ࡱ> q` ~0bjbjqPqP 2::.&Z $ vvvPƐrT ThҔҔ",,,SSSSSSS$VhyXhS ((S 4S2 SSF< NRƔ `MO#sv>Jr^Sd/TzTJXfXNRNRX bR,TN Z,,,SSa^,,,T GR= R   STRIKING THE BALANCE WOMEN, MEN, WORK AND FAMILY Premiers Council for Women Response to the Human Rights and Equal Opportunity Commission 2005 Discussion Paper Contact: Sally Ryan Executive/Policy Officer Premiers Council for Women Telephone: (08) 8303 2540 Email: ryan.sally@dfc.sa.gov.au CONTENTS INTRODUCTION THE CASE FOR CHANGE WHERE TO FROM HERE? THE GOALS OF CHANGE 3.2 OPTIONS FOR CHANGE 3.2.1 FEDERAL GOVERNMENT POLICY CHANGE 3.2.2 LEGISLATIVE CHANGE 3.2.3 SOCIAL POLICY CHANGE 3.2.4 CULTURAL CHANGE IN THE WORK PLACE 3.2.5 ATTITUDINAL CHANGE 4. SUMMARY 1. INTRODUCTION The Premiers Council for Women (PCW) was established in 2003. The PCW provides recommendations, information and advice to the Premier, the Minister for the Status of Women and the Office for Women, to facilitate a whole of Government approach to ensuring that programs and services match womens needs. The PCW also monitors all Government policies and programs related to women and measures of womens progress against set indicators. The PCW aims to develop strategies for dealing with the causes of inequalities for women and to provide leadership to influence and shape womens policy. PCW has a strong interest in working toward gender equity not only in the work force but in all aspects of political and civil life. The PCW welcomes the opportunity to respond to HREOCs Discussion paper. It is noted that the Discussion paper has emphasised a focus on heterosexual couples with family responsibilities. However it is extremely important to recognise the diversity and complexity of family relationships in our society. A one size fits all approach is not appropriate as it will not address the needs of many working families and parents nor create the climate for business to harness the full capacity of its workforce. In the first instance it is necessary for State and Federal Governments to recognise the diversity of family types and the cultural considerations that shape the nature of family responsibility. The following examples indicate just a few of the issues that need to be considered: Indigenous communities may have kinship and other familial relationships that require significant commitments of time and care but have no validity in terms of legislation that relates to family responsibility. When looking at the needs of Australians from culturally and linguistically diverse backgrounds it is important to consider the cultural norms that relate to family. Same sex co-parents face unique difficulties with no recognition of their existence in the Workplace Relations Act or the Sex Discrimination Act The need to address the issue of balancing work and family commitments is becoming increasingly obvious. This is evidenced in the recent decision by the Australian Industrial Relations Commission (AIRC) concerning the Australian Council of Trade Unions Work and Family Test Case. In their decision handed down on August 8 2005 the full bench of the AIRC drew on important research in this area when stating the following: [57] Balancing work and family obligations can create conflict and tension. As Glezer and Wolcott (1999) observe: Work and family conflicts and tensions can occur as the result of role overload or role interference when there is not enough time or energy to meet the commitments of multiple roles or the expectations and demands if the two roles conflict (Duxbury and Higgins 1994). For workers with family responsibilities, time appears to be the major juggernaut of those who are combining paid work with family responsibilitiestime for children, time with partners, time for elderly parents, and time for household chores, personal leisure, and meeting the demands of work.  In addressing this Discussion paper, the PCW has drawn on the enormous breadth of expertise available through research on this topic as well as the expertise and information provided by working women to the PCW through focus groups and other contacts. The PCW also recognises that the most appropriate balance to achieve is one that takes into account work/life and family balance as this also acknowledges the need to build social capital through community participation. In writing this submission the PCW has concentrated on addressing the questions contained in the final chapter of the Discussion paper. This approach has been taken to ensure that the response is succinct and addresses the need to move forward on this issue within the time frame provided. The PCW makes a series of recommendations in this submission. Please note that while those pertaining to the Federal Governments responsibilities are regarded as of prime importance, the remaining recommendations are not listed in any order of priority. It also should be noted that the views expressed in this submission are the views of the PCW not necessarily the views of the South Australian Government. 2. A CASE FOR CHANGE The issue of work/life balance is one that affects not just the individual and/or their family but the whole of the Australian community. over the next 40 years, the proportion of the population over 65 years will almost double to around 25 per cent. At the same time, growth in the population of traditional workforce age is expected to slow to almost zero. This is a permanent change. Barring an unprecedented change in fertility rates, the age structure of the population is likely to stabilise with a far higher proportion of older Australians. Australias ageing population has significant implications for future generations who will be required to carry the burden of expenditure without the necessary tax base required to do so. Limiting the choices, particularly for women, with regard to career and family formation contributes to Australias declining fertility rates and needs to be addressed as an essential strategy to increasing Australias population. 2.1 Negative impact on fertility rates. Without support to achieve work life balance, prospective parents will postpone the decision or decide not to have children, resulting in smaller families and a negative impact on fertility rates. A robust Australian economy and the safety net of a well-resourced social security system require the back up of a higher fertility rate than presently exists along with strong workforce participation. Fewer workers will be able to support their ageing parents or financially support an ageing population through taxation. Finding solutions that balance work and family is therefore in the interest of individuals, families and employees, but is also a national issue for employers, Australian society and our future economy. In this context, it is worth noting that Countries with policies that facilitate regular female employment by offering public support for child care for 0-3 year olds, flexible working hours and individual tax systems, are also those countries with the highest fertility rates There are number of reasons that Australia has experienced a drop in fertility rates. The PCW has identified the following disincentives to family formation, particularly for women: Financial: The loss of salary and wages while out of the workforce to care for children, The loss of employee input into superannuation schemes due to absence from the work place while child rearing, The lack of opportunity to off set costs in having children through taxation, Competing priorities of home ownership, education, HECS and other debts, Increased community awareness of the high cost of raising children, which is estimated at $310 per week for the average Australian couple with two children, or $448,000 to raise two children from birth to age 20, $50,000 of which is spent on education and child care Difficulties experienced when sandwiched between responsibilities for caring for children as well as ageing parents, High community expectations of what expenses parents/carers should meet, leading to greater financial pressure on families and the need for dual incomes eg some school expenses previously covered by Government are now covered by families. High cost of child care and limited number of places available for childcare Career: Interruptions to career progression resulting in loss of earnings and promotional opportunities including exclusion from work place training, Lack of employer recognition and value of multi tasking skills involved in raising families, setting priorities, managing relationships, households and domestic budgets. Social: Couples postponing having children until they are older and financially better established, resulting in smaller families, The low fertility rate results in less community tolerance of children and a devaluing of parenting Social isolation for mothers, lack of support, particularly for women in rural communities, With a tendency to smaller families, extra pressure on fewer children to care for others, impacting particularly on female children with societal expectations for them to care for family members Conflict for many men who want to be involved with their growing families but whose work hours conflict with achieving this. 2.2 Threat to the economy The Australian economy operates in a competitive global marketplace. In order to recruit and retain employees, particularly those with high levels of skill, the Australian business community will need to improve the current access to flexible employment options. If this does not occur Australia will fail to attract or retain valuable employees and risk a further drop in fertility producing a negative economic impact as our population ages and skills shortages increase. The South Australian Government has recognised this by producing a Population Policy that outlines a set of broad strategic objectives aimed at increasing the State's population. The policy states the following: Initiatives that improve peoples ability to balance their working and non-working lives form a major part of the strategies required to arrest the decline in the States fertility rate and to address the negative consequences of an ageing population. To support improvements to the work environment, it is important that flexible and family friendly arrangements become part of our education and training systems.  3. WHERE TO FROM HERE? 3.1 The Goals of Change The PCW agrees that the possible goals for change as outlined on page 129 of the Discussion paper are in themselves laudable. However, there is concern that the third and fourth goal are presented as either/or goals. The PCW would argue that Governments providing adequate support for families to make real choices and workplaces that are culturally and structurally flexible are both essential if men and women are to achieve a work life balance. In addition to the goals presented in the Discussion paper, the PCW would strongly advocate for five further goals. The Federal Government to take a strong leadership role in creating work/life balance Recognition of the importance of achieving work life balance to the stability and well being of Australian communities and of present and future generations of children The need for systemic workplace change that reflects more accurately the industrial and cultural landscape we currently live in. Flexibility of workplace options using a life course approach Recognition of the diversity and complexity of Australian family life in the 21st Century PCWs rationale for each of these additional goals will now be outlined. Specific recommendations which arise from these goals are detailed in section 3.2 Options for Change. The Federal Governments leadership role in creating work/life balance. Balancing work/life/family is not just an issue for individual families or for women. It is a much broader industrial and social issue for Government and communities. Given that Australia has some of the longest working hours of any OECD country, this has become very important issue for Australian workers and is likely to increase in importance as our population ages. The PCW is extremely concerned about the changes proposed by the Federal Government to the Australian Industrial Relations system. The changes signal a further move toward individual contracts and a removal of a number of the Award safety nets currently in place. This will make it more difficult for men and women to balance work and family responsibilities. Evidence suggests that the power of most employees to reach a fair agreement, that includes family friendly working conditions, with their employer, is limited. This applies particularly to those with less leverage in the work place such as those for whom English is not their first language, for new arrivals, casual workers and those in low paid and/or low skilled positions. It is in the latter that women are overrepresented. For example, in South Australia in 2002 70% of all part time causal employees were women compared to 66% nationally.  Women are also less likely to be in senior or managerial positions that accrue more leverage in the workplace. The removal of the right to take an unfair dismissal claim against an employer is also of concern particularly for those workers with limited bargaining power. The Federal Government asserts that individuals will still have a right to take an unlawful dismissal claim if dismissed due to a discriminatory reason. However access to this provision is limited due to the costs of proceeding to court and the ability of employers under the current system to opt out of a conciliation process. While the Government has recently agreed to provide up to $4000 for legal costs, workers for whom English is not their first language, new arrivals, casual workers and those in low paid and/or low skilled positions may not have the knowledge or skill to take an unfair dismissal claim against an employer. There is no indication at this stage that the Federal Government intends to flow on the recent decision regarding the Australian Council of Trade Unions Work and Family Test Case. The decision handed down by the Australian Industrial Relations Commission is essentially one that enshrines the right to request certain family friendly arrangements. However it also provides ample scope for the employer to refuse such a request on a number of grounds. Despite this it signals an important shift in understanding the need for more flexible work practices, particularly in recognising the needs of casual employees in relation to work and family responsibilities. The Federal Government can lead the way in setting the national benchmarks for work conditions to support families in achieving a work - life balance and provide incentives to employers to be creative in the options they offer their employees. These steps will ensure Australia is internationally progressive in its response to changes in work life culture. As the following quotes indicate, benchmarked against other countries, Australia has not kept pace with initiatives in some other developed nations to assist their constituents to strike balance in work/life/family. Australias performance in terms of employers providing family friendly workplaces is currently below world best practice levels, as is demonstrated by the comparison of Australian and the US workplaces this data suggests that organisations in the US offer more family friendly work practices than do their counterparts in Australia, especially by offering compressed working weeks, employee assistance, on site or near site child care facilities, and information and referral services. Australia still lags behind some Western industrialised countries in the support offered to working women with child care needs. For instance, the study by Prince Cook (2001), found that Scandinavian countries such as Sweden and Finland, the United States (US) and Canada all had effective government policies aimed at assisting working women with children. Australia, on the other hand, was found to have policies that were less effective at assisting mothers to re enter the workplace after giving birth to their child. Another study, by Bittman (1999), found that the government financial assistance available to mothers wishing to enter the labour market in Australia paled in comparison to assistance available in countries with highly progressive family friendly policies such as Finland. Finally, the 2002 OECD report which focused on the balancing of work and family life in Australia, Denmark and the Netherlands, outlines the broader reasons beyond the workplace, as to why this debate is important to Government: The reason why the reconciliation of work and family is increasingly important to so many governments is that it is hoped that getting the right balance will promote all sorts of other goals of society. Increasingly aggregate labour supply and employment (so increasing national income); families with more stable and secure sources of income, families better able to stand the stresses of modern life, and if relationships do break down, better able to move on in their lives, better child development outcomes, less public expenditure, higher fertility (or at least, enabling families to have their desired number of children) and more gender equity, are often primary government objectives Recognition of the importance of achieving work life balance to the stability and well being of Australian communities and of present and future generations of children Striking the balance in the work/family/life debate is also about recognising that well balanced individuals contribute positively to building well functioning communities and to raising children. In this context, investment in achieving work life balance has immeasurable societal benefits for now, but is also a form of investment in the future. Indeed, the most fundamental instinct for any human being relates to children, specifically the care, protection and guidance of their development. The survival of the human species, in fact, is entirely reliant on care and nurture of children. But the current workplace and societal demands can tear at that very instinct and create personal stress and unhappiness which affects many people. It is therefore critical that in weighing up the work life balance, we give a high priority to the sort of society we want as an outcome, so that economic outcomes are not the dominate force. If the work/life/family balance isnt achieved, it will impact on individual workers health. Worker stress ricochets into reduced productivity in the workplace and increased pressure on an already overloaded mental health and social security system. Worker stress also enters the home and impacts on workers partners and children with the risk of family conflict, domestic violence and family breakdown. Strategies to enable work life balance make good economic sense in the long term: preventing problems emerging and intervening early if they do and thus avoiding reliance on tertiary services when individuals and families break down. Since children are unlikely to have a voice in such debates or to make submissions, it is imperative that their interests be represented. These are delicate areas to discuss, since the rights and interests of children can conflict with the rights of others, including the rights of women, and men to work and lead fulfilled lives. Nevertheless since parents work can impact on them, childrens needs and interests cannot be ignored. Research tells us that the early years of a childs life are critical periods of brain development in establishing long term neural pathways for later life. Yet this knowledge has not made strong inroads into public policy, particularly in relation to supporting families to spend time with their children, most particularly working parents. Many young parents find they have no choice but for both parents to work full time after the birth of their children, being financially unable to manage with the loss of the second income. This is regardless of whether either parent would prefer to spend time caring for their infants or young children themselves. The pressure to return to work also makes it difficult for women to breastfeed. For example, despite the acknowledged health benefits accrued by breast feeding, returning to work has been stated as the major reasons for the early weaning of infants Balancing work and family responsibilities in the early years of childrens lives can be very stressful for working families and more so when children are sick. Certainly hurried and pressured lives and time poor parents mean that families have less time to be together in relaxed ways. Yet spending time together is where children develop a sense of belonging and connectedness, learn about relationships and learn parental values and attitudes. What impact does minimal time spent with parents have on childrens social and mental health and well being? Are children developing the personal qualities and balanced lives that Australia needs for long term sustainability and a well functioning democracy? Although these are broad questions, there is good reason to be cautious. Instability in other countries demonstrates the negative impact of other forms of family stress and dislocation caused by civil and political unrest. While many children definitely have better lives because their parents work since there are simply more resources to go round, there are negative impacts for children and young people of parents working, that need to be further evaluated. For example many families do not have extended family to support them and child care and after school care are expensive and often not appropriate for children in later middle years or early adolescence. While it is difficult to find research on childrens feelings and perceptions of their life experiences since they are often not consulted in research, the PCW has identified two pieces of research that re relevant to the work life debate: A Kids Helpline Services survey indicates that some children return from school to empty homes: and are left to self care, spending substantial periods of time unsupervised while their parents are at work. The research indicates that it can sometimes be unsafe for children in unsupervised use of kitchen appliances, phones, televisions and computers and interpersonal conflict with siblings and others. The survey indicates that some children also feel lonely and fearful if they are at home without adult care. Barbara Pococks 2004 study of 21 focus groups of Years 6-11 male and females in urban and rural locations in two Australian states, researched their perspectives on parents paid and unpaid work, indicates. The study indicates that the majority want more time with their parents rather than more money through parental work and this is true for boys and girls from dual earner and single earner households as well as single parent earner households. Finally with both parents working, there is likely to be less time for family food preparation or eating meals together as a family and likely more reliance on pre prepared and high fat, take away food and that could impact on already concerning levels of child and adult obesity. The need for systemic workplace change that reflects more accurately the industrial and cultural landscape we currently live in. The modern family operates within a context that has changed considerably over the last few decades. More women are in the workforce. These women are also wives, partners, daughters, mothers and carers. Due to their work commitments, they are not able to carry out the unpaid carer responsibilities that traditionally have fallen to them. Yet at various stages in the lives of all families, whether due to sickness, ageing, childhood or relationship crises, care of others will be needed in families. Supporting and responding to the needs of family members is part and parcel of ensuring strong and well functioning families with all the societal benefits that result. The challenges we now face in Australian society include: A continuing low birth rate: The current rate (1998 2003) of between 1.73 and 1.76 children per woman is generally lower than for any period since 1923. In contrast, the indigenous birth rate in 2003 was 2.15 children per woman; An ageing population with smaller families meaning less carers available to assist them; More women now in the work force (51.8% 1990 to 54.5% 2001), including women with family responsibilities, but with less earnings than men; While likely to live longer than men, women have less superannuation entitlements i.e. median superannuation savings in 2000 were $6,400 for women, compared to $13,400 for men. Low superannuation for women is due to Occupation linked superannuation schemes which disadvantages female employees and women who are not in the paid workforce. Compulsory employer contributions to superannuation being linked to wage levels which are low for women; Less hours spent by women in the paid workforce; Interruptions to womens work history due to child bearing, the care of children and extended family members; Difficulties experienced by women in making additional voluntary payments into superannuation funds; Less traditional sources of unpaid carers available (previously women); More workers (particularly women) employed on a casual basis with no leave or other entitlements; More part time workers, with women making up 73.1% of persons employed part time (including those without leave entitlements); Increasing numbers of sole parent and double income families; Women tending to be clustered in a small group of occupations, particularly in, clerical, sales and service areas that attract lower rates of pay. They are also employed in a narrow group of professions such as nursing and teaching; Changing patterns of work with employees working longer hours, without overtime payment; More irregular hours worked by employees without financial compensation; Greater stress on relationships within families as parents take separate holidays to ensure one parent is home to care for the children during school holidays, resulting in less opportunity to holiday together and less quality time spent as a family unit; More employees feeling stressed by conflicting priorities of work and family and pressured by time; More than half of Australian couples with dependent children, always or often feel pressed for time; A growing proportion of Australian women and their partners choosing not to have children; The short and long term economic cost of having children has been more widely publicised over recent years and may influence the decision not to have children; Childless couples will be more reliant on formal care arrangements in old age and costs of this care are likely to increase. Smaller families, resulting in more pressure on fewer individuals to care for family members; Greater mobility of families resulting in less access to support from extended family members; Women are having children at a later age than previously. (In 2003, the highest fertility rate was women in the 30 34 year age group with a mean age of 30.5 years. However, for Indigenous women, the mean age was 6 years younger at 24.6 years); More use of child care and after school care, the hours of which are not always compatible with work hours or irregular work schedules; More time spent by employees in travel to and from work due to urban sprawl; The traditional pattern of sole male breadwinner with female carer at home now describes only a minority of families; In 2003, over two-thirds (70%) of families used mothers' working arrangements to care for children, and a third (33%) used fathers' working arrangements. This suggests that even when both parents are working, women still tend to be the primary givers of care, and are more likely than their partners to organise their work around child care responsibilities; Women in Australia are also the primary carers of parents; Women also carry more of the load of domestic and household responsibilities than men and do so in addition to working. Domestic activities accounted for the largest proportion of household work (an average of 191 minutes per day devoted to these activities by women and an average of 124 minutes by men). These combined challenges require a new trajectory for employees to balance their work and family lives. As Pocock states our institutions lag behind changes in our patterns of work and our households, and our communities and families are bearing the costs of this dissonance between institutions, cultures and preferences. Flexibility of workplace options using a life course approach. Workers need access to flexible workplace options to respond to the developmental needs of their family over the lifecycle, including needs of children and other family members at varying stages. Since families are diverse, a one size fits all approach will not suffice. A multi dimensional range of workplace options throughout the lifecycle will enable families to choose their own solutions. The life course approach is advocated by a number of authors: In her presentation to the Australian Institute of Family Studies Conference in 2003, Dempster suggests a life course approach to balancing work and families. The OECDs report on work place practices for families focuses on the beginning of the life cycle and proposes a similar solution to Dempster. It advocates providing a continuum of support for working families with infants and children in their early school years. Policies contributing to gender equity and child development include: low effective tax rates which ensure that being in work is financially rewarding for all parents; and public investment in child- and out-of-school-hours care to make it easier for mothers to take paid jobs . Pocock also recommends better transition points and vehicles for transition over the life cycle. The life course approach to work family balance clearly has many merits. Individuals form relationships, make decisions about whether or not to have children, participate in the work force, respond to the needs of family members, have ageing parents and in turn age themselves, so family friendly work place policies become vital for all employees in their life journey. However, flexible workplace practices also benefit employers and corporations by providing broader choice of skilled workers, reducing staff absenteeism and staff turnover, greater work satisfaction and increasing employee loyalty. Such flexible workplace practices also improve company profits and productivity. Recognising the diversity and complexity of Australian family life in the 21st Century While Australia is already a strong multicultural nation, it will increasingly rely on overseas migration to meet its workforce needs and labour force growth. It is therefore essential that any review of work and family policy and practice, includes recognition and acceptance of diversity as one of the overriding goals. Like schools, workplaces are the forums where difference can either be respected and celebrated or allowed to breed intolerance and hostility. Workplaces that respect difference will have enormous societal spin offs in building social capital and workforce participation. In August 2003, recent arrivals had a higher unemployment rate (9.7%) than all migrants (5.9%) or the Australian-born (5.5%). Participation rates were similar for recent arrivals and all migrants (57%), but lower than that for Australian-born residents (67%). Labour Force Survey (LFS). 3.2 Options for change In addition to the changes outlined in p 129 -131 of Striking the Balance Discussion paper, the PCW would add the following heading in advocating that the Federal Government take the leadership role in helping all Australians to achieve work/life balance: 3.2.1 Federal Government policy change The PCW makes the following recommendations for Federal Government action: Recommendation 1 That the Federal Government define as a national issue, the new culture of work and family, highlighting the importance of men and women sharing these roles and the need for workplace change through: Holding a National Work and Family Summit with senior level political, business, academic, union and workplace representation. An awareness raising and media campaign for the community and business Reasons: Work life balance is a national issue and a national summit would provide the necessary focus Cultural change about who undertakes caring responsibilities is needed to respond to contemporary Australian society. As Pocock states, this would require a Renovation of the societal vision of who should care, how care is valued, and the proper role of the distribution of all forms of work between women and men, between fathers and mothers, between sons and daughters.  Communities have traditionally relied on unpaid and voluntary care of others and caring has always been part of what women have done: without pay, without status and often diminished in regard by others for doing it. The true value of caring and supporting others in the development of children, in supporting schools, in building well functioning communities, in volunteer work and in supporting the frail, sick and elderly has gone unrecognised. As more women work, it has become an impossible task for them to continue to carry the dual role of worker and primary carer/domestic duties. They are already marginalised in insecure part time and casual employment, reduced promotional opportunities due to interruptions in their work history and less superannuation to access. These have been the outcomes for women in shouldering the greater burden of domestic and family responsibilities in addition to working.  Balancing work and family also involves care of ageing parents as well as children. Many women over the age of 45 permanently leave the workforce for family responsibility reasons, particularly to care for elderly relatives. New strategies are needed to encourage and support men to take up family and domestic care responsibilities. A national education and awareness raising campaign would enable a new culture of gender equity in caring to be publicly discussed. Recommendation 2 That the Federal Government compensate workers for loss of income due to child rearing in the early years through adoption of a national, paid 12 months maternity leave scheme for those who wish to take up this option. Reasons: To financially assist parents to have real choices and paid time to establish their families and to have the option of caring for their children in the early years if they so choose. To provide incentives for potential parents to have the option of having children when balancing this decision with potential loss of income for one partner, the financial constraints of mortgage commitments, possibly HECS or other education debts and reduced earning capacity due to age of younger workers. Austria, Finland and Germany have long periods of paid leave for parents up to 3 years of more. In Australia, best practice examples of paid maternity leave include the Australian Catholic Universitys one years maternity leave (12 weeks on full pay and the remaining 40 weeks at 60% of normal pay) which has been available since August 2001 Paid maternity leave enables time to establish breast-feeding where this is possible, with its recognised positive health benefits. It also supports international research on time needed for attachment formation in the early years and the positive effect this has on adult mental health. Recommendation 3 That the Federal Government fund additional, high quality, accredited child care places to ensure child care is both affordable and accessible to all who require it, including those who wish to return to work and that the pay and status of child care workers be re evaluated and made commensurate with the level of responsibility their job incurs. Reasons: Such subsidies not only reduce the cost of child care but also lift some of the financial barriers faced by parents, particularly mothers, returning to the workforce. Affordable, accessible, high quality child care can assist families to move out of the poverty cycle through enabling them to take up opportunities for skill training and work. There are consequential benefits for individual families as well as the community through reduced impact on social supports. Improve the pay, status and conditions of early childhood workers to match the duties and level of responsibility their work involves without transferring these costs to families. Currently child care workers pay is not commensurate with the great responsibility of dependent infants and children. Given widely accepted international research on early childhood which highlights the importance of the early (particularly the first three) years in a childs development, high quality and well remunerated carers need to be attracted into the workforce. Recommendation 4 That the Federal Government encourage implementation of family friendly practices in the work place through: Offering further national employer incentives and accreditation awards and Ensuring businesses are informed of the types of family friendly and work life agreements that can be offered, through further publicising information from the website of the Federal Governments Employment and Workplace Relations Services for Australians. Reasons: Businesses need encouragement to embrace change and make the cultural shift to flexible work place practices and the development of resources and tools to establish such practices. Family friendly work practices are more likely to be available in larger organisations, the public sector, or where there is a concentration of professional employees. Since small businesses are major employers, incentives and awards would also encourage them to work together to improve workplace policies for employees. Many innovative workplace agreements have already been struck with employees by private companies often at minimum cost and it is an incentive to others to learn of these best practice models. Recommendation 5 That the Federal Government highlight the national importance of achieving work/life balance for all Australians through provision and expansion of education and information campaigns: To inform employers of the researched benefits of family friendly work practices to productivity and the cost savings of retaining skilled and experienced staff eg by enabling parents to return to work on a part time basis To encourage workplaces to inform their employees about flexible work place options to ensure these are accessed eg optional leave arrangements and access to carers leave to enable employees to respond to family commitments. Reasons: A culture in many Australian workplaces leads to employees feeling they cannot use existing family friendly entitlements without negative impact on career prospects and perceptions by employers and colleagues that they are not committed. Modern families are diverse and require flexibility to care for children, elderly parents, sick family members and deal with their own life needs. Parental leave for either parent, rostered days off, paid emergency leave for carers, options to move between full and part time work within the same job, flexible start and finish times, access to phones to make contact with family members and options for new work schedules such as job sharing must be considered. Recommendation 6 That the Federal Government support a general reduction in working hours and overtime. Reason: Australians are spending more time at work than occurs in other OECD countries. The culture where employees are now expected to work longer hours often in unpaid work must be addressed. Long working days reduce family and rest time and cause greater stress on individuals and families. Recommendation 7 That the Federal Government review taxation benefits and financial incentives to work. Reasons: Enabling costs of child care and after school care to be claimed as tax deductions, offset against costs of working would greatly assist parents and would be an incentive to encouraging their participation in the workforce. Fringe benefit tax is a current impediment to workplaces establishing child care facilities for their employees and needs to be removed Changing taxation arrangements to enable parents to pay tax individually, would also remove disincentives of the existing tax system where combined family income i.e. of both parents, is taxed. Tax incentives are needed to encourage particularly female employees, to increase their voluntary contributions to superannuation so that they have independent means of support in retirement. Recommendation 8 That the Federal Government review its proposed welfare to work reforms to ensure that sole parents and their children do not experience: A reduction in family income resulting from changes in the payments they receive; A loss of income due to higher taxation incurred by higher effective marginal tax rates for private earnings from the proposed changes; Any financial disadvantage resulting from changes to the indexing of payments currently based on the average weekly earnings to new payments based on the lower consumer price index; Any additional disadvantage based on having more children in the family; And that sole parents who have larger families, a disabled child(ren) or child(ren) who require special counselling or medical treatment be temporarily or permanently exempted from the requirement to seek or undertake additional work . Reasons: Research of the Federal Governments proposed changes by NATSEM (National Centre for Social and Economic Modelling) highlights that the disposable incomes of sole parents can be up to $100 a week lower under the proposed new system than under the current system. It also found that effective marginal tax rates will be sharply increased under the proposed new system, over a reasonably wide range of earned income  The NATSEM report identifies: An immediate loss of $29 per week when a sole parents youngest child turns 6, due to the requirement to transfer from the current Parenting Payment Single to the Newstart Allowance; That under the proposed changes, private income earnings, will incur both a higher tax rate and a lower income before this tax cuts in. For example, currently under Parenting Payment Single, sole parents can earn $31- $76 without paying any tax, and on incomes from $76 - $171 per week they pay 40% tax rate. Under Newstart Allowance, sole parents with one child aged between 6 and 12 years who earn between $31 and $229 per week will be taxed at 65% or more; That the maximum losses a sole parent might experience will increase with the number of children in his/her family under the proposed new changes, compared to the current system of payments; That the income gap will get bigger in the future under the proposed Newstart Allowance. This is because it is indexed to the Consumer Price Index which tends to be lower than average weekly earnings on which the current Parenting Payment Single is based; Sole parents who have larger families or children with special needs (eg disabled children, children with acute medial problems or those who are distressed from escaping domestic violence or other trauma), need special consideration. These sole parents are neither free or able to work, given the care requirements of their children; Recommendation 9 That the State and Federal Governments require that national and state employment and work place data be analysed by gender including investigation into: The reasons for the generally low uptake of existing flexible work provisions The reasons that men and women access these provisions differently Strategies to make uptake more equitable Options for improvements to work conditions for employees who are parents to assist them in balancing work and family commitments. Reasons: Despite providing entitlements that assist in balancing work and family, access to these provisions in some workplaces and industries is not extensive. It is currently the case that men are less likely to access available leave to care for young children. This indicates the need for a cultural shift, to ensure that both men and women regard the taking if such leave as acceptable and reasonable. Women returning to work after child bearing would particularly benefit from the flexibility to shape their work hours according to family and caring commitments. This would include having rights to adjust hours from full time to part time, whilst retaining the same job. The March 2005 OECD Policy Brief Report states that in Iceland, each parent has the right to a non-transferable three month leave period and a shared 3 month period until the child turns 18 months old. Although the policy was only introduced in 2001, already fathers are taking up about 30% of the total available leave days. The report also identifies that Swedish men have increased their use of available leave to 17% when a second month of parental leave was introduced exclusively for the use of fathers.  Recommendation 10 That State and Federal Governments ensure a flow on to their respective public services of the provisions of the recent ACTUs Work and Family Test Case Reasons: The ACTU Work and Family Test Case is a decision that is of great importance to working parents, particularly women, for the following reasons: It is still predominately women who are responsible for the primary care of children within the family unit or as single parents. It is often women who are responsible for the care of older relatives and extended family members. Women are now having children later in life. This combined with higher workforce participation rates is compounding the problem with the issues of caring for ageing parents and children coinciding more so than in previous generations. The decision to extend the period of simultaneous unpaid parental leave up to a maximum of eight weeks acknowledges the important role that fathers can play after the birth or adoption of a child. The decision to allow casuals to request up to two days unpaid leave for family emergencies on each occasion is an important benchmark for women. 3.2.2 Legislative Change In order to affect the changes necessary to improve the ability of both men and women to balance work, family and community commitments legislative as well as cultural change is necessary. This has always been the case. Cultural change through education and incentives and legislative change have often gone hand in hand to ensure that a desired outcome is achieved. Recommendation 11 That the Federal Government address inequities for women in the workforce particularly relating to pay and superannuation by: Ensuring that women achieve true pay equity; Changing legislative guidelines for payment of the Superannuation Guarantee Contribution to ensure that it is paid from earnings of $1; Developing a policy to increase womens education in regard to superannuation and retirement savings as recommended by the July 2005 Women, Saving and Superannuation Survey undertaken by Security 4 Women (S4W). Reasons: Where both parents work, women tend to earn lower wages than men. They are employed in lower paid jobs and experience difficulty in accessing work at higher levels of management. Women experience major impacts in economic inequities in later life in terms of retirement savings and accrued superannuation benefits, as a direct result of carrying the major burden of balancing work/family and domestic and care responsibilities. The findings of the July 2005 Women, Saving and Superannuation Survey undertaken by the Security 4 Women (S4W), provides very clear evidence that effective policy change is required for women to achieve equity in regard to superannuation and retirement savings. Current superannuation legislation and the structure of the system do not take into account the working circumstances of women. The forward projections, financial modelling and future account calculations do not recognise that women generally, have very different work patterns and structures compared to men. For example: Women are more likely to earn less than $450 per month, and therefore disproportionately miss out on current Superannuation Guarantee Contribution payments. This impacts on account balances. The adequacy of a 9% superannuation contribution is predicted on 40 years of full time work which is based on an average mans work life. Most womens working lives are quite different: women move between full, part time and casual work and move in and out of the workforce to give birth, care for children and often leave the workforce earlier to care for older parents. Women currently earn only 85% of male ordinary time earnings. Pay inequities for women mean less pay equates to less superannuation. 38% of women have no super and a further have a balance of less than $5,000. The current average superannuation account balance for women is $43,300 compared to $78,700 for men. Catching up for women is virtually impossible. While 1 in 6, 34 to 44 year old men have achieved significant superannuation account balances (more than $100,000), only 1 in 12 women have done so. Education is the key for women to understand the major financial shortfall they will experience once they leave the workforce on retirement. A summary of the findings of the Security 4 Women Survey states that 80% of women are interested in learning more about their superannuation. There is a definite need for further education since the same survey indicates that: 51% of women do not know what they are currently entitled to in Superannuation Guarantee contributions. 62% do not know how superannuation is taxed 76% do not know that splitting of superannuation benefits can occur when divorced 80% do not know that it is possible to voluntarily split employer contributions with their spouse. Recommendation 12 That Federal, State and Territories legislation include provisions for employment security and an expansive employment safety net which: Emphasises the importance of a comprehensive safety net provisions for all employees and Discourages employers from any evasion of established employee rights, including paid maternity leave, parental leave or unfair dismissal rights. Reasons: Work/life balance can only be effective if it co-exists with income safety nets and employment security and if workers entitlements to existing rights are protected. 60% of award dependent workers are women. They are very vulnerable to downgrading of rights that have already been achieved. Without award protection they will have little bargaining power in enterprise bargaining to obtain flexible work options. Recommendation 13 That Federal, State and Territories Ministers support the upgrading of existing awards to ensure a comprehensive schedule of minimum employment provisions for casuals includes time limits on regular casual employment in feminised occupations, minimum call in times and family friendly and fair work conditions. Reasons: While women are overrepresented as causal workers, national trends over the last decade indicate a rise in casual density for both sexes. The greater increase has been amongst all Australian men from 14.0% to 20.7% and from 27.5% to 30.6% amongst women. Casual workers have no job security, limited or no entitlements to flexible work options or rights to balance their work and family commitments. Awards are critical to ensuring reasonable conditions and standards of employment for women. Some male dominated manufacturing and construction industries are known to have time limits on casual employment. These entitlements need to be extended to feminised areas of employment together with minimum call in times and fair working conditions. Recommendation 14 That Federal, State and Territories ensure that casual workers are entitled to permanency in circumstances where casual work is ongoing, with the impetus on the employer to show good reason why such conversion not be granted and that these entitlements be included as amendments to State Fair Work Acts or other legislation. Reasons: The increasing trend to employment of casual staff on a long-term basis, without leave entitlements or other provisions, few negotiating powers or rights, particularly impact on women and their families and must be addressed Workers may be employed casually, but on a fulltime basis for extended periods of time and they need to be granted leave entitlements. A range of strategies need to be developed to reduce the casualisation of the workforce including: Restricting the definition of a casual employee to apply to short term, irregular work only Providing for the conversion of casual workers to permanent status to prevent the long term, regular employment of casual workers Improving the conditions of casual workers by providing access for casual workers to increased pay to compensate for casual status and access to leave and other entitlements. Recommendation 15 That Federal, State and Territories collaborate to undertake a special project on casual employment to identify legislative changes required to identify different forms of employment, including limiting casual employment to short term or irregular work only and to prohibit the use of permanent casual employment. Reason: In analysing the issue of casual employment, the PCW has become aware of the confusion around definitions of casual work and of employee and greater clarification is needed through legislation. Recommendation 16 That the Federal and State Government and all peak union and business bodies ensure that casual loading be reviewed in all awards, possibly through running a test case. Reason: Since casual loading has been updated in some awards while others still remain the same, all awards need to be brought into alignment to ensure consistency for all employees. Recommendation 17 That State and Territory Governments investigate the gender impact of the federalisation of the award system to ensure complementary provisions across state and federal systems with minimal complexity for employees and employers. Reasons: Any move to shift all employees to a federal industrial system needs to be carefully evaluated in relation to its impact on women and casual employees and the impact on families. State and federal systems need to complement each other to ensure that employee conditions are maintained. Recommendation 18 That Federal, State and Territory Commissioners of Public Employment provide reports to Government on the breakdown of data: by Department and by gender; cultural status of employees and work types (full time/part time/casual); including separation of casual, part time and contract (short and long term) employment status. Reasons: To monitor progress in the reduction of casual employee status, further breakdown of data is required to ensure that change is being achieved equitably To ensure that the casual density of employees in the Federal, State and Territory Public sectors continues to decline To ensure that existing employees who are casual have the option of converting to permanent or contract employment. Social Policy Change Recommendation 19 That increased funding be made available to support carers in obtaining respite care so that they can continue to care for family members without threat to their health, particularly mental health and their position in the workforce . Reasons Support systems, including respite care, are needed outside of the workplace, so that workers who also have care responsibilities can be assisted to achieve work /life balance. Carers are often only able to access respite care when they reach breaking or crisis point. Entitlement to periods of respite care could relieve the pressure on their lives. Recommendation 20 That workplaces be encouraged to offer child care and after school care as a support to working parents and that inner City Councils be encouraged to provide child care in the central business districts, close to many workers. Reason Many parents race against the clock to get their children to care and then onto work, and at the end of the day to return to pick up their children. Valuable time is lost because child care is not available at the work site or in inner city areas where so many workers are located. Recommendation 21 That the Federal Government ensure that strategies to achieve gender equity in pay and work place practice are implemented. Reasons: There is a genuine need for specific programs directed toward helping women to achieve pay equity and access to promotional opportunities beyond low paid employment. Many women have work in occupations and professions that are service or care oriented, often regarded as the feminised industries, and professions such as nursing and teaching. In Australian culture, despite the level of responsibility and training these jobs might required, there appears to be an undervaluing of them, since they do not attract the financial remuneration of often less skilled areas where men are typically employed. Women currently take more leave to care for children than men, so greater flexibility is needed for both parents to respond to childrens needs. Recommendation 22 That Federal, State and Territory Governments increase youth employment rates in Aboriginal communities by : Developing strategies to increase school retention rates of young Aboriginal students and their access to education and training Improving subsidy of child care and other supports to encourage former Aboriginal school leavers to return to schooling. Reasons: Staying on at school improves chances of later finding employment and changes pathways of intergenerational unemployment In 2001, the unemployment rate for Indigenous Australians was 20% (the number unemployed as a proportion of the total labour force) compared to 7% for non-Indigenous Australians. With unemployment rates of 32% of 15-17 year olds and 27% of 18-24 year old Indigenous young people being roughly double that of non-Indigenous Australians, strong efforts must be made to break generational cycles of unemployment in Indigenous communities. Subsidised, high quality, accessible, child care and after school care will also provide opportunities for Aboriginal parents to gain part or full time employment. It is important that when referring to family, that recognition is given to the complex kinship relationships and family structures within Indigenous communities. Without this recognition appropriate polices and strategies will not provide the support necessary for Indigenous Australians to reach the levels of education necessary to obtain and retain employment. Recommendation 23 That Federal, State and Territory Governments improve access to support services without coercion for marginalised and vulnerable groups to assist those who are able to work to prepare for job readiness. Reasons: Improving employment rates for Australians who are vulnerable or marginalised, if they are able to work, will reduce poverty and increase family income and improve individuals isolation, but it must be handled carefully and without coercion. Not everyone is able to work and this must be respected, but the following supports may assist some eg: Migrants and refugees may initially require access to childcare, interpreter and language classes to help them in their adjustment to Australian life and culture before or while working. Refugee men and women who have suffered trauma and torture will require additional services such as debriefing and counselling to help them deal with loss, grief and trauma. Those with physical, intellectual an/or mental health disabilities may require skill training, flexible work practices so that they can participate in the workforce. Enticements for employers to provide work opportunities to persons with disabilities to ensure they are inclusive of their needs, may enable some of these women to gain employment. Women who have been unable to access work due to imprisonment, the impact of domestic violence, chronic health or other problems have particular needs that may require long-term support services. Financial compensation is needed for those who care for the elderly, young children or those with disabilities to enable them to continue to undertake these responsibilities, without being disadvantaged by loss of income. It is short sighted and false economy for those who prefer to care for their families to be financially forced to undertake paid work and then have to employ others to take on this carer role. Cultural Change in the Work Place Recommendation 24 That employers encourage men to take up flexible work options to both care for their children and undertake other domestic and family responsibilities through the creation of father friendly work environments. Reasons: Research indicates that men believe it is not acceptable in their work culture to take time off to care for their children Incentives are needed such as paternity leave, which enable fathers to take on carer responsibilities, need close consideration to change the culture of caring being regarded as the sole responsibility of women. Strategies are also needed to assist men who feel they cannot take on carer duties because they will be looked down upon by colleagues, not seen as manly, or not seen as dedicated to their career by their employer. For example: Employers need to demonstrate in written policy and in other forms of communication with staff that workplace flexibility exists to support both men and women to balance their work/life responsibilities. A broad range of flexible work options may be needed since those likely to be taken up by men may need to differ from those offered to women eg paid paternity leave. Encouraging senior male managers to act as role models in using workplace flexibility to care for their children. Offering workplace education and support for fathers eg seminars and workshops. Recommendation 25 That employers be encouraged to demonstrate their commitment to family friendly policies and extension of flexible and family friendly workplace options including: The use of salary sacrifice for leave. Acceptance of job share and part time work, particularly for women returning to work after birth of children. Job sharing for those who hold senior positions. The establishment of consistent and uniform polices in the workplace regarding the taking of leave to ensure objective application of decision making. A rejection of long hours spent at work as a sign of dedication and commitment to career or work or as the norm. Ensuring that all meetings are limited to the standard 9-5 time period so that parents can take children to school or child care. Reasons: While family friendly work practices are already in place in some workplaces, increasingly new and innovative strategies are needed to assist workers in balancing work/life commitments. Recommendation 26 That employers be encouraged to support older workers retain their jobs including those who either wish to continue working, do not have enough superannuation to retire, or are not skilled in modern work force technology. Depending on the needs of the employee this may require improved access to retraining and/or a reduction in hours and responsibilities. Reasons: It is in the communitys interests to retain older workers who have extensive life and work experience and knowledge. This is particularly given the demographic trends and pressure on a younger, smaller workforce needing to support an ageing population Many older workers would be happy to continue to work but with less responsibility and more choice about the hours they work and when they work The retention of older workers provides business savings with regard to retraining and new training Attitudinal Change Attitudinal change requires a significant cultural shift in the way Australians perceive family and work responsibilities. The PCW has recognised this by referring to the need for Federal Government leadership and the leadership of the business community in addressing this issue. Please refer particularly to Recommendations 1-10. Summary The PCW commends the HREOC Discussion paper. The paper raises the profile of this issue, elevating it to the National agenda. Finding a way to balance work, family and community commitments will never be simple and requires collaboration between business, unions, the community and all tiers of Government. The issue cannot be ignored if falling fertility rates and the subsequent aging of Australias population are to be addressed. However other imperatives exist when seeking a solution to these dilemmas. They include the right of both men and women to participate in the workforce and the need for both to accept the responsibility of primary carer when necessary. If gender equity is to be achieved it can only occur when men share more equally the roles of carer and contribute more fully to the unpaid work women currently undertake. Submitted by Ms Suzanne Roux Chairperson SA Premiers Council for Women 28 September 2005 If required contact: Ms Sally Ryan Executive Policy Officer ph: 08 8303 2540 GPO Box 1838 ADELAIDE SA 5001  p 4 Striking the Balance HREOC 2005  Australian Industrial Relations Commission Decision No PR082005 8/8/05 Para 57  Australias Demographic Challenges Page 19 Australian Government 2004  OECD Report 2004 Babies and Bosses: Recommendations to Help Families Balance Work and Family Life  NATSEM Income and Wealth Report The Costs of 鱨վ Today Issue 3 October 2002  Prosperity through People, A Population Policy for South Australia, Government of South Australia March 2004 , Page 14 ,4.2  Point 16 ACTU Work Hours and Work Intensification Background Paper ACTU Congress 2003 Almost one third of full-time employees work more than 48 hours per week; more than half of these are non-managerial, and a third of these work more than 60 hours per week. Australia has the largest proportion of employees working long hours in the OECD. Australia is now the second longest working time country in the developed world.  ABS Cat 6310.0 Employee Earnings Benefits & Trade Union Memberships.  Source Premiers Council for Women, Statistical Profile Women in South Australia 2003, Page 26  Mulvenca (1999) and Bankert and Linchfield (1998) as quoted p12 Austen S and Birch ER Family Responsibilities and Working Womens Lives Discussion Paper No 1/02 Feb 2002; Institute for Research into International Competitiveness Curtin Business, School Curtin University of Technology  Austen S and Birch ER Family Responsibilities and Working Womens Lives Discussion Paper No 1/02 Feb 2002; Institute for Research into International Competitiveness Curtin Business, School Curtin University of Technology  OECD Report 2002 Babies and Bosses: Reconciling Work and Family Life Australia, Denmark and the Netherlands Vol 1  A report jointly produced in March 2004 by the NSW and QLD Commissions for 鱨վ and Young People A Head Start for Australia: An Early Years Framework, states that In recent years there has been new evidence to affirm the importance of the first years of life for the developing child (Keating and Hertzman 1999: National Research Council 2000). In a report to the Ontario government in 2002, McCain and Mustard described how new evidence from a range of academic disciplines and research methods reaffirms that experience- based brain development in the early years of life, including the in utero period, affects the following outcomes throughout life: learning (literacy, numeracy, academic achievement); mental health and behaviour (anti social behaviour, violence, drug and alcohol abuse and smoking) physical health (coronary heart disease, blood pressure, type 2 diabetes, immune pathways, obesity) McCain and Mustard 2002 p11)  As a global public health recommendation, infants should be exclusively breastfed for the first six months of life to achieve optimal growth, development and health. Thereafter, to meet their evolving nutritional requirements, infants should receive nutritionally adequate and safe complementary foods while breastfeeding continues for up to two years of age or beyond World Health Organisation Promoting Proper Feeding For Infants And Young 鱨վ April 2003 WHO website http://www.who.int/nut/inf.htm  Studies have shown that returning to work is a major reason for early weaning p 2 Balancing Breastfeeding and Work Department of Health and Aged Care Commonwealth of Australia 2000  Kids Helpline is a national 24 hour free telephone counselling service for children and young people aged between 5-18 years. The service receives 30,000 phone calls a week and is staffed by 70 professionally trained, paid counsellors. In 1995, Kids Helpline undertook a quantitative and qualitative survey of 鱨վs Experiences and Perceptions of Caring for Themselves. 200 calls were received from children and young people aged between 6 and 16, with a mean age of 11, who identified as being without adult supervision, 53% of these children were home on their own. More than half of the callers were at home without adult supervision five days a week for between 1-3 hours, from when they arrived home from school until their parents arrived home from work. Almost 2/3 of parents were at work. P3 of the survey indicates that: Just over 25% of callers cared for themselves on weekends and/or during school holidays. Almost 90% of these children were at home without adult supervision all day.  The majority of callers to the Kids Helpline survey phoned because they were lonely, with 60% of under 10s feeling lonely. Over a quarter of those 12 and younger said they felt scared when at home without an adult.  Pocock B and Clarke J Cant Buy Me Love Young Australians views on parental work, time, guilt and their own consumption Discussion Paper No 61 February 2004 The Australia Institute.  ABS Births Australia 2003 Cat 3301.0  ABS Australian Social Trends 2001Work: National Survey Tables  ABS 2000 Employment Arrangements and Superannuation, Cat 6361.0  Olsberg D.Women, Superannuation and retirement: Grim Prospects Despite Policy Changes Just Policy No 35 March 2005  Source ABS Labour FORCE survey: Data available on request. Reference: p20 Statistical Profile Women in South Australia Premiers Council for Women  p 3 Austen S and Birch ER Family Responsibilities and Working Womens Lives Discussion Paper No 1/02 Feb 2002; Institute for Research into International Competitiveness Curtin Business, School Curtin University of Technology  ABS Time Use survey 1997 Cat No 4153.0  p3 OECD Report 2004 Babies and Bosses: Recommendations to Help Families Balance Work and Family Life  ABS Australian Social Trends 2002: Family and Family Formation: Trends in Childlessness  ABS Australian Social Trends 2002: Fertility rates  ABS Family and Family Formation: Trends in Childlessness  ABS Australian Social Trends Family and Community - Family functioning: Balancing family and work.  Austen S and Birch ER Family Responsibilities and Womens Working Lives Discussion paper No 1/02 Curtin University of Technology Feb 2002  ABS Australia Now Australian Social Trends 2001 Work - Unpaid Work: Time spent on unpaid household work  Pocock Barbara Labour Studies, University of Adelaide. Excerpt from her keynote address The Work/Life Collision Premiers Council for Women Forum, Adelaide 2003  Dempster Fiona Family and Work: Issues and Risks across the Life Course Paper presented to the 8th Australian Institute of Family Studies Conference: Steps forward for families: research, policy and practice, Melbourne Feb 2003  p2 OECD Report 2004 Babies and Bosses: Recommendations to Help Families Balance Work and Family Life  Pocock Barbara Labour Studies, University of Adelaide. Excerpt from her keynote address The Work/Life Collision Premiers Council for Women Forum, Adelaide 2003  ABS Australian Labour Market Statistics Labour Feature Article - Spotlight on Country of Birth April 2004  Pocock Barbara Labour Studies, University of Adelaide. Excerpt from her keynote address The Work/Life Collision Premiers Council for Women Forum, Adelaide 2003  71% of primary Carers are women (54% of all Carers).Source: ABS 1998 Disability, Ageing and Carers: Summary of Findings 4430.0 April 1999 and September 2004)  p2 OECD Report March 2005 Babies and Bosses: Balancing Work and Family  Pocock B Witness Statement in support of 14 weeks paid maternity leave in South Australia Public Service http://www.barbara.pocock.com.au  Studies support this, as referred to in Austen S and Birch ER Family Responsibilities and Working Womens Lives Discussion Paper No 1/02 Feb 2002; Institute for Research into International Competitiveness Curtin Business, School Curtin University of Technology  Such as awarded by ACCI (Australian Chamber of Commerce and Industry) and BCI (The Business Council of Australia). ACCI/BCA National Work & Family Awards  piii NATSEM The Distributional Impact Of The Proposed Welfare Tow Work Reforms Upon Sole Parents Report To The National Foundation for Australian Women August 2005  P6 OECD March 2005 Policy Brief Report Babies and Bosses: Balancing Work and Family  According to the Australian Bureau of Statistics in 2002 54% of casual employees in South Australia were women.  S4W is one of the four National Womens Secretariats funded by the Office for Women.  Women in Australia earned 87% of mens wages in 1983, 92% in 1994 and 88.4% in 2003 These figures are based on full time adult ordinary earnings (ie weekly wages before tax and not counting things like overtime ) Source: ABS Average weekly earnings Australia Time Series Spreadsheet CAT 6302.0 as quoted p23 Statistical Profile Women in South Australia Premiers Council for Women Government of South Australia 2004 www.officeforwomen.sa.gov.au/webdata/resources/Files/Statistical%20Profile%2004.pdf  S4W is one of the four National Womens Secretariats funded by the Office for Women.  ABS Year Book 2004 1301.0 p9 Security 4 Women (S4W) Women, Saving and Superannuation Survey: Survey Findings and Summary, July 2005.  ABS EEEH 2004  Pocock B AND Liu P Women and Casual Work in South Australia Dimensions, Experiences and Consequences. A Report to the Premiers Council for Women. March 2005 Labour Studies School of Social Science, University of Adelaide  ABS 2004 Year Book Labour: Article - Labour Force Status of Aboriginal and Torres Strait Islander peoples  ABS 2004 Year Book Labour: Article - Labour Force Status of Aboriginal and Torres Strait Islander peoples  Levine, James and Pittansky,Todd 1997 Working fathers: new strategies for balancing work and family as quoted in Work and Family Department of Employment, Workplace Relations and Small Business     PAGE  PAGE 13 Premiers Council for Women Submission: Striking the Balance, Women, men work and family Human Rights and Equal Opportunity Commission 2005 :;@\" * + C D G S U b u w i o { |  ǾڧڄytytքdYYhq6OJQJ^Jjhq0JOJQJU^J hq5hq5OJQJ^J hq>*!h[%hV5>*OJQJ\^Jh[%5OJQJ\^JhV5OJQJ\^Jh]BOJQJ^Jhq5OJQJhq5CJ OJQJ\^Jhqhq5OJQJ\^JhqOJQJ^Jhq5CJ(OJQJ\^J!:;<=>?@\$ 9r xxa$gd]B$xxa$$xxa$$xxa$ $ 9r xxa$ /}0 E F G H I J S T U $xxa$$xxa$  9r xxgdV$ 9r xx^`a$ $ 9r xxa$U b v w b]dhF & FEƀWꙆ.U$ & F hdhxxEƀWꙆ.a$w  ? 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