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.
The Government’s commitments to extend PPL to 26 weeks should be included in the Bill. As the overall length of PPL periods increase to 2026, fathers and partners should be actively encouraged to access the PPL provisions, through effective and targeted campaigns, and in particular by increasing the ‘use it or lose it’ period.
NFAW believes that no matter where people are born and live, everyone seeking an abortion should have access to legal, safe, timely and compassionate abortion care.
NFAW believes that no matter where people are born and live, everyone seeking an abortion should have access to legal, safe, timely and compassionate abortion care.
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 first budget of the Albanese Government has signaled welcome changes in direction, particularly in moving toward an evidence-based Women’s Budget Statement and investment in projects that will work to mitigate climate change. It will take time for these initiatives to show changes in women’s economic wellbeing and safety, and this is recognised with costs, for example in child care, climate change and paid parental leave, being acknowledged as an investment in the future.
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.
In general we support the provisions of the Bill. However, we note that there are key features of the current child care system implemented in 2018 which have not been addressed in this Bill. They warrant further consideration and review. Some of these issues were raised in the Government’s independent Evaluation of the Child Care Package (AIFS, 2022).
