Participation, representation, and leadership in the Australian economy must reflect the equitable gender composition and overall diversity profile of society.
- The Australian workforce has gender balance in full-time, part-time, and casual roles and across all industries, sectors, functions, and levels of leadership, including public utilities/authorities, ASX200 company boards, advisory bodies, and decision-making bodies.
- All people have equal workplace rights and benefits.
- Make universal, free childcare available, and invest in the childcare system.
- Set targets or quotas for recruitment and promotion.
- Through formative education, eliminate gender stereotypes and job role biases and inform career choices.
- Remove structural barriers to people’s equal participation and representation in all industries.
- Address the gender imbalance in male and female-dominated industries.
- Improve career and industry visibility in schools, with a specific focus on breaking down gender stereotypes.
- Identify and communicate clear pathways and an understanding of different industry sectors for children and adolescents.
- Reform Parental leave, including flexibility on when parental leave is taken, incentives for care sharing, paid super on leave, and continuity of service on leave.
- Accelerate recognition of Prior Learning of Overseas Educational Qualifications.
- Include gender as a bid criterion so that women-run businesses can get the same access to contracts and results.
- Government incentives for private sector investment to increase women’s representation in male-dominated industries.
- Legislative reform that normalises flexible working, focusing on creating additional full-time positions with discretion over when, where, and how work is undertaken.