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Towards 2025 An Australian Government Strategy to Boost Women’s Workforce Participation
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Contents
Ministerial statement..................................................................................................................................................................5
Women’s workforce participation — an economic priority.................................................................................. 6
Australia’s record....................................................................................................................................................................................... 7
Increasing Women’s Workforce Participation..................................................................................................................... 7
Good for women and families................................................................................................................................................ 7
Good for the economy and for business.......................................................................................................................8
The Strategy — at a glance.................................................................................................................................................. 10
An integrated approach..................................................................................................................................................................... 11
Implementation and accountability ......................................................................................................................................... 11
Action area: Child care............................................................................................................................................................12
Where are we?..........................................................................................................................................................................................13
The Government’s Investment............................................................................................................................................13
Action area: Workplace diversity and flexibility........................................................................................................14
The Workplace Gender Equality Agency.....................................................................................................................16
Where are we?..........................................................................................................................................................................................16
Action area: Jobs of the future............................................................................................................................................17
Towards 2025 An Australian Government strategy to boost women’s workforce Where are we?..........................................................................................................................................................................................18
participation Action area: Economic security.........................................................................................................................................20
Where are we?..........................................................................................................................................................................................21
© Commonwealth of Australia 2017
Action area: Financial incentives...................................................................................................................................... 22
ISBN 978-1-925362-33-6 (Hardcopy) Where are we? ....................................................................................................................................................................................... 24
ISBN 978-1-925362-34-3 (PDF) Government is setting the pace ............................................................................................................................................... 24
ISBN 978-1-925362-35-0 (DOCX) Principles............................................................................................................................................................................................. 25
Actions...................................................................................................................................................................................................26
Copyright Notice Key initiatives....................................................................................................................................................................................26
With the exception of the Commonwealth Coat of Arms, this work is The different needs and experiences of women..................................................................................................... 27
licensed under a Creative Commons Attribution 4.0 International licence
Aboriginal and Torres Strait Islander women............................................................................................................28
(CC BY 4.0)(http://creativecommons.org/licenses/by/4.0/deed.en). Where are we?.........................................................................................................................................................................................28
Culturally and linguistically diverse women .............................................................................................................30
Where are we?.........................................................................................................................................................................................30
Mature age women ................................................................................................................................................................. 32
Third party copyright Where are we?......................................................................................................................................................................................... 32
Wherever a third party holds copyright in this material, the copyright remains Rural and regional women................................................................................................................................................... 34
with that party. Their permission may be required to use the material. Where are we?......................................................................................................................................................................................... 34
Please contact them directly.
Women with disability............................................................................................................................................................36
Attribution Where are we?.........................................................................................................................................................................................36
This publication should be attributed as follows: Commonwealth of Australia, Young women..............................................................................................................................................................................38
Department of the Prime Minister and Cabinet, Towards 2025 A Strategy to Where are we?.........................................................................................................................................................................................38
Boost Australian Women’s Workforce Participation. Data Snapshot.............................................................................................................................................................................40
References.....................................................................................................................................................................................41
Use of the Coat of Arms
The terms under which the Coat of Arms can be used are detailed on the
following website: http://www.dpmc.gov.au/government/its-honour.Page 4 > Towards 2025 An Australian Government Strategy to Boost Women’s Workforce Participation Page 5 > Towards 2025 An Australian Government Strategy to Boost Women’s Workforce Participation
Ministerial statement
Supporting women to participate in the We are also supporting more women into
workforce is an economic and social priority the jobs of the future and establishing the
for the Turnbull Government — it’s good for environment to encourage more women to
women, families, business and our economy. own and run their own business.
Boosting women’s workforce participation We are increasing women’s financial literacy
is essential to raising living standards and and helping them boost their superannuation
securing Australia’s future prosperity. It to ensure that they are economically secure
has the potential to add up to $25 billion to and independent.
the Australian economy.
We are also ensuring the right incentives are
Harnessing the power of our most important in place so that women can see both the short
asset — the human capital of all 24 million and long-term financial benefits of maintaining
Australians — will allow our children a connection with the workforce.
and grandchildren to capitalise on the
The Government is leading by example. We
opportunities of the 21st century economy.
have set goals for 50–50 gender balance at
That’s why, under Australia’s presidency, G20 all leadership levels in the Australian Public
leaders committed to reduce the gender Service and for women to hold 50 per cent
participation gap by 25 per cent by 2025. For of Government board positions. Our efforts
Australia, this means decreasing the gap by are paying off with women now representing
three percentage points from 12.1 per cent to 43 per cent of our ongoing Senior Executive
9.1 per cent by 2025. On current results, we are Service employees and just over 41 per cent of
on track to achieve this goal. all Australian Government board members.
The Turnbull Government has a strong record This Strategy outlines the practical work
of supporting women in the workforce, with the Turnbull Government is undertaking to
women’s employment at a record high of increase the opportunities for women to work if
over 5.6 million, representing 46.5 per cent that is their choice. We note that this is not the
of employed Australians. sole responsibility of government – business,
families and the community all have a role to
The participation gap is narrowing, but we
play. The ultimate objective of this Strategy is
are not complacent. We will continue to
to enable women, men and families to have
work to ensure that we achieve our target
the freedom to make choices that best suit
of reducing the gender participation gap by
their individual circumstances.
25 per cent by 2025.
That is why this Government is implementing
a new child care system to provide parents
with more choice and opportunity to work. A Michaelia Cash
more affordable, accessible and flexible child
Minister for Women
care system will support families so they can
choose their child care around their work, Minister for Employment
rather than limiting their work hours to suit Minister Assisting the
their child care. Prime Minister for the Public ServicePage 6 > Towards 2025 An Australian Government Strategy to Boost Women’s Workforce Participation Page 7 > Towards 2025 An Australian Government Strategy to Boost Women’s Workforce Participation
Women’s workforce participation —
Australia’s record Increasing Women’s Workforce
Participation
Australia is faring well when it comes to
an economic priority increasing women’s workforce participation.
Women’s workforce participation is at 72.0 per
Good for women and families
cent as of May 2017, meaning nearly 5.8 million Economic independence is an enabler — for
women aged 15-64ii are in the labour force.1 both women and men — to exercise control
over their lives and to make genuine choices.
At the 2017 G20 Labour and Employment
Ministers Meeting, Ministers agreed that while At an individual level, the benefits of lifting
progress had been made towards reducing the women’s workforce participation include
gender participation gap since 2014, stronger additional financial security for women
efforts were necessary to achieve the Brisbane and their families by way of higher lifetime
goal and to address other workforce gender earnings, and increased savings for retirement.
Increasing women’s workforce gaps, including pay and career gaps.2
The rewards grow into the future because a
Early data indicates that Australia is job today means more career opportunities
participation leads to better living progressing well toward the goal. In May 2017, and higher earning potential tomorrow.
standards for individuals and families, the gender participation gap (for persons aged There are also social, health and wellbeing
15-64) was 10.4 percentage points. benefits of work to be gained for women
improves the bottom line of businesses and their families.
and is a significant driver of national
economic growth.i
G20 target
G20 target—–closing
closing the
the gap
gap
This is why, in 2014 under Australia’s between the participation rates of men and women
between the participation rates of men and women
presidency, G20 leaders committed
to reduce the gender participation 12%
gap between men and women (aged
15–64) by 25 per cent by 2025 in their
respective countries (the Brisbane goal). 8%
For Australia, this means decreasing the
Gap
gap by three percentage points from
12.1 per cent (the 2012 starting point) to 4%
9.1 per cent by 2025.
0%
2012 2013 2014 2015 2016 2017 2018 2019 2020 2021 2022 2023 2024 2025
Source: ABS, Labour Force, Australia, Feb 2017, cat. no. 6202.0, four quarter
average of seasonally adjusted data, persons 15-64 years
i Workforce participation refers to the share of the working age population (aged 15 years and
older) who are either in a job or actively looking for one.
ii Australia’s G20 goal is based on women’s workforce participation rates for women aged 15-64. The majority of Australian Bureau of
Statistics labour force data refers to a working age population of ages 15 years and over.Page 8 > Towards 2025 An Australian Government Strategy to Boost Women’s Workforce Participation Page 9 > Towards 2025 An Australian Government Strategy to Boost Women’s Workforce Participation
Some research shows the economic Encouraging more women to participate in
independence that employment provides can the workforce, and at senior levels, makes
also assist women’s decisions to leave violent clear business sense, because businesses that
relationships.3 It can bring financial security, attract both men and women applicants can
confidence and, therefore, safety.4 also access the whole talent pool, meaning
better quality employees.
Good for the economy and for business Breaking down gender segregationiii, whether
by industry, occupation or part-time status,
Increasing women’s workforce participation is
has clear economic benefits for business,
an economic priority for Australia.
allowing organisations to attract and retain
90,000
Successive Intergenerational Reports have high performing staff through accessing a
highlighted the importance of higher women’s wider and more diverse talent pool. Equally,
workforce participation to improving Australia’s we know that gender diversity at all levels —
productivity and prosperity, and to reduce board level, executive level and team level —
the fiscal pressures associated with providing means better financial performance.
welfare support to an ageing population.
In 2012, the Grattan Institute found that if
there were an extra 6 per cent of women more women than men
in the workforce, we could add up to
$25 billion, or approximately 1 per cent, to joined the labour force
Australia’s Gross Domestic Product (GDP).5
The Organisation for Economic Co-operation
in 2015–16
and Development (OECD) also estimates that
closing the gender participation gap by
75 per cent could increase growth in Australian $25b
GDP per capita from 2 per cent per annum to
2.4 per cent.6 GDP
That’s why this Government has been so
focused on increasing women’s workforce
participation. In 2015–16, a key driver of our
employment growth was the increase in
women’s participation, with over 90,000 more
women than men entering the workforce.
The Government is also working with the
private sector to ensure they understand the
benefits of increasing women’s participation, The Australian economy
and their elevation to senior leadership roles. would grow by about
$25 billion
if we support more women into work
Source: Game changers: Economic reform priorities for Australia, Grattan Institute 2012.
iii The Workplace Gender Equality Agency (WGEA) defines gender segregation as either an industry or an occupation in which one
gender—either men or women—make up more than 60 per cent of all people employed in either the industry or the occupation
[WGEA Gender Segregation in Australia’s Workforce, August 2016] Source: ABS Labour Force, Australia, Jan 2017 (cat. no. 6202.0)Page 10 > Towards 2025 An Australian Government Strategy to Boost Women’s Workforce Participation Page 11 > Towards 2025 An Australian Government Strategy to Boost Women’s Workforce Participation
The Strategy identifies six groups of women The Strategy is flexible, allowing the
The Strategy — at a glance who experience different or greater barriers in
participating in the labour force:
Government to adapt, adjust and determine
the next steps based on monitoring and
›› Aboriginal and Torres Strait evaluation of existing and new policies and
Islander women, prevailing social and economic conditions.
›› Culturally and linguistically diverse women, It also allows the Government to take into
›› Mature age women, account the varied and complex reasons
women have lower participation rates than
›› Rural and regional women,
men, including age, education, family status,
›› Women with disability, and cultural background and caring responsibilities.
›› Young women.
For these groups, factors such as language,
Implementation and accountability
geographical distance or isolation can
The Strategy lays out the Australian reinforce existing barriers.
A new Implementation Plan will be developed
Government’s roadmap to meet its target Government policies must also take into each year which will outline action the
account women’s personal preferences, Australian Government will take over the
of reducing the gap in participation rates including their own and others’ attitudes course of the next 12 months.
to work and family, because these are
between women and men critical factors in the decisions women
Implementation Plans will be released on an
annual basis. Future Implementation Plans
(aged 15–64) by 25 per cent by 2025. make about working.
will also provide an overview of activity over
the preceding 12 months and a summary of
Meeting this target will mean that, on An integrated approach
the key indicators used to measure progress
towards meeting the 2025 target.
top of current projections, an additional The Strategy integrates the key factors
200,000 Australian women will need to affecting women’s choices and opportunities
to work to reflect the many inter-related
enter the workforce.7 influences on women’s workforce participation.
Dealing with these factors in isolation will not
create the change needed to enable women
The Government has identified five areas which require continued action to work and achieve economic independence.
over the next decade:
›› Ensuring affordable, accessible and flexible child care,
›› Improving workplace diversity and flexibility, Workforce
Workforce participation participation
rates rates
for different groups of women
›› Supporting women to innovate, succeed as entrepreneurs and for different groups of women
thrive in jobs of the future,
Aboriginal and Culturally and
›› Strengthening women’s economic security, and Torres Strait linguistically Rural and Women with Mature age
›› Enhancing financial incentives to work. Islander diverse regional Women disability Young women women
women 15+ 1 women 15+ women 15+ 15+ years 15-64 years 2 15-24 years 55-64 years
51.5% 47.3% 56.5% 59.2% 49.4% 66.4% 58.8%
Source: ABS, 2016, Labour Force, March 2016, cat. no. 6291.0.55.001, cat. no. 6202.0, 6250.0;
1 — National Aboriginal and Torres Strait Islander Social Survey, 2014-15.
2 — ABS, Disability, Ageing and Carers, Australia: Summary of Findings 2015, cat. no. 4430.0, persons 15–64 years owards 2025 An Australian Government Strategy to Boost Women’s Workforce Participation
Page 12 > T Page 13 > Towards 2025 An Australian Government Strategy to Boost Women’s Workforce Participation
Source: ABS, 6239.0 — Barriers and
Incentives to Labour Force Participation,
Australia, July 2014 to June 2015
Action area:
Where are we?
1 in 3 women said
The Government’s Investment
Child care The Government is investing around $37
caring for children billion on child care support to help ease
cost of living pressures for families balancing
work and parenting responsibilities, including
those that need before and after school care
stopped them from starting a job for their children.
or working more hours It is estimated that the Government’s new child
care system will encourage more than 230,000
families to increase their involvement in
workforce participation while also supporting
The Government wants families to have early learning opportunities for children. 10
These factors are complex and affect
choice when they are making decisions individual women and their families differently.
The centrepiece of the new child care system,
the Child Care Subsidy, will provide lower
about child care and work. Women’s preference to care for their income families an 85 per cent rate of subsidy.
children themselves, their own and others’ This means that a family earning $60,000,
There are many factors that affect values and expectations, financial priorities and
their share of unpaid work all interact in their
whose child care centre charges $100 per day,
will only pay around $15 per day for child care.
women’s decisions to work including that decision making.8
The reforms also abolish the current $7,500
women still bear a higher proportion of While the workforce participation rate of Child Care Rebate cap to ensure parents on
women with children is increasing, the family incomes of around $185,000 or less (in
responsibility for raising children. participation rate for mothers is still below that 2017 terms) are not limited by a cap on the
of fathers and is strongly related to the age of amount of child care they can access per year
their youngest child. per child. Families earning more than around
$185,000 will benefit from an increased annual
Young men and women (15–24 years old) start
Workforce
Workforce participation
participation ratesby
rates byage
age out on a similar footing, but the workforce
cap of $10,000 per year per child.
participation gap increases dramatically when More than 1.2 million children attended
women have children. The participation rate approved child care during the 2016 September
of mothers aged 25 to 54 years with children quarter, up 1.5 per cent on the previous
aged under 15 years old remains below that September quarter. In the same quarter
of women in the same age group without there were around 18,000 approved child
80% children. By contrast, having children has care services operating across Australia — an
Women with
either no impact or increases workforce increase of 2.2 per cent on the previous year.11
no dependent children
participation for men.
60% Population growth will also play a key role
Men Access to child care places and financial in driving future demand for child care. The
assistance with child care costs were two of Productivity Commission estimates that just
Women with 40% the top three incentives to increase labour over 100,000 additional full-time formal early
dependent children force participation in 2014–15, with over half childhood education and care places will be
of all women considering these issues to be needed by 2026.12 The largest category of
20% ‘very important’.9 growth is estimated to be out-of-school hours
and vacation care with population growth
It is clear that more quality, affordable
expected to lead to a 30 per cent increase in
15–19 20–24 25–34 35–44 45–54 55–64 65 years accessible and flexible child care will give
years years years years years years and over
need for these services in 15 years.13
more mothers greater opportunity to enter into
or remain in the workforce, if they choose to do The 2017–18 Implementation Plan outlines key
so — which is why the Government has made actions the Government will take to ensure
Women: ABS (2016), Labour Force, Australia: Labour Force Status and Other Characteristics of Families, June 2016, cat. no. 6224.0.55.001
Men: ABS (2017), Labour Force, Australia, Detailed — Electronic Delivery cat. no. 6291.0.55.001, the most significant reforms to the system Australian women have access to affordable,
Feb 2017, three month average of original data, centred for June 2016 in 40 years. accessible and flexible child care.Page 14 > Towards 2025 An Australian Government Strategy to Boost Women’s Workforce Participation Page 15 > Towards 2025 An Australian Government Strategy to Boost Women’s Workforce Participation
Men who work flexibly are able to be more part time at higher rates than men or not
Action area: active and engaged fathers, take a greater
share in unpaid work and create opportunities
working until their children are of school age.
Workplace diversity and flexibility for women to increase their paid work.
Although many Australian men want to work
The majority of industries with a large share
of women also have the highest share of
part-time employment and conversely for
flexibly, they are almost twice as likely as
men, the majority of industries with a large
women to have their request for flexible work
share of men also have the lowest share of
declined.14
part-time employment. 16 Flexibility should be
Whether an industry or occupation is seen to encouraged and normalised for both men and
be flexible and have a family friendly culture is women in all occupations and industries.
a driving factor for many women when making
The Government is focused on promoting
decisions about paid work, especially those
the economic and financial benefit
returning to paid work after caring for children.
to business from increased women’s
This flexibility is needed, in part, because
The Government is committed to women do more unpaid work than men.
participation. Companies in the top quartile for
gender diversity are 15 per cent more likely to
making flexible work a normal part of the Women spend 64 per cent of their average
have financial returns above their respective
weekly working time on unpaid care work
workplace, for both men and women. compared to 36 per cent for men15. We can
national industry medians.17 Companies with
women board members outperformed others
see how this breakdown might affect women’s
by 8.7 per cent over five years.18
Workplace flexibility allows women and decisions about work, for example, working
men more choice and opportunity in
determining how they blend work and
family and enables parents to work or
25% of ASX200 board
work more.
25% of ASX200 boardare
members members
women are women
8 25
92
2009 2016
75
Women % Men %
Source: AICD Gender Diversity Progress Report for September–November 2016Page 16 > Towards 2025 An Australian Government Strategy to Boost Women’s Workforce Participation owards 2025 An Australian Government Strategy to Boost Women’s Workforce Participation
Page 17 > T
The Workplace Gender Equality Agency The Fair Work Ombudsman, the
The Workplace Gender Equality Agency
Australian Human Rights Commission, the
Centre for Workplace Leadership and the
Action area:
(WGEA) helps to improve gender equality in
Australian workplaces, including by promoting
Workplace Gender Equality Agency all
provide information and tools for employers
Jobs of the future
flexible working and the need for more women and employees to promote flexible working
in leadership positions, through advice and arrangements. For example, the Australian
practical tools to help employers improve their Human Rights Commission’s Supporting
gender performance. Working Parents website provides information
WGEA administers the annual workplace on rights and obligations in the workplace on
gender reporting requirements for larger pregnancy, parental leave and return to work.
private sector entities and universities. The 2017–18 Implementation Plan outlines key
This reporting includes gender equality actions the Government will take to promote
indicators in Australian workplaces such as the flexible workplaces for both women and men.
availability and utility of employment terms, The Government is committed to
conditions and practices relating to flexible
working arrangements for employees and to
preparing women for work in growth
working arrangements supporting employees industries and getting women into the
with family or caring responsibilities and the
availability of flexible working provisions for jobs of the future.
employees, and provision of employer funded
paid parental leave.
Where are we? Flexibility is on the rise
Flexibility is on the rise
Many Australian businesses have already
taken substantive steps to reduce barriers
to women’s participation and increase the Men and women are
number of female employees, including into
non-traditional roles in the areas of science, concentrated in different industries
technology, engineering and mathematics. Men and women are concentrated in different industries
The Government’s Women’s Leadership
and Development Strategy provides funding 2016 63% 78 71 12 14 22
support to organisations to improve gender
equality and support women’s economic
88
86
empowerment, safety and leadership. This 2015 60%
22
is achieved by promoting and supporting
78
29
greater representation of Australian women
in leadership and decision making roles, in
particular in non-traditional fields of work. 2014 58%
63% of employers have a Health care and Education and Construction Mining Transport, postal
social assistance training and warehousing
flexible working policy
Women % Men %
The Workplace Gender Equality Agency’s dataset is based on
4,697 reports submitted on behalf of the 12,433 employers,
accounting for around 40% of employees in Australia.
Source: Australia’s Gender Equality Scorecard: Key Findings from
the Workplace Gender Equality Agency, 2014-2016. Source: WGEA (2016) Gender composition of the workforce: by industryPage 18 > Towards 2025 An Australian Government Strategy to Boost Women’s Workforce Participation Page 19 > Towards 2025 An Australian Government Strategy to Boost Women’s Workforce Participation
Science, technology, engineering and the Australian labour market to 2020 and developing young people’s 21st century skills Employment projections to November 2020
mathematics (STEM) knowledge is associated currently has the highest proportion of female to equip young people with the necessary show that some industries with large shares of
with 75 per cent of the fastest growing employees.22 This presents an opportunity skills to navigate complex careers across a female employment are likely to experience
occupations, innovations and higher paying to reduce gender segregation by increasing range of industries and professions. substantial growth.26 The health care and social
jobs.19 men’s participation in these growth industries assistance industry (78.3 per cent women) is
The Government is also providing $15 million
as the economy transitions. projected to make the largest contribution
The gender distribution of people with to establish a dedicated STEM academy
to employment growth, increasing by 16.4
qualifications in STEM is highly skewed against Encouraging men into women-concentrated for Aboriginal and Torres Strait Islander
per cent. The education and training industry
women in Australia, with males making up industries is as important as encouraging girls. The academy aims to spark interest in
(71.4 per cent women) is expected to increase
84 per cent of all persons with qualifications.20 women into traditionally male-dominated STEM careers and ultimately address the
by 13.0 per cent.27
Only one in four information technology fields. With the decline of many male- under-representation of women, particularly
graduates, and fewer than one in 10 dominated industries, male workers are Aboriginal and Torres Strait Islander women, The disability sector workforce is estimated
engineering graduates in Australia is female.21 encouraged to consider growth industries such in STEM fields. to more than double to meet the demand of
as health care and social assistance. the full National Disability Insurance Scheme
Innovation is critical to maintaining living Women in the Australian startup community
(NDIS) by 2020.28 A number of these workers
standards and creating more and higher had a record year in 2016 — women were
will not require formal qualifications, but will
paying jobs for Australians. 23.5 per cent of startup founders, up from
need to possess the right skills, aptitudes and
Where are we? 16.1 per cent in 2014.23 In the decade from
The Government’s National Innovation and attitudes to support people with disability to
2005 to 2015, the number of women running
Science Agenda (NISA) is an important step exercise choice and control over the support
It is critical to get more women into STEM businesses has grown by 4.8 per cent,
towards embracing new ideas in innovation they receive. The clientcentred nature of the
industries, which have experienced compared to an 8.7 per cent decline in the
and science, and harnessing new sources of NDIS is likely to create significant flexible or
significant growth over recent years. Under number of men operating a business.24
growth to deliver the next age of economic part-time employment opportunities that may
the NISA, the Government has committed Women now comprise just over one third of
prosperity in Australia. It is also a critical be attractive to people wanting to return to
$13 million to encourage more women and all Australian business operators (34 per cent
element of the Government’s plan to ensure work, particularly those who want to combine
girls to pursue STEM related careers and to or 668,670 business operators, up from 31 per
that women are studying and working in the parenting and working responsibilities.
encourage women to become entrepreneurs. cent in 1994).25
growth areas of STEM.
This includes a total of $12 million for the The male-dominated automotive
In April 2016, the Government released expansion of the Science in Australia Gender manufacturing industry in South Australia
Australia’s Cyber Security Strategy to meet Equity (SAGE) pilot, the establishment of a and Victoria is set to close by the end of 2017.
the dual challenges of the digital age. The Male Champions of Change in STEM group The successful redeployment of workers is
Government is committed to Australians and grants to organisations that support dependent on their ability to develop new skills
having the cyber security skills and knowledge or engage school and university students, that are in demand in other industries.
to thrive in the digital age. To achieve this, women starting their STEM careers, To help facilitate these changes in the local
we need to understand and address the entrepreneurs and innovators. labour market, the Government established
causes of low participation by women in cyber
The Government has also committed the Geelong Employment Facilitator in 2013
security careers. This is a focus of the Cyber
$31.2 million in internships and post-school 2016 to identify job opportunities for workers in
Security Strategy’s Action Plan as we work
career advice to increase support for women the region, including establishing projects to
towards achieving Australia’s cyber security
and girls to study and work in STEM. This 2014 encourage workers from traditionally male
goals by 2020.
includes $28.2 million from 2017 to 2020 for industries into non-traditional roles. One
The Government is also working to encourage Supporting more women in STEM careers: such project was the Retrenched Workers
more Australian women to start their own Australian Mathematical Sciences Institute Community Services Taster Program, which
businesses and become entrepreneurs. The (AMSI) National Research Internships Program. particularly targeted retrenched workers
integration of STEM skills with other skills The program will support 1400 new industry to provide them access to opportunities in
24%
like entrepreneurship is key to the success internships, with a particular focus on women traditionally female focused areas.
of leading organisations in a large number researchers, through a nationally expanded The 2017–18 Implementation Plan outlines key
of fields and industries. Australia will rely PhD industry internships program run by actions the Government will take to get more
on STEM skills and innovation to support AMSI. The funds will also deliver a new and women into the jobs of the future.
future economic growth. contemporary National Career Education
Strategy (NCES). The NCES will focus on
of startup founders are women,
The care economy is increasingly important
— for both the national economy and the
up from 16% in 2014
economic wellbeing of Australians. It will
be the largest industry growth sector in
Source: Startup Muster 2016 Annual Report owards 2025 An Australian Government Strategy to Boost Women’s Workforce Participation
Page 20 > T Page 21 > Towards 2025 An Australian Government Strategy to Boost Women’s Workforce Participation
Action area:
Where are we?
The Government has taken significant Contribution splitting allows people to
Economic security steps to increase women’s economic
security in retirement through a
help their spouse accumulate their own
superannuation by ‘splitting’ up to 85 per
number of measures designed to boost cent of their concessional contributions in
women’s superannuation balances. a year, and broadens superannuation to
individuals outside the workforce, a majority of
The Paid Parental Leave scheme aims to
whom are women.
extend mothers’ time away from paid work,
while increasing lifetime attachment to the The Government’s efforts to close the gender
labour force. In 2015–16, 169,745 mothers pay gap also play a key role in increasing
started receiving Parental Leave Payment. women’s economic security. The WGEA works
with the private sector and provides a number
The Low Income Superannuation Tax
of resources to assist employers to close the
The Government is committed to Offset reduces the tax on superannuation
contributions for low income earners, of whom
gender pay gap.
achieving economic security for all a high proportion are women. The offset will The 2017–18 Implementation Plan outlines key
ensure low income earners are generally actions the Government will take to ensure
Australian women to enable them to be not paying more tax on savings placed in Australian women are economically secure
independent and empowered. superannuation than they do on income
earned outside of superannuation.
throughout life and in retirement.
More people can claim a tax offset (up to
$540) for contributions to superannuation
We know that a woman’s level of paid and unpaid work determines
for their low income spouse by increasing
her economic security over the course of her life — the more a woman
the income test threshold for the recipient
undertakes paid work, the greater her likelihood of a financially secure
spouse from $10,800 to $37,000. This will
working life and retirement.29 $292,5
allow more people who make contributions to 00
We also know that the Australian labour market is highly gender their low income spouses to benefit from the $138,1
segregated in both occupations and industries. Men tend to work in tax offset, helping low income earners, a high 50
industries such as construction, mining and manufacturing. In contrast, proportion of whom are women, to build their
women account for more than 70 per cent of all employees in the superannuation balances.
education and training and the health care and social assistance
From 1 July 2018, any unused concessional The Government is helping
industries. Gender segregation also refers to the tendency of women
superannuation contributions will be able women to save more for
and men to study different fields and how women and men participate retirement because
to be carried forward for up to five years for
(full-time or part-time) in the labour market. women retire with
women with superannuation balances of
Women are more likely to work part-time or casually, take breaks $500,000 and lower. The Government also less than half
from paid employment to provide unpaid care for others, and be over- contributes up to $500 per year to low or the superannuation of men
represented in lower paid industries and occupations, resulting in lower middle income earners who make after-tax
earnings and retirement savings compared to men.30 superannuation contributions. Women make
up a majority of the beneficiaries of these
That is why the Government has implemented a number of measures
contributions — in 2014–15, 300,000 low
to enable women to boost their superannuation and reduce the gender
and middle income women were entitled to
pay gap.
$90 million of co-contributions.
Improving financial literacy will also help ensure women properly
understand the financial implications of working, working more hours,
getting a pay rise and what their retirement savings will look like.
Women Men
Average superannuation 2013-2014
Source: Superannuation account balances by age and gender, December
2015, Ross Clare, Director of Research ASFA Research and Resource Centre owards 2025 An Australian Government Strategy to Boost Women’s Workforce Participation
Page 22 > T Page 23 > Towards 2025 An Australian Government Strategy to Boost Women’s Workforce Participation
Women's
Women’s incentives incentives participation
to join/increase to join/increase
in the workforce
participation in the workforce
Action area: Work a set number of hours on set days
Work
Financial incentives Vary start finish/times
Ability to work part-time hours
Ability to work school hours
Ability to work more hours with the same employer
Ability to do some or all work from home
were important to their choices about work
% of women who said the following factors
Access and facilities for any medical conditions
Skills
Getting help with job search activities
Getting a job that matches skills and experience
Getting support for training or study to improve your skills
Access to a mentor or someone to support you in the workplace
The Government is committed to Finance
Be able to maintain most of any welfare benefits or allowances
assisting women and their families to Ability to make extra contributions to superannuation
make well informed choices about work. Child care
Women’s economic participation has Access to child care places
Financial assistance with child care costs
a positive effect on economic growth Caring
which is good for all Australians. Access to residential or aged care
Access to in-home respite care or a community support worker
Australians who work will also interact Other
Access to public transport
with the tax system. Australia has a
progressive personal income tax system. 0% 25% 50% 100%
That is, people with higher taxable
Source: 6239.0 — Barriers and Incentives to Labour Force Participation, Australia, July 2014 to June 2015
incomes pay more tax as a proportion
of their income than people on lower Personal income taxes are only part of the number and age of children in the family,
incomes. This reflects the belief that story — Australia is well known for its targeted use of child care and eligibility for government
transfer system (or government payments payments. While the combination of paying
people who have more money should to individuals and families). Progressive more tax and/or receiving lower government
income taxes and targeted government payments (effective marginal tax rates
contribute more, so the Government payments work together to produce or EMTRsiv) is one of the factors in these
can provide the services that Australians fairer outcomes — as a person’s income decisions, there are many others.
increases, they pay more tax and may receive
expect, such as health care, education lower government payments.
Data from the Australian Bureau of Statistics
shows that women are influenced by factors
and family payments. Women’s decisions about whether or not to such as caring for their children, flexible work
work, or how much to work, play out differently arrangements and access to child care to
for every individual and family. a greater extent than the potential loss of
government payments in their decisions about
The financial benefits of working are affected
whether or not to work.
by specific circumstances such as salary, the
iv An EMTR refers to the proportion of each additional dollar of income that is paid in tax or offset by the withdrawal of transfer payments
(such as a welfare or family benefit). EMTRs—while a structural feature of Australia’s tax and transfer system—are highly variable and
calculating an individual’s EMTR is dependent on their specific circumstances. EMTRs help us understand whether or not there are
immediate financial incentives to work, or work more, but it is important to note that EMTRs don’t apply to a person’s whole income.Page 24 > Towards 2025 An Australian Government Strategy to Boost Women’s Workforce Participation Page 25 > Towards 2025 An Australian Government Strategy to Boost Women’s Workforce Participation
Women’s decisions are also affected by their work and move off welfare. There will also be Of the APS’s 153,000 ongoing employees, Principles
own and others’ values and priorities, broader greater incentives for employers to offer work 58 per cent are women, 30 per cent of APS
social expectations and the level of unpaid experience opportunities. agency heads are women, 43 per cent of The APS is achieving gender equality by
work that they undertake. Senior Executive Service employees are driving the following principles:
The Government is investing over $100 million
women and 44 per cent at the Executive ›› Transformational change – public sector
to assist mature age people, including
Level 2 level are women. The APS has leaders, managers and supervisors will
women, to identify new labour market
achieved parity at the Executive Level 1 be bold in creating inclusive workplace
Where are we? opportunities and reskill. This comprises
level.32 Women accounted for more than cultures.
the $98 million Career Transition Assistance
50 per cent of all ongoing promotions to ›› Commitment – leaders will give priority to
The Government is focused on ensuring Program and a $9.6 million investment
EL1 to SES Band 1 levels during 2016, most ensuring gender equality in their agencies
that there are financial incentives for women to expand and enhance the National
notably they accounted for almost 70 per and will allocate resources accordingly.
to return to the workforce, particularly Work Experience Programme.
cent of promotions at the SES Band 3 level.
after having children. ›› Accountability – leaders at all levels are
The 2017–18 Implementation Plan outlines By comparison, in the ASX 200 8.7 per cent of
accountable for driving gender equality
The Government is ensuring women are aware key actions the Government will take Chief Executive Officers are women.33
in their agencies.
of the long-term benefits of working, including to help women make well informed
maintaining connections with a workplace and decisions about working.
their qualifications, and adding to retirement
savings after taking a break from work to
care for children.
Government is setting the pace
The National Financial Literacy Strategy
supports women to build an accurate picture As one of the largest employers in the nation,
of the financial implications of commencing the Australian Public Service (APS) seeks to
or returning to work, working more hours, reflect the diversity of the community it serves.
getting a pay rise and how income tax and In 2016, the Government released its plan
government payments adjust with these for addressing gender equality in the APS
changes. The Strategy also highlights how Balancing the Future: The Australian Public
work improves retirement income long term. Service Gender Equality Strategy 2016-201931
(the APS Gender Equality Strategy).
Workforce participation and self-reliance are
central to improving long-term wellbeing. The The APS Gender Equality Strategy requires
Government is committed to ensuring that
all Australians who have the capacity to work
every government agency to set targets for
gender equality in leadership positions and
Women now represent
do so, rather than being reliant on welfare.
The Government is creating a clearer, more
boost gender equality in each workplace.
Agency heads are accountable for meeting
more than 41% of all
coherent set of mutual obligation requirements these gender equality targets on the way Australian Government
for working age welfare recipients and to achieving the overarching goal of 50–50
increasing support for them to get a job. gender balance. board members
The Government is making a $263 million In the words of Senator the Hon Michaelia
investment in the successful ParentsNext Cash, the Minister for Women and the
pre-employment program which will help Minister Assisting the Prime Minister for
more parents of young children, who may be the Public Service:
at risk of long-term welfare dependency, to
“Improving gender equality and diversity
plan and prepare for employment by the time
ensures workplaces have greater depth
their children start school. From 1 July 2018,
of experience and perspective. To support
ParentsNext will assist around 68,000 parents
Australia’s G20 commitment to boost
each year nationally — around 96 per cent of
women’s workforce participation and
participants are expected to be women.
reduce the gender participation gap by
Unemployed Australians, particularly those 25 per cent by 2025, it is essential the APS
50 years and over, will benefit from increased shines a light on gender equality and leads
services and resources to help them find the way to drive real and lasting change.”
Source: Australian Government Gender Balance on Australian Government Boards Report 2015-16.
Department of the Prime Minister and Cabinet Unpublished data December 2016.Page 26 > Towards 2025 An Australian Government Strategy to Boost Women’s Workforce Participation owards 2025 An Australian Government Strategy to Boost Women’s Workforce Participation
Page 27 > T
Actions The Council has also considered important
The APS is setting the pace on
issues relevant to staff with disability,
Aboriginal and Torres Strait Islander staff,
The different needs and
gender equality by:
›› Driving a supportive and enabling
lesbian, gay, bisexual, transgender and
intersex staff and staff from a culturally
experiences of women
workplace culture – including committing and linguistically diverse background.
to implementing best practice strategies The Council is supported by a working group
to ensure workplaces are as supportive comprised of department nominated senior
and sensitive as possible for staff diversity champions and human resource
experiencing violence. representatives.
›› Achieving gender equality in APS
Gender Equality Action Plans
leadership — including developing
programs that support women’s Every government agency has developed
progression into senior leadership an individual Gender Equality Action Plan,
positions, particularly in priority areas with most now published on their respective Evidence shows us that different groups
such as information technology, science
and finance.
websites. These plans outline each Agency
head’s commitment to achieving gender
of women have a variety of experiences
›› Working innovatively to embed gender equality and include ambitious (stretch) in the workforce.
equality in employment practices – targets over the life of the APS Gender
including working to build organisational Equality Strategy.
capability to address unconscious bias The Strategy identifies six groups of women with specific needs
and ensuring that all selection panels ask Flexible by default
and experiences:
‘50/50 – if not, why not?’ for the purpose of The APS Gender Equality Strategy introduced
›› Aboriginal and Torres Strait Islander women,
gender balance in shortlisting processes. the ‘flexible by default’ principle, which
assumes that any role can be filled through ›› Culturally and linguistically diverse women,
›› Increasing take-up of flexible work
arrangements by both men and women – a flexible working arrangement. This requires ›› Mature age women,
including by adopting a ‘flexible by default’ managers to challenge assumptions about ›› Rural and regional women,
approach. how work should be done and how jobs are
›› Women with disability, and
›› Measurement and evaluation – including designed. This approach normalises the idea
›› Young women.
developing an evaluation framework so of flexibility and ensures that both men and
agencies can monitor their progress and women see flexibility as an option that will not By focusing on these six groups, the Government acknowledges that
adjust their approach as required. curtail their career progression. efforts to improve women’s workforce participation must recognise
that women are a diverse group, and policy responses must be tailored
›› Committing to develop training on the Target for Government Boards to respond to the different needs, aspirations and challenges of all
differential impact of gender in mainstream
In 2016, the Government announced a target Australian women.
policy development.
of women holding 50 per cent of Government
board positions overall, and men and women
Key initiatives
each holding at least 40 per cent of positions
Secretaries Equality and Diversity Council on individual boards. This new target came
(the Council) into effect on 1 July 2016 with Government
reporting annually on its performance against
Established in June 2016 to drive the the target.
implementation of the APS Gender Equality
Strategy, the Council is comprised of all APS Women now represent just over 41 per cent of
Departmental Secretaries along with two all Australian Government board members.34
external members to provide insights and By comparison, in 2016, 25 per cent of ASX 200
experience from outside the public sector. board members are women.35
Secretaries have committed to appear only
at events and on panels that are gender
balanced by taking the Panel Pledge.You can also read
