win in the 2015 Melbourne Cup, riding Prince Of Penzance to victory. We also congratulate Michelle on wearing the finest of colours Green, White and Violet - made famous a century ago by the British Suffragette movement. When interviewed on her victory lap, Michelle said that she had fulfilled her dream today - and we hope that she has many more to be fulfilled. In a male dominated industry, Michelle is a shining role model for other aspiring women jockeys. This is a great day for women in sport and for women in non-traditional careers.

Won't it be great when it becomes a matter of course for a woman jockey to win the Cup? It just takes a first time, and then there will be a second time and a third. Well done, Michelle, on getting it started!

BPW Geelong Members feature in new book "13 Wise Women"

Sat, 31 Oct 2015 23:29:12 GMT

"13 Wise Women is a collaboration of 13 ordinary but, in their own way, extraordinary women sharing their knowledge and experience to create positive change for others, no matter what their stage of life.

The stories are inspiring, full of courage, pearls of wisdom, and empowering quotes, as well as common sense. And there are a number of themes throughout the book, including getting out and taking action, continually learning, building your network, and staying true to your ‘why’" www.13women.com.au

BPW Geelong was one of the sponsors of the launch at Royal Geelong Yacht Club.

The recently released book features contributions from four BPW Geelong members Belinda Lyle, Sharon Hill, Fiona Skene and LIz Grant, who were asked to contribute to the book.

You can purchase the book at www.13wisewomen.com

Advance Movie Screening "Suffragette" Oct-Nov British Film Festival

Jasmyn Mumme — Fri, 30 Oct 2015 03:07:33 GMT

The Oct-Nov 2015 British First Film Festival includes pre-screening of the new movie "Suffragette" due for release on Boxing Day. This is your opportunity to be one of the first to view this compelling movie set in the UK before it is released on 26th December 2015. Check details for your city.

I was lucky enough to share with other 21st Century Suffragettes of Perth at a special screening on Wednesday. The movie is both powerful and humbling but most of all an inspiration to continue the work done by these dis-empowered yet stoic and feisty women who paved the way for many of the benefits we enjoy today. Don't miss it!

With a powerful ensemble cast including Carey Mulligan, Helena Bonham Carter and Meryl Streep, this intense drama tracks the early feminist movement in the fight for the right to vote in Britain. Suffragette is a term used to describe members of women’s organisation movements for voting rights, and this is the first real film to honour the extraordinary heroines who risked everything for equality at the turn of the last century.

Nanny Pilot Programme – One more week to apply

Sat, 24 Oct 2015 01:30:36 GMT

Families struggling to access childcare and who require more flexible arrangements can apply to participate in the Australian Government's new Nanny Pilot Program.

The two-year pilot will begin in 2016 and provide fee assistance to help eligible familes with the cost of using a nanny in their family home.

This is a great opportunity for parents, particularly those who live away from existing child care, or those who work shifts - like police officers, nurses, firefighters and other emergency workers, or those in the hospitality industry.

Families are eligible if they earn less than $250,000, both parents (or in the case of a sole parent family, the sole parent) work, train or study at least eight hours per fortnight, and at least on parent is an Australian citizen or permanent resident.

Families have until 5pm AEDT on 5 November 2015 to apply.

To find out whether you're eligible and to apply, go to www.dss.gov.au/nannypilot.

Gender Pay Gap - Still fact in the 21st Century

Sun, 30 Aug 2015 07:47:10 GMT

The national gender pay gap for 2015 stands at 17.9%. It has hovered between 15% and 19% for the past two decades and has been resilient to change in the 21st Century!. The gap is calculated annually by the Workplace Gender Equality Agency using the Australian Bureau of Statistics' labour force data: it is the difference between women’s and men’s average weekly full-time equivalent earnings, expressed as a percentage of men’s earnings.

WGEA also nominates the annual Equal Pay Day, this year as 4 September. This means that if women work seven days a week from 1 July 2015 to 4 September 2015, they will catch up with the pay earned by men in the previous financial year.

BPW Australia has partnered with the ACTU and eS4W to initiate the Equal Pay Alliance. The Equal Pay Alliance represents Australian employer and employee organisations, including business, union and community groups who have joined together to pursue practical action to ensure women’s work is properly valued and that decades of inequity are brought to an end.There are now more than 50 member groups who have joined to take action for women's equality at work, on boards, and in leadership.

Find out more about Equal Pay Day, the Equal Pay Alliance and how you too can make a difference at http://www.equalpayday.com.au.

Congratulations BPW Cessnock - 60th Anniversary

Thu, 30 Jul 2015 06:47:31 GMT

It is with great pleasure that BPW Australia congratulates BPW Cessnock's President, committee members and other club members on achieving their 60^th anniversary.

The longitude of a club depends so much on the commitment, enthusiasm and plain hard work of its managing committees and its members, and so to achieve a 60 year milestone is a credit to all those who have contributed to the club over the decades. We particularly wish to thank Miss Mary Campbell who has been a member of BPW Cessnock since its foundation year, and to acknowledge the significance of such long term commitment to the club and to BPW nationally and internationally. After all, even at the local level BPW efforts reach out across Australia and globally.

BPW International Update from Susan Jones BPW Asia-Pacific

Jasmyn Mumme — Tue, 07 Jul 2015 09:15:35 GMT

Forwarding the report from Arzu Oryol, BPWI Vice President UN which includes BPW's activity at the recent UNESCO Forum in Paris.

Susan Jones
BPW Asia-Pacific

Vale Joan Kirner - Inspirational Leader

Jasmyn Mumme — Tue, 02 Jun 2015 04:40:44 GMT

Joan Kirner passed away on 1 June 2015 following a life time of inspirational leadership and action for women’s equality. The first Victorian Premier, Joan left politics in 1993 and went on to lead significant change in women’s representation in all parliaments across the country. Joan was a founder and ambassador of EMILY’s list, an organisation that supports progressive Labor women candidates entering politics. As the tributes come in Joan is described as a dauntless warrior for social democracy with an extraordinary vision for the children of the future, and a true political trailblazer. She is also fondly remembered for her wit and humour, and as an incredibly supportive mentor by many, many women. As the Women’s Agenda has noted today, “Vale Joan Kirner, a woman who changed Australia”.

How will the 2015 Budget contribute to the long-term economic well being of women in Australia?

Jasmyn Mumme — Tue, 19 May 2015 06:30:00 GMT

Economic Security 4 Women have published a succinct summary of how the budget affects women today and in the future. It includes Family & Jobs Package, Education & Training, Retirement Savings, Small Business, Employment, Housing & Homelessness and Violence Against Women.

Click here to read more.

Update on Leadership Summit and Special Conference

Jasmyn Mumme — Wed, 13 May 2015 10:58:16 GMT

Last weekend, 78 BPW Australia members representing every BPW Club, plus four past National Presidents, gathered in Adelaide for the Leadership Summit
The conference room was resplendent with new club banners in fresh branding lining the walls and Clubs went home with a new banner from BPW Australia
Delegates at the Special Conference voted to support the National Board’s actions in filling vacancies in between conferences
Fast-paced discussion groups generated good ideas for policy action and the workshop summaries will be circulated next week followed by detailed reports on the website in the coming weeks
Keynote speaker Sarah-Jayne Flatters from Trade Up Australia inspired members
The new website was launched and members were enthusiastic about the changes and new functionality for club management
Members celebrated the day's success with a dinner and a fun BPW Quiz night
Congratulations all round went to BPW Adelaide for hosting a great event and arranging a venue with excellent service from the management and staff

Federal Government promises to focus on childcare

Tue, 03 Feb 2015 05:01:24 GMT

The Prime Minister, Tony Abbott, announced yesterday that his Government would develop a family policy and a family package focussed on childcare. BPWA welcomes the announcement and also advocates for the continued government supported scheme for paid parental leave that separates its funding from the individual workplace. Support for improvements in access to high quality childcare for all Australian families should not detract from properly funded parental leave. BPWA welcomes any investment in childcare as a career pathway for women, the increase in qualifications and higher wages for staff that should lead to increased satisfaction of employees, retention of quality staff and reduced turnover. However, concerns continue about the restrictive nature of childcare options and we advocate for careful consultation by the Government in developing the new policy and family package.

Police Commissioners Take a Stand on Violence Against Women

Jasmyn Mumme — Tue, 25 Nov 2014 04:30:00 GMT

BPW Australia congratulates Australian and New Zealand Police Commissioners for their joint stand on the prevention of violence against women and children. In a meeting at the Australian Parliament yesterday, ten commissioners urged cultural change and a focus in the community on the links between sexist attitudes and the acceptance of violent behaviour. Governor-General Peter Cosgrove said the show of unity from the police commissioners demonstrated that the days of keeping quiet were over.

BPWA Congratulates Elizabeth Broderick

Jasmyn Mumme — Mon, 24 Nov 2014 00:30:00 GMT

BPW Australia congratulates Sex Discrimination Commissioner Elizabeth Broderick on winning the Australian Financial Review/Westpac Woman of Influence 2014 award. Elizabeth has worked actively for gender equality throughout her career and her work at the Australian Human Rights Commission has produced significant government and community focus on access to child care, parental leave and the treatment of pregnancy in the workplace, issues that are so critical to sustaining Australian women’s equal place in the workforce. Read more.

The National Gender Equality Assembly Australia and BPW

Sat, 22 Nov 2014 05:24:53 GMT

F028GenderEqualityweb.pdf

BPW is offering a fantastic opportunity to one of our members. BPW Australia has partnered with the National Gender Equality Assembly over the past few years and we are doing so again in 2015. The Assembly will be held at Rydges World Square, Sydney, on Friday, 30 January 2015. Read the program attached at the end of this article, outlining an impressive line up of speakers offering some thought provoking views.

The Assembly has provided one free registration for a BPW member which will go to the winner of a small competition. All you have to do is to write a short statement, in 100 words or less, explaining why you would like to attend the Assembly, and how you would share your insights and new knowledge with other BPW members. Send your entry along with your membership number to President Janis Shaw at president@bpw.com.au by Tuesday, 9 December 2014, and the winner will be announced the following Friday. Please note that travel will be at the winner’s own expense.

The Assembly will also give a $300 discount to BPW Australia members who register by 17 December 2014.

The Gender Equality Program

This entry was posted on Saturday, November 22nd, 2014 at 10:06 am and is filed under Front Page, Latest News. You can follow any comments to this entry through the RSS 2.0 feed. Both comments and pings are currently closed.

Employer of Choice citations 2014

Fri, 21 Nov 2014 05:33:34 GMT

BPW Australia congratulates the organisations that have received citations as Employer of Choice for Gender Equality in the 2014 inaugural awards. The citations extend the scope of the Employer of Choice citations awarded in 2014 by the Workplace Gender Equality Agency compared to citations awarded in previous years, and require successful organisations to have demonstrated significant initiative and commitment to achieving gender equity in the workplace. For the first time, the citation process has assessed remuneration data to compare women and men across all levels of organisations as well as the strategies reported by organisations in order to improve and sustain gender equity achievement.

WGEA Director Helen Conway said: “We know sustained and multi-faceted interventions are required to address the structural and cultural barriers that prevent women and men from equally participating at all levels of an organisation. This year’s citation holders have each demonstrated their commitment to maximising the full potential of their entire talent pool.”

This entry was posted on Friday, November 21st, 2014 at 3:07 pm and is filed under Front Page, Latest News. You can follow any comments to this entry through the RSS 2.0 feed. Both comments and pings are currently closed.

BPW Past President is Awarded an Edna

Wed, 12 Nov 2014 05:36:17 GMT

The 2014 Edna Ryan Award recipients were recently announced.
BPW Australia Past President, Marilyn Forsythe was awarded in the category of
“Workforce for improving conditions for women workers”

Congratulations Marilyn from BPW Australia. Your advocacy and hard work is deserving of such recognition.
Read more…

Equal Pay Day 2014 BPW Club National Competition

Fri, 07 Nov 2014 05:38:14 GMT

The judging panel consisting of Past President Marilyn Forsythe, Director of Young BPW Erin Chew and Young BPW Awardee Mayase Jere, has decided the winning entries in the EPD Club Competition. There were more entries this year and three categories; winning clubs receive $200. Check out all of the winning entries here.

Congratulations to:
Category 1. Best Equal Pay Day slogan/message: BPW Joondalup
Category 2. Best article on an Equal Pay Day club event: BPW Adelaide
Category 3. Best media coverage: Joint winners: BPW Coffs Harbour and BPW Joondalup

Gender Pay Gap Grows to 18.2% Less for Women in 2014

Fri, 15 Aug 2014 05:54:51 GMT

BPW Australia is disturbed by the almost 1% increase in the pay gap between men and women over the past 12 months. Despite all attempts by government to ensure better workplace practices, somehow employers are missing the mark.

BPW Australia calls upon the government to educate employers about the concept of a fair day’s pay for a fair day’s work, and end the secrecy of what men earn in their pay packet compared to women. If there was improved transparency around what workers were paid, women would be better valued for the work they do to keep the Australian economy burning.

Equal pay day 5 September – 66 days extra to work to earn same as men in previous year

This year, a woman has to work 66 days longer than a man to earn the same annual income, according to the figures from the Australian Bureau of Statistics.

National President of BPW Australia, Dr June Kane says members have every right to be angered and dismayed by the continued disregard and lack of respect for the contribution women make to the world of work in Australia.

BPW Australia has a long history in lobbying this issue at the highest levels, and there seems to be nothing to celebrate this year, with one of the worst figures in gender pay equity for 20 years. Employers are being asked to examine their work practices, and ensure that women are being paid on an equal footing with their male co-workers. There should be zero tolerance for sex discrimination in the pay packet.

On September 5, women are encouraged to wear red, as a symbol of solidarity for equal pay.

This entry was posted on Friday, August 15th, 2014 at 2:43 pm and is filed under Historical, Posts. You can follow any comments to this entry through the RSS 2.0feed. Both comments and pings are currently closed.

Business Leaders Agree Gender Equity is Good Business Sense

Fri, 18 Jul 2014 05:49:35 GMT

As G20 countries met in Sydney to discuss global trade and finance this week, business leaders came together at an important event highlighting the difference women’s empowerment and gender equity make to the bottom line. The Grattan Institute reports that a six per cent rise in female participation would increase the size of the Australian economy by around $25 billion a year. With the productivity imperative and growth targets in mind, the Australian Chamber of Commerce and Industry’s (ACCI) Productivity Leadership Program, with partners BPW Australia, the Australian National Committee for UN Women, UN Global Compact Network Australia, Australian Human Rights Commission, AMMA, AWRA and Corporate Sustainability Australia, hosted this special WEPS event.

Business Leaders Agree Gender Equity is Good Business Sense

This entry was posted on Friday, July 18th, 2014 at 3:28 pm and is filed under Front Page, Latest News. You can follow any comments to this entry through the RSS 2.0 feed. Both comments and pings are currently closed.

Report from BPW International Congress 2014

Mon, 16 Jun 2014 05:57:49 GMT

A delegation of 21 BPW Australia members attended the 28^th BPW International Congress in Jeju, South Korea, in May. A new International Executive was elected, including new International President Dr Yasmin Darwich of Mexico. BPW Australia was instrumental in the successful adoption of a number of resolutions that will guide the global agenda for the organisation over the next three years. For photographs and more detail, read National President Dr June Kane’s report here…

Read Report from BPW International Congress 2014

This entry was posted on Monday, June 16th, 2014 at 11:14 am and is filed under Front Page, Latest News. You can follow any comments to this entry through the RSS 2.0 feed. Both comments and pings are currently closed.

BPW Swan Hill’s Marie Schlemme on Queen’s Birthday Honours List

Mon, 09 Jun 2014 06:03:00 GMT

Former National President (1985-87) Marie Schlemme was awarded the Order of Australia Medal in the Queen’s Birthday Honours List on 9 June. Marie, an active member of BPW Swan Hill, in Victoria, received the award for her contribution to women and education. BPW members across Australia congratulate Marie and take pride in her achievement.

BPW responds to Pregnancy and Return to Work Survey

Thu, 15 May 2014 06:03:56 GMT

The recently released Australian Human Rights Commission report, Supporting Working Parents: Pregnancy and Return to Work National Review, revealed some disturbing news for women having children, and who wish to remain in, or return to the workforce after having a child.

The review found that one in two women in Australia reported experiencing discrimination in the workplace during their pregnancy, parental leave or on return to work.

The levels of discrimination experienced by women requesting, or taking Paid Parental Leave (PPL), and their return to work following leave, are quite disturbing. And it is not only women, but their partners as well, who appear to have suffered disadvantage in those circumstances.

Commonly reported types of discrimination experienced included reductions in salary, missing out on training, personal development and promotional opportunities.

The survey was conducted from a pool of 2,000 Centrelink-registered mothers, and recorded their perceived levels of discrimination following the introduction of PPL in January 2011. The sample size is significantly large enough to give this dataset statistical weight. The sample size of fathers and partners was 1200, again from those registered at Centrelink as receiving two weeks’ pay.

As a result of this discrimination, 84% of those mothers who perceived discrimination reported some significant negative impact related to mental health, physical health, career and job opportunities, financial stability or to their families. This represents approximately 30% of all mothers surveyed.

The mental health of mothers of young children is a deeply concerning matter, and will certainly have ramifications that may affect other young women considering motherhood. That employers are not making suitable adjustments in the workplace is of course a matter of concern for BPW Australia.

Interestingly, more than a quarter (27%) of the father and partner respondents reported experiencing discrimination during parental leave.

The government may need to meet this challenge with greater education of employers in respect of PPL. Unconscious, or conscious bias is threatening the well-being of not only women having children, but the children themselves. The increase in women’s workforce participation is critical to increasing the GDP of Australia, and any obstacles to this must be taken seriously as an issue of national importance.

Andrea Cross
Director of Policy
BPW Australia

This entry was posted on Thursday, May 15th, 2014 at 2:28 pm and is filed under Front Page, Latest News. You can follow any comments to this entry through the RSS 2.0 feed. Both comments and pings are currently closed.

Employers Support Gender Reporting

Fri, 18 Apr 2014 06:05:33 GMT

Supporting the view of BPW Australia, the Consult Australia Champions of Change have written to the Prime Minister to express their support for a robust workplace gender equality reporting framework. The group, comprised of 13 CEOs from the built environment consulting sector, are taking collective action to address equality in their workplaces and stimulate wider industry support for gender reporting. “All reporting regimes include an element of administrative burden but, as business leaders, we understand the primacy of data and the merits in making the effort to collect it,” said Greg Steele, Managing Director Australasia, Hyder Consulting and chair of the group.

Read Media Release

This entry was posted on Monday, April 28th, 2014 at 10:39 am and is filed under Front Page, Latest News. You can follow any comments to this entry through the RSS 2.0 feed. Both comments and pings are currently closed.

A message from BPW Australia on International Women’s Day 2014

Mon, 03 Mar 2014 06:14:49 GMT

On 8 March every year, women across the globe mark International Women’s Day (IWD), a day of celebration and aspiration.

But did you know that IWD was originally called “International Working Women’s Day”? Since it was first observed in 1908, IWD has been an important day for organisations like BPW Australia which focus on the rights of women in the world of work (within the broader context of women’s rights in general).

The history of IWD is interesting also because it began as a political event in the Socialist states of Eastern Europe, Russia and the former Soviet bloc. It was only when the day was added to the UN calendar that IWD became the human rights day that we know today.

Since it began, IWD has celebrated women’s achievements but also allowed women to pause and think about what still remains to be achieved.

In Australia, the focus is primarily on celebration: this year we hail the achievements of our first female Governor-General, the Hon Quentin Bryce AC CVO, BPW Australia’s patron, whose term ends on 28 March. Quentin Bryce is a role model for all women in Australia, young and old. She has served our nation with dignity, compassion and commitment, and has shown courage in speaking out for gay marriage and an Australian republic when she could so easily have hidden behind the traditions of her office. Her hopes that Australia might become a nation where “people are free to love and marry whom they choose… and where perhaps…one day, one young girl or boy may even grow up to be our nation’s first head of state” were not a political statement, but an endorsement of the rights of all people.

Australia has now had a female Governor-General and a female Prime Minister, but such achievement has been shown to be fragile. By the end of this month, we shall again live in a country that has a man (a worthy man) in the Governor-General’s role, a man leading our Government and only one woman in the Cabinet. Clearly our work to achieve full equality of opportunity and representation is not over.

It should be of concern to all Australian women that, in the latest Global Gender Gap Report, Australia has slipped 10 places, with women in countries including South Africa, Cuba, Burundi, the Philippines, Latvia and Lesotho all enjoying greater equality with men than we do in relation to key indicators of equality: health, education, economics and politics. While Australia rates in equal first place in education, it comes in at 69th for health and survival and only 43rd for political empowerment.

Australian women still experience underlying forms of discrimination in the workplace and subtle, unconscious bias. The challenge for our society today is to continue to break down these barriers to change. The National President of Business and Professional Women (BPW) Australia, Dr June Kane AM, says “These are testing times for all of us who care about women’s status and rights both at work and in the community. Despite so many years of work, often robust legislation and the continuing determination and commitment of women across Australia, working women still do not receive the same pay as men for equivalent work; women retire with less superannuation; and we are under-represented not only on boards but on decision-making bodies at all levels. ”

This is why IWD is also a day of aspiration – a day when we recommit to our aspirations to achieve a world where all women enjoy all of their rights.

We do this at home through advocacy and lobbying, national campaigns, community projects and by enhancing our own personal and professional capacities for the benefit of our families, communities and nation. And we do it on an international level through our affiliation with BPW International, a global network of women whose aspirations match our own.

As IWD is marked this year, BPW International delegates – including BPW Australia members – will be preparing for the 58^th meeting of the Commission on the Status of Women (CSW) at the UN in New York. There, major themes are discussed each year, to ensure that international commitments made at conferences like the Beijing Conference on Women are followed through, and that governments are fulfilling their promises made in ratifying instruments such as the 1979 Convention on the Elimination of All Forms of Discrimination against Women (CEDAW).

BPW International delegations and our permanent representatives to the UN in New York, Geneva and Vienna work tirelessly on these issues, ensuring that BPW’s voice is heard and that we are able to influence international agendas and actions for the benefit of women worldwide.

BPW Australia’s affiliation to BPW International also means that we can influence the international women’s agenda through such processes as the BPW International Congress, which in May this year will be held in Jeju, South Korea. Resolutions that we have put forward will be voted on by BPW members from across the globe, as we vote on their resolutions, and together we shall set the agenda for our international work for the next three years.

These international processes are directly linked to the collegiate meetings BPW Clubs hold every month across Australia. Our Clubs are the heart of our organisation and members generate the energy that keeps us alive and able to do the work we do – at local, national and international levels.

As International Women’s Day comes around again this year, every member of BPW Australia should be proud of our achievements on behalf of women here and overseas, and recommit to our aspiration that true equality and enjoyment of rights become a reality for all women.

This entry was posted on Monday, March 3rd, 2014 at 2:30 pm and is filed under Front Page, Latest News. You can follow any comments to this entry through the RSS 2.0 feed. Both comments and pings are currently closed.

BPW Australia Gender Equity Indicators Position Statement March 1 2014

Sat, 01 Mar 2014 06:18:24 GMT

BPW Australia is dismayed by news this week that the government is considering changing the reporting around the Workplace Gender Equity Indicators only recently introduced. If these proposals are implemented, the concern of our members — employers and employees– is that systemic discrimination will continue to prevent gender equity in the workplace.

For the first time ever data is being collected from companies with more than 100 employees, who report on information such as gender composition of the workforce and governing bodies, remuneration, positions held, hours worked, flexible work arrangements for carers, and consultation on gender equality. From this, companies themselves are encouraged to identify unconscious bias in selection and promotion practices that currently impede women’s workforce participation and career advancement.

To have any meaningful impact on understanding the continued disparity in wages and leadership positions for women in this country, and given the lack of accurate basic information collected in the past, we ask the government to ensure that reporting continues unchanged.

BPW Australia recognises the economic cost to companies to comply with the reporting standards, but remains concerned that any attempt to decrease the number of companies reporting would weaken the restructuring of outdated work practices.

We ask the government to respect the fact that the current reporting arrangements were widely discussed with the corporate sector and women’s and other community organisations, and reflect a broad consensus on the way forward in ensuring gender equity in the workplace.

BPW Australia has been an advocate for gender pay equity for more than 60 years and will continue to support change that can improve women’s full participation in all aspects of the economy, returning benefits to individuals and businesses alike.

For further information contact:
Director of Policy: Andrea Cross
dirpolicy@bpw.com.au

This entry was posted on Saturday, March 1st, 2014 at 3:00 pm and is filed under Front Page, Latest News. You can follow any comments to this entry through the RSS 2.0 feed. Both comments and pings are currently closed.

National Gender Pay Gap at 17.1% – is this progress?

Thu, 20 Feb 2014 06:19:34 GMT

New figures released 20 February by the Australian Bureau of Statistics show that, on average, full-time working women’s earnings are 17.1% less per week than full-time working men’s earnings (a difference that equates to $262.50 per week). This gap in male and female earnings has decreased slightly since the last set of ABS figures were released in August 2013, when the gap was 17.5%. Women’s earnings have increased at a slightly higher rate than men’s over the past 12 months: 3.5% compared to 3%. Some may consider this to be “progress” –that is a matter of opinion. BPW Australia’s opinion is that we shall have made progress when there is NO pay gap. At the fifth national conference in 1952, BPW Australia launched a “Rate for the job” campaign in support of ratification of the International Labour Organization’s Equal Remuneration Convention (1951). It is inconceivable that, 62 years later, the campaign slogan “Pay the job, not the sex” is still absolutely valid.

This entry was posted on Thursday, February 20th, 2014 at 11:57 am and is filed under Latest News. You can follow any comments to this entry through the RSS 2.0 feed. Both comments and pings are currently closed.

Caution urged on Abbott Government Paid Parental Leave Scheme

Tue, 11 Feb 2014 08:17:07 GMT

EconomicSecurity4Women, of which BPW Australia is a member, has urged the Federal Government to refer its contentious Paid Parental Leave (PPL) Scheme to the Productivity Commission Review on Childcare.

The new PPL Scheme is due to commence on 1 July 2015 if legislation passes the Senate, however a number of key women’s organisations believe it should be linked closely with any major reforms on childcare – which has a much greater impact on the capacity of women to work and care than PPL.

EconomicSecurity4Women has noted the government’s assurances that:

It will consult with business groups, unions, superannuation and women’s organisations, not-for-profit representatives, rural groups and state and territory governments ahead of the introduction of the legislation;
It does not intend to displace existing PPL schemes provided under industrial agreements, but will take on an employer’s responsibility to provide the payment and superannuation up to the PPL wage amount;
Employee entitlements set out in existing enterprise agreements will not be affected – employees will not lose any conditions they already receive;
Employers will continue to be allowed to determine their own policies including offering top-ups to attract staff;
As the costs of providing payments during parental leave is lifted off employers, they will be directed to/encouraged to invest in other work/family policies;
All eligible men and women will receive the same minimum payment during leave – that is, their actual wage, or national minimum wage if higher, for 26 weeks.

This entry was posted on Tuesday, February 11th, 2014 at 2:35 pm and is filed under Front Page, Latest News. You can follow any comments to this entry through the RSS 2.0 feed. Both comments and pings are currently closed.

BPW Australia calls for a childcare model that permits women’s full and equal participation in the workforce

Mon, 10 Feb 2014 08:19:13 GMT

BPW Australia has made a submission to the Productivity Commission Inquiry into Childcare and Early Childhood Education, underlining the links between accessible, affordable and flexible childcare and women’s full participation in the workforce.

BPW Australia Director of Policy, Andrea Cross, says: “The most important issues to come out of our survey of members are the real lack of flexibility in the workforce and childcare operating hours that match modern working conditions. We have recommended that the government needs to look at alternative models of funding childcare including overseas models that link childcare to productivity gains and economic growth.”

The eventual cost of childcare, Cross says, is still borne to a major extent by women, who suffer not only a loss of earnings and promotion over their life-time, but also consequent loss in the value of their superannuation.

BPW Members can access the full submission and a Q & A on the issues in the Club Resources section of the website.

This entry was posted on Monday, February 10th, 2014 at 2:37 pm and is filed under Front Page, Latest News. You can follow any comments to this entry through the RSS 2.0 feed. Both comments and pings are currently closed.

Recognizing Australia’s first female Governor-General

Tue, 28 Jan 2014 08:20:20 GMT

Prime Minister Tony Abbott has announced that General Peter Cosgrove AC MC will take up the role of Governor-General of the Commonwealth of Australia in March. BPW Australia congratulates this eminent Australian on his appointment.

We also acknowledge with respect and deep gratitude the exceptional leadership of the outgoing Governor-General, Her Excellency Ms Quentin Bryce AC, our patron. Quentin Bryce is a role model for all Australian women. A highly respected professional in her chosen field who rose to the country’s highest rank, Ms Bryce has shown leadership, dignity, courage and commitment as Australia’s first female Governor-General.

Men still earn more than women Australia-wide

Fri, 20 Dec 2013 08:49:09 GMT

Women are earning only 64 per cent of the average man’s wage and salary income Australia-wide, according to a report released 20 December 2013 by the Australian Bureau of Statistics (ABS). ABS Director Lisa Conolly said, ”While average wage and salary income in Australia for 2010-11 was $51,923, men recorded a higher average of $62,699 compared with $40,312 for women.”

The report shows that men earn more than women in every state and territory with the gap being particularly large in Western Australia, where women earn only 55 per cent of the average male income. BPW Australia underlines the importance of continuing lobbying and pressure in support of Equal Pay for Equal Work, as well as gender equity across the world of work, from recruitment to promotion to leadership.

This entry was posted on Friday, December 20th, 2013 at 1:30 pm and is filed under Front Page, Latest News. You can follow any comments to this entry through theRSS 2.0 feed. Both comments and pings are currently closed.

New Australian Law Reform Inquiry to focus on freedoms

Thu, 12 Dec 2013 08:55:25 GMT

The Attorney-General, Senator the Hon George Brandis QC, has asked the Australian Law Reform Commission (ALRC) to review Commonwealth legislation to identify provisions that unreasonably encroach upon traditional rights, freedoms and privileges. Senator Brandis said that the review will be one of the most comprehensive and important ever undertaken by the ALRC. “This is a major instalment towards the commitment I made to restore the balance around the issue of human rights in Australia,” said Senator Brandis. I have asked the Commission to identify where traditional rights, freedoms and privileges are unnecessarily compromised within the legal structure of the Commonwealth.

This entry was posted on Thursday, December 12th, 2013 at 12:37 am and is filed under Front Page, Latest News. You can follow any comments to this entry through the RSS 2.0 feed. Both comments and pings are currently closed.

ABS survey demonstrates need for action on violence against women

Thu, 12 Dec 2013 08:53:34 GMT

The Coalition Government welcomes today’s release of the second national Personal Safety Survey by the Australian Bureau of Statistics. The Minister Assisting the Prime Minister for Women, Senator the Hon Michaelia Cash said the data from the Personal Safety Survey demonstrates the need for the Federal Government to maintain its focus on addressing violence against women. “This extensive survey builds on data collected in the first national Personal Safety Survey, and will assist in developing a strong evidence-base on violence against women,” Minister Cash said. “Shockingly, the survey confirms that one in three women aged 15 years and over have experienced physical violence, and almost one in five women have experienced sexual violence.”

This entry was posted on Thursday, December 12th, 2013 at 12:41 am and is filed under Front Page, Latest News. You can follow any comments to this entry through the RSS 2.0 feed. Both comments and pings are currently closed.

BPW Australia Conference

Mon, 25 Nov 2013 08:56:41 GMT

BPW Australia members converged on Ettalong, NSW, earlier this month for their 36th triennial conference. Clubs from across the country elected a new National President and Board, and passed a number of resolutions that will be followed up in coming months. BPW Australia awards of various kinds were announced (see BPW Awards)

This entry was posted on Monday, November 25th, 2013 at 10:00 am and is filed under Front Page, Latest News. You can follow any comments to this entry through the RSS 2.0 feed. Both comments and pings are currently closed.

Stand by your woman: shareholders should demand more balanced boards

Mon, 21 Oct 2013 09:01:54 GMT

The lone lady in a suit is always a matter of interest, whether on a listed company board or in Tony Abbott’s cabinet. Not only does it seem inequitable that women are underrepresented in these influential…

Visit www.conversation.com

This entry was posted on Monday, October 21st, 2013 at 2:05 pm and is filed under Front Page, Latest News, Posts. You can follow any comments to this entry through the RSS 2.0 feed. Both comments and pings are currently closed.

BPW Joondalup & BPW Strathfield, Equal Pay Day Videos

Tue, 24 Sep 2013 05:08:13 GMT

Congratulations to BPW Joondalup who have presented their Equal Pay Day Event 2013 in a short video. (Produced by Megan Bilaloski)

To view go to: BPW Joondalup EPD Event Aug13

Congratulations also to BPW Strathfield who have also made a video, which can be viewed at: BPW Strathfield EPD 2013

This entry was posted on Tuesday, September 24th, 2013 at 1:30 pm and is filed under Front Page, Posts, Press. You can follow any comments to this entry through the RSS 2.0 feed. Both comments and pings are currently closed.

Would business tolerate the Abbott cabinet gender imbalance?

Fri, 20 Sep 2013 09:03:10 GMT

The Conversation (www.theconversation.com) published on the 20th September 2013 an article from Adjunct Professor at James Cook University, Diann Rodgers-Healey. “It would be wrong to think that gender equality in the workplace is still elusive. Even if the Abbott government’s Cabinet, with its sole female member in foreign minister Julie Bishop would seem to show otherwise. Legislatively, there has been a strengthened effort to significantly change how employers address and report on gender equality in the workplace….” The full article can be read at: http://theconversation.com/would-business-tolerate-the-abbott-cabinet-gender-imbalance-18398

This entry was posted on Friday, September 20th, 2013 at 3:26 pm and is filed under Front Page, Latest News, Posts. You can follow any comments to this entry through the RSS 2.0 feed. Both comments and pings are currently closed.

Petition by Girl Guides Australia: Support 2015+ UN Goal

Sun, 08 Sep 2013 09:04:19 GMT

This petition is asking for the Australian Government’s bipartisan support for UN High Level Panel’s Recommendation that the Post2015 UN Development Goals include the Goal to “Empower Girls and Women to Achieve Gender Equality. We know that the key to eliminating poverty worldwide is educating girls and women, providing equitable access to income, and involving girls and women in local and national decision-making. We want a world for girls where they are free from violence, able to determine their own destiny and respected as equal citizens. To Support this go to Petition

This entry was posted on Sunday, September 8th, 2013 at 6:02 pm and is filed under Front Page, Latest News, Posts. You can follow any comments to this entry through the RSS 2.0 feed. Both comments and pings are currently closed.

Equal Pay Day – 3rd September 2013

Wed, 04 Sep 2013 09:05:28 GMT

(Click header to read the full article) Will you let 3rd September slip by without taking any action? This Equal Pay Day reminds us of the 17.5% gender pay gap. Maybe we should just be grateful that it is less than Japan’s 28% or even Sweden’s 18.4%. Our gender pay gap, based on average weekly earnings, means women earn $266.20 less per week. A gender pay gap leads to more than reduced incomes – it also affects the status of women in society. The gender pay gap crosses all sectors, and all sizes of business. BPW Australia continues to support the work of the Workplace Gender Equality Agency to ensure that the small and medium business sector has tools to readily assist them in making their workplaces gender fair. Equal Pay Alliance partner ecomicSecurity4women is focusing on women in small business at their twilight forum with Sydney University’s Women and Work Research Group on 4th September and at their Pay Equity Forum for small business in Melbourne on 5th September. To read the BPW EPD Bulletin go to BPW EPD Bulletin 2013 or go to the www.equalpayday.com.au

This entry was posted on Wednesday, September 4th, 2013 at 9:21 am and is filed under Front Page, Latest News, Posts. You can follow any comments to this entry through the RSS 2.0 feed. Both comments and pings are currently closed.

More Women Than Men In Less Secure Jobs

Fri, 30 Aug 2013 09:10:37 GMT

More women than men in Australia continue to work in jobs that provide less security and stability, according to a new report released on the 27th August 2013, by the Australia Bureau of Statistics (ABS). Today’s release of Gender Indicators, Australia brings together a variety of ABS and non-ABS data to look at the differences between men and women, and how these differences are changing over time. ABS Director of Living Conditions Statistics, Caroline Daley said “that in November 2012, 22 per cent of female employees and 17 per cent of male employees were in casual work without the stability of leave entitlements – a situation that remains largely unchanged since November 2008″. ABS Gender Indicaters Aug13

This entry was posted on Friday, August 30th, 2013 at 11:01 am and is filed under Front Page, Latest News, Posts. You can follow any comments to this entry through the RSS 2.0 feed. Both comments and pings are currently closed.

COSBOA – NAB National Small Business Summit

Fri, 30 Aug 2013 09:09:30 GMT

The NAB National Small Business Summit, a COSBOA initiative, took place at the Brisbane Convention Centre on 24 and 25 July 2013. Leading regulators, business and industry leaders and representatives, senior politicians and bureaucrats attended to discuss key issues surrounding people, policy and partnership for small businesses. Opposition leader, Tony Abbott, was there as was Small Business Minister Gary Gray and his Parliamentary Secretary Bernie Ripoll and shadow Minister for Small Business Bruce Billson. The CEO of the Business Council of Australia, Jennifer Westacott was a keynote speaker, together with Chris Jordan (ATO), Michael Schaper (ACCC), and Stephen Munchenberg (ABA). The full program is available at the Summit website. http://www.thenationalsmallbusinesssummit.com.au/

This entry was posted on Friday, August 30th, 2013 at 11:37 am and is filed under Front Page, Latest News, Posts. You can follow any comments to this entry through the RSS 2.0 feed. Both comments and pings are currently closed.

Equal Pay Day Date Announced

Fri, 23 Aug 2013 09:11:30 GMT

The Workplace Gender Equity Agency (WGEA) has advised, 22nd August 2013, that with the release of the new Average Weekly Earnings data by the Australian Bureau of Statistics, that they have calculated that Equal Pay Day in 2013 will fall on Tuesday, 3rd September. The new ABS figures show that the current national gender pay gap remains relatively unchanged at 17.5%, and the industries with the highest gender pay gap are health care and social assistance (32.3%), financial and insurance services (31.4%) and professional, scientific and technical services (30.1%). WGEA will be updating their Gender Pay Gap Factsheet shortly, so check their website at www.wgea.gov.au

This entry was posted on Friday, August 23rd, 2013 at 12:46 pm and is filed under Front Page, Latest News, Posts. You can follow any comments to this entry through the RSS 2.0 feed. Both comments and pings are currently closed.

New Tools for Maximising the Benefits of Cultural Diversity

Mon, 19 Aug 2013 09:12:26 GMT

The Federation of Ethnic Communities’ Councils of Australia (FECCA) has released a new series of Factsheets, developed in conjunction with Diversity Council Australia and other industry experts and professionals. These ten factsheets cover a range of issues, from exploring cultural diversity in the context of Australia’s broader workforce, to legal frameworks concerning workplace discrimination. For the Factsheets go to http://www.fecca.org.au/resources/harmony-in-the-workplace-factsheets

This entry was posted on Monday, August 19th, 2013 at 3:50 pm and is filed under Front Page, Latest News, Posts. You can follow any comments to this entry through the RSS 2.0 feed. Both comments and pings are currently closed.

It’s Not a Choice – Women’s Super Disadvantage

Fri, 26 Jul 2013 09:13:34 GMT

The financial disadvantage Australian women will face in retirement has nothing to do with whether they have a family, according to new research by The Australia Institute. The paper What’s choice got to do with it? found that women retire with substantially less savings than men, even if they don’t have children or care for elderly parents and stay in full time work. The analysis uses hypothetical examples to illustrate how the life course and work patterns of four different women, a nurse, a lawyer, a finance analyst and a retail worker will likely impact on their superannuation earnings. The Research can be read at: https://www.tai.org.au/index.php?q=node%2F19&pubid=1199&act=display

This entry was posted on Friday, July 26th, 2013 at 12:11 pm and is filed under Front Page, Latest News, Posts. You can follow any comments to this entry through the RSS 2.0 feed. Both comments and pings are currently closed.

Women Vote 2013

Mon, 22 Jul 2013 09:14:29 GMT

The six National Women’s Alliances (NWA) have come together to encourage women to use their votes in the 2013 Federal election. NWA think that it’s important that women’s voices are heard in this election. They want women to vote in a way that reflects the diverse lives and experiences of women in Australia. But really using your vote means more than just turning up on election day and sticking your ballot in the box. Your vote needs to be effective, informed, and independent. To cast an effective ballot, you need to know the rules about filling out your ballot forms. To find out more go to http://womenvote.org.au

This entry was posted on Monday, July 22nd, 2013 at 11:34 am and is filed under Front Page, Latest News, Posts. You can follow any comments to this entry through the RSS 2.0 feed. Both comments and pings are currently closed.

ASX Report finds majority of Australia’s listed companies adopt gender diversity policy

Wed, 10 Jul 2013 09:16:07 GMT

The majority of Australia’s listed companies now have a gender diversity policy in place or plan to implement one, according to the findings of an independent report released by ASX recently. The ASX-commissioned report was conducted by KPMG and analysed compliance by 600 ASX-listed companies with the ASX Corporate Governance Council’s gender diversity Principles and Recommendations (the recommendations), introduced in 2011. The Council’s recommendations provide listed companies with a reporting framework for gender diversity. The full report can be read at: Read Here. The Media Release can be read here: MEDIA RELEASE – ASX Gender Diversity Study Jul13

This entry was posted on Wednesday, July 10th, 2013 at 9:14 am and is filed under Front Page, Latest News, Posts. You can follow any comments to this entry through the RSS 2.0 feed. Both comments and pings are currently closed.

BPW Submits to TAFE Parliamentary Enquiry

Tue, 07 May 2013 09:22:46 GMT

“Many of our members have either worked in or with, or used the services of, local colleges of advanced education. They suggest that TAFE represents the cheapest, easiest educational opportunity for many women, including recently arrived women immigrants to this country and there needs to be continued support of this process to ensure integration of the women and their families into Australian society.” This is part of BPWA’s submission to the Federal Government Enquiry on TAFE. To read the submission please open the following: BPWA TAFE Submission Apr13

This entry was posted on Tuesday, May 7th, 2013 at 2:11 pm and is filed under Front Page, Latest News, Posts. You can follow any comments to this entry through the RSS 2.0 feed. Both comments and pings are currently closed.

BPW Sri Lanka 20th Anniversary Conference

Sat, 27 Apr 2013 09:25:07 GMT

Business & Professional Women has been in Sri Lanka for 20 years and we hope to celebrate it with a conference on “Investment promotion and joint venture opportunities in Sri Lanka” and a study tour of our beautiful island. You are cordially invited to participate in the 20th Anniversary Celebrations to be held in Colombo from the 10th to 12th August 2013 together with all interested entrepreneurs from your country. This is organised with a view to promoting Investment and Joint Venture Opportunities in Sri Lanka in the areas of Manufacture, Exports and Eco Tourism. For further details please read the Aims of the Conference: BPW Sri Lanka Conference

This entry was posted on Saturday, April 27th, 2013 at 9:18 pm and is filed under Front Page, Latest News, Posts. You can follow any comments to this entry through the RSS 2.0 feed. Both comments and pings are currently closed.

Childcare, OOSH Care, Working Parents & National Productivity

Sun, 24 Mar 2013 09:35:57 GMT

economic Security4Women (eS4W) welcomes the recent government announcements of increased investment in childcare and out of school hours care that will go some way to retaining the skills and experience of childcare workers and to exploring more flexible child care options: Both of which will lead to improved opportunities for working parents, especially mothers and increased productivity. “The dynamics of the labour market are changing and we must ensure we have a child care system to support those changes; one that gives working parents the flexibility they need to secure employment while reassuring them that their children have the highest quality care available” said Sandra Cook, chair of eS4W. Full article: Media Release – eS4W ChildOOSHCare 22Mar13

This entry was posted on Sunday, March 24th, 2013 at 1:51 pm and is filed under Front Page, Latest News, Posts. You can follow any comments to this entry through the RSS 2.0 feed. Both comments and pings are currently closed.

New BPW Club Chartered

Sun, 24 Mar 2013 09:26:48 GMT

BPW Australia welcomes the Charter of a new Club in New South Wales on Saturday, 23rd March 2013 at a Gala Event. BPW Strathfield is the newest Club across Australia. A full story will be in the next BPWA Newsletter. Congratulations to all involved in establishing the Club. If you are interested in joining BPW Strathfield, or have any enquiries please go to their webpage at http://www.bpw.com.au/bpw-strathfield/

This entry was posted on Sunday, March 24th, 2013 at 1:59 pm and is filed under Front Page, Latest News, Posts. You can follow any comments to this entry through the RSS 2.0 feed. Both comments and pings are currently closed.

Inaugrual Children’s Commissioner Appointed

Thu, 28 Feb 2013 09:38:35 GMT

The Gillard Government has announced on the 25th February 2013 the appointment of Ms Megan Mitchell as Australia’s first National Children’s Commissioner. The Government congratulates Megan Mitchell on this important and historic appointment. The Gillard Government is establishing a dedicated advocate for children and young people at a national level as part of our commitment to giving kids the best start in life. Ms Mitchell is a strong voice for vulnerable children in her current role as New South Wales Commissioner for Children and Young People and she will bring that experience to the national stage. The full Media Release from the Federal Government can be read at http://juliecollins.fahcsia.gov.au/node/311

This entry was posted on Thursday, February 28th, 2013 at 12:57 pm and is filed under Front Page, Latest News, Posts. You can follow any comments to this entry through the RSS 2.0 feed. Both comments and pings are currently closed.

Australian Government Response to Workplace Bullying Report

Wed, 13 Feb 2013 09:39:30 GMT

The Australian Government has tabled its response to the report Workplace Bullying “We just want it to stop”. The Government welcomes the report and acknowledges the significant and in many cases very personal contribution made by more than 300 individuals and organisations to the Inquiry through evidence and submissions. The Government is committed to making sure all Australian workplaces are safe, healthy and productive workplaces that promote a zero tolerance approach to bullying in the workplace. The response can be read by opening the following: Fed Govt Report – Bullying Feb13

This entry was posted on Wednesday, February 13th, 2013 at 1:36 pm and is filed under Front Page, Latest News, Posts. You can follow any comments to this entry through the RSS 2.0 feed. Both comments and pings are currently closed.

Australian Women Against Violence Alliance

Tue, 29 Jan 2013 09:42:15 GMT

BPW Australia is a friend and supporter of the AWAVA – Australian Women Against Violence Alliance.

For more details about this Alliance please go to http://awava.org.au

This entry was posted on Tuesday, January 29th, 2013 at 7:58 am and is filed under Front Page, Latest News, Posts. You can follow any comments to this entry through the RSS 2.0 feed. Both comments and pings are currently closed.

Long-Term Unemployment Remains Steady – ABS

Thu, 17 Jan 2013 09:43:27 GMT

Almost one in five (19.6 per cent) of unemployed people in July 2012 were unemployed for one year or more, according to an Australian Bureau of Statistics (ABS) report released on 16th January 2013. ABS Director of Labour Force and Supplementary Surveys, Cassandra Gligora, said the Job Search Experience survey collected information on the experiences of people seeking work such as steps taken to find work and the difficulties encountered in finding work. The survey collected information from unemployed people, employed people who started their job in 2012 and people employed for more than a year in their job who had looked for work in the last year.

To read more please open the following: Media Release ABS Long Term Unemployment Jan13

This entry was posted on Thursday, January 17th, 2013 at 12:32 pm and is filed under Front Page, Latest News, Posts. You can follow any comments to this entry through the RSS 2.0 feed. Both comments and pings are currently closed.

FECCA Project for More CALD Women on Boards

Wed, 19 Dec 2012 09:45:18 GMT

BPWA congratulates the Federation of Ethnic Communities’ Councils of Australia (FECCA) in undertaking a project with funding from the Federal Government as announced by Ms Julie Collins, Minister for the Status of Women, to boost the participation of culturally and linguistically diverse (CALD) women on Boards and in decision-making positions. To read more go to: FECCA Project Launch Dec12

This entry was posted on Wednesday, December 19th, 2012 at 3:27 pm and is filed under Front Page, Latest News, Posts. You can follow any comments to this entry through the RSS 2.0 feed. Both comments and pings are currently closed.

BPWA Welcomes Workplace Gender Equality Agency

Fri, 23 Nov 2012 09:47:26 GMT

Business and Professional Women (BPW) Australia welcomes the amendments to the Equal Opportunity in the Work Place Act legislation and looks forward to the increased assistance the Agency will be able to provide to business, large and small.

“We know that women’s participation in the workforce is increasingly common place, yet women in senior decision making and leadership roles continue to be disproportionately underrepresented,” said Marilyn Forsythe, BPW Australia President. To read more please open the Media Release Media Release Gender Workplace Agency Nov12

This entry was posted on Friday, November 23rd, 2012 at 11:55 am and is filed under Front Page, Latest News, Posts. You can follow any comments to this entry through the RSS 2.0 feed. Both comments and pings are currently closed.

Media Release: eS4W – Proposed Productivity Commission – Childcare

Wed, 21 Nov 2012 09:54:43 GMT

National women’s groups, economic Security4Women (eS4W) and the National Foundation for Australian Women (NFAW), welcomed the Federal Opposition’s support for the call for a Productivity Commission review of childcare. However, the national women’s groups expressed regret that the proposed scope of the Opposition’s reference of childcare to the Productivity Commission does not address the key issues that affect women’s workforce attachment. To read more of the eS4W and the NFAW’s suggestions for the terms of Reference go to: Media Release eS4W Childcare Productivity Commission 19Nov12

This entry was posted on Wednesday, November 21st, 2012 at 4:19 pm and is filed under Front Page, Latest News, Posts. You can follow any comments to this entry through the RSS 2.0 feed. Both comments and pings are currently closed.

BPWI Releases Year One Health Report

Wed, 21 Nov 2012 09:51:23 GMT

Freda Miriklis, BPW International President and Luisa Monini Brunelli, BPW International Health Committee Chairperson, have released the First Yearly Report of the Health Committee. Luisa reports that as a trained medical doctor, her aim is to promote women’s health. This work promotes the United Nations Women’s Empowerment Principles 2, 3 and 4. The report is a summary of the work that is being done by BPW members worldwide, on a Regional basis, that has a health focus. Please read this report: BPWI Year One Health Report Nov12

This entry was posted on Wednesday, November 21st, 2012 at 4:29 pm and is filed under Front Page, Latest News, Posts. You can follow any comments to this entry through the RSS 2.0 feed. Both comments and pings are currently closed.

Government (Fed) Takes Next Step in Delivering Historic Pay Rises

Wed, 21 Nov 2012 09:49:22 GMT

The Australian Government has taken the next step in meeting its commitment to deliver historic equal pay rises to eligible social and community sector workers. The Minister for Community Services, Julie Collins, today announced the Australian Government’s offers as part of its $2.8 billion share of the increases have begun going out to social and community services organisations. “Throughout November, around 4,400 social and community services organisations across Australia will receive letters detailing the Australian Government’s offer towards the pay increases for their workers,”

Ms Collins said. “The Australian Government is delivering on its commitment to the landmark Fair Work Australia decision. We are continuing to work with the sector and State and Territory Governments to ensure the first instalment of this important equal pay order is delivered on schedule next month,” Ms Collins said. The Media Release follows: Media Release Fed Govt – Govt takes next step in delivering historic pay rises Nov12

This entry was posted on Wednesday, November 21st, 2012 at 6:22 pm and is filed under Latest News. You can follow any comments to this entry through the RSS 2.0 feed. Both comments and pings are currently closed.

BPW SouthWest Member elected to Warrnambool City Council

Fri, 09 Nov 2012 10:01:56 GMT

BPW Southwest member Kylie Gaston was elected to Warrnambool City Council in the recent Victorian state elections – her first run at office. Kylie, who is BPW Southwest’s Catering Coordinator, has a background in communications and runs her own business. She is passionate about encouraging business and tourism in the Region and ran on a platform of promoting Warrnambool as a university city, improving rail services, supporting the arts and culture, and encouraging sustainable growth. Kylie says she has benefited from the networks membership in BPW has provided and advice from members with experience as councillors and community leaders. Her campaign, she says, was in itself a rewarding experience and she encourages other women to give it a go.

This entry was posted on Friday, November 9th, 2012 at 7:55 am and is filed under Front Page, Latest News, Posts. You can follow any comments to this entry through the RSS 2.0 feed. Both comments and pings are currently closed.

Forum Invite – 13th Nov – Melbourne – eS4W

Mon, 29 Oct 2012 10:03:00 GMT

Economic Security 4 Women (eS4W), in collaboration with the Brotherhoood of St. Laurence and WIRE Women’s Information, invites you to attend a Forum in Melbourne on Tuesday, 13th November. The Forum is on Equal Opportunity in An Age of Insecurity – Decent work and economic security for women. The forum aims to highlight women’s employment insecurity in relation to equality of opportunity in the workforce, present and future exonomic security, and the gendered nature of unpaid and paid work. It will bring together a range of stakeholders to develop strategies that focus on decent jobs and economic security for women. To get further details please open the following: eS4W Invite to Insecure Work Forum – 13 Nov12

This entry was posted on Monday, October 29th, 2012 at 8:18 am and is filed under Front Page, Latest News. You can follow any comments to this entry through theRSS 2.0 feed. Both comments and pings are currently closed.

Silent Tolerance is Not Enough

Thu, 04 Oct 2012 10:05:12 GMT

BPW Australia President, Marilyn Forsythe, declares we need to speak up for tolerance and the positive community that we want, one that provides for equality of opportunity; respect for human rights; safety and freedom from violence; respect for gender equality – and a higher standard of respect within robust public debate. Events in Australia over the last week has touched many in differing ways. To read the Full Media Release please open the following BPW Media Release Silent Tolerance 4 Oct12

This entry was posted on Thursday, October 4th, 2012 at 1:49 pm and is filed under Front Page, Latest News, Posts, Press. You can follow any comments to this entry through the RSS 2.0 feed. Both comments and pings are currently closed.

Silent Tolerance is Not Enough

Thu, 04 Oct 2012 05:09:23 GMT

Staggered by the Size of the Care Economy

Fri, 21 Sep 2012 10:07:29 GMT

CEO of AEC Group, Simon Smith, was staggered at the recent findings from the report ‘Counting on Care Work in Australia’. AEC Group Ltd undertook this ground breaking research for economic Security4Women. The unpaid component of the care sector is estimated at 50% of GDP. To read the Media Release please read: Media Release eS4W CareEconomy 18Sep12

The Full Report is available at http://www.security4women.org.au/projects/the-australian-care-economy/counting-on-care-work-in-australia

This entry was posted on Friday, September 21st, 2012 at 10:48 am and is filed under Front Page, Latest News, Posts. You can follow any comments to this entry through the RSS 2.0 feed. Both comments and pings are currently closed.

Employment Leader Lays into Newman Govt Job Cuts

Tue, 18 Sep 2012 10:16:12 GMT

Taken from The Sustain Group, 12th September 2012

Former Head of Drake in Australia and Chairman of the Sustain Group, Mr Tukaki, has warned Queensland’s Newman Government that job cuts and a restructuring of the resources royalties percertages may very well reduce the Government’s debt, but it will not provide the medium to long term call to arms for private sector job creation.

To read the full Media Release please open the following: Media Sustain Group Sep12

This entry was posted on Tuesday, September 18th, 2012 at 10:18 am and is filed under Latest News, Posts, Press. You can follow any comments to this entry through the RSS 2.0 feed. Both comments and pings are currently closed.

Women Lose Out in Coalition Move Against Work Equity Legislation

Tue, 18 Sep 2012 10:10:28 GMT

Media Release – The Australian Greens – 11 September 12

The Coalition’s attempt to water down measures designed to improve women’s equity at work, by seeking to amend the government’s Equality Opportunity for Women at Work bill, is a worrying omen of things to come for women under an Abbott government, says Greens spokesperson for women Senator Lee Rhiannon (“Flexibility at work is new norm under equality laws,” SMH p 7 today:http://tinyurl.com/9m6jh4c).

For the full release please open the following: Media Release The Australian Greens 11Sep12

This entry was posted on Tuesday, September 18th, 2012 at 10:26 am and is filed under Latest News, Posts, Press. You can follow any comments to this entry through the RSS 2.0 feed. Both comments and pings are currently closed.

Employment Leader Lays into Newman Govt Job Cuts

Tue, 18 Sep 2012 05:18:19 GMT

Taken from The Sustain Group, 12th September 2012

To read the full Media Release please open the following: Media Sustain Group Sep12

Women Lose Out in Coalition Move Against Work Equity Legislation

Tue, 18 Sep 2012 05:11:34 GMT

Media Release – The Australian Greens – 11 September 12

For the full release please open the following: Media Release The Australian Greens 11Sep12

Gender Pay Gap – 17.5% – really? Yes. Really!

Sat, 01 Sep 2012 11:18:47 GMT

Never heard of it? Don’t believe it? Don’t know anyone who has experienced that? Common reactions. But you can’t ignore facts supplied by the ABS this month that confirm the gap in the full time earnings of men and women. And no you can’t blame it on overtime either. Equal Pay Day is Sunday, 2nd September. A day that draws attention to the gap and the $250 per week difference it makes. Marilyn Forsythe, President of BPW Australia, admits that progress on this issue is frustratingly slow.

To find out more about EPD read the full Press Release by opening the following: Press Release BPWA Equal Pay Day 2012

This entry was posted on Saturday, September 1st, 2012 at 8:42 pm and is filed under Front Page, Latest News, Posts, Press. You can follow any comments to this entry through the RSS 2.0 feed. Both comments and pings are currently closed.

AIST – Equal Pay Day – Gender Pay Gap Leads to Gaping Hole at Retirement (FED)

Sat, 01 Sep 2012 10:19:30 GMT

Ahead of Equal Pay Day this Sunday, September 2nd, The Australian Institute of Superannuation Trustees (AIST) – the peak body for the $500 billion not-for-profit super sector – has called on the Government to prioritise policies that will close the growing gap in women’s retirement savings. AIST CEO Fiona Reynolds said ongoing pay inequity, combined with women’s lower participation rates in the workforce and the fact that women live longer than men, means that many Australian women would continue to struggle in retirement, with less than half the retirement savings of men. Closing the gender pay gap and introducing measures that compensate women for time out of the paid workforce to raise children and act as carers are critical steps to improving women’s retirement outcomes, Ms Reynolds said. To read the full AIST Media Release open the following: Media Release AIST EPD August 2012

This entry was posted on Saturday, September 1st, 2012 at 8:51 pm and is filed under Latest News, Posts, Press. You can follow any comments to this entry through the RSS 2.0 feed. Both comments and pings are currently closed.

Gender Pay Gap – 17.5% – really? Yes. Really!

Sat, 01 Sep 2012 05:24:24 GMT

To find out more about EPD read the full Press Release by opening the following: Press Release BPWA Equal Pay Day 2012

AIST – Equal Pay Day – Gender Pay Gap Leads to Gaping Hole at Retirement (FED)

Sat, 01 Sep 2012 05:20:27 GMT

Economic S4W Survey

Tue, 14 Aug 2012 03:55:34 GMT

We need you to participate in an online survey.

We already know that one third of small businesses are owned and operated by women; that small businesses employ significant numbers of women; that many already offer flexible work arrangements, local employment opportunities and are family friendly. This survey is a follow up of small to medium employers to find out “What do smaller firm owner-managers think about equal pay and what would encourage smaller firm owner-managers to embed equal pay practice within their firm”. To read the full flyer please open the following:

Economic S4W Survey August 2012 To go direct to the survey please open this link: https://www.surveymonkey.com/s/eS4WSME

This entry was posted on Tuesday, August 14th, 2012 at 1:36 pm and is filed under Front Page, Latest News, Posts. You can follow any comments to this entry through the RSS 2.0 feed. Both comments and pings are currently closed.

BPWA August 2012 Bulletin

Mon, 06 Aug 2012 04:05:40 GMT

BPWA August 2012 Bulletin

This entry was posted on Monday, August 6th, 2012 at 2:50 pm and is filed under Front Page, Latest News, Newsletters. You can follow any comments to this entry through the RSS 2.0 feed. Both comments and pings are currently closed.

Call for Gender Targets in the Corporate Workplace – EOWA

Thu, 02 Aug 2012 04:08:10 GMT

The Director of the Equal Opportunity for Women in the Workplace Agency (EOWA), Helen Conway, called for organisations to set clear numerical targets for appointing women to leadership and management positions, following the release today of a report by KPMG on ASX-listed companies’ response to ASX Corporate Governance Council’s recommendations relating to gender diversity.

To read the full Media Release go to: Call for Gender Targets – EOWA August 2012

This entry was posted on Thursday, August 2nd, 2012 at 3:43 pm and is filed under Front Page, Latest News, Posts. You can follow any comments to this entry through the RSS 2.0 feed. Both comments and pings are currently closed.

BPWI President Communique

Tue, 22 May 2012 04:12:50 GMT

To read the latest Communique from Freda Miriklis, BPWI International President please go to the following BPWI May 2012 Communique

This entry was posted on Tuesday, May 22nd, 2012 at 8:06 am and is filed under Front Page, Latest News, Posts. You can follow any comments to this entry through the RSS 2.0 feed. Both comments and pings are currently closed.

Vale – Beryl Nashar

Mon, 07 May 2012 04:21:53 GMT

(9 July 1923 to 12 May 2012)
Past BPW International President and Past Australian President

BPW has lost a true icon with the passing of Beryl Nashar on 12 May 2012 and she served the women in the world with passion and commitment. Beryl will always be remembered and honoured by BPW Australia as there is a perpetual trophy “Beryl Nashar Women of Achievement Award” The recipient of the Award is a member who has demonstrated the same qualities as Beryl who believed that: We should work hard and be prepared to accept responsibility.

To read the BPWA President, Marilyn Forsythe’s, tribute to Beryl please see the attachment: VALE – Beryl Nashar

This entry was posted on Monday, May 7th, 2012 at 1:25 pm and is filed under Front Page, Latest News, Posts. You can follow any comments to this entry through the RSS 2.0 feed. Both comments and pings are currently closed.

Australia Takes Up Seat on UN Women Executive Board

Wed, 02 May 2012 04:24:00 GMT

Australia’s appointment to the UN Women Executive Board will further strengthen our commitment to women’s empowerment, Foreign Minister Bob Carr said today. Australia and Solomon Islands will both take up seats on the UN Women Executive Board from 1 January 2013, providing a unique opportunity to increase the profile of issues facing women in the Pacific, in particular the prevalence of violence against women. “When I met with Michelle Bachelet, Executive Director of UN Women, earlier this month, I reaffirmed Australia’s commitment to the cause of gender equality,” Senator Carr said.

For full details read the Foreign Minister’s Press Release: Australian Seat on UN Women Executive Board Apr12

This entry was posted on Wednesday, May 2nd, 2012 at 7:40 pm and is filed under Front Page, Latest News, Posts. You can follow any comments to this entry through the RSS 2.0 feed. Both comments and pings are currently closed.

Women In the Workforce Winning

Fri, 20 Apr 2012 05:26:54 GMT

Media Release from BPWA President 16th April 2012 MR16Apr12 – Women in the Workforce Winning

This entry was posted on Friday, April 20th, 2012 at 1:08 pm and is filed under Latest News, Press. You can follow any comments to this entry through the RSS 2.0feed. Both comments and pings are currently closed.

Women In the Workforce Winning

Fri, 20 Apr 2012 04:26:12 GMT

Media Release from BPWA President 16th April 2012 MR16Apr12 – Women in the Workforce Winning

Equal Opportunity for Women in the Workplace Amendment Bill

Mon, 02 Apr 2012 04:29:04 GMT

BPW Australia responds to the Inquiry in to the Equal Opportunity for Women in the Workplace Amendment Bill 2012. BPW Australia supports the expansion of the Act to men and all employers and employees in the workplace by amending the short title of the Act to Workplace Gender Equality Act 2012. With a primary focus of increasing women’s full participation in the workforce, BPW Australia is cognizant of the structural changes required by business to deliver equal opportunity and flexible workplaces for all employees – men and women. The renaming of the Agency serves to reinforce this.

The full statement is attached: Equal Opportunity in the Workplace Amendment Bill 2012

This entry was posted on Monday, April 2nd, 2012 at 8:15 am and is filed under Front Page, Latest News, Posts. You can follow any comments to this entry through the RSS 2.0 feed. Both comments and pings are currently closed.

EOWA 2012 Employers of Choice for Women announced

Wed, 14 Mar 2012 04:30:55 GMT

BPW Australia congratulates the organisations recognised as EOWA ‘Employers of Choice for Women’ on 13 March.

BPW Australia National President Marilyn Forsythe said, “It is a benefit to working women in Australia that 125 companies have met the criteria for the ‘EOWA Employer of Choice for Women’. These are companies that realise women can make a positive difference to their business culture and the balance sheet. We hope that next year the list will multiply as organisations see increasing the number of women as a positive factor in all aspects of their business. BPW Australia encourages you to make your money talk and do business with these 125 companies and show your support for the difference they’re making.”

For all the details and the full list of organisations go to EOWA

This entry was posted on Wednesday, March 14th, 2012 at 4:36 pm and is filed under Front Page, Latest News, Posts. You can follow any comments to this entry through the RSS 2.0 feed. Both comments and pings are currently closed.

Yes, it’s International Women’s Day

Thu, 08 Mar 2012 05:57:31 GMT

Around the world, 8 March is marked in many different ways. For some it’s a designated public holiday, for others it’s a day to give gifts such as flowers and chocolates, and especially recognise mothers.

Whatever you’re doing today, take a moment to think about what International Women’s Day symbolises. It’s a day to celebrate, respect, appreciate and honour the women in our lives. A day to honour women’s economic, political and social achievements. A day to acknowledge women’s political and human rights. And a day to increase political and social awareness to prompt action on the ongoing challenge for freedom that women face worldwide.

This entry was posted on Thursday, March 8th, 2012 at 2:00 pm and is filed under Historical, Posts. You can follow any comments to this entry through the RSS 2.0feed. Both comments and pings are currently closed.

The Minister for the Status of Women, Julie Collins, on economic empowerment for women and what it means

Thu, 08 Mar 2012 04:39:53 GMT

Speech from UN Women Australia Forum, National Press Club, Canberra, 6 March 2012

Julie Collins speech 060312

This entry was posted on Thursday, March 8th, 2012 at 1:43 pm and is filed under Front Page, Latest News. You can follow any comments to this entry through theRSS 2.0 feed. Both comments and pings are currently closed.

Women’s Global Business Incubator to Launch in New York 2 March 2012

Thu, 01 Mar 2012 04:41:21 GMT

A ground breaking social enterprise called the BPW Business Incubator Project initiated by Belmont Business Enterprise Centre in Western Australia (Belmont BEC) and Textile, Clothing and Footwear Resource Centre of Western Australia Inc. (TCF Global) and supported by BPW International will launch internationally on March 2 in New York.

The BPW Business Incubator Project will provide online training and mentoring to develop the business skills and business growth potential of women in new or existing homebased, micro & small businesses. Webinars on over 40 business topics such as Business Planning, Starting a Fashion Label, Manufacturing Pitfalls, Import/Export and eCommerce will be available. Participants will also have the opportunity to learn about global sourcing from women vendors directly from the International Trade Centre.

The project will be officially launched at a parallel NGO event during the Fifty-sixth Session of the United Nations – Commission on the Status of Women (CSW56) at forum ‘Empowering Creative Rural Women Through Enterprise Development and Global Fashion Opportunities’.

VIP Guest Speakers will include:

Freda Miriklis – President, BPW International
Sharon Graubard – Senior Vice President, Trend Analysis, Stylesight
Lexy Mojo Eyes – Nigerian Fashion Promoter and President
Carol Hanlon – CEO of Belmont BEC, TCF Global and member of BPW Australia and BPW International Asia Pacific Committee

More details here Women’s Global Business Incubator 010312 and here TCFGLOBALbooklet_CSW HANDBOOK..

This entry was posted on Thursday, March 1st, 2012 at 1:33 pm and is filed under Front Page, Latest News. You can follow any comments to this entry through theRSS 2.0 feed. Both comments and pings are currently closed.

BPWA Comments on the Historic Equal Pay Case

Fri, 03 Feb 2012 05:30:51 GMT

BPW Australia has released a statement in regard to this historic decision made on the 1st February 2012 by Fair Work Australia.

Media Release SACS Award Feb 2012

This entry was posted on Friday, February 3rd, 2012 at 9:34 am and is filed under Latest News, Press. You can follow any comments to this entry through the RSS 2.0 feed. Both comments and pings are currently closed.

BPWA Comments on the Historic Equal Pay Case

Fri, 03 Feb 2012 04:44:13 GMT

BPW Australia has released a statement in regard to this historic decision made on the 1st February 2012 by Fair Work Australia.

Media Release SACS Award Feb 2012

Equal Remuneration Case

Thu, 02 Feb 2012 04:52:32 GMT

150,000 mainly female workers across Australia, on the 1st February 2012, were granted a historic pay increase with the Full Bench of Fair Work Australia handing down its decision on the Equal Remuneration Case. The workers affected were those that work with some of the most vulnerable people in the community and are paid under the Social, Community, Home Care and Disability Services Industry Award. The pay increases will be paid in 9 instalments over the next 8 years and by 2020, the community sector will see total increases of 18% up to 41%! Congratulations to all those that worked towards this. A copy of the full Decision can be found at www.fwa.gov.au

This entry was posted on Thursday, February 2nd, 2012 at 10:25 am and is filed under Front Page, Latest News. You can follow any comments to this entry through the RSS 2.0 feed. Both comments and pings are currently closed.

Bringing together female and male perspectives – One Day Forum in Sydney 31 January 2012

Thu, 08 Dec 2011 05:58:10 GMT

We know all too well that there’s an increasing need for women and men to work together and engage with each other to achieve greater success and enjoy the shared rewards of a better workplace. Get 2012 off to a good start!

Together, female and male employees can promote cultural change, improve communication, initiate equity strategies and develop flexible work practices.

Speakers from UTS, DCA Maddocks, Coles Myer and ABC will share how to:
• Promote better collaboration between women and men
• Introduce equity initiatives and measure their success
• Prove the value of flexible work practices
• Overcome unconscious biases and negative attitudes

BPW Australia Members can save $250 by registering by 9 December. Click here for further information and to book.

This entry was posted on Thursday, December 8th, 2011 at 5:26 am and is filed under Historical. You can follow any comments to this entry through the RSS 2.0feed. You can leave a comment, or trackback from your own site.

Historic day for women workers

Fri, 11 Nov 2011 05:59:16 GMT

Today will be go down in the annals of equal pay history; the Labor government commitment to fund pay rises for thousands of women finally gives recognition of the invaluable work provided by workers in the social and community sector (SACS).

BPW Australia president Marilyn Forsythe applauded the government’s action to support pay rises averaging 20% to workers who have historically been unpaid and undervalued. “We have been lobbying for equal pay for more than 30 years and this is one big step in clawing back our gender pay gap,” Ms Forsythe said.

As a proud partner of the Equal Pay Alliance we have lent our support to the unions and workers involved in this case and hope that the Federal government commitment will be echoed by all States and territories across Australia.

Of the 150,000 SACS workers there are 120,000 women – they look after the homeless, the disabled, refugees, domestic violence victims, children at risk and other vulnerable people in our society. “They have our admiration – but they need a fair wage” said Ms Forsythe.

With our gender pay gap steady at 18% we hope that this, along with other initiatives such as the current review of the Equal Opportunity in the Workplace Act, combine to deliver real equal pay for working women.

For more information contact Marilyn Forsythe on 0412259656

Media Contact: Sandra Cook, National Director of Policy, 0409608344

This entry was posted on Friday, November 11th, 2011 at 4:36 pm and is filed under Historical. You can follow any comments to this entry through the RSS 2.0 feed. You can leave a comment, or trackback from your own site.

Another step forward on the path to equal pay

Thu, 10 Nov 2011 04:53:37 GMT

Prime Minister Julia Gillard has announced the Government will provide over $2 billion to deliver an historic pay rise to 150,000 of Australia’s lowest paid workers in the social and community services sector – the vast majority of them women. This is an important step on the road to closing the long-standing pay gap between men and women and delivering fairness to the workplace. Workers in this sector have been underpaid for too long because their work was viewed as women’s work. They work in incredibly challenging jobs, including: Working with people with disabilities; Counselling families in crisis; Running homeless shelters, and working with victims of domestic violence or sexual assault.

This entry was posted on Thursday, November 10th, 2011 at 2:10 pm and is filed under Latest News, Posts. You can follow any comments to this entry through theRSS 2.0 feed. You can leave a comment, or trackback from your own site.

Equal Pay Day 2011 Bulletin

Wed, 31 Aug 2011 06:00:53 GMT

A 17.2% gender wage gap is hardly cause for celebration but Equal Pay Day is not going unnoticed. BPW clubs across Australia are holding events through September. Whether it is a gala dinner in South Australia, breakfast in Queensland, dinners with Michaelia Cash, the Shadow Parliamentary secretary for Status of Women in Western Australia, cohosting a seminar with Office of Women’s Policy in the Northern Territory, “Unhappy Hour” in NSW or listening to company CEOs in Victoria such as Dr Robyn Gregory or Jen Dalitz - we have the nation covered!

We’ve also grown the Equal Pay Alliance and worked with economicSecurity4Women on two surveys on gender pay equity – go to www.equalpayday.com.au for more.

Our Alliance partners and supporters have collaborated to ensure there is a united front across all aspects of this issue. The ACTU will highlight the gender implications of the Social and Community Service workers pay equity case at its morning tea, while the Diversity Council of Australia is collaborating with EOWA in their public talk “Show me the Money”.

Events (thus far)

BPW Melbourne North West 19th Sept Dr. Robyn Gregory, CEO Women’s Health West
BPW Geelong 9th September EPD lunch Jen Dalitz SheEO Sphinx
BPW Darwin 1st September with Office Women’s Policy Darwin EPD Seminar
BPW Caboolture 2nd September EPD breakfast 18% discount
BPW Adelaide 3rd September Red Purse Gala Dinner
BPW Mid City and Melbourne North West Victoria, 22nd September “Fitted for Work”
BPW Joondalup 9th August with Senator Michaelia Cash, Shadow Parliamentary Secretary for Status of Women
BPW Coffs Harbour 1st September, “Unhappy Hour” Coast Hotel
BPW Maitland 17th August and 7th September
BPW South West Victoria 6th September
Business Women’s Network Coffs Harbour 1st September breakfast
Diversity Council Australia , Sydney 1st September - Show me the Money,
ACTU and VTHC Melbourne 1st September with Jeff Lawrence
Women’s Health West 1st September Footscray “Flash Mob”

This entry was posted on Wednesday, August 31st, 2011 at 11:48 am and is filed under Historical, Posts. You can follow any comments to this entry through the RSS 2.0 feed. You can leave a comment, or trackback from your own site.

BPW Australia 2011 National Policy Summit

Mon, 01 Aug 2011 06:11:20 GMT

Influence policy development and shape the future for Australian women

BPW Australia’s annual National Policy Summit Leading with Advocacy & Action took place in Adelaide on 3 September.

This year’s Summit focused on women’s economic empowerment and the annual Red Purse Gala Dinner marking Equal Pay Day. Full details at www.bpwaustralia.wildapricot.org/summit/

This entry was posted on Monday, August 1st, 2011 at 6:47 pm and is filed under Historical. You can follow any comments to this entry through the RSS 2.0 feed. You can leave a comment, or trackback from your own site.

Equal Pay Day 2011

Sun, 31 Jul 2011 06:22:12 GMT

Marking a gender wage gap of over 17% nationally, Equal Pay Day was 1 September 2011 in Australia. Which means women have to work an extra 63 days from the end of the financial year to match what men earn in 365 days. Hear more in this podcast from 3CR at www.womenontheline.org.au

This entry was posted on Sunday, July 31st, 2011 at 2:35 pm and is filed under Historical. You can follow any comments to this entry through the RSS 2.0 feed. You can leave a comment, or trackback from your own site.

Three BPW Australian Members Elected to BPWI Executive

Thu, 23 Jun 2011 06:24:16 GMT

At the XVII BPW International Congress in Helsinki:

Freda Miriklis, from BPW Melbourne, was elected for the Term 2011 – 2014 as the 22nd International President of BPW. She is joined by Geva Murano, from BPW Melbourne as BPW International Finance Director. Susan Jones from BPW Sydney has been elected as the Asia Pacific Regional Co-Ordinator.

This entry was posted on Thursday, June 23rd, 2011 at 12:54 pm and is filed under Historical. You can follow any comments to this entry through the RSS 2.0 feed. You can leave a comment, or trackback from your own site.

End of year membership special

Thu, 02 Jun 2011 06:34:06 GMT

Join BPW Australia by June 30 and you’ll get 13 months of membership benefits (or close to) for the cost of 12.

Just email us bpwaust@bpw.com.au to get a form and mention this offer.

This entry was posted on Thursday, June 2nd, 2011 at 8:17 pm and is filed under Historical. You can follow any comments to this entry through the RSS 2.0 feed. You can leave a comment, or trackback from your own site.

BPW Crystal Ball funds leadership opportunities for 100 women

Wed, 25 May 2011 06:35:50 GMT

Last Saturday the inaugural BPW Crystal Ball as held at the Burswood Convention Centre in Western Australia. And we are very proud to announce it a responding success!

The proceedings of our first Crystal Ball will help us give 100 women who have suffered domestic violence the opportunity to obtain Certificates in Women and Leadership at Challenger Institute. This project is a huge achievement, made possible though the collaborative community engagement of BPW Western Australia, the Multicultural Women’s Advocacy Service and Challenger Institute.

With the triumph of the BPW Crystal Ball in 2011, we are already looking at holding it again in 2012 (and beyond!) so that we can continue this valuable education fund to help more women in years to come.

A massive thank you to everyone who supported the ball in so many ways- sponsorship, generous raffle items and of course you attendance.

This entry was posted on Wednesday, May 25th, 2011 at 9:30 am and is filed under Historical. You can follow any comments to this entry through the RSS 2.0 feed. You can leave a comment, or trackback from your own site.

Womanhood Celebrated

Mon, 21 Mar 2011 05:36:12 GMT

BPW Joondalup – International Woman’s Day Breakfast
Press clipping March 2011

This entry was posted on Friday, April 1st, 2011 at 11:07 am and is filed under Press. You can follow any comments to this entry through the RSS 2.0 feed. You canleave a comment, or trackback from your own site.

“International Women’s Day has morphed from a battle for fairness into a display of inferiority complex”

Fri, 18 Mar 2011 05:39:38 GMT

In reference to March 17th’s Advertiser, the Letters to the Editor page, in which two daughters of BPW members, Stefania Chiro’s, Mom is member of BPW Adelaide and many other things and Lori Brittle, member on her own right BPW Adelaide East, got letters published in reference to Rex Jory article on IWD.
Letters to Editor

This entry was posted on Friday, March 18th, 2011 at 12:53 pm and is filed under Press. You can follow any comments to this entry through the RSS 2.0 feed. You can leave a comment, or trackback from your own site.

BPW Australia welcomes Work Gender Equity Reforms

Fri, 11 Mar 2011 04:54:28 GMT

Marilyn Forsythe, National President BPW Australia, congratulates the Minister for the Status of Women, Kate Ellis, for announcing the reforms that will require companies with 100 or more employees to increase reporting on gender outcomes. An important point is that there will be no exemptions for companies and non complying companies will not be able to receive Government funded grants or industry assistance programs.

The changes will be enshrined in the Act and businesses will no longer be able to give lip service to the previous requirements under the Equal Opportunity for Women in the Workplace Agency (EOWA) guidelines. For far too long Australian women have been frustrated by being unable to progress through to senior positions. They are doubly discriminated by being paid 18% less than men in Australia. It is about time that the Government brought in laws to achieve real gender equity in Australian companies.

Photo: Kate speaking at the launch of the centenary of International Women’s Day

This entry was posted on Friday, March 11th, 2011 at 10:05 am and is filed under Latest News. You can follow any comments to this entry through the RSS 2.0 feed. You can leave a comment, or trackback from your own site.

Territory’s leading ladies

Thu, 10 Mar 2011 05:41:36 GMT

Media Release, 9th Marth 2011
Territory’s leading ladies

This entry was posted on Thursday, March 10th, 2011 at 12:16 pm and is filed under Press. You can follow any comments to this entry through the RSS 2.0 feed. You can leave a comment, or trackback from your own site.

BPW welcomes Conway and Steele

Wed, 09 Mar 2011 06:37:38 GMT

BPW Australia offers a warm welcome to Ms Helen Conway as the new Director for Equal Opportunity in the Workplace Agency (EOWA). As an organization representing the interests of working women, whether business owners, employers or employees BPW is acutely aware of the need for closer collaboration between the sectors if we are to reverse the increasing gender wage gap.

Ms Conway brings a wealth of private sector experience to this role and BPW looks forward to maintaining its close relationship with EOWA as it strives for greater equality in the workplace, said National President Marilyn Forsythe. As the economic rights of women are a focus for BPW’s International Women’s Day centenary celebrations, we believe Ms Conway’s credentials, including her community related work, will allow her to build the public/private partnerships that we need.

EOWA’s current a/g Director Mairi Steele moves to head the Office for Women, an appointment applauded by BPW. Mairi has had much experience in dealing with the machinations of government policy and this, combined with a strong background in labor economics places her ideally to champion the changes we require, Ms Forsythe said. Australian women can look forward to some real change around gender equity and women’s workforce participation: good for them, for business and for the economy as a whole.

This entry was posted on Wednesday, March 9th, 2011 at 11:14 am and is filed under Historical. You can follow any comments to this entry through the RSS 2.0feed. You can leave a comment, or trackback from your own site.

Minister names new Director for Equal Opportunity Agency

Wed, 09 Mar 2011 05:46:07 GMT

Media Release, The HON Kate Ellis MP, Minister for the Status of Women, 9th Marth 2011
Minister names new Director for Equal Opportunity Agency

This entry was posted on Wednesday, March 9th, 2011 at 11:41 am and is filed under Press. You can follow any comments to this entry through the RSS 2.0 feed. You can leave a comment, or trackback from your own site.

What’s changed during 100 Years of the International Women’s Movement?

Wed, 09 Mar 2011 05:44:30 GMT

Media Release, 9th Marth 2011
What’s changed during 100 Years of the International Women’s Movement

This entry was posted on Wednesday, March 9th, 2011 at 12:18 pm and is filed under Press. You can follow any comments to this entry through the RSS 2.0 feed. You can leave a comment, or trackback from your own site.

Patience Thoms

Thu, 24 Feb 2011 06:52:08 GMT

Patience Thoms – Courier

This entry was posted on Thursday, February 24th, 2011 at 2:54 pm and is filed under Historical. You can follow any comments to this entry through the RSS 2.0feed. You can leave a comment, or trackback from your own site.

Review of brothel laws – including supporting BPW rationale

Thu, 24 Feb 2011 06:40:26 GMT

Review of brothel laws – including supporting BPW rationale

This entry was posted on Thursday, February 24th, 2011 at 2:56 pm and is filed under Historical. You can follow any comments to this entry through the RSS 2.0feed. You can leave a comment, or trackback from your own site.

“Looking for 100 Women”

Thu, 24 Feb 2011 05:47:26 GMT

Joondalup Times Community, 11 February 2011 – submitted by BPW Joondalup
Press clipping_Feb 11

This entry was posted on Thursday, February 24th, 2011 at 4:13 pm and is filed under Press. You can follow any comments to this entry through the RSS 2.0 feed. You can leave a comment, or trackback from your own site.

Paid Parental Leave Statement to Independents

Tue, 22 Feb 2011 06:55:27 GMT

BPW Australia is opposed to the Coalition’s Paid Parental Leave (Reduction of Compliance Burden for Employers) Amendment Bill 2010 which undermines Paid Parental Leave for Australian women.

We believe that that women who work should be treated on an equal footing with all employees – why should their maternity leave payments be treated as welfare payments? The payments via Centrelink will disenfranchise women from their employer while on paid parental leave and could have a significant impact on the number of women who return to their employer at the cessation of the leave.

BPW Australia has lobbied the Federal Cross Bench Politicians to oppose the Bill when it is tabled in Parliament.

Paid Parental Leave Statement to Independents

This entry was posted on Tuesday, February 22nd, 2011 at 12:42 pm and is filed under Historical. You can follow any comments to this entry through the RSS 2.0feed. You can leave a comment, or trackback from your own site.

International Women’s Day Centenary

Mon, 07 Feb 2011 04:55:33 GMT

International Women’s Day is a global day celebrating the economic, political and social achievement of women past, present, and future. The centenary of IWD occurs on Tuesday 8th March 2011 and BPW clubs across Australia will be holding events that celebrates women’s success and draw attention to the inequities that still exist. Refer to our upcoming events.

This entry was posted on Monday, February 7th, 2011 at 4:35 pm and is filed under Latest News. You can follow any comments to this entry through the RSS 2.0 feed. You can leave a comment, or trackback from your own site.

BPWI Congress 2011

Thu, 20 Jan 2011 05:02:37 GMT

The next BPWI Congress is to be held in Helsinki, Finland in June 2011. A contingent from Australia will be attending, led by President, Marilyn Forsythe. More information can be obtained click here or from Marilyn at president@bpw.com.au

This entry was posted on Thursday, January 20th, 2011 at 9:29 am and is filed under Latest News. You can follow any comments to this entry through the RSS 2.0feed. You can leave a comment, or trackback from your own site.

Women’s Empowerment Principles

Thu, 20 Jan 2011 04:56:49 GMT

The result of collaboration between the newly-launched UN Women and the United Nations Global Compact, the Women’s Empowerment Principles make a clear business case for corporate action to promote gender equality and women’s empowerment. Lean how help business can empower women in the workplace, marketplace and community here

This entry was posted on Thursday, January 20th, 2011 at 12:52 pm and is filed under Latest News. You can follow any comments to this entry through the RSS 2.0 feed. You can leave a comment, or trackback from your own site.

BPWA National Conference

Tue, 18 Jan 2011 05:05:07 GMT

Held from 22-24 October 2010 in Perth WA.

Conference was attended by BPWI International President Liz Benham, 1st and 2nd Vice Presidents, Gabriella Canonica and Freda Miriklis, and the Asia-Pacific Regional Coordinator, Young Hai Park.

Elizabeth Broderick, the Federal Sex Discrimination Commissioner was our key-note speaker.

If you didn’t attend – you missed a great weekend!

A new Board was elected at Conference, with Marilyn Forsythe re-elected as National President

This entry was posted on Tuesday, January 18th, 2011 at 4:44 pm and is filed under Latest News. You can follow any comments to this entry through the RSS 2.0feed. You can leave a comment, or trackback from your own site.