Reducing gender wage gaps is not an inefficiency but an overall better utilisation of women’s skills, and so an economy-wide productivity gain.
This submission seeks to inform the Economic Reform Roundtable of the gender implications of building economic resilience and the benefits from investing in gender equality. Workplace flexibility is improving but is at risk, and there is more to be done.
Workforce Australia (WFA) commenced in 2021 as a result of the findings of key reviews into the Jobactive program. Under the new model performance criteria have addressed some key failures of the previous systems. However the changes do not address some of the underlying flaws in how services are delivered to job seekers.
We are responding to the terms of reference through a gender lens. Women’s workforce participation reflects their role as unpaid carers as it changes over the working lifecycle. The industrial relations framework penalises women as it is based on the male breadwinner model, while the tax-transfer system imposes high EMTRs on second incomes and gender segregation limits career progression.
we particularly want to note and welcome the package of amendments relating to equal remuneration. The provisions in this package fully implement the government’s election commitments, but more than that they display a desire to see pay equity work for women.
The Bill straight forwardly embraces the suite of recommendations made by NFAW and other commentators from the sector on remedying the deficiencies of the previous Government’s response to Respect@Work.
We understand the focus on work and care to apply to both the intersection of workplace laws with informal caring responsibilities, but also the intersection of the workplace laws with employment in the care sector.
NFAW is grateful for the invitation to contribute to the review of the operation of the Fair Work Amendment (Supporting Australia's Jobs and Economic Recovery) Act 2021 (Cth) (the FW SAJER Act). We note, however, that 12 months is a short time in which to establish reliable impact data, especially when employment behaviour during that period has also been affected by the national pandemic response.
The Sex Discrimination and Fair Work (Respect at Work) Amendment Bill 2021 (the Bill) is minimalist in its ambitions and achievements: indeed, many of its provisions are described by the government in its Explanatory Memorandum as merely clarifying existing provisions of the relevant legislation (paras 14, 18, 19, 21, 24 and 184).
