Participation, representation, and leadership in the Australian economy must reflect the equitable gender composition and overall diversity profile of society.
WHAT?
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.
HOW?
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.
