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TASMANIAN
WOMEN’S
STRATEGY
2018-2021
www.women.tas.gov.auCommunities, Sport and Recreation GPO Box 123 HOBART TAS 7001 Phone: (03) 6232 7133 Email: women@dpac.tas.gov.au Website: www.women.tas.gov.au Facebook: Women in Tasmania Copyright State of Tasmania ISBN 978 0 7246 5736 3 May 2018 2 TASMANIAN WOMEN’S STRATEGY 2018-2021
Contents
Minister’s message .............................................................................................................................................................................................................. 5
Introduction......................................................................................................................................................................................................................................... 6
A snapshot of women and girls in Tasmania ....................................................................................................... 8
Why we need gender equality ............................................................................................................................................................ 9
Tasmanian Women’s Strategy
Vision ................................................................................................................................................................................................................................................... 11
Objective ................................................................................................................................................................................................................................... 11
Principles ..................................................................................................................................................................................................................................... 11
Strategic Priorities ................................................................................................................................................................................................ 11
Consultation ....................................................................................................................................................................................................................... 12
Four priority areas for action
Financial security ...................................................................................................................................................................................................... 14
Safety ................................................................................................................................................................................................................................................... 18
Leadership and participation ...................................................................................................................................................... 22
Health and wellbeing ..................................................................................................................................................................................... 26
Implementation ........................................................................................................................................................................................................................ 31
Governance ......................................................................................................................................................................................................................... 31
Monitoring and evaluation ................................................................................................................................................................ 31
Glossary ...................................................................................................................................................................................................................................................... 31
Endnotes...................................................................................................................................................................................................................................................... 32
TASMANIAN WOMEN’S STRATEGY 2018-2021 34 TASMANIAN WOMEN’S STRATEGY 2018-2021
Minister’s message
The Government is committed to making Tasmania
a state where all people have equal opportunities to
participate in Tasmania’s social, political, economic
and cultural life. A person’s gender should not be a
barrier to opportunity or participation.
Women and girls make an enormous As Minister for Women, I am proud to The priority areas were identified
contribution to our community release the Tasmanian Women’s Strategy through our community consultations
and their full participation is vital to 2018-2021. The Strategy celebrates and align with the work and learnings
Tasmania’s future. Since the release of what we have achieved, builds upon from successful initiatives undertaken
the Tasmanian Women’s Plan in 2013, the Government’s existing inclusion by the Australian Government, other
we have witnessed significant progress initiatives and recognises the strength state and territory governments, the
towards gender equality. Gender and resilience of women, girls and Australian Human Rights Commission
equality is now a national conversation. men in advancing gender equality. It and UN Women.
The gender pay gap is seen as a calls for a united approach from the
Thank you to all the Tasmanian
workforce issue, not a women’s issue; government, private and community
women and girls, members of
family violence is recognised as a sectors, and the wider community to
the Tasmanian Women’s Council,
community problem and responsibility work together in Tasmania’s quest to
community and private sector
not a private matter; and the achieve gender equality.
organisations, the wider community
achievements of Australian women in
The Strategy identifies action in four and Tasmanian Government agencies
leadership and sport are increasingly
important priority areas: who have been instrumental in
being recognised. However, there is still
developing the Tasmanian Women’s
much more work to be done. Gender 1. Financial security;
Strategy 2018-2021.
inequality persists in our community 2. Safety;
and continues to prevent Tasmanian
3. Leadership and participation; and The Hon Jacquie Petrusma MP
women and girls from reaching their
Minister for Women
full potential. 4. Health and wellbeing.
TASMANIAN WOMEN’S STRATEGY 2018-2021 5Introduction
At the time the Tasmanian Women’s Plan 2013-2018 was released, its aim was to
improve opportunities for women’s equal participation in the social, political and
community life of Tasmania. Actions undertaken during the life of the Plan have
moved Tasmania closer to this objective. Notwithstanding the good work already
being done, gender inequality remains and we must continue to address it.
The Women and Girls in Tasmania Achieving gender equality requires As the Tasmanian Women’s Strategy is a
Report 2014, an initiative of the individuals and families, the private living document, over the next three
Tasmanian Women’s Plan, provided and community sectors, as well as the years the Government will work with
benchmark information on a range of wider community and governments, Tasmanians from all sectors and walks of
gender equality indicators. Two years all taking action together. life to identify priorities, review progress,
later, the Tasmanian Government develop new actions, and consolidate
The Tasmanian Government is already
released the Women and Girls in and strengthen existing activities.
working with the community and the
Tasmania Fact Sheets 2016, providing
private sector as an enabler of change.
updated information on these
The Tasmanian Women’s Strategy
indicators. It can be difficult to precisely
identifies some continuing activities
measure changes in what have been
under the Tasmanian Women’s Plan, and
entrenched cultural attitudes, social I commend the fact that
renews the Tasmanian Government’s
systems and organisational structures. gender equality is a priority,
ongoing commitment to these
This is evident from the statistics
initiatives. and this message alone has
and recent community consultation
As an employer and deliverer of inspired me to action and given
feedback.
services and programs, the Tasmanian me a greater sense of security,
The Tasmanian Women’s Strategy 2018 belonging and purpose.
Government is committed to leading
– 2021 sets the direction for ongoing
by example to: SURVEY RESPONDENT
effort to address gender inequality.
Government alone cannot change: • remove gender bias;
• the gendered distribution of power • provide flexible work places;
and influence; • open up opportunities for women
• division of labour in work, the to have an active, equal role in
private sector and home settings; decision-making and participating in
community life; and
• allocation of caring responsibilities;
• ensure equitable access to essential
• educational and vocational
services.
aspirations; and
• opportunities to realise personal
ambitions.
6 TASMANIAN WOMEN’S STRATEGY 2018-2021Whilst Tasmania has made good
progress toward addressing gender
equality in recent times, women
and girls in this state still experience
discrimination and inequality in many
important areas in their lives. The
Tasmanian Women’s Strategy is a
critical policy document governing the
Tasmanian Government’s approach
to addressing issues of importance to
women and girls in Tasmania.
EQUAL OPPORTUNITY
TASMANIA, SUBMISSION
TASMANIAN WOMEN’S STRATEGY 2018-2021 7A snapshot of women and girls in Tasmania
er
nd
I sla
4.6%
e s St r a i t
The average
of Ta
Torr
age of females
in Tasmania is
sm
nd
43
an
an
la
fe m ina
i
Women and girls make up ig
b or
51.1%
ales are A
YEARS
of the Tasmanian population
Around
Women make up
12%
48%
of Tasmanian females
were born overseas
of the Tasmanian
labour force
34.8% The average weekly
income of Tasmanian
of full-time
workers are women is
69.8% $1,243
women
of part-time
workers are
women for men $1,414
62.6%
of underemployed
people are
80.6%
women
of single parents
48.4%
are women
of people who identify as having a disability
are females
8 TASMANIAN WOMEN’S STRATEGY 2018-2021Why we need gender equality
Gender equality benefits In Tasmania the gender pay gap
between women and men remains
everyone. There is a range unacceptably high as is the case
of social and economic elsewhere in Australia and abroad. We believe cultural change is
Female talent remains one of the
dividends for a gender most under-used resources in the
needed to achieve equality and
this will be achieved through
equal Tasmania. private sector and women continue
strong leadership and education.
to be under-represented in leadership
positions1. Women are more likely AUSTRALIAN INSTITUTE OF
A gender equal state:
to work in lower paid occupations2 , ARCHITECTS, TASMANIAN
• embraces respectful relationships; they undertake the majority of unpaid CHAPTER, SUBMISSION
• understands excellence is domestic and caring duties3 and
gender neutral; they struggle to find a role in male
dominated industries. Women are
• promotes and protects grossly overrepresented as victims
people’s rights; of sexual and family violence4 which We will have true gender
• ensures women live free has a devastating impact on their equality when it is seen as a
of violence; independence, safety and security5.
non-negotiable right, where
These factors mean women are
• supports health and wellbeing and
at greater risk of financial hardship opportunities are not limited
community connectedness; and due to gender and when we
than males particularly during their
• enables women and girls to fully retirement years. feel supported to reach our true
participate in and share the benefits potential and aspiration.
Gender inequality does not affect all
of living in Tasmania. SURVEY RESPONDENT
women in the same way. The impacts
Gender equality means women and of gendered barriers are compounded
men enjoy the same rights. They have when combined with discrimination that
equal opportunities for economic occurs as a result of factors including
participation and decision making and Aboriginality, ethnicity, disability, sexual
their aspirations and needs are equally orientation and gender identity, rurality
recognised, supported and valued. or socio-economic status.
While there have been many positive The Tasmanian Government can
changes to the status of women, enable, lead and set the example,
gender inequalities continue to prevent however improving gender equality
and restrict the opportunities for will only be achieved when the
women and girls to fully participate in government, private and community
Tasmania’s social, political, economic sectors, and communities work
and cultural life. together. Only with a whole-of-
government approach can we
implement strategies to drive change,
challenge gender stereotypes and
address the historical and social
disadvantages which prevent women
and men from operating on a level
playing field.
TASMANIAN WOMEN’S STRATEGY 2018-2021 9Why we need gender equality
Gender equality
is a human right
Gender equality
provides economic
benefits
Gender equality
prevents violence
against women
and girls
Gender equality
creates more Gender equality
inclusive, connected leads to better health
and cohesive and wellbeing
communities
Gender equality benefits everyone
10 TASMANIAN WOMEN’S STRATEGY 2018-2021TASMANIAN WOMEN’S STRATEGY 2018-2020
Vision Objective Principles
For Tasmanian women and girls to To empower and support women All women and girls have a right to:
live in a safe community, have access and girls to reach their full potential to
• financial security and independence;
to equal power, resources and participate in, and contribute to, the
opportunities and to be treated with social, political, economic and cultural • be safe at home, at work, at
equal respect and fairness. life of the community. their place of study and in the
community;
• equal opportunities in leadership
and participation; and
• access information and services to
make informed choices about their
health and wellbeing.
Strategic
Priorities
The Tasmanian Women’s Strategy
identifies four priority areas for the
government, private and community
sectors and the wider community to FINANCIAL
improve gender equality in Tasmania. SECURITY
The four priority areas are:
HEALTH & LEADERSHIP &
WELLBEING PARTICIPATION
The priority areas are connected.
Taking action under one priority
SAFETY
area can have positive outcomes
across one or more other priority
areas. In addition to the Strategy,
the Tasmanian Government
supports Tasmanian women and
girls through a broad range of
policies, programs and services.
TASMANIAN WOMEN’S STRATEGY 2018-2021 11Consultation
The Strategy reflects the voice of Tasmanian women.
The Department invited individual women to have their say through an online survey, and both individuals and organisations
were invited to make written submissions.
Online Survey
The online survey was open for five weeks and closed in mid-October 2017.
1,391 people participated in the survey.
The age ranges of respondents
• 3 per cent identified as Aboriginal.
• 87 per cent were born in Australia.The employment status of respondents
• 70 per cent were partnered,
Employed, working
full-time 40.92% 19 per cent were single and the
remaining respondents were
Employed, working
part-time/casual 27.57% widowed, divorced or separated.
• 7 per cent identified as lesbian, gay,
Not employed,
looking for work 2.93% bisexual, transgender or intersex.
• 14 per cent provided unpaid care to
Not employed and
not looking for work 3.33% someone who, because of a disability,
mental illness, ageing condition,
Retired 6.54% chronic illness or pain required
assistance with everyday tasks.
Attending
School/College 2.20% • Less than one per cent were
the primary carer of their
Attending post
school education 5.74% grandchildren.
Other
(please specify) 10.74%
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
Written Submissions Tasmanian Consultation with
Thirteen written submissions were
Women’s Council government agencies
received: eleven from Tasmanian
The Tasmanian Women’s Council Tasmanian Government agencies
women’s organisations and two from
provided valuable advice during assisted the Department to develop
individuals.
the development of the Strategy the Strategy.
and promoted the survey through
its networks.
TASMANIAN WOMEN’S STRATEGY 2018-2021 13FINANCIAL
SECURITY
Statistical findings paint In Tasmania, men take home $8,897 on Women of all ages are affected by the
average more per year than women.6 gender pay gap. For example, 60.5 per
an alarming picture that cent of undergraduate enrolments at
The Tasmanian Government’s Fact
illustrates persistent Sheet on Economic Security and
the University of Tasmania are female7.
The median starting salary for female
gaps in earnings, Financial Independence identifies the
graduates across Australia is 96.4 per
key reasons for this gender pay gap
workforce participation including:
cent of the median starting salary
earned by their male counterparts8.
and superannuation • the under-representation of This demonstrates that while more
savings experienced by women in higher paying leadership women are enrolling in tertiary
positions in the public and the education, their starting salaries on
women. This results in private sectors; graduation are less than male graduates.
lower life time earnings • occupational segregation, with
For example, a 25 year old man with
a bachelor degree can expect to earn
which leads many female-dominated occupations
a total of $3.6 million over the course
remunerated at lower levels than
women into financial male-dominated occupations;
of his lifetime, more than 1.7 times the
prospective earnings of a woman with
insecurity in retirement. • over-representation of women in equivalent qualifications. This equates to
lower paid industries; $1.52 million extra in wages.9
• over-representation of women in Women’s participation in the labour
part-time work; and force is central to both their financial
security and social independence. In
• women taking career breaks due to Australia women have lower labour
unpaid caring responsibilities. force participation rates than men.
The Tasmanian workforce participation
rate is reflective of this national trend.
14 TASMANIAN WOMEN’S STRATEGY 2018-2021KEY FACTS
Tasmanian women working full time earn an average of $1,243 per
week, compared with $1414.10 earned by men – a difference of
$171.10 per week.18
66,000 of employed Tasmanian women work
part-time compared with 28,300 men.19
13.6% of women are underemployed compared to
8.5% of men.20
18,883 women in Tasmania are single parents
compared with 4,545 men.21
1 in 3 women retire without superannuation.
The superannuation gender gap is 46%.22
While the female participation rate management. For example women
increased by 2.8 percentage points in full-time employment are twice as
to 57. 5 per cent through the year to likely to do more than 15 hours of
October 2017, the male participation unpaid domestic work over a week, in We will have gender equity
decreased marginally to 64.4 per cent comparison with full-time employed
when there is equal pay and
over the same period.10 men.12 This has a significant impact on
remuneration, when the best
women’s ability to take a greater role
Total female employment increased person is selected for the job
in the workplace.
by 6.6 per cent through the year to and bias is eliminated, and when
October 2017 due to an increase in Another important consideration in
flexible work is available to
both female full-time and part-time women’s workforce participation is the
need to increase women’s participation support parents with children.
employment. As at October 2017
women comprised 48.2 per cent of the in our science, technology, engineering, SURVEY RESPONDENT
Tasmanian workforce. Of the female mathematics and medicine (STEMM)
workforce 44.9 per cent work full time. workforce. The STEMM workforce is
Of the male workforce 77.9 per cent crucial to Australia’s innovation capacity
work full time.11 and competitiveness. It has traditionally
attracted higher wages than other
Women’s lower workforce segments of the economy. A 2016
participation can be attributed to report analysis of the Australian science,
the interrupted nature of Australian technology, engineering and mathematics
women’s work patterns as they spend workforce found that women made up
more time than men on unpaid care only 16 per cent of those qualified and
for others. Women also spend more that of the graduates earning in the top
time on unpaid household work income bracket ($104,000 per annum
such as cooking, cleaning, laundry, or above), 32 per cent were male
shopping and household finance compared to 12 per cent female.13
TASMANIAN WOMEN’S STRATEGY 2018-2021 15FINANCIAL SECURITY
Collectively, the Key Facts
result in an alarming gender gap What the Consultation told us
superannuation statistic. One in
Superannuation and financial security for women during retirement was a major issue
three Australian women retire with
identified by survey respondents. Earning less due to working part-time or casually, or
no superannuation14, relying solely
not earning while on parental leave was a recurring theme of the consultation. Many
on the Aged Pension for income
women expressed difficulty in accessing affordable financial planning services.
support. The figures are equally
concerning for women who retire Survey participants noted the ongoing stigma attached to working part-time or
with superannuation. According to a casually. The need for employers to support increased flexible working options in
2015 ANZ Women’s Report15 the workplace was also identified.
90 per cent of Australian women will
have inadequate savings in retirement What the Government • Encourage financial institutions
to fund a comfortable lifestyle. to deliver information regarding
On average women retire with half is doing the importance and impact of
as much superannuation as men.16 women’s life-long earnings on
• Supporting the Council on the
Data compiled by the Workplace superannuation.
Ageing Tasmania’s The Ageing
Gender Equality Agency shows the
Workforce – Recruiting for Life • Assist women in their financial
pay gap leads to a 19.3 per cent annual
Experience study, which includes preparations for later life, through
superannuation contributions shortfall
consideration of older women’s promoting Strong, Liveable
for women in full time permanent
participation in work. Communities: Tasmania’s Active
work, compared with men. The
• Implementing the Women in Rural Ageing Plan 2017-2022.
superannuation gap over a working
life is, on average, 46.6 per cent. This Communities program to ensure rural • Pursue gender diversity best
means the average Australian man women and girls remain connected practice within the Tasmanian
retires with $197,054, while the average and their valuable contribution to State Service, including overcoming
women retires with just $104,734.17 primary industries is recognised. unconscious bias and supporting
• Working with the University of flexible working arrangements.
Tasmania to raise awareness and • The Tasmanian Women’s Council
developing resources regarding will work with the federally funded
gender equality issues. National Women’s Alliance,
Women play important roles • Delivering the Employer of Choice Economic Security4Women to
in Australian Architecture, and Awards and events, which highlight identify barriers and solutions to
their numbers have increased excellence in workplace practices women’s economic security and to
significantly over time. There is that support work/life balance. increase women’s and girls’ financial
literacy through the Australian
however a large gap between
Curriculum and changes to
women as graduates and as What we can do together government policies.
registered architects, a situation
• Develop and implement a • Implement recommendations from
that Australia shares with other Tasmanian Government Financial
countries.....Women still cluster in the Women’s Workforce Development
Security for Women Action Plan, Plan which is a partnership between
the junior ranks of the profession, to strengthen women’s economic the Department, the Department
despite having comprised nearly capacity in the workforce (for of State Growth and the Tasmanian
half of all architecture graduates example, negotiating their pay Women’s Council.
since the mid-1990s. levels, training in financial skills,
social enterprise and/or increasing • Empower women and girls in
‘THE NUMBERS IN A regional areas to seek employment
women’s participation in non-
NUTSHELL: WOMEN IN in traditionally male dominated
traditional occupations).
ARCHITECTURE, AUSTRALIA’ fields, such as the Parks and Wildlife
BY PARLOUR AND • Work with the private and
Service Discovery Ranger Program.
DR GILL MATTHEWSON community sectors, educational
bodies and the wider community to
continue to close the gender pay gap.
16 TASMANIAN WOMEN’S STRATEGY 2018-2021When more women
work, economies
grow. In Australia,
it is estimated that
a 6% increase in the
female participation
SPOTLIGHT ON
rate would boost
Tasmanian Women Engineers the level of GDP by
Tasmania has one of the lowest percentages of women entering and 11%.23
remaining in the engineering workforce (only 8 per cent). The Engineers
Australia Tasmania Division’s Workforce Development Plan 2016-19 identifies
this as one of the greatest issues and challenges facing the profession in the
state.
Dr Vicki Gardiner, a STEMM professional, has led the development of
Engineers Australia’s Gender Equality Strategy for Tasmania. The Strategy is
based on three pillars:
• Promotion and awareness – to celebrate success stories of women
in engineering and attract the next generation of female engineer
practitioners, starting at early childhood.
Increasing women’s
• Development and retention – to empower and support female
engineers through their education journey and to navigate through
and girls’ education
key points of their career where there is normally an exodus of contributes to higher
women from the profession. economic growth.
• Culture – to assist companies to foster a diverse and inclusive culture. Increased educational
Engineers Australia’s Tasmania Division is working collaboratively with attainment accounts
the Tasmanian Government, education providers and the engineering
industry to: for about 50% of the
• develop case studies and profiles, resources for teachers, and a economic growth in
communications program to show that women are also great OECD countries over
engineers;
the past 50 years.24
• showcase the education and career pathways available for aspiring
and growing engineers;
• offer mentoring, networking and career and leadership development
opportunities such as mentor/mentee, training workshops, women and
the private sector leaders network events, resources and coaching;
• create Diversity Awards for female engineering students entering an
engineering qualification; and
• work with small to medium-sized enterprises to develop cultural
change initiatives that can increase the attraction and retention of
TASMANIAN WOMEN’S STRATEGY 2018-2021 17SAFETY
Feeling safe at home, Violence against women is one of One in five women experience sexual
the most serious consequences of violence perpetrated by a male who is
at work, at your gender inequality. It increases the risk known to them.
place of study and in of women experiencing disadvantage
The Tasmanian Elder Abuse Hotline
and can have far-reaching impacts on
the community is a their social and economic participation,
reports that 65 per cent of calls
relate to older women.28 This includes
fundamental human health, housing and financial security.
psychological, financial, physical and
The combined health, administration
right. However, not and social welfare costs of violence
sexual abuse.
all Tasmanians enjoy against women are estimated to be Gendered violence is not solely
$21.7 billion a year.26 limited to the home, or to intimate
this right. Violence relationships. Almost 10 per cent of
Three in ten women have experienced
against women and physical violence since the age of 15.
women have experienced violence
perpetrated by a stranger. 29 Thirty
girls continues to be a One in six women have experienced
per cent of Australian girls and young
significant wide spread partner violence. Women are
women aged 15 to 19 years think
most likely to experience violence
problem. In Australia, sexual harassment in a public place is a
perpetrated by a partner, in their
serious issue.30
on average, at least one home. Intimate partner violence
Violence has a profound and
contributes to more death, disability
woman each week is and illness in women aged 15 to 44 devastating effect on women and
killed by a current or than any other preventable risk factor.27 girls. It is the single largest driver
The overwhelming majority of victims of homelessness for women in
former partner.25 of sexual assaults are women. Australia and a common factor in
18 TASMANIAN WOMEN’S STRATEGY 2018-2021KEY FACTS
One in five women has experienced sexual violence33, and
women are eight times more likely than men to experience
sexual violence by a partner34. In Tasmania, females accounted for
88% of victims of sexual assault in 2016. Twenty per cent of
female victims were aged between 15 and 19 years35.
From 2005 to 2015 in Tasmania, 82.2% of family violence offenders
were male and 87.8% of victims were female.36
In 2016-17, 5,154 family violence arguments and
incidents were reported to Tasmania Police.37
In 2016-17 there were 1,625 Police Family Violence Orders (PFVOs)
issued and 288 Family Violence Orders (FVOs) applied for by
Tasmania Police.38
In 2016-17 there were 1,547 reported breaches of PFVOs
and FVOs in Tasmania.39
In 2016-17, 65% of cases reported through the Tasmanian
Elder Abuse Hotlines related to older women40
child protection notifications. A police By promoting and normalising gender
call-out to attend to a family violence equality in public and private life, we
incident occurs on average once every will have a positive impact on ending
two minutes across the country.31 violence against women in the long Women who have been
term. Promoting gender equality and affected by domestic and
Although there is no single cause of
respectful and non-violent relationships
violence against women and their family violence are uniquely
benefits the whole community,
children, the latest international positioned to understand it, and
including men.
evidence shows there are certain to offer insight into the changes
factors that consistently drive higher In addition to primary prevention that must happen to address
levels of violence against women. These efforts, we must also continue to it. Change must be led by
include beliefs and behaviours reflecting ensure services and systems meet the
women of diverse backgrounds
disrespect for women, low support for needs of women.
gender equality and adherence to rigid
and informed by their lived
or stereotypical gender roles, relations experience of the issues that
and identities.32 face them.
To prevent violence against women, SUPPORT, HELP AND
we need to challenge the beliefs and EMPOWERMENT (SHE),
behaviours that excuse, justify or SUBMISSION
condone violence; promote women’s
independence and decision-making;
challenge gender stereotypes and roles;
and strengthen positive, equal and
respectful relationships.
TASMANIAN WOMEN’S STRATEGY 2018-2021 19SAFETY
What the What the Tasmanian What we can do together
Consultation Government is doing • Support initiatives that challenge
the attitudes, stereotypes and
told us • Delivering Safe at Home – the
Tasmanian Government’s integrated
behaviours that drive or condone
violence and sexual assault against
Over 75 per cent of survey criminal justice response to family
women and girls, including victim
respondents agreed they knew how violence.
blaming.
and where to access services that • Implementing the Safe Homes, Safe
support victims of violence, including • Adopt a flexible approach to
Families: Tasmania’s Family Violence
family violence and sexual assault. While implementation of Safe Homes,
Action Plan 2015-2020 (Safe Homes,
less than one per cent did not feel Safe Families, to respond to
Safe Families).
safe at their workplace, and only four emerging priorities and take
• Implementing Tasmania’s account of work being done across
respondents (0.32 per cent) indicated
commitments under the Council of Australia to address family violence.
they did not feel safe at their place of
Australian Governments’ National
study, five per cent of respondents • Engage with the Australian
Plan to Reduce Violence Against
indicated that they did not feel safe in Government to address violence
Women and their Children 2010-2020.
their own home, and 20 per cent did and sexual assault against women
not feel safe in public areas in their • Implementing and supporting the and their children through
community. Elder Abuse Prevention Action Plan implementation of the Action
2015-18. Plans of the National Plan to Reduce
Some respondents shared their
experiences of violence including • Increasing our knowledge and family Violence Against Women and their
physical and sexual violence and violence prevention and response Children 2010-2022.
harassment perpetrated in a range of capability through membership • Deliver the Respectful Relationships
settings, including workplaces, public of Australia’s National Research Education Package for Prep to year
spaces and homes. Tasmanian women Organisation for Women’s Safety. 12 in all Tasmanian Government
and girls described feeling unsafe in • Contributing to the national effort schools.
public areas, particularly at night and to address violence against women • Complete and maintain White
when in vulnerable states, including by changing culture, behaviours Ribbon Workplace Accreditation
when they have been drinking. and gender imbalances, through across the Tasmanian State Service.
membership of Our Watch.
• Increase awareness and promote
best practice through the
Responding to Family Violence:
A Guide for Service Providers and
Practitioners in Tasmania within
relevant community organisations.
• Support Tasmanian employers to
better respond to family violence.
The Safety of women and girls in
Tasmania is a key barometer of • Develop and promote safer and
progress toward gender equality. more inclusive public places.
Unfortunately, however too many
Tasmanian women continue to
experience violence.
EQUAL OPPORTUNITY
TASMANIA, SUBMISSION
20 TASMANIAN WOMEN’S STRATEGY 2018-2021Safe Homes, Safe
Families provided an
additional $3 million
over four years
for counselling for
children and $1 million
SPOTLIGHT ON
for adults affected by
Safe Homes, Safe Families: Tasmania’s Family Violence
family violence.
Action Plan 2015-2020 – Cross Agency Working Group
From 1 January to
In November 2017, the Safe Homes, Safe Families: Tasmania’s Violence 30 June 2017,
Action Plan 2015-2020 – Cross-Agency Working Group (CAWG)
received a Commendation Award and Collaboration Award at the 2017 94 children and young
Prime Minister’s Awards for Excellence in Public Sector Management. people and 224
The award celebrated the Working Group’s achievements in making adults accessed these
a difference, improving outcomes and services, cutting red tape and
championing leadership. It recognised the Working Group’s achievements additional counselling
in sustainable excellence in public sector management and significant services.
collaboration between government agencies.
The Working Group collaborated to develop and implement $26 million
of new and direct actions across three priority areas:
• changing attitudes and behaviours that lead to family violence;
• supporting families affected by violence; and
• strengthening Tasmania’s legal responses to hold perpetrators to
account for their violent behaviours.
A key to the Working Group’s success has been its inclusion of the
Family Violence Consultative Group in every element of developing the
initiative. Not only was the membership clearly planned, but the use of
existing relationships ensured that participants had experience working
with government which led to quicker buy-in and rapid action. This
demonstrated both excellent strategic planning as well as a sustained
Although both men and women
commitment to stakeholder involvement, support and outcomes.
may experience violence and
The Department took a unique approach by co-locating personnel harassment in the workplace,
from other agencies within the CAWG team. This fostered professional unequal power relations in
relationships early in the planning phase and encouraged face to face society, gender stereotypes
conversations rather than phone calls or emails.
and bias (both conscious and
Almost three years into implementing Safe Homes, Safe Families, these unconscious) make women more
strong relationships have made it possible for flexible responses to vulnerable to abuse.
emerging priorities and the inclusion of five new actions.
UNIONS TASMANIA,
SUBMISSION
TASMANIAN WOMEN’S STRATEGY 2018-2021 21LEADERSHIP &
PARTICIPATION
Today Australian women Successive intergenerational reports41 These are:
continue to emphasise the direct
are successful leaders, relationship between economic
• structural – such as unconscious
bias, outmoded beliefs about
reformers, influencers and prosperity and higher workforce
leadership and gender stereotyping;
participation rates for women.
entrepreneurs across a However, female talent remains one • situational – such as a lack of flexible
broad range of industries. of the most under-used resources working hours, lack of child care;
in Australia and women continue to and
Women in leadership be under-represented in leadership • personal – such as lack of female
feature regularly in the positions throughout Australia. role models particularly in male
national conversation. There is strong evidence that more dominated industries and lack of
women in leadership is good for the support structures. Research shows
government, private and community that women are less likely to express
sectors, yet women wanting to pursue interest in leadership roles if they do
leadership opportunities continue to not believe they can demonstrate
experience barriers. every aspect of the role.
22 TASMANIAN WOMEN’S STRATEGY 2018-2021KEY FACTS
36.9% of senior executive staff in the Tasmanian State
Service are women.43
As at September 2017, women represent 40.1% of board
members of Tasmanian Government Boards and in the 12 months
to 22 September 2017, 48% of all new appointments and 53% of all
reappointments were women. 44 In August 2017, women represent 53% of
Directors across Government Business Enterprises (GBEs). Every GBE has
at least two female Directors. The percentage of women Directors on State
Owned Corporations (SOCs) has increased over the previous year to 44%.45
In 2016, female representation on Tasmanian State Sporting
Organisation (SSO) boards rose to 38.3% and remains
above the national average. The figure has risen from 34.6% in 2009, to
36.5 per cent in 2014 and 37.78% in 2015.46
In 2015 in Tasmania, 149,300 people were estimated by the Australian
Bureau of Statistics to have volunteered in the past 12 months.
73,200 (49%) were men and 76,100 (51%) were women.47
In 2016, 49,324 women were volunteers, compared to
39,885 men.48
In relation to women’s representation Tasmanian women make an enormous
in the private sector: contribution to our community and
their participation in government,
• women make up 20 per cent of
private and community sectors, civic
ASX 200 executive leadership
and community life is invaluable.
teams;
We must continue to advocate
• only 11 of the ASX 200 companies and address barriers to increasing
have a female CEO; and women in leadership roles. Gender
• 41 of the ASX 200 companies diverse organisations are proven high
have no gender diversity in their performers, they access the widest
executive leadership team.42 pool of talent and skills and they make
decisions that are more representative
Within the Tasmanian Government: of their communities.
• 37 per cent of senior executive
positions in the State Service were
occupied by women as at June 2017;
and
• women comprised 40.1 per cent
of Tasmanian Government Board
and Committees positions as at
September 2017.
TASMANIAN WOMEN’S STRATEGY 2018-2021 23LEADERSHIP &
PARTICIPATION
What the What the Tasmanian What we can do together
Consultation Government is doing • Achieve 50 per cent female
representation on all Tasmanian
told us • Implementing the Gender Diversity
in the Tasmanian State Service
Government boards and
committees by 2020.
While 55 per cent of respondents Commitment.
agreed they had opportunities to pursue • Develop board mentoring and
• Implementing the Tasmanian State
leadership roles in their community networking opportunities.
Service Diversity and Inclusion Policy
(such as school committees, community and Framework 2017-2020. • Build on the Governance Diversity
associations and sporting organisations), Scholarships Program to train,
• Implementing the Women on Boards
only 45 per cent agreed that they had mentor and provide networking
Strategy 2015-2020.
opportunities to pursue leadership opportunities that increase
roles within their workplace. Half of • Promoting the Tasmanian Women’s the governance and leadership
the respondents agreed that they had Register. The Register maintains capabilities of women.
limited leadership opportunities. the profiles of women seeking
• Address barriers and training
appointment to Tasmanian
Less than half of respondents agreed opportunities for women to
Government boards and
that women were well represented participate in under-represented
committees.
in senior leadership roles in their occupations.
workplace, but more than half agreed • Delivering the Governance
• Work with the Australian Institute
that women are well represented Diversity Scholarships Program.
of Company Directors and the
in senior leadership roles in their • Requiring state sporting private sector to increase women’s
community. organisations to report annually on representation on private sector
More than three quarters of the representation of women on boards.
respondents disagreed that women are their boards.
• Achieve 40 per cent gender
well represented in senior leadership • Delivering the Tasmanian Honour diversity targets with the Tasmanian
roles in the public service. Less than Roll of Women awards, recognising State Executive Service by 2020.
20 per cent of respondents considered and celebrating Tasmanian women
that female politicians are as respected • Implement the Gender Diversity and
who have made an outstanding
as male politicians. Inclusion Framework in the Tasmanian
contribution to the State.
State Service Commitment.
While most respondents felt that • Administering the Women in
opportunities for women and girls had • Support awards that recognise
Tasmania website and Facebook
improved, many feel that more work female leaders, particularly in
page, which promotes opportunities
still needs to be done. traditionally male dominated
for women and girls’ participation.
industries.
• Convening the Tasmanian Women’s
• Promote and encourage women
Council.
into leadership roles in the sport
• Delivering the Apprentice of the and recreation sector.
Research has shown that Year program, including equity
companies with a higher proportion • Promote the Australian Sports
based awards.
of women on their management Commission’s Women Leaders in
• Recognising Tasmanian women Sport grants program.
committees are also the companies through support of International
that have the best performance. • Develop statewide initiatives that
Women’s Day.
It is commonly accepted that these support implementation of the
benefits are relevant outside the Tasmanian Women’s Strategy.
corporate world.
VOLUNTEERING
TASMANIA, SUBMISSION
24 TASMANIAN WOMEN’S STRATEGY 2018-2021Companies greatly
benefit from
increasing leadership
opportunities for
women, which is
shown to increase
SPOTLIGHT ON
organisational
Tasmanian State Service
effectiveness.
The Tasmanian State Service is the largest employer in the State. It is estimated that
In August 2016, Heads of Agencies released Gender Diversity in the
Tasmanian State Service – Our Commitment, which outlines the vision for companies with three
the Tasmanian State Service to be inclusive; where women and men or more women in
are valued, respected and treated equally and fairly. The commitment
includes setting a target of at least 40 per cent representation of women senior management
in senior executive positions by 2020, with the ultimate goal of achieving functions score higher
50/50 representation. Heads of Departments have committed to work
together to:
in all dimensions
• identify the barriers to women working in the senior levels in the
of organisational
Tasmanian State Service; effectiveness.49
• overcome unconscious bias; and
• support flexible work arrangements.
The State Service Diversity and Inclusion Framework was released in
May 2017. The Framework outlines the Tasmanian State Service’s
commitment to supporting workforce diversity and inclusion.
In April 2017, Heads of Departments and Deputy Secretaries across all
State Service departments completed training and coaching in diversity
and inclusive leadership and are now implementing strategies in their
organisation to be more inclusive.
This work complements significant initiatives departments are undertaking,
either under the broad banner of diversity and inclusion or specific to
gender equity.
TASMANIAN WOMEN’S STRATEGY 2018-2021 25HEALTH &
WELLBEING
Gender is one of the most powerful determinants of health outcomes. Good
health and wellbeing positively affect the lives of women and girls in many ways,
enhancing quality of life, education and the ability to participate socially and
economically in the community. Along with gender, other social factors, including
age, Aboriginality, geographic location, disability and socio-economic disadvantage
have adverse effects on women’s health outcomes. These underlying social and
physical determinants must be addressed to improve the overall health and
wellbeing of Tasmanian women.
In many ways, women experience In terms of physical health, the most disease.55 In 2016, 15 per cent of
more positive health outcomes common diseases experienced women over 18 years were current
than men. They have a longer by Australian women are cancer, smokers.56 Other risk factors for
life expectancy50, marginally less musculoskeletal conditions and women’s poor health outcomes include
obesity51and lower rates of smoking52 cardiovascular disease. These diseases physical inactivity, high body mass,
and alcohol consumption than men.53 make up 44 per cent of the burden alcohol and illicit drug consumption
However, there are health related of diseases in females.54 Smoking in and violence57. While regular physical
issues which specifically impact pregnancy has been identified as a activity is important to both physical
women or which women experience significant issue. Tobacco use is a major and mental health, the 2017 report
disproportionately to men. cause of cancer and cardiovascular Health of Australia’s Females by the
26 TASMANIAN WOMEN’S STRATEGY 2018-2021KEY FACTS
1 in 5 women in Australia will experience depression during their
lifetime, compared with 1 in 8 men.66
1 in 3 women will experience anxiety during their lifetime, compared
with 1 in 5 men.66
In 2015-16, 52% of Tasmanian specialist homelessness services clients
were female.67
The 2016 Tasmanian Population Health Survey68 found that:
14% of Tasmanians reported high/very high levels of psychological
distress, a significant increase on previous years. Women are more likely
to experience high levels of psychological distress than men,
with 16% of women and 11% of men self-reporting.
60% of participants self-reported being overweight or obese.
Of those categorised as overweight/obese, 53% were female.
Tasmanian women and girls had a regular participation rate of
62.6% in sport and recreation (close to the national average of 63.3%)
and a much higher regular participation rate than Tasmanian males
at 52.4%.69
Australian Institute of Health and As outlined previously, violence against
Welfare (AIHW) found that only one women and girls, including family
in two women Australia wide get and sexual violence, has a significant
sufficient physical activity (and only one immediate and long term impact on Stable housing is a key component
in four women aged 65 and over). their health and wellbeing. Along with of addressing family and domestic
the evident physical harms associated
The data for Tasmanian women violence, gender equity and access
with violence, family violence impacts
reflects the national trend. According to opportunity and achievement for
on women in a variety of detrimental
to the Tasmanian Cancer Registry, lung, women and girls.
ways. For example, housing security
breast, colorectal, pancreas and ovarian
is critical for health and wellbeing, yet SHELTER TASMANIA,
cancer were the most common cancer
women are increasingly forced into SUBMISSION
related deaths for Tasmanian women
homelessness by family violence and the
in 2013.58 Heart disease is also a leading
associated financial insecurity it causes.61
cause of death for both men and
Unaffordable rents and insecure
women. Tasmania has the highest rate
tenure also contribute to physical and
of deaths from cardiovascular disease.59
psychological stresses experienced by
Smoking in pregnancy is identified as
women. Consistent with these trends,
a significant causal factor in adverse
there has been an increase in the
health outcomes for both the mother
number of older women in housing
and unborn child. The 2012 Australian
crisis over the last decade.62
Health Survey found that 21 per cent
of Tasmanian women smoked during
their pregnancy.60
TASMANIAN WOMEN’S STRATEGY 2018-2021 27HEALTH & WELLBEING
Another significant factor impacting
on women’s health and wellbeing is
What the What the Tasmanian
their role as the primary carer for Consultation Government is doing
children and other family members,
including those with disability and told us • Identifying health needs particular
to women and girls and delivering
elderly relatives. There are 2.7 million
unpaid carers in Australia, according Almost 80 per cent of survey appropriate healthcare and health-
to recent ABS data.63 An estimated respondents agreed they can easily promoting services.
84,000 Tasmanians are informal carers, access health services and knew how • Reducing cancer mortality and
of which 28,300 are primary carers.64 to find mental health and sexual morbidity through screening, early
Women who are carers report that health services. detection, community engagement
their own health needs are sidelined One third of respondents indicated and health promotion.
as they prioritise the needs of their they did not make their own health • Implementing the Healthy Tasmania
family members. needs a priority. Reasons included Five Year Strategic Plan July 2016.
Our State has the second highest being time-poor due to long work
• Implementing Rethink Mental Health:
fertility rate of any Australian state or hours and taking care of others’ needs
A long-term plan for health and
territory.65 As such, maternal health which took priority.
wellbeing 2015-2025.
care, including pregnancy, childbirth, Of those who provided further
post-natal health, breastfeeding, and • Implementing the Tasmanian Suicide
information, key issues were the
specifically perinatal and infant mental Prevention Strategy 2016-2020.
accessibility and affordability of services,
health, are important issues for in particular medical specialists and • Coordinating a coalition to promote
many Tasmanian women. Sexual and child psychologists. Some reported breastfeeding.
reproductive health is also a key issue waiting considerable periods to get
for women in Tasmania. • Providing counselling and support
specialist help for deteriorating medical services to women and girls.
Access to information, the prevention conditions. The lack of bulk-billing
of chronic disease and the promotion practices in Tasmania was a key issue as • Implementing Strong Liveable
of healthy living are key components was out of pocket expenses for many Communities: Tasmania’s Active Ageing
to this Strategy. Achieving positive low-income respondents. Plan 2017-2022 to support older
health and wellbeing outcomes for Tasmanians in making informed
More than a quarter of respondents choices about their health and
women requires a consistent effort who provided further information
from individuals, communities and wellbeing.
raised concerns about the accessibility
governments. and responsiveness of mental health • Implementing the Tasmanian Carer
services. Action Plan 2017-2020.
• Promoting women’s and girl’s
increased participation in sport,
recreation and physical activity.
Research has demonstrated that
the health needs of women differ • Implementing Tasmania’s Affordable
through stages of their life cycle. Housing Strategy 2015-2025
including new and improved crisis
The evidence of the past twenty
accommodation for women and
years has confirmed the importance children.
of taking a life course approach,
preventing the accumulation of
health risk factors and giving girls
and women age-appropriate health
care they require.
WOMEN’S HEALTH
TASMANIA, SUBMISSION
28 TASMANIAN WOMEN’S STRATEGY 2018-2021What we can do together
• Work to facilitate women’s and girl’s • Use the new Tasmanian Suicide • Support women and girls to be
access to appropriate health care Register as a tool for better active participants in managing
services throughout their lifetime, understanding female suicide in their own health.
recognising some groups of women Tasmania.
• Address barriers to women’s
experience greater prevalence of
• Develop and implement consistent and girl’s participation in sport,
health risks, poorer engagement
statewide Perinatal and Infant recreation and physical activity.
with healthcare and poorer health
Mental Health Services.
outcomes. • Provide greater support to women
• Continue work to decrease and girls as carers, noting primary
• Promote breast and other cancer
smoking in women and girls, carers experience a lower level of
screening for women and raise
particularly during pregnancy. general health compared to other
awareness of the incidence of heart
women.
disease in women. • Raise awareness of the risks
associated with the consumption of • Strengthen our efforts to provide
• Improve mental health services
alcohol during pregnancy. appropriate and affordable housing.
for women and girls experiencing
mental health issues, to ensure • Provide lactation breaks and • Implement Accessible Communities:
support is provided in the right breastfeeding facilities for all Tasmania’s Disability Framework for
place at the right time. Tasmanian State Service employees Action 2018-2021.
with parental responsibilities.
• Ensure the new Mental Health Best-
Practice Framework for the State • Build on the foundations of good
Service responds to the mental health throughout school years and
health needs of female employees. provide information and support
for healthy body image.
TASMANIAN WOMEN’S STRATEGY 2018-2021 29You can also read
