ࡱ>  "7 !bjbjUU 17|7|~*lttt8$d(j@V"xxxxxx$ p͟xxxxx͟ xx   x"xx x & F'B?x4 vtf0(i*"p"  AUSTRALIAN WOMENS COALITION INC Ground Floor, 39-41Geils Court, DEAKIN ACT 2600 Tel: 61 2 6285 2337 Fax: 61 2 6282 7191 Email  HYPERLINK mailto:awc@netspeed.com.au awc@netspeed.com.au Website: www.awcaus.org.au ABN 62 685 681 595 STRIKING THE BALANCE - WOMEN, MEN, WORK AND FAMILY DISCUSSION PAPER 2005 SUBMISSION BACKGROUND The Australian Womens Coalition (AWC) is a coalition of fifteen national non-government womens organisations. It is non party political, non-sectarian and non-racist. It was formed in 2001 with the express aim of working collaboratively to advance the status of women. The key objectives of the Australian Womens Coalition are to: increase communication within the womens sector; clearly identify and represent the needs of women; and initiate policies, programs and partnerships to address womens needs, and thereby advance the status of women. To achieve these objectives on an ongoing basis the Australian Womens Coalition: consults with women and womens organisations via its member organisations on a wide range of issues affecting women; undertakes policy analysis and research on particular issues affecting women; works collaboratively to provide informed and representative advice and advocacy on issues affecting women; acts as a conduit for the exchange of information between government and the womens sector; All member organisations of AWC have equal rights and equal participation in all AWC initiatives and decision making. As at October 2005, AWCs member organisations are: Aboriginal Legal Rights Movement Inc Australian Church Women Australian Federation of Medical Women Inc Catholic Womens League Australia Inc Conflict Resolving Womens Network Australia Inc COTA National Seniors Partnership Limited Guides Australia Inc Muslim Womens National Network of Australia National Council of Jewish Women of Australia National Council of Women of Australia Inc Pac Pacific and South East Asia Womens Association of Australia Inc Salvation Army Soroptimist International UNIFEM Australia Inc Zonta International District 24 2. CONSULTATION PROCESS All AWC member organisations were provided with copies of the HREOC Striking the Balance Women, Men, Work and Family Discussion Paper and asked to provide their views and that of their constituents on the content and issues raised in the paper for consolidation into a single AWC submission. Some member organisations undertook this consultation and provided feedback to AWC and some did not. In addition, some individual women provided input via member organisations and/or directly to AWC. This submission is a summary of the feedback provided to AWC. This submission does not necessarily represent the views of all AWC member organisations. Input was received from: Conflict Resolving Womens Network Australia Inc National Council of Jewish Women of Australia Soroptimist International Several individual women 3. GENERAL COMMENTS ON Striking the Balance Women, Men, Work and Family 3.1 Soroptimist International Soroptimist International provided relevant extracts from the Soroptimist International Position Statements as comment on Striking the Balance Women, Men, Work and Family. Extracts were drawn from Soroptimist International Position Statements on: Development of Women as Decision Makers Employment Opportunities for Women Equal Opportunity for Women Parent Development Programs Rights of the Single Parent Family, and Women in Social and Economic Development Development of Women as Decision Makers Soroptimist International fully supports the development of women as decision makers and seeks to remove the obstacles that impede the advancement of the status of women. Soroptimist International recognises that: equality in decision making is essential to the empowerment of women; women have always been substantial decision-makers in the areas of primary production and domestic organization; women have demonstrated considerable leadership in community and professional organisations, as well as in public and political office; women are under-represented at executive levels of decision making in government, non-governmental and corporate organisations; equality in decision making is essential to the equitable and sustainable development of global resources. Soroptimist International urges governments to: take a leading role in promoting the policy of mainstreaming by establishing gender balance in government bodies and committees, in public administration and the judiciary; set specific targets and timelines and implement measures to increase substantially the number of women in decision making positions; encourage greater involvement of indigenous and ethnic minority women in decision making at all levels; support non-government organisations and research institutes that conduct studies on womens participation in and impact on, decision-making and the decision-making environment. Soroptimist International also urges governments, in partnership with national bodies, the private sector, non-governmental and international organisations to: take positive action to build a critical mass of competent women leaders, executives and managers in strategic decision-making positions; create or strengthen, as appropriate, mechanisms to monitor womens access to senior levels of decision-making; increase womens participation in and access to decision making in the media and new technologies of communication; review the criteria for recruitment and appointment to advisory and decision-making bodies and promotion to senior positions, to ensure that such criteria are relevant and do not discriminate against women. Soroptimist International will work with other appropriate organisations for the realisation of these aims. Reference: Platform for Action 1995: pg 11, Gi, G2, Gi-f, Para 192a, Para 192b, Para 192c. Employment Opportunities for Women Soroptimist International fully supports the promotion of womens economic rights and independence, including assess to employment, as stated in the Platform for Action adopted at the Fourth World Conference on Women in Beijing in 1995, and advocates the creation of more employment opportunities for women. Soroptimist International recognises that women contribute to development and to the maintenance of social structure through unpaid labour, which is rarely measured in quantitative terms and is undervalued in national accounts. Recognising also that the skills of women, if better utilised, could constitute a major contribution to the economic life of their respective countries, Soroptimist International urges governments, the public and private sector, international development agencies, private enterprises and non-profit making groups to: explore the possibilities of creating new employment opportunities for women in areas of industry which have traditionally been male dominated and in the field of new technology where tradition is not yet established; ensure equal access for women to effective training, retraining, counselling and placement services that are not limited to traditional employment areas; involve local women, who are familiar with the needs of their communities, in the planning and implementation of development projects; review and revise their present training and employment practices to facilitate the employment of women who also carry major domestic responsibilities; establish affordable, accessible, high quality support services to promote the reconciliation of career and family responsibility; adjust employment policies to facilitate the restructuring of work patterns in order to promote the sharing of family responsibilities and to guarantee equal pay for work of equal value; ensure that the new work patterns part time, flexible hours etc. are included within a satisfactory legislative framework; adopt and implement laws against gender discrimination in the labour market; adopt and maintain international labour standards. Soroptimist International will work with other appropriate organisations to realise these aims. Reference: Platform for Action 1995: Section F 150 -165; F1 p. 97; F1 p.98; F1 p.99 Equal Opportunity For Women Soroptimist International is committed to the achievement of equal rights in economic, educational, social and political opportunity for all people and has particular concern for women. Soroptimist International endorses the strategies and objectives stated in the Platform for Action adopted at the Fourth World Conference on Women in Beijing in 1995 and in the UN Convention on the Elimination of All Forms of Discrimination Against Women (CEDAW). Recognising that even where there is equality in law, there is not always equality in practice, Soroptimist International advocates that the strategy of gender mainstreaming be implemented in all government policy and legislation. Soroptimist International accordingly urges governments to: enact and implement legislation which establishes equal rights and opportunities; provide, without fear of reprisal, simple, accessible, speedy procedures for dealing with complaints by women of infringement of the law; establish effective mechanisms for investigating and dealing with violation; offer support services and guidance to women on affirmative action, voluntary policies and when bringing action against discriminatory treatment; encourage the voluntary adoption of equal opportunity policies by major organisations in the public and private sectors; ratify, implement and take positive action to improve the disadvantaged situation of women, as allowed for in the United Nations Convention on the Elimination of All Forms of Discrimination Against Women; develop a comprehensive human rights education programme to raise awareness among others of the human rights of women; disseminate information about equal rights and opportunities in language that can be understood, even by those with limited literary skills; undertake gender specific research and publish gender specific information and statistics. Soroptimist International will work in partnership with other non-governmental and voluntary organisations, related UN agencies, locally and internationally, to promote equality of opportunity, and to monitor the performance of governments and others in relation to this. Reference: Platform for Action 1995, Strategic objective I.1, I.2, I.3, 230-233 Parent Development Programmes Soroptimist International fully supports implementation of the UN Convention on the Rights of the Child by both developed and developing countries. Article 18 of that Convention recognises that parents or legal guardians have primary responsibility for the upbringing and development of the child and declares that the State should support them with appropriate assistance. Soroptimist International also supports the Platform for Action of the Fourth World Conference on Women in Beijing in 1995, in its strategic objective of strengthening the role of the family through the formulation of policies and programmes which help the family in its supporting, educating and nurturing roles. Soroptimist International believes that children require an integrated childhood care system which provides: health care and adequate nutrition; motor/sensory and mental stimulation to foster physical, intellectual, psychological, emotional and social development. This system traditionally involves parents or legal guardians or, where applicable, the members of the extended family or community as provided for buy local custom, as well as support provided by the State. SI recognises that profound disruptions have occurred in traditional family support systems through population movements between urban and rural areas, international migration, poverty, famine, armed conflict and a rapidly changing technology. Increasing numbers of children, including those born to single teenage mothers and to street children, may be subject to risk with regard to their emotional, physical, social and intellectual development. Many parents or legal guardians and, where applicable, members of the extended family or community lack, or are unable to apply, the parenting system for their children. In many instances the only parenting skills they have are those learned from their own parents or other adults and they feel themselves ill-equipped to meet their parenting tasks. Those adults who work directly with children, such as teachers, counsellors, psychologists, social workers and medical personnel have usually had special training. SI believes that the provision of parent or legal guardian development programmes should be a multi-level, multi-agency effort, involving governmental, non-governmental agencies and the media, which should provide quality programmes adapted to the specific socio-cultural settings of the communities they serve. It advocates the formation of high quality parent-development programmes and will continue to work with government, non-governmental organisations, voluntary organisations and related UN agencies locally and internationally to encourage activities which strengthen the capacity of parents and others concerned in the provision of adequate care and education of children Soroptimist International urges its members to: promote the dissemination and use of existing knowledge on child development and on successful community based training and development programmes; work with the local school systems at all levels, as well as with medical professionals, to develop and provide community-based family support programmes to enhance parents, potential parents or legal guardians knowledge of child development, the legal rights of children and skills in child care and education; encourage governmental agencies and non-governmental organisations to support research efforts and methods of monitoring intervention procedures, on the topics of AIDS, child prostitution, child slavery, teenage pregnancies and single parent families; campaign for low cost public education which addresses parenting and child development, mediation, conflict management and communication and listening skills. References: Vienna, NGO Committee on the Family Platform for Action 1995, Chapter 4, Section L, 285. Rights of the Single Parent Family Si has concerns for the parents (male or female) who for reasons often beyond their control are left without the support of a partner or extended family. It is concerned about the discrimination often encountered by single parents and the subsequent adverse effects this may have on the children. It advocates the recognition of the single parent family as a family unit with the right to receive and enjoy the same facilities and benefits as those of the two parent family. Soroptimist International urges governments to: establish and maintain the requisites networks including employment assistance, day care, health care and legal assistance which will enable a parent to cope with child care and crisis care to the benefit of both parents and children; provide the same support as to the two parent families, thus allowing a family unit to be established and to develop in the best interests of the parent and the children. Women in Social and Economic Development SI believes that all people have a right to and a responsibility for development and fully supports the objectives of the Charter of the UN, as stated in Article 55 to promote higher standards of living, full employment and conditions of economic and social progress and development SI further supports the Platform for Action agreed at the Fourth world Conference for women in Beijing in 1995 and endorses the principles of sustainable human development. Soroptimist International emphasises: the interdependence of economic growth and social progress; the inter-relationship between development, human rights and peace; that economic growth must benefit all people; the need to eradicate poverty by the creation of income generating projects which enable women and their families to become self-sufficient; the need to integrate women and disadvantaged people into all phases of the process of development; that development must aim at a balance between economic efficiency, social justice and a sustainable environment; that the use of technology plays a vital part in the development of any country but it must be related to the needs of people. Soroptimist International will work with governments, non-governmental and other appropriate agencies to encourage the empowerment of women to participate in all decision making relating to social and economic development. National Council of Jewish Women of Australia The National Council of Jewish Women of Australia (NCJWA) provided the following comments on Striking the Balance Women, Men, Work and Family. It is still generally presumed that men are their familys principal breadwinners and that a mans paid work obligations takes priority over his family responsibilities. It is likewise generally assumed that the woman will assume all the unpaid family work and responsibilities which may interfere with the mans paid work. I have yet to hear a man ask for advice on how to combine marriage and a career Gloria Steinem. Balancing Work and Family Particular groups balancing work and family responsibilities include recent migrant and refugee women, especially those from Africa and the Middle East. Women in this category are often unskilled or underqualified, lack English language, and are unable or unfamiliar with negotiating favourable workplace conditions. The financial needs of their families forces women in this group into low-paid part-time and casual work, where they are vulnerable to exploitation, have minimal job security, and work hours which conflict with family responsibilities. Moreover many come from countries and cultures where although women may be permitted to work outside the home, work in the home and with children is regarded as solely womens responsibility. In addition, these women often lack extended family members e.g. grandparents and/or community networks to assist with family responsibilities. This is largely a generational problem which may ease in the second and subsequent generation, but will continue to affect new immigrants of non-English speaking backgrounds. Cultural awareness and consciousness-raising programs for both men and women may assist. Professionals, academics and corporate women also have particular needs in balancing work and home responsibilities. These women continue to be particularly vulnerable to the intensification of work demands i.e. unpaid overtime, in order to prove their competence, gain promotion, and maintain a career path. They are the most likely to be disadvantaged economically and in their careers by interruptions to their participation in paid work due to their unpaid work and caring responsibilities. Having said this, it is men in this same category who are most likely to share in unpaid housework roles. A small but growing minority are assuming the role of househusbands and the combined family income from paid work is likely to provide for the cost of outsourcing some routine home duties e.g. cleaning, laundry, gardening. (It is noteworthy that the subcontracting of home-associated work is usually to non-professional women on a lower-paid casual basis. Moreover the intensification of men and womens professional work often results in the outsourcing of care for pre-school and school-age children, and for the growth of the retirement village/special accommodation industries to replace family responsibility for elderly parents/relatives.) Women in paid/unpaid work in a family business also face particular difficulties in balancing work and home responsibilities. This group of women is often overlooked. It is generally assumed that women in this group can arrange their working hours to satisfactorily fulfil their family responsibilities, but for many women whose family businesses depend for survival on the womans work, such flexibility is not always possible. Lone parents continue to face difficulties in balancing work and home responsibilities and the these may be exacerbated by the governments proposed industrial relations policy which requires single mothers to return to work when their child reaches school age, with only recently-introduced exemptions for lone mothers of children with disabilities or exceptional circumstances. Irrespective of the paid work arrangements, there is no exemption for the family responsibilities of women with dependent school-age children. Gender Equality Gender equality requires not so much equity, i.e. equal sharing of paid and unpaid work, but rather it requires arrangements that promote equality of opportunities, choices, recognition, and consideration. Family Friendly Workplace Arrangements Family-friendly workplace arrangements that would benefit women and men include: childcare facilities at the workplace that cater for parents working hours workplace after-school facilities for school-age children during parents work hours paid and unpaid maternity/paternity leave without loss of job security, level, or financial benefits paid leave for either parent when a child is ill flexible work hours to include late workday start/early finish without penalty to allow children to be taken to and collected from school, essential appointments etc work-based onsite support groups to assist e.g. with collective shopping, transport, babysitting, eldercare paid leave for either men or women when an elderly parent is ill paid compassionate leave for both women and men flexible paid holiday leave compatible with school holiday periods Unpaid Work The HREOC discussion paper refers to various aspects of unpaid work, but the focus is primarily on unpaid housework, care of children, and full-time caring of frail elderly and disabled dependents. The paper acknowledges that it is mainly women who are engaged in unpaid house work and care of dependent family members. But less attention is given to women with intergenerational responsibilities for children and adults who are not dependents and do not live with them. They include: Sandwich women i.e. women with responsibilities for both young and/or adult children not necessarily living at home and for elderly parents/relatives who may live independently; Grandparents who are a major source of indirect support for non-dependent couples and single parents balancing paid work and family responsibilities. The grandmothers support usually involves some level of unpaid housework for her adult children and/or responsibility for grandchildren on a regular or occasional basis. The unpaid work of grandmothers is a form of outsourcing work without pay. Nevertheless it is particularly important for employed lone mothers, and for women and men whose paid work commitments impact adversely on their family responsibilities. Migrant families often use family reunion immigration provision for the immigration of grandparents, especially grandmothers, whose role is to care for their grandchildren enabling both parents to enter and retain paid work, even though it may negatively affect the grandparents integration into Australian society. The economic security of retired grandparents is often decreased by the need to financially subsidise an adult child particularly after divorce, when the ex-spouse of the custodial parent may evade child maintenance, when maintenance may be inadequate, or when the non-custodial ex-spouse is left impoverished by child maintenance obligations. The effects of the current family law system in regard to property distribution and child maintenance is in some cases inequitable and may need review, with cases possibly being dealt with on an individual basis. This may be an area in which men could make more use of the family responsibilities provisions of the Sex Discrimination Act. Although government policy aims to encourage older Australians to remain in or re-enter the workforce, it is unlikely that many retirees over 65 will regain employment. Moreover, declining birth and marriage rates indicate future decrease in the proportion of grandparents in the Australian population. Consideration might be given to establishing a Grandparenting Scheme, bringing together working parents without grandparents with retirees willing to provide grandparenting care, possibly for a foster care payment to cover their financial costs and a small wage. Unpaid Voluntary Work: In the 1970s and early 1980s, there was considerable debate about the decline of community-mindedness. Today there are several large and a plethora of smaller voluntary organizations on which Australian federal and state governments rely to provide a wide range of services, social networks, recreation, and a sense of community. Voluntary, i.e. unpaid caring work, is one of the ways in which individuals and the society develop social cohesion. It contributes not only to the nations social capital but also to the national economy. If the cost of volunteers labour and the services they provide to clients were quantified, it is estimated that the national GDP would be considerably increased. The delivery of services by NGOs relies on volunteers of whom the overwhelming majority are women. In the 1970s and earlier, many volunteers in community service NGOs were women in the 30 to 50 age groups who were in paid work or full-time housewives. Today most volunteers are unemployed older women ranging from 50+ to the 90 age group, but their numbers are shrinking due to deaths and infirmities. All voluntary NGOs struggle to attract younger volunteers and are concerned about the continuity of the volunteer sector, whereas younger women maintain that the demands of their paid work (which not infrequently includes voluntary involvement in professional organizations), their family responsibilities, and their leisure needs prevent volunteer work in voluntary community service organizations. It may be hypothesised that the difficulty of younger women (and men) in balancing paid work and family responsibilities with volunteering may be due less to time constraints than to decline in the culture of volunteering, even among ethnic and religious groups whose traditions and cultures stress voluntary work for group maintenance and the well-being of individual members of the group. A new culture of volunteering could be fostered, and could lead to being of assistance to those who balance work and family responsibilities. HREOC To Be Commended NCJWA commends the Sex Discrimination Unit of HREOC for producing and distributing the comprehensive, informative and stimulating discussion paper Striking the Balance Women, Men, Work and Family, and for the opportunity for consultation with womens NGOs, and for allowing NCJWA to present this generalised submission in response to the content and questions raised in the discussion paper Striking the Balance Women, Men, Work and Family. 4. COMMENTS AND QUESTIONS RAISED IN RESPONSE TO SPECIFIC QUESTIONS PUT FORWARD BY Striking the Balance Women, Men, Work and Family Individuals consulted by the Conflict Resolving Network Womens Association, and several other individual women provided these comments. Women and men have different paid and unpaid work obligations which affect their economic outcomes, health, relationships and life chances. To ignore this is to ignore the cause and effect, and this will continue to have a profound effect on individuals, communities and nationally. A more equitable contribution from men and women will benefit longterm productivity. The question of more equal sharing of unpaid household work on productivity should be addressed from within a context of full employment and true equal opportunities, and it should incorporate consideration of what we are producing and why. A concern here is why we need to depend so much on productivity for international competitiveness ie, exports? As the population ages there will be more people in need of care. At the moment most people taking care of the aged are the aged themselves. Positive ageing seems to have a lot to do with older people having good social skills, physical fitness, community connectivity and personal advocacy skills. Unpaid caring is the essence of social cohesion and social capital. Caring in general seems to be demonstrated more in smaller communities rather than in large cities. Changing fertility rates may be sensitive to social and economic conditions but they are mostly to do with personal choice. Do the physical strength capabilities of men and women respectively limit womens employment opportunities when we consider that 82% of our workforce is in service industries? How much will the participation in the workforce of women and those with disabilities increase with computers and greater working from home opportunities? To what extent will job opportunities be affected by multi national corporations and the economies of other countries? The cost of living and housing costs in big cities will continue to make it difficult for younger people/families to buy homes. This means the need for higher incomes (two incomes?) will continue and associated work/family balancing responsibilities will continue as well. More on-site childcare may help address this. Small and Medium Sized Enterprises (SMEs) are the largest employer in Australia. Many of these enterprises are led or co-led by women. The Federal Office of Small Business may be able to provide HEROC with important data and comment on these matters. Many women and men are affected by the precarious nature of creating and running small/medium businesses. This does affect family life and many cite time poverty as one of the biggest issues for their relationships and domestic responsibilities. The impact of technology and computers is double edged. On the one hand many working families benefit from technology eg, speedy and more cost effective mediums of communication such as mobile phones, pagers, email and PC video conferencing have enabled families regardless of geographic location to connect and to stay in touch in a more timely and cost effective manner, (although such access is not universal eg rural Australia) but at the same time, technology has also contributed to greater work/family interruption. Workers are sometimes under pressure to be accessible beyond normal working hours. the effects of globalisation on the nature, location and role of work need to be explored. Given the small size of the Australian domestic economy, it is now common place that many industries are engaged in international trade. This changes the nature of work completely and families are again heavily affected by this. At a practical level, it is worrying that childcare arrangements have not reflected this phenomenon. Childcare centres generally only operate to normal working hours (Monday to Friday). Mobile workers or workers affected by international work operations work non standard hours, and need childcare and other support services outside of traditional business hours. In the last 10 years more and more organisations (public and private) have downsized and outsourced activities to third parties in Australia and overseas, sometimes at the cost of local jobs. For example, 53% of Victorian SMEs are independent contractors. Who are the opportunists and/or victims of downsizing and outsourcing by large public and private organizations? 5. CONCLUSION The Australian Womens Coalition is pleased to be able to contribute the input summarised in the preceding 14 pages to the HREOC Striking the Balance Women, Men, Work and Family Discussion Paper. This submission does not necessarily represent the views of all AWC member organisations. Please also refer to the Australian Womens Coalition research project report The Caring Sandwich on the (met and unmet) needs of sandwich generation women and older women carers submitted via separate email to HREOC (17 October 2005). 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