ࡱ> ` Objbj 7.@% L 8V V V j 8R,~Lj k2ֲlB"dzzzzz1111111$55h72V zz2V V zz%2~~~8V zV z1~1~~#V V ,zʲ v%_'Z/;20k2'{8B{8,,t{8V Z-zX ~dzzz22zzzk2j D D $[hGj hj j j V V V V V V  WAA Women's Action Alliance (Australia) Inc Submission to: The Human Rights and Equal Opportunity Commission Sex Discrimination Unit Re: Striking the Balance Discussion Paper 2005-09-23 Date: September 2005 ............................................................................................................................................ Women's Action Alliance is a national women's group, established in 1975, which has active representation in each State and Territory of Australia. Our aims are twofold 1. To raise the status of women in the Australian community 2. To strengthen Australian families as the basis of our society To further these aims we encourage women to be well informed, to analyse issues, and to participate in areas where opinions are formed and where decisions are made. We would like to take issue with a mistaken observation made on Page 113 of the Discussion Paper that Womens Action Alliance is an example of a counter movement that challenged the new assertions about the rights and needs of women in paid work. WAA has never denied the rights and needs of women in paid work but has always promoted choice. Our Statement of Principles makes this very clear: We support womens right to be part of the paid workforce. We adhere firmly to the principle of equal pay for work of equal value. We believe that all positions, including positions of responsibility in all occupations, should be allocated on the basis of competency and suitability, regardless of the persons sex. We encourage both employer and employee organisations to ensure that their structures, where necessary, give adequate attention to the expression of ideas of women and to their participation in the activities of the organisations. Workplaces should provide flexibility for all workers with family responsibilities. This document was written in 1975 and this section has never been altered. It is also claimed that the counter movement sought to promote the importance of innate gender differences and WAA is quoted as an example. This was not the case. Our Statement of Principles says, We recognise there are important biological and psychological differences between the sexes. Recognising the existence of these differences is very different from promoting the importance of them. Again on Page 113 of the Discussion Paper the contention is made that In addition to improving conditions for women in paid work, the womens movement advocated ascribing a higher value to unpaid work. In fact in the 1960s and 1970s the loudest voices in the womens movement were doing quite the opposite. Unpaid family work was referred to as shit work. Women who undertook it on a full time basis were described as not working, unfulfilled, lacking in ambition and non contributory. Those who were financially dependent on their husbands they were labelled parasites. Financial dependence on a male was said to degrade women. The male breadwinner/female carer family model was called a dinosaur. Much damage was done to the status of mothering during those years with the inevitable result that many women now decline to give it priority in their lives with a resulting drastic drop in the birth rate. No wonder there was a counter movement. It is usually counter movements that draw extreme revolutionary attitudes back to the centre i.e. reverse the pendulums swing. .................................................................................................................................................................................. We congratulate the Sex Discrimination Unit on conducting an inquiry on this topic which is of particular relevance to the wellbeing of women and their families. We think the paper is very comprehensive and congratulate the authors However we have detected two significant omissions. Womens aspirations before and after becoming mothers On page 56 under the heading Young women aspire to be working mothers only the aspirations of women who have not yet had children are discussed. No mention is made of whether these aspirations change (& perhaps become more realistic) after children arrive. There is some acknowledgement of how unrealistic the young womens expectations are in the 5th paragraph of the page. We attach as Appendix A a list of reports of evidence that women who have had children have quite different aspirations and expectations. It is our experience that this is due to two things. 1. the amount of work that caring for a young child/children entails 2. the degree of love (bonding) that grows between mother and child This apparently a surprise to many young women. Paid/unpaid work balance may need to change over lifecycle We also feel that there is little recognition in the paper that the paid/unpaid work balance can and does change during the course of a familys lifecycle. e.g the arrival of children, care of an aged relative, family ill health etc can require one parent to withdraw for a period maybe short, maybe long. A financial crisis may impel both parents into full time paid work for a period. The major thrust of our submission will be threefold The Australian Bureau of Statistics National Time Use Survey should, as a matter or priority, be restored to a five yearly cycle. The first two studies were conducted five years apart in 1992 and 1997. The third study will not be done until 2006 i.e. nine years after the previous one For good policy to be developed on the issue of paid work/family work balance accurate up-to-date data is required about BOTH. The paid labour market is surveyed monthly by the ABS. The Time Use Survey is the only study which examines work done in an unpaid capacity within households. It is simply not good enough, in a fast moving world, to base policy decisions on data that is nine years old. After the 1997 Time Use Survey was completed the results took almost three years to be published. This is highly unsatisfactory and demonstrates a lack of commitment by the Government to making this data available. In December 2003 the Minister for Family and Community Services, Hon the Senator Kay Patterson said in a letter to Womens Action Alliance, I believe that Australia's unpaid workers, particularly our full-time carers, deserve as much recognition and appreciation as our paid workers for their hard work and commitment to our national future. The Minister also said, The rich set of data provided by the Australian Bureau of Statistics Time Use survey provides a valuable resource, particularly highlighting the unpaid caring and household work performed by so many Australian mothers. There is the rhetoric. Where is the policy implementation to support it? It is pointed out on Page 26 of the paper that the most recent time use data is from 1997 ie. eight years old. As the next Time Use Survey will not be conducted until 2006, if it again takes three years for the results to be produced the only available data at that point will be 12 years old. This is simply not good enough. We have been informed that the ABS is planning to conduct a pilot a survey known as Time Use Light next year with a view to possibly conducting smaller surveys as an interim measure between the major surveys. The value of this remains to be seen. We shall be taking a great interest. On Page 6 of the paper we read, how our community values work, including the unpaid work of caring for family members, is a fundamental question. We thoroughly agree. This is the big new challenge before us, but how is this to be achieved without the relevant data? Couples should make autonomous decisions about who undertakes the breadwinning and caring roles in their families, and to what extent, without pressure from outside and particularly without pressure from governments and their agencies. The content of the Discussion Paper was considered at length at a meeting of the national executive of Womens Action Alliance held in September. It was the observation of those present that there appears to be an assumption underlying the paper that families generally need to be guided and assisted towards having men do more of the unpaid family work on order that women can do more paid work, and that this would lead to greater gender equality. The feeling of the meeting was that there is almost no role to be played by governments and their agencies in the making of such decisions. Providing women with education, including assertiveness training and negotiation skills, is sufficient to ensure that they can make arrangements for satisfactory allocation of work roles within their households, in consultation with their husbands and families. There is however room for pre marriage education courses to encourage couples to communicate and clarify their expectations regarding their future work roles before they contract marriage and have children The status of the mothering (parenting) role will need to be significantly raised if we are to have any hope of attracting men to greater involvement in it raising the birthrate. The status of mothering One critical social disincentive to undertaking the parenting role for either men or women is very likely to be the low regard in which it is currently held. A report from Monash University in September 2004 titled What women (and men) Want  included the voices of 114 Victorians. 14 were male and 100 were female. Participants ranged in age from 21-52 years of age. The report said Most of the women in this study felt that motherhood was viewed quite ambivalently in our society. While most of the women indicated that they personally felt it was a positive and important role, even if they were not planning to become mothers, they considered that mothers were not accorded a high status position and that their social contribution was not always valued. For women with children, this often meant that they valued their paid work as a crucial aspect of their identity. For women choosing not to have children, this lack of support was often mentioned in how they had decided motherhood was not for them. One womens group called MotherInc in an online poll of mothers discovered that 88% of mothers polled agreed that Motherhood is undervalued in society these days 92% of mothers polled agreed that Motherhood has been my greatest achievement 67% of mothers did NOT agree that Having children has compromised my career in the workforce 86% believed that The benefits of being a mother far outweigh the problems 71% did NOT agree with the statement that Since having children I don't feel as confident about being in the paid workforce 91% agreed that Being a mother has meant that I have a lot less time for myself We recognise and welcome social change We recognise a cultural change that anticipates and depends on greater sharing by men and women of both breadwinning and caring roles. We welcome and embrace this. However we believe that many (not all) women would still elect to undertake the major part of the caring role when their children are young if - 1. they felt well supported by the father of their child/children and 2. they were confident that their professional work roles would not be seriously compromised by periods spent out of the paid workforce undertaking caring roles. We thus believe that Women should be able to take extended periods of time out of the paid workforce to care for each child if that is their choice. They should feel supported in that choice by both Government policy and community attitudes Financial pressures should not constrain this choice. Government policies should not constrain (or ignore) this choice. The role of marriage However due to the ageing of our society and the economic pressures that this is exerting it is now considered necessary to encourage maximum paid workforce participation. If we wish to have as many mothers in paid work as possible it makes sense to adopt policies that promote enduring marriages. Why? Because married mothers participate in paid work at a significantly higher rate than lone mothers. Of a sample currently being examined by the Australian Institute of Family Studies longitudinal study of Australian children only 18% of lone mothers with infants are in paid employment compared with 40% of couple mothers with infants. Where the youngest child is 4-5 years of age there is also a significant (10%) disparity.  Married mothers participate in paid work at a considerably higher rate than sole parent mothers with children of any age. In March 2003, the labour force participation rate of parents with children under 15 years in couple families (79%) was markedly higher than lone parent families (56%). Conversely, the unemployment rate of parents in families with children under 15 years is higher in lone parent families (17%) than in couple families (4%) Being in a stable marriage apparently makes it easier for mothers who so wish to return to the paid workforce and is thus a key factor in achieving greater paid workforce participation by mothers. Pre marriage education should be promoted to create opportunities for couples to communicate clearly to one another prior to marriage their expectations and aspirations regarding future work roles. Availability of retraining In facilitating the movement of mothers back into paid work the availability of affordable retraining for those who have left their paid positions for a number of years is critical. This is a matter that could be enacted with the co-operation of unions and professional associations. Many young women seem to be under the misapprehension that if they leave their professional positions for more than brief periods of time they will never achieve a career. The experience of many, many older women indicates that this is not necessarily the case. Indeed several women serving in the parliament could attest to this. However for women to feel confident that their careers will not be seriously damaged by time spent caring for their families full time retraining programs must be readily available. The high cost of subscriptions to professional journals for those not in receipt of an income is an issue that has been brought to our notice by Womens Action Alliance members. Perhaps the cost of these could be tax deductible for those who are involved in the fulltime care of preschool and primary aged children. On entrepreneurial idea comes from a WAA member in the ACT: There is a long and well recognised tradition within our society of recognising the service war veterans have made and the sacrifices they have made by ensuring that they have access to all sorts of assistance to help them enter or re-enter the workforce and establish themselves in society after returning from service. (eg after WW II returned servicemen were offered all sorts of assistance including special entry in university, training and retraining opportunities and I think sometimes land etc.) Similarly,there could be a recognition of the personal sacrifices madeand service to the community rendered by those who take on the role of main carer for our nation's future citizens by caring for children in the home. If parents knew that they would have access to training or retraining once they felt ready to enter or re-enter the workforce after bringing up children I believe there would be far less anxiety for parents about "keeping a foot in"the paid workforceor "keeping up" with their colleagues in the paid workforce while they put in the vital time necessary to parent successfully. Also if younger woman knew that they would be compensated for the socialcontribution they make while parenting by being offered special, free and accessible training programs they may feel much more comfortable about starting a family earlier rather than later The magnitude of the unpaid work done by women aged 25-44 years and the economic contribution it makes. Over the 30 years of the women's movement in Australia we have seen many initiatives designed to make it easier for women to be in paid work - equal opportunity legislation, affirmative action programs, government funded child care of various kinds, paid and unpaid maternity/paternity leave etc. While womens participation in unpaid work has risen over this period their participation in full time employment has not. Also a drastic fall in the birth rate has occurred over the same period. We noted the slight raise in the birthrate last year. It remains to be seen if this is sustained. We acknowledge the pressing need to have as many people as possible in the paid workforce in coming years. However we wish to draw attention to the amount of unpaid work that prime aged women (aged 25-45 years) contribute to our society and its economy and the degree to which it occupies them during this phase of life. There is a push, especially from within academic circles, to have women in these years identified as a major under-utilised labour force. We strongly reject this view. The Australian Institute of Family Studies Research Paper No. 34 Measuring the value of unpaid household, caring and voluntary work of older Australians by David de Vaus, Matthew Gray and David Stanton contains the following two charts. They show clearly that women in their prime years do by far the most unpaid work. That unpaid work is mainly mothering work. It is worth noting that men also do more unpaid work in that phase of their lives than at any other time, as they father children alongside their wives. INCLUDEPICTURE "C:\\..\\..\\..\\My Documents\\My Pictures\\AIFS FIGUE 1.gif" \* MERGEFORMAT  NOTE the big black finger evidence that women in their middle years (25-44 years) do by far the most unpaid work Souce: ABS, Time Use Survey 1997 INCLUDEPICTURE "C:\\..\\..\\..\\My Documents\\My Pictures\\AIFS Figure 2.gif" \* MERGEFORMAT  Mothers of young children are working and are very busy at it! We detect a developing attitude that full time mothers should be attracted into the paid workforce. We fear that the government is tending to view women who are undertaking full time mothering and other caring work as potential taxpayers rather than as the active economic contributors that they are. We will post a copy of the Time Out Report from the Heinz Wattie which gives an indication of the demand put on womens time by mothering young children, the major finding being that 48% of mothers with children under 4 years of age get 0-2 hours free time per week. ( ie less than 20 minutes per day) What do people want? Most ordinary Australians participate in paid work in order to make a living for themselves and their families not to pursue gender equity or other such nebulous objectives. Financial needs force many mothers of young children to return to paid work with great reluctance, due to their belief that the best care for their children is their own care. This raises the question as to whether we should first be considering "making it easier for parents who do not wish to return to the paid workforce to avoid doing so" New Woman magazine recently (2005) surveyed 1500 women of average age 29 years, to discover their main sources of happiness and found that over 2/3 wanted a home life with a marriage and with the man as the main financial provider 70% of those asked said they did not want to do as much paid work as their mothers of the 1970s did and only 1% said that after they have children their paid career will be a top priority. Such a poll result pleased writer Linda Lovric who said that today's young mothers often spent much of their own childhood in daycare and want something different for their own children. (The Editor added a note: This is not a backward step for feminism as some might fear. I think it is actually a step forward for women to have a full range of choices and not to feel tied to the office desk or to the kitchen.) Are women content with their current arrangements ? According to poll results recorded on the Victorian Office for Women website it would seem that a substantial majority of women are at least reasonably happy with their work/other life balance. Almost 70% are either happy or almost there The other 31% need to be our concern. How successful are you in achieving work / life balance? 1. My work and life priorities are in good balance 24.76%  INCLUDEPICTURE "http://www.women.vic.gov.au/CA256EAE00130A72/Graphic%20Files/Spacer/$file/Spacer.gif" \* MERGEFORMATINET  INCLUDEPICTURE "http://www.women.vic.gov.au/CA256EAE00130A72/Graphic%20Files/Spacer/$file/Spacer.gif" \* MERGEFORMATINET 2. I'm working towards it and feel I'm almost there 44.29%  INCLUDEPICTURE "http://www.women.vic.gov.au/CA256EAE00130A72/Graphic%20Files/Spacer/$file/Spacer.gif" \* MERGEFORMATINET  INCLUDEPICTURE "http://www.women.vic.gov.au/CA256EAE00130A72/Graphic%20Files/Spacer/$file/Spacer.gif" \* MERGEFORMATINET 3. It's a distant dream for me 30.95%  INCLUDEPICTURE "http://www.women.vic.gov.au/CA256EAE00130A72/Graphic%20Files/Spacer/$file/Spacer.gif" \* MERGEFORMATINET  INCLUDEPICTURE "http://www.women.vic.gov.au/CA256EAE00130A72/Graphic%20Files/Spacer/$file/Spacer.gif" \* MERGEFORMATINET  However almost all women polled believed that fathers were not sufficiently involved with parenting. Should fathers be more involved in parenting? 1. Yes 96.73%  INCLUDEPICTURE "http://www.women.vic.gov.au/CA256EAE00130A72/Graphic%20Files/Spacer/$file/Spacer.gif" \* MERGEFORMATINET  INCLUDEPICTURE "http://www.women.vic.gov.au/CA256EAE00130A72/Graphic%20Files/Spacer/$file/Spacer.gif" \* MERGEFORMATINET 2. No 3.27%  INCLUDEPICTURE "http://www.women.vic.gov.au/CA256EAE00130A72/Graphic%20Files/Spacer/$file/Spacer.gif" \* MERGEFORMATINET  INCLUDEPICTURE "http://www.women.vic.gov.au/CA256EAE00130A72/Graphic%20Files/Spacer/$file/Spacer.gif" \* MERGEFORMATINET  Most believed flexible working arrangements to be the most important family friendly work condition What do you believe to be the most beneficial entitlement employers could offer to support mothers returning to work? 1. Part time hours 16.75%  INCLUDEPICTURE "http://www.women.vic.gov.au/CA256EAE00130A72/Graphic%20Files/Spacer/$file/Spacer.gif" \* MERGEFORMATINET  INCLUDEPICTURE "http://www.women.vic.gov.au/CA256EAE00130A72/Graphic%20Files/Spacer/$file/Spacer.gif" \* MERGEFORMATINET 2. Flexible working arrangements (eg work from home) 60.59%  INCLUDEPICTURE "http://www.women.vic.gov.au/CA256EAE00130A72/Graphic%20Files/Spacer/$file/Spacer.gif" \* MERGEFORMATINET  INCLUDEPICTURE "http://www.women.vic.gov.au/CA256EAE00130A72/Graphic%20Files/Spacer/$file/Spacer.gif" \* MERGEFORMATINET 3. Job sharing 9.36%  INCLUDEPICTURE "http://www.women.vic.gov.au/CA256EAE00130A72/Graphic%20Files/Spacer/$file/Spacer.gif" \* MERGEFORMATINET  INCLUDEPICTURE "http://www.women.vic.gov.au/CA256EAE00130A72/Graphic%20Files/Spacer/$file/Spacer.gif" \* MERGEFORMATINET 4. Child care subsidy 16.75%  INCLUDEPICTURE "http://www.women.vic.gov.au/CA256EAE00130A72/Graphic%20Files/Spacer/$file/Spacer.gif" \* MERGEFORMATINET  INCLUDEPICTURE "http://www.women.vic.gov.au/CA256EAE00130A72/Graphic%20Files/Spacer/$file/Spacer.gif" \* MERGEFORMATINET   This level of satisfaction seems to be supported by the findings from the HILDA survey given prominent media coverage today (Sept 29, 2005) These findings show that Australian women prefer their men to work full time. One media report is included as Appendix B. Professor Jan Ours, from Tilberg University in The Netherlands, who presented these findings at the Hilda Survey Research Conference at Melbourne University in late September, has assured WAA that this media report is accurate. We do note that the report states, Women were happiest with their working lives when working 21-34 hours a week. Many, if not most, Australian women with children like to be in part time paid work. This supports our contention above that many (not all) women would still elect to undertake the major part of the caring role when their children are young. These findings are similar to those presented at an earlier HILDA Conference (Drago and Tseng 03) which show that 80% of all dual earner couples with children are neo traditional families. The men average 49 hours per week of paid work while the women average only 25 hours pw. The authors observe that, It is possible and even probable that most Australians view these neo-traditional arrangements as fair. One of the major conclusions in this paper is that mens stated work hours preferences are typically longer than those for women. However these findings are at odds with those referred to on Pgs 53 & 54 of the discussion paper. Do women need incentives to be in paid work? There is more than enough incentive (pressure) for families to have two incomes applied via housing costs, HECS debts and ordinary living costs without the Government actively seeking other measures. However it is worth examining some disincentives to womens participation. Disincentives to paid work for mothers. For mothers who are ready to return to paid work and wish to do so there are several existing disincentives that could be examined. A mother who needs to undertake further study in order to participate in (usually) part time paid work may be reluctant to accumulate a debt under the Higher Education Contribution Scheme (HECS) Most mothers undertake only part time paid work due to the level of unpaid family work still required of them. The need to resume repaying a pre existing HECS debt when the mother returns to paid work. Her debt may have inflated substantially over several years while she was out of the paid workforce caring for children. High effective marginal tax rates especially where there are a couple of 16-18 year olds in the family. We acknowledge that adjustments have been made in the last Budget to means tests and phase out rates on Family Payments in an attempt to address this matter. Inflexibility in most workplaces in relation to hours, leave to care for sick children, the need to work through school holidays etc. We recommend that The HECS debts of women be frozen (i.e. not inflate with indexation) during periods out of paid work caring for dependants. The HECS debt of couples who have four or more children be deleted. Making it easier for mothers to be in paid work Child Care The lack of affordable child care is often seen as a barrier to womens participation and indeed it is. However it is very difficult to provide child care cheaply as it is a labour intensive occupation and a demanding and responsible one. We believe that the accredited carer-to-child ratio of one carer to five children under three years of age is too high to deliver quality care and the pay rates of child care workers are too low. Addressing these two matters would result in even higher charges being required. What is suitable child care? Only the childs parents can decide this? - although clearly certain standards need to be in place in commercial care. Most parents prefer their children to be in the care of other family members when they are not available to care for them themselves. There is a high level of concern in the community about young children being in group care for more than a few hours per week. Perhaps the evidence below explains why. New evidence - presented by Professor Margaret Sims in her paper at the recent Australian Institute of Family Studies conference reveals that children attending out of home care at least 3 days per week suffer a rise in cortisol over the day. Cortisol is a chemical response to stress. Stress in infancy is considered damaging as high cortisol levels impact on the development of a range of neurotransmitters whose pathways in the brain are still being built. The outcome of this is thought to be long term difficulties with self and emotional regulation. This is thought to explain the higher level of non compliant and aggressive behaviours found in children who have attended extensive child care from an early age. This effect is at its greatest at about 2 years of age and decreases over the pre school years. A related study reveals that young children in child care do not see a drop in cortisol levels over the day as they would at home. Instead, they remain "unusually aroused or stressed", and need extra time and attention at the end of the day to help bring them back to "emotional equilibrium". Without that comfort from a parent, says the paper, the children start the following day "hyper-aroused". Michael Lamb of Cambridge University, one of the second report's authors, says that one way of controlling the build-up of stress is simply to minimise the time children spend in care each day. Health concerns Putting young children in day care exposes them to health risks not faced by children cared for at home. 鱨վ in daycare who are less than eighteen months old are nearly four times as likely to contract mild upper respiratory tract infections than their home-care peers and they are almost three times as likely to contract severe upper respiratory illness. In general, risks of diaorrheal illness and upper respiratory infections are higher in day-care children than in home-care children. Dr Kay Margetts, Senior Lecturer in Early Childhood and Primary Education in the Faculty of Education at Melbourne University has found that children who spend more than 30 hours per week in child care are at increased risk of lower levels of social skills and academic competence and higher levels of problem behaviours in the first year of schooling. 鱨վ who were in long hours of care during the first year of life were at particular risk. Margetts found that it is not the type of care that predicts detrimental outcomes but the amount of time spent in such care coupled with a childs stage in development. Fortunately most Australian children are not in care for that long each week. So the facile idea that providing more child care will remove the main barrier to mothers participation in paid will not suffice. Clearly the provision of child care is part of the answer and the more types of care available the more likely that families will find care that they regard as suitable for their child/children. However parent care is still widely recognised as the safest child care. To address the questions posed in the Discussion Paper (As these responses have been prepared by members of WAA across Australia they contain some small amount of repetition. We trust this will have the effect of making clear our strength of feeling on some points) CHAPTER 2 New author Question 1 How do changes in arrangements for paid work in Australia affect the family responsibilities of women and men, particular groups of people or particular family types? The trend towards working longer and harder, often unpaid, is detrimental to family life. Question 2 Do women and men need different workplace arrangements to assist them to balance their paid work and family obligations? Why or why not? Both women and men need workplace arrangements which enable then to spend time with their families. Women require special arrangements, such as extended leave when they have children. Both parents should have access to parental leave to attend to the needs of sick children. Professions which are traditionally male dominated, such as engineering, need to be more open to the needs of women wishing to work part-time or enter and leave the profession to have children. Question 3 Would equality between men and women require a more equal sharing of paid work? Equality doesnt necessarily mean the absolute equal division of labour. Perceptions of the value of paid and unpaid work needs to change in order to properly debate the notion of equality. Family life is a partnership between parents. The best functioning families tend to think of the welfare of the family unit as a whole, rather than equal divisions of labour. This will mean that at various times in the life of the family one or other parent may do more or less unpaid work. The decision as to how this balance is made is fundamentally a decision of the family members and must be respected. It cannot be dictated by outside opinion. CHAPTER 5 New author QUESTIONS 12 & 13. What effects, if any, do external factors such as partner and community attitudes, social policy or workplace relations have in shaping mens and womens decisions about paid work and family arrangements? What are the relationship, health and other effects of paid work and family conflicts on Australian parents and carers? Do the effects differ for men and women, particular groups of people, particular family types or different types of carers? While policy and workplace relations still operate on the notion that men are primarily the breadwinners within a family structure, it is clearly out of line with the realities of many families and their circumstances. For families where men are still the primary income earners little has changed in the way governments and employers address and make allowances for their family responsibilities. The reality of mens paid work is still that of inflexible work conditions, which do not value the needs of families, nor acknowledge the stress such conditions add to marital relationships, the division of unpaid labour in the home and the males inability to provide quality time to partners and children. Even in families where men actively share the labour in the home, the inflexible conditions of much paid work means that they are poorly supported in their attempts. Within this family structure the woman is thus primary caregiver, and similarly is poorly supported by public policy. Relegated to the less regarded homemaker role, she is highly undervalued both socially and economically. Due to the increasing costs of everyday living and the pressures of our consumer society, combined with the low social status attributed to managing the domestic duties of family and home, many families in contemporary society now see women balancing part time or full time paid work with their family commitments. The consequences of this upon children and family unity are undeniably negative. While our community attitudes may have changed positively in that women who return to the workforce and contribute financially to their families are highly valued in economic terms, their unpaid labour in the home is little acknowledge in the public sphere. Moreover, the social acceptance of men staying at home and managing the domestic sphere is still in its infancy, making it less attractive to many, despite the fact that he may wish to be primary carer or that the woman may have greater earning capacity. QUESTIONS 14 & 15. What are the effects on children where their parents have difficulty in balancing paid work with family responsibilities? Are children affected differently by mothers and fathers paid work and family conflicts? While the consequences of the above economic conditions on children are still unmeasured in quantitative terms, clearly the increase of behavioural, emotional and social problems experienced in contemporary society can be measured anecdotally. When one or both of the parents are under duress in trying to fulfil their economic role in the public domain, family relationships often suffer at the loss of time and energy for intimacy and communication and the quality of nurturing suffers. In many busy working families, there is a lack of after school supervision, often resulting in inadequate emotional, educational, and social support for the children. Moreover, with an increase in take-away and instant processed foods this brings childrens nutrition and its affects on behavioural and learning difficulties into question. Furthermore, childrens perceptions of healthy relationships are challenged and the traditional model of father as distant or absent breadwinner and mother as low status homemaker are perpetuated into the next generation. New author Question 12 What effects, if any, do external factors such as partner and community attitudes, social policy or workplace relations have in shaping mens and womens decisions about paid work and family arrangements? The attitudes and external factors shape decisions made by families. The cost of living such as food, education, housing and utilities is rising. Budgeting and saving are not promoted or taught. Today is a materialistic society where it is very competitive as well as easy to gain access to credit facilities. Keeping up with the Joness by having all the modern conveniences is encouraged by retailers and advertisers. Mothers feel that to look after their childrens needs they must gain employment to pay for these added necessities. It doesnt seem to matter that the children are in after school care as long as they can compete with friends by having the latest game boy. If the mother is in paid employment it is often to supplement the household income to pay for extras such as holidays. It appears that going camping on a budget is not the done thing anymore. This is not to deny the huge financial pressures that housing costs are bringing to bear on many families especially in Sydney and the other capital cities. Question 13 What are the relationship, health and other effects of paid work and family conflicts on Australian parents and carers? Do the effects differ for men and women, particular groups of people, particular family types or different types of carers? The effects about paid work and family are not only many but are contradictory. The economy recognises the boost it has from mothers working which is contradictory as when a marriage breaks up the financial burden is placed on the state. Studies indicate that unequal division of unpaid labour results in unhappy marriages which result in divorce. The effects on the adults include depression, anxiety, exhaustion, resentment, poor health, lack of leisure or relaxation time are just some examples. The effects on children also include depression, behavioural problems, social problems, health issues such as obesity and diabetes. Question 14 What are the effects on children where their parents have difficulty in balancing paid work with family responsibilities? The effects on children really arent known. It probably wont be until this generation of children grow up that we will know definitely what effects children suffer due to paid work within the family. I suspect that behavioural, emotional and social problems will be encountered. Primary school children still want parents to attend excursions, to be classroom helpers, to attend sports carnivals and to work in the canteen. I have seen many children in my daughters class who are disappointed when their parents dont participate in these activities, to the point that they try to divert my children so they could have some time with me. This makes it hard for the children whose parents do these things because they get ostracised for it. It also makes it hard for the parents who do go and help because, although they feel for these children, they are there for their own childrens benefit. I have personally found that the children whose parents do not participate in their childs schooling activities, are show offs, bossy, rude, have bad manners and are attention seeking. Question 15 Are children affected differently by mothers and fathers paid work and family conflicts Each child is affected differently by their parents choice in paid work and trying to balance the family. Every child and family is unique and every situation is as individual as the person. I dont think that the effects can be measured accurately due to this. It is generally recognised that where both parents are heavily involved in paid work they have extremely limited time to spend at schools. This unfortunate for children. A report from the Families and Schools Together, (FAST) Program in the USA compiled in October 2003, related a decrease in misconduct by 16%, in socialized aggression by 14%, in attention problems by 18%, in anxiety/withdrawal by 20%, and in motor excesses by 20% where parents were spending more time being involved with the school and "going to special events at school" CHAPTER 6 New author Some general comments in response to this chapter Questions 16,17,18,21,and 22 seem loaded to produce answers favourable to the opinions of the papers authors which focus on Forcing a social change to traditional gender roles Using the pretext of improved productivity and international competitiveness for Australia to put pressure on men and women to change agreed domestic arrangements Putting pressure on men to change their work patterns in order to take on more care of children and the elderly regardless of the effect on their careers Putting pressure on women to feel that they must contribute to Australias success by way of paid employment and encouraging them to see their male partners as obstacles to their career paths. Fertility rates are sensitive to social and economic conditions. When children are valued by society as a precious resource rather than seen as an interruption to a womans career or as an economic burden,and motherhood is given the high status it deserves, fertility rates will rise. It is also obvious that peoples ability to afford a family will affect fertility. Question 20 This question is well addressed and answered in the Discussion Paper. New author In response to: Pg 68 Para 3 I believe that men prefer to work full time and that few would want to take on full time parenting. However she observes that some take it on and enjoy it. She points out that it is more available and attractive to those where the wife can command a high income. Pg 68 Para 5 Or might it be that women prefer to do the full time caring role and not work full time? The view of a woman being an economic dependant within marriage is an extreme feminist view. Many realise that husbands and wives are economically interdependent during the years when they are rearing children and when the mother is not earning. Both are contributing economically to the family and to the community by their labour. He would be as disadvantaged economically if her labour were withdrawn as she would be if he became unemployed. Page 69 Para 1 The downward spiral of motherhood! Is there no thought of motherhood as a career? One in which a good education is well used and valuable, rather than wasted. Pg 69 Para 2 Teaching is too poorly paid for men to be attracted to it. The pay is insufficient to support a family. Also the guidelines now prohibit touching of children by teachers and men may well feel threatened by this. Pg 70 Para 2 We do not agree that not being in paid work is a barrier to womens greater influence in public life. A prime example would be the late Dame Phyllis Frost who was not in paid work but had a tremendous influence in public life. And there are many others like her. Pg 70 Para 4 We do not agree that working fulltime is damaging to mens physical, emotional and mental health most thrive on it. As for insufficient time to devote to family and intimate relationships, if both parents were in paid work they would have even less time to devote to relationships. Maybe excess participation by the couple in paid work is a key to the high divorce rate. Pg 71 Para 1 Rising living standards. Yes we have achieved them but has this been at the expense of intact families and are people happier? What about youth unemployment? still around 20% for 15-19 year olds. Pg 71 Para 2 The declining birthrate may limit future productivity This whole page seems to reduce everyone to an economic statistic. Is the economy there to serve people or are people there to serve the economy? Pg 71 Para 4 The OECD says motherhood has a dampening effect on womens employment - what do they expect?! MAYBE WOMEN WANT TO HAVE CHILDREN AND CARE FOR THEM FULL TIME FOR A FEW YEARS! Pg 72 Para 1 AT LAST we see some acknowledgement that people want a happy family life and give priority to that over employment, wealth and productivity Pg 72 Para 2 Ageing. If the government wants older people to remain living at home then someone will need to be there to support them - usually women. They cant have it both ways. This comment addresses Questions 8 & 9 also This whole chapter puts too much emphasis on the economy . Relationship breakdown is often the result of mortgages being to high, credit card debt etc all causing problems, as well as too little time for relationship building. Question 16 Do womens and mens different paid and unpaid work obligations affect their economic outcomes, health, relationships and life chances? Do men and women or particular groups of people experience any such effects differently This all depends on ones choices. Question 17. Do mens and womens paid and unpaid work arrangements have an effect on productivity in Australia? There is little manufacturing left. Mostly all services now so what do we define as productivity? Question 18 What will be the effect of the ageing population upon mens and womens willingness and abilities to undertake unpaid caring work? There will be a greater demand on the unpaid caring sector especially on older women, to assist and care for their aged parents and other relations as we can expect there to be an undersupply of aged care facilities especially as the baby boomer generation reaches frail old age. It is already difficult to find places for those needing them and we can only expect this to get worse. Question 19 Are fertility rates sensitive to social and economic conditions and if so, what specific conditions and how sensitive are they to changed conditions. Plainly so. High mortgages and high expectations demand two incomes to support. However we believe the low status accorded to motherhood is also a problem. Question 20 Is unpaid caring work important for developing social cohesion and social capital? If so, how? YES, YES, YES. We are not all just economic units. Question 21 What effect would a balance between paid work and family responsibilities for Australias workers have on Australias productivity and international competitiveness? How can we ever compete with China and other such countries? Question 22 What effect would a more equal sharing of unpaid household work between men and women have on Australias productivity and international competitiveness? How an earth can any legislation change marriage arrangements, peoples expectations etc. It will always be that most men are not as good as most women at nurturing and maybe women choose to stay at home with their children as much as that may seem impossible to the powers that be. CHAPTER 8 New author This chapter opens on P. 89 by pointing out that A variety of legislative measures and workplace policies exist to support women and men with family responsibilities. Unfortunately some of these will no longer exist when the Governments Industrial Relations legislation passes through the Senate as expected in November. On the same page we see The direct references to work and family in the Workplace Relations Act lie in its principal object of assisting employees to balance their work and family responsibilities effectively through the development of mutually beneficial work practices with employers and preventing and eliminating discrimination on a range of grounds, including family responsibilities. The Workplace Relations Act further provides that the AIRC must perform its functions taking account of the International Labour Organizations Convention Concerning Equal Opportunities and Equal Treatment for Men and Women Workers: Workers with Family Responsibilities (ILO 156) and in a way that furthers the objects of the Act as above.ILO 156 is included as a schedule to the Workplace Relations Act. We understand that the unlawful dismissal provisions will be retained but will Australias commitment to ILO 156 also be retained? Under the heading: Awards and the safety net on P. 90 we read Allowable matters under the Workplace Relations Act include part time work, carers leave and parental leave - but on bottom of P. 91 under Agreements A survey on AWAs conducted for the Office of the Employment Advocate found evidence that AWAs were being used less to enhance work and family balance than to extend working hours so that enterprises trading hours could be increased. This Office is supposed to be looking after the interests of the people on AWAs. What has it been doing about this situation? If nothing, what protection will women have when the number of allowable safety net conditions are reduced as described on Pages 92 -93? . On 8th August 2005 in response to the Family Provisions Test Case, the Australian Industrial Relations Commission announced that the full bench had arbitrated a new provision giving employees a right to request the following variations: 1. taking an extra 12 months unpaid parental leave; 2. returning to work on a part-time basis after parental leave until a child reaches school age; and 3. extending simultaneous parental leave to a maximum of eight weeks. WAA has written to the Prime Minister urging the Government to incorporate these provisions into the minimum requirements for workers, to be outlined in the Governments forthcoming industrial relations legislation. The importance of this barbecue stopper issue, as labelled by the Prime Minister, needs to be reflected in the drafting of the Governments new industrial relations legislation. The provisions announced by the AIRC reflect a measured response to the needs and desires of many Australian workers to spend more time with their children especially in the crucial early years. WAA sees the provision of appropriate leave arrangements for new mothers as central to the health of Australian families. Women in particular carry a disproportionate load when it comes to paid work and family. These decisions are part of an ongoing effort to change the culture of the Australian workplace to take account of the central importance Australians place on their family lives. On Pg.92 of the paper there is much about the role of the AIRC in addressing issues of paid work and family responsibilities through considering applications for new test case standards for awards Yet on the next page Pg. 93 the report states that the government has announced in Parliament that the role of the AIRC will be significantly reduced! A new Australian Fair Pay Commission will replace the AIRC and will determine minimum wage rates, adjust junior, training and disability rates, award classification wages and casual loadings. There will be a new test - the Australian Fair Pay and Conditions Standard. The no disadvantage test against awards is to go. The fair pay will be based on minimum wages (as determined by above Australian Fair Pay Commission) and legislated minimum conditions: annual leave, personal leave, parental leave (including a minimum maternity leave entitlement) and a maximum number of working hours. Casual loadings will be out, as will be penalty rates for weekends/shifts and over time rates. Redundancy pay and leave loading, jury duty, notice of termination, superannuation and long service leave will all be out. There will be no requirement to give notice in relation to shift changes or rosters (arranging child care at short notice will be difficult). Meal and rest breaks will be out. Compensation for expenses eg broken shift allowances, uniforms, supervising others will be out and study and professional development leave. The AIRC will no longer approve collective agreements - where most family friendly conditions are found at present - this responsibility will be transferred to The Office of the Employment Advocate. This hardly gives one reason for optimism given the role the Office has played to date (see our reference above) The AIRC will retain dispute resolution, award simplification and hear limited unfair dismissal applications. Other proposed changes - an exemption from unfair dismissal laws for businesses with up to 100 employees (that is approximately the size of well known fast food franchise) and the probation period under which an employee can be dismissed without cause to be increased to six months. Under the heading Possible barriers to paid work and family balance in the workplace relations system some good points are made about the management culture especially in relation to men. It is noted that Management culture does not support using family-friendly work practices If this is the case now how are parents going to be able to negotiate family friendly conditions when there are only minimum conditions legislated. It is already very difficult with an award system backed up by the AIRC! Question 27 Are amendments to the workplace relations system needed to give greater assistance to men and women to address any workplace disadvantage they may face on the basis of their family responsibilities? If so, what particular amendments are necessary? If not, why not? The Australian Industrial Relations Commission (AIRC) has evolved over the last hundred years via negotiation, arbitration and test cases between employees and employers and so reflects a balanced perspective of the requirements of both groups. Over time, the pendulum swings one way and then the other. Over the past fifteen years it probably swung somewhat towards the employees. Some change was required in the areas of unfair dismissal and work force flexibility. However this change could have been accommodated within the present structure. The AIRC is in need of streamlining and a national approach may be required with the trend towards globalisation but to destroy the whole structure in one fell swoop is asking for trouble, especially in such difficult times. The most vulnerable will be the ones who suffer - women and the young working for low casual wages. The professional groups and those who have labour that is in high demand will do extremely well, as will businesses that have a global reach. I believe the minimum five conditions will encourage exploitation of the most vulnerable and will increase the gap between the rich and the poor. It appears that the proposed changes will go through the Senate in November with minimal amendments. Therefore, it appears that whatever we say in this submission will be of little use! Retention of the AIRC and its powers to determine minimum wage rates, adjust junior, training and disability rates, award classification wages and casual loadings; to determine conditions; to hear test cases and to hear unfair dismissal cases. However if the AIRC is dismantled: The new Australian Fair Pay and Condition Standard should include a minimum standard of twelve months unpaid maternity leave and the right to request and not be unreasonably refused three years unpaid maternity leave, eight weeks paternity leave and part time work for the primary carer (mother) up until the child goes to school. As stated in the Discussion Paper The Office of the Employment Advocate has been ineffectual in dealing with employers negotiating family friendly conditions away via AWAs with their employees. Therefore, the no disadvantage test against award conditions should be retained. As most casual and many shift workers are women casual loadings and penalty rates as well as overtime rates must be retained in the minimum conditions. These payments are essential for families as they act as a disincentive for employers to employ casual rather than permanent part time. These payments also reduce unnecessary overtime, shifts and weekend work. Casual employment, overtime and shifts have a very big impact on young families. Question 28. Do men make adequate use of the workplace relations system to assist them to balance their paid work with their family responsibilities? No. We fear that under the Governments proposed industrial relations changes the situation for men with young children will be worse. Question 29. Do informal workplace policies work well to assist employees to balance their paid work and family responsibilities? Do they assist some employees more than others, and if so, is this appropriate? Informal workplace policies do not work well for all. They are dependent upon management culture and/or management favouritism. Within the health system, where many women with young children work, operational requirements are always claimed to be the obstruction when flexible hours or part time work are requested. However, when it suits management, flexible hours on a casual basis are readily provided. This occurs even with clauses in the Certified Agreements encouraging family friendly practices. In the ACT many health workers have been working regular rostered hours on a casual basis for over three years. Men have even less access to family friendly work practices or leave. Question 30. Have EEO policies and business case arguments produced a greater acceptance of the need for workplaces to be family friendly? No. Only direct action by employees backed by their union with the safety of their Award, their Certified Agreement and the AIRC has resulted in employees gaining entitlements set out in their Certified Agreements. For example, at the moment the 2005 ACT Certified Agreement states that all employees who have been working regular rostered hours on a casual basis for over twelve months should be given permanent part time work. Local management has refused to grant a number of ACT allied health workers in this situation permanency on the grounds of operational requirements. This is despite the fact that they have been working these hours/days for many years without operational requirements being breached. Friendly negotiation with the managers involved has been fruitless and so their union has had to be called in. Where will these workers be without the AIRC to settle disputes? Question 31. How can Australian workplaces be made more family-friendly? Legislated conditions are the only way vulnerable workers gain minimum entitlements. Those workers who have bargaining power will always do well and good luck to them. WAA recommends that the following matters be given urgent consideration through the industrial processes and awards the extension of the statutory period of unpaid maternity leave from one year to three years a shorter working week for women working full time a 35 hour week, combined with a 9 day fortnight. This day off each fortnight is essential to allow women to make appointments, have tradesmen attend the home in their presence attend to family matters, cleaning etc an entitlement to return to part time work after a period of parental leave reduced hours for a period of 12 months after return to work no loss of promotion level an entitlement to consideration of family responsibilities when establishing rosters on return to paid work shorter working days - 9am-3pm - for parents with school aged children, both primary and secondary flexible working arrangements - with ready access to personal leave, long service, annual leave and unpaid leave the capacity to purchase extra leave to allow women with young children to be at home for most of the school holidays if they choose to take a reduction in annual income in exchange for extra annual leave. where this leave cannot be provided parents to be reimbursed by employers for child care costs over school holiday periods. the right to accrue long service leave, annual leave and sick leave entitlements during the statutory period of unpaid maternity leave. Women's needs differ at different periods in their lives Mothers of preschool aged children may need reduced hours or part time work Mothers of school aged children may need shorter working days - 9am to 3pm and the capacity to purchase extra annual leave. Women with elder care responsibilities need flexible working arrangements - flexible access to annual leave and access to unpaid leave, personal leave etc. Women approaching retirement who wish to retire gradually require permanent part time work. Mothers working the infamous "double shift" (paid work/family work) can experience extreme time poverty and role conflicts, workload fatigue, physical injury/fatigue and emotional stress. These high levels of fatigue and stress can impact negatively on their marriages and families and their health . CHAPTER 9 New author Question 32 Is federal Government assistance to families appropriately directed? Family Tax B is targeted to that period in the family life cycle when there is only one income. At any income level this is a time of relative financial disadvantage and so a highly appropriate time in which to provide extra assistance. In character FTB (B) is like the old Dependent Spouse Rebate in as much as it acknowledges that two adults are living on one income and that the non-earning spouse has living costs that should be allowed for in the tax system. Horizontal equity principles demand that an income which is supporting two adults should not be taxed as stringently as one which is supporting only one. This should apply at any income level. Whether one regards this payment as a disincentive to womens paid workforce participation or one that enables the family to choose to have one parent as the full time carer depends very much on ones point of view and ideology. These payments have always been a bone of contention between radical and conservative feminists. Radical feminists consistently oppose any payment which supports the choice for a woman to be financially dependent on a male, believing this to be degrading. Conservative feminists maintain that couples who have children are mutually financially interdependent and that where they choose to have one spouse/partner undertake the unpaid caring role full time this contribution should be supported by the government just as is the choice to contribute through paid work. Most mothers are out of paid work for some period of time - be it a brief or an extended period, so almost all families benefit from this payment at some time in their life cycle On equity grounds if FTB (B) were to be meanstested on the mothers income the tax free threshold of all workers should also be subject to a mean test. Under the Keating Government this payment was called the Home Child Care Allowance. Women from high income households who put their children into paid child care while they are in paid employment may claim the Child Care Benefit. There is no means test that disqualifies them and they can claim 30% of their costs up to a limit of $4000 pa. These women also have a tax free threshold of $6000 applied to their income to acknowledge their basic living costs. Women from high income households who are not in paid employment receive the maximum payment of FTB (B) while they have a child under five years of age but receive only $2989.35 pa. This amount drops significantly when the youngest child goes to school. Their child care costs are the income they surrender in order to exercise the choice to care for their children and other dependants full time. These women do not have a tax free threshold applied to the income on which they live to acknowledge their basic living costs. If a means test should apply to the FTB (B), on equity grounds it should also apply to the Child Care Rebate. Both payments acknowledge the child care costs borne by families. CHAPTER 10 New author Question 35 What are the best ways of incorporating and supporting the value of care into Australian society? Need to value those who are cared for; ie children, the aged, sick and disabled. Need hard evidence of the economic value of care; therefore need time use survey. Need to extrapolate from that value of care to society, figures like GDP? Question 36 What are the barriers to changing attitudes towards a more equal division of paid work and family responsibilities? While it is important to enable couples to share paid and unpaid work equally, we should not be making value judgements about what is best for any particular family. It should always be a decision for the family itself, as to how it performs the paid and unpaid work required to sustain it at any particular time. In a multicultural society, there will often be cultural barriers to equal sharing of paid/unpaid work Question 37 What are the best ways of engaging men in the work of caring (for children, elders and other family members) and other unpaid work? See question 35. Need to improve the status of caring work, and those who perform it.. Advertising campaign extolling the joys and benefits of caring (esp for children), both to the carer and the child. Question 38 How important are workplace cultures, as opposed to structures, as a deterrent to mens more active engagement with their family responsibilities and more equitable sharing between men and women of unpaid work in the home? Workplace culture is a HUGE issue. In many companies, especially at middle management level, it is expected that staff will work extended unpaid overtime, travel when required, attend work functions in the evenings, or on weekends, and it is viewed as detrimental to advancement prospects (possible even job threatening) to refuse. It is less acceptable in many workplaces for a father to take leave to care for a child, or other family member. Question 38: How can workplace cultures be encouraged to change to promote a better balance between paid work and family responsibilities? Need to promote those employers who are leading the way. Point out benefits to employer of happy staff. Advertising campaign: Work smarter not longer, for employers and employees, to try to change the culture which says that youre not committed to your job if youre not putting in the hours. Could incorporate specific examples of people at all levels who have made it work. The Eight Hour Day is a thing of the past in many of these settings. It needs to be restored as an industrial standard Question 40 What responses to paid work and family conflict would assist to promote equality between men and women? Recognition that unpaid work is not and should not be invisible. This work is important, and has to be done for a couple, family, community, society to function. It is of equal value to paid work, and therefore each couple and family need to negotiate how they will perform both the paid and unpaid work needed to run their household. CHAPTER 11 New author Question 42 What do you think should be the key goals of paid and unpaid work arrangements in Australia? As stated so succinctly in this chapter, unpaid work is the linchpin of the work and family debate. One key goal from this inquiry and for the Australian Government and the community to embrace is the raising of the status of unpaid work. If we want men to embrace their share of domestic duties then we need to name it, value it and give it equal status with all other paid work. The Australian Government needs to direct the Australian Bureau of Statistics to upgrade the Time Use Survey, the only measurement it undertake of unpaid household work, from its eight to twelve year cycle to a five year cycle as it was originally intended when introduced by the Hawke Labor Government in the 1980s. As the ABS measures all work performed for payment and includes it in a set of figures known as the Gross Domestic Product (GDP) we need also to have unpaid work figures sit alongside in a category suggested by Melbourne economist Dr Duncan Ironmonger, the Gross Household Product (GHP). Question 43. What do you think should be the role for each of government, employers and families for promoting appropriate divisions of paid and unpaid work by Australian families? The role of Government should be to show that it takes unpaid work seriously and values it - by ensuring that a Time Use Survey is conducted every five years and the ABS produces Gross Household Product figures together with Gross Domestic (National) Product figures annually. We are encouraged by the fact that, in response to a campaign lead by WAA and supported widely by womens groups, other community organisations and thousands of individuals, there will be questions regarding unpaid work on the Census form for the first time in 2006. At last people (mostly mothers) caring full time for their children or other dependants will not have to mark a box saying that they do not work! We believe that the Governments Industrial Relations reforms should include legislation allowing up to three years unpaid leave with the option of retraining after the birth of each child. The role of employers is to recognize that the composition of the paid workforce in the 21st century has many employees with family responsibilities. Embracing options such as extended unpaid leave and some flexibility in paid work arrangements will only be of benefit in the long term. Employees loyalty, performance and reliability will be the benefits that will ensure the viability of the business. The role of the family will be to be allowed the right to determine what suits their family at each stage of their family life cycle. Families should not feel pressured by Government or employers to remain in the paid workforce or return earlier than planned when they have a range of family commitments which may call for one partner to withdraw or remain out of paid work for a period of time. To increase the birthrate, women and men need to feel that undertaking unpaid caring work full time for a period is acceptable and supported by the community. The division of domestic duties between couples needs to be decided between them. It needs to be acknowledged that new pressures can emerge at the time of the birth of a baby or the responsibility of caring for elderly or disabled relatives. Question 44 What options are needed for promoting appropriate change to the divisions of paid and unpaid work in Australian families ? The best option for promoting change in the division of paid and unpaid work in families is to ensure a societal change in attitude which values and supports the work of caring as much as it values and supports work done for remuneration. The introduction of more universal parenting education aimed at the first time parents could be vehicle for discussing issues pertaining to caring of children and the division of domestic duties. .. As it is a reduction in male employment and an increase in female that apparently is being sought the chart below from a new Department of Employment and Workplace Relations publication titled Australian Jobs 2005 should give encouragement. .  RECOMMENDATIONS The Australian Bureau of Statistics (ABS) National Time Use Survey be performed every five years as a core survey of the Bureau. The ABS produce Gross Household Product figures along side Gross Domestic (National) Product figures annually to assist in raising the status of the unpaid caring work performed within households. Retraining courses be available to women returning to work after spending extended periods of time outside the paid workforce caring for dependants. Such courses to be developed in conjunction with unions and professional associations Pre marriage education courses be promoted to facilitate opportunities for couples to communicate clearly prior to marriage their expectations and aspirations regarding future work roles. Continued social research be undertaken into the sources of marital instability to identify ways to reduce the rate of marriage breakdown so that more mothers, benefiting from the support of a spouse, can participate in paid work where that is there wish. The cost of professional journals be tax deductible for those who are involved in the fulltime care of preschool and primary aged children The HECS debts of primary carers be frozen (i.e. not inflate with indexation) during periods out of paid work caring for dependants. The HECS debt of couples who have four or more children be deleted Australia to maintain its current level of commitment to the provisions of the International Labour Organizations Convention Concerning Equal Opportunities and Equal Treatment for Men and Women Workers : Workers with Family Responsibilities (ILO 156 The retention of the Australian Industrial Relations Commission and its powers to determine minimum wage rates, adjust junior, training and disability rates, award classification wages and casual loadings; to determine conditions; to hear test cases and to hear unfair dismissal cases. In the short term the variations recently determined by the Australian Industrial Relations Commission be incorporated into the minimum requirements for workers in the Governments forthcoming industrial relations legislation. i.e. 1. taking an extra 12 months unpaid parental leave; 2. returning to work on a part-time basis after parental leave until a child reaches school age; and 3. extending simultaneous parental leave to a maximum of eight weeks (The new Australian Fair Pay and Condition Standard to include a minimum standard of twelve months unpaid maternity leave and the right to request and not be unreasonably refused an extra year of unpaid maternity leave, eight weeks paternity leave and part time work for the primary carer up until the child goes to school. ) Casual loadings and penalty rates as well as overtime rates be retained in the minimum work conditions. The no disadvantage test against award conditions should be retained. The following matters to be given urgent consideration through the industrial processes and awards the extension of the statutory period of unpaid maternity leave from one year to three years a shorter working week for women working full time a 35 hour week, combined with a 9 day fortnight. An entitlement to return to part time work after a period of parental leave reduced hours for a period of 12 months after return to work no loss of promotion level an entitlement to consideration of family responsibilities when establishing rosters on return to paid work shorter working days - 9am-3pm - for parents with school aged children, both primary and secondary flexible working arrangements - with ready access to personal leave, long service, annual leave and unpaid leave the capacity to purchase extra leave to allow women with young children to be at home for most of the school holidays if they choose to take a reduction in annual income in exchange for extra annual leave. where this leave cannot be provided parents to be reimbursed by employers for child care costs over school holiday periods. the right to accrue long service leave, annual leave and sick leave entitlements during the statutory period of unpaid maternity leave. The introduction of more universal parenting education aimed at the first time parents as a vehicle for discussing issues pertaining to caring of children and the division of domestic duties. The Eight Hour Day be restored as an industrial standard and the observance of it be promoted as a means of achieving better paid work/unpaid work balance. A Work Smarter Not Longer advertising campaign be conducted targeting employers an employees to commence the process of changing the culture which suggests that you are not sufficiently committed to your job if youre not willing to regularly put in extra hours. An advertising campaign be conducted extolling the joys and benefits of caring (especially for children) to both the carer and the child  What women (and men) Want: Births, Policies and Choices School of Political and Social Inquiry, School of Arts, Monash University, September 2004 ISBN 0-9756822-0-2)  Growing Up in Australia Annual Report 2004 P.11. AIFS Longitudinal study of Australian children 2004-2010  Australian Bureau of Statistics Media Release, May 9 2003.  THE AUSTRALIAN SOLDIERS REPATRIATION ACT 1917 See sections 3.1 and 3.12 http://www.veteransreview.gov.au/report/chapters/ch3.htm  Australian Institute of Family Studies, October 2003, 24p. ISBN 0 642 395007 1 . ISSN 1446-9863 (Print); ISSN 1446-9871 (Online)  http://www.women.vic.gov.au/CA256EAE0012F311/PollResults  Household Income and Labour Dynamics in Australia survey, funded by the Department of Family and Community Services and managed by the Melbourne Institute of Applied Economic and Social Research.  Family Structure, Usual and Preferred Working Hours and Egalitarianism Drago and Tseng, Hilda Research Conference March 2003  鱨վs Wellbeing in Childcare Associate Professor Margaret Sims, Dr Andrew Guilfoyle & Professor Trevor Perry. Paper presented at the 9th Australian Institute of Family Studies Conference Melbourne, 9-11 Feb 2005  N. Lu et al., "Child day care risks of common infectious diseases revisited," Child: Care, Health & Development 30 (2004): 361-368.)    HYPERLINK "http://www.wcer.wisc.edu/FAST/" http://www.wcer.wisc.edu/FAST/ Families and Schools Together (FAST) is a multifamily group intervention designed to build protective factors for children (4 to 12 years old) and empower parents to be the primary prevention agents for their own children. FAST worked closely with the Office of Juvenile Justice and Delinquency Prevention in the USA  Section 93A Workplace Relations Act 1996 (Cth).     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