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 do wish, however, to strongly commend the Government on the full package of measures addressing job security and gender equality (this includes the Supported Bargaining Stream and the Cooperative Bargaining Stream targeting small business).
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.
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.
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).
Insecure employment affects women and men in different ways; it is not gender neutral. This submission responds to the Inquiry’s terms of reference through a gender lens. The displacement of secure by insecure work is not due to a single factor such as growth in casual work.