Equal Measures 2030 is a coalition of leaders from feminist networks, civil society and international development across the globe who connect data and evidence with advocacy and action on gender equality. They are committed to securing a just, peaceful and sustainable world, where all girls and women have equal power, voice, opportunity and access to their rights, in line with the SDGs. They believe rapid change is possible and are committed to holding decision-makers accountable.

Equal Measures 2030 collates and shares data to help advocates track progress or lack thereof on gender equality issues, and connects them to the right data, analysis and tools. They produce the SDG Gender Index which tracks gender-related trends for 139 countries and is regularly updated to support advocates in holding their governments accountable on issues such as violence against women, child marriage, health and education.

The 2024 SDG Gender Index is the most comprehensive global measure of gender equality. Developed by EM2030, it provides a snapshot of where the world stands on the vision of gender equality embedded in the 2030 Agenda. It is a multidimensional index, benchmarking gender equality across 139 countries (covering 96% of the world’s women and girls) and 56 issues across 14 of the 17 Sustainable Development Goals.

Gender equality is key to security, sustainability, prosperity and peace. But despite all the talk, no country is on track to achieve gender equality by 2030, write Australia’s Ambassador for Gender Equality Stephanie Copus Campbell and Executive Director of Equal Measures 2030, Alison Holder.

According to the Equal Measures 2030 SDG Gender Index, no country is on track to achieve gender equality by 2030. At current trends, we won’t achieve gender equality globally until the next century (the 2100s). A girl born today will have to wait until her 97th birthday – beyond the current expected lifespan – to live in a society without gender-based discrimination and oppression. A dismal scenario, where inequalities are cause and consequence of such interconnected crises as climate change, conflict, poverty, and hunger. 

One in two women who die during pregnancy or childbirth is in a conflict area, with maternal mortality more than 40 times higher in fragile contexts than it is in developing countries, according to International NGO CARE Australia. The research also shows that an estimated 35 million women gave birth in conflict zones in 2022, with the vast majority of them lacking medical care that meets basic standards of safety and quality.

These harrowing statistics highlight the reality for mothers around the world, who are disproportionately affected by conflict. Care is conducting an appeal which is supported by Adelaide Human Rights Activist and former refugee Khadija Gbla, who fled conflict in Sierra Leone to come to Australia when she was a child with her mother and sibling. Gbla is now a mother herself

Australia has 2.6 million workers classified as low-income earners, 60% of whom are women. Women In Super is calling for the LISTO to be increased and future proofed, ensuring that it is permanently tied to income tax rates.

The low income super tax offset, or LISTO, gives a payment of up to $500 to people who earn $37,000pa or less. It’s a government superannuation contribution designed to ensure that low-income earners do not suffer a tax penalty for making super contributions.

“The lowest paid people in the country continue to be unfairly shortchanged with the LISTO, paying a tax penalty that high income earners are not paying on their Superannuation Guarantee (SG) contributions. Low-income earners are the only group who pay more tax on their super than they do on their take home pay. And this is the group who can least afford to pay a tax penalty and they are mostly women,” says Women in Super CEO Jo Kowalczyk. 

From July 2024, super will be paid on the government paid parental leave scheme. Women is Super is calling for Superannuation Guarantee contributions to also be given to those receiving the carer’s payment, 74% of whom are women. 

Across the country, part-time nannies, housekeepers and domestic workers who work under 30 hours do not receive super contributions. This is one of the last remaining groups of people doing paid work under 30 hours who do not receive super contributions, and they are overwhelmingly women, and are at risk of retiring with no savings.

Women in Super is advocating for a fair, equitable and sustainable system whereby every woman retires with an adequate income to support a retirement with dignity.  They are urging the government to implement measures for all the women who will retire between now and when the gender super gap closes, recognise and compensate care work economically, and ensure it is shared between women and men, and implement the full suite of recommendations of the Women’s Economic Equality Taskforce Report (2023) to unleash the full capacity and contribution of women to the Australian economy.

The child support system is so fundamentally flawed it actually puts women at risk for financial abuse, even after leaving an abusive relationship, according to Single Mother Families Australia. 

The report, Opening the Black Box of Child Support, based on research by Terese Edwards, CEO of SMFA, and Kay Cook, Adreinne Byrt and Ashlea Coen, was launched in Canberra this month at Parliament House. It reflects the voices of 675 single mothers and reveals how child support payment systems facilitate financial abuse and coercion by paying partners.  

Withholding child support payments or minimising reported income impacts the financial wellbeing and safety of single mother families.  Around 500,000 Australian children are shortchanged by $17B.  More than 28% of payers are failing to lodge tax returns, in a bid to lower their child support payments.  This financial abuse compounds the domestic violence that these single mothers have frequently sought to escape. The system is not working for single mothers or their children.

BPW Darwin member Mary Linnell spoke at the launch, and it was attended by BPWA President Gillian Lewis and Director of Policy Ronnie Gurung. 

BCEC’s Gender Equity Insights 2024 focuses on the changing nature of part-time work in Australia. These annual Equity Insight Reports, produced with the Workplace Gender Equality Agency, can be accessed on the Bankwest Curtin Economics Centre website.  They call for action to prioritise gender equity across all job levels, not just management.

The report identifies an important shift in how employees choose to engage in the workforce, as they increasingly seek flexibility and opportunities to tailor work schedules and locations to their needs, and calls on employers to develop a plan for action that normalises both flexible and part-time work, without career penalties.

The research found that part-time roles dropped by 3.2% in the past 2 years, and the subsequent rise in flexible full-time and hybrid roles has enabled more employee choice. Full-time roles that incorporate flexible work arrangements, such as remote and hybrid work options, are becoming more prevalent in Australian workplaces, having risen to 42.5% over this same period. The report also highlights an increase in full time working managers being able to access flexible start and end times, now at 65% of full-time managers.

Women aged 35 to 55 have led the charge for the increase in those working full time, with the majority in this cohort choosing to do so as a personal preference rather than a financial necessity.  Angela Priestly in Women's Agenda questions whether some women are accessing the flexibility they need via full-time positions and earning more in the process.

WGEA Director Mary Wooldridge calls on employers to further “challenge certain patterns of work and re-design and re-imagine work as part time and flexible in a way that delivers maximum benefit to their employees and the productivity and profitability of their organisation.”  She also notes that employers who conduct a gender pay gap analysis, set targets and implement formal policies or strategies for flexible work have higher rates of women managers working part time. WGEA stated the findings present employers with a clear challenge to actively consider what more they can do to support part-time employees as well as those who need to, or choose to, work flexibly.

The Productivity Commission Inquiry report examines the early childhood education and care (ECEC) sector, including: centre-based day care; preschools; family day care; outside school hours care; and in home care.

This report outlines what a universal ECEC system would look like, and the significant reforms necessary to achieve it. These reforms tackle issues that affect ECEC availability, inclusion, affordability, quality and equity. The report's recommendations aim to remove barriers to ECEC access such as the activity test, and support better outcomes for children and families including fully subsidised childcare for families earning under A$80,000 from 2026 and 3 days a week of high-quality early education and care for all families with children under 5.

Dr Melissa Tham from the Mitchell Institute summarises the report and offers an analysis in The Conversation.

Advocacy group The Parenthood has released a report spotlighting the negative impacts of inaccessible early learning on regional, rural and remote communities.  The report shares the stories of 160 parents, carers, educators and community leaders who are bearing the brunt of early learning and care shortages in those communities.

The Parenthood found 86% of families from regional, rural and remote communities struggling to access early learning services face financial stress. They report the Jobs and Skills early childhood Census revealed it would take around 21,000 early childhood education workers to meet the current demand in the industry, and the ramifications of this nation-wide shortage hits even harder and regional, rural and remote communities.

National cabinet has agreed to a $4.7 billion plan to ramp up frontline supports for people escaping family violence. The plan builds on almost $1 billion committed in the federal budget to the Leaving Violence program, which offers victim-survivors support packages of up to $5,000 to help leave a dangerous relationship. Chair of Community Legal Centres Australia Arlia Fleming said services could not afford to wait until July next year when the funding will kick in.

The statement also included a promise to establish national standards for men’s behaviour change, and an audit of key Commonwealth government systems to identify areas where they are being weaponised by perpetrators. First Ministers agreed to:

Develop new national best practice family and domestic violence risk assessment principles and a model best practice risk assessment framework.

Support enhancements to the National Criminal Intelligence System, which enables information sharing across jurisdictions, to provide a ‘warning flag’ that will assist police responding to high-risk perpetrators.

Extend and increase nationally-consistent, two-way information sharing between the family law courts and state and territory courts, child protection, policing and firearms agencies.

Strengthen system responses to high-risk perpetrators to prevent homicides, by trialling new focussed deterrence models and Domestic Violence Threat Assessment Centres. These centres will be able to use intelligence, monitor individuals and intervene with those at high risk of carrying out homicide.

BPW Australia Immediate Past President Jacqueline Graham and BPW Northern Territory State Representative Mary Linnel have been published in the latest edition of Trading Places, a yearly publication advocating for women in skilled trades.

With support and guidance from Tradeswomen Australia, Supporting and Linking Tradeswomen Australia (SALT), the National Association of Women in Construction (NAWIC), and The Lady Tradies, Trading Places provides essential, myth-busting information that will aid the advancement of women in trades, and inspire people and businesses to embrace gender diversity.

You will find Jacqueline’s article on pp 20-21 and Mary’s on pp 58-60.

Women on Boards explores whether the gender pay gap driven by discrimination or personal choice. Professor Claudia Goldin, the 2023 Nobel Prize Winner in Economic Sciences, who was awarded for ‘for having advanced our understanding of women’s labour market outcomes”, says it’s not personal choice or women's preferences. She identified an unhealthy phenomenon of “greedy work” in which employers demand excessive hours and 24/7 availability in modern work culture, which creates a gender divide by penalising those workers – predominantly women – whose caregiving role collides with excessive employer expectations.

CEO of the Workplace Gender Equality Agency that determines the date of Equal Pay Day , Mary Wooldridge has said organisations must “reimagine” what senior leaders and managers look like if we are to make progress on closing the gender pay gap. WGEA published the gender pay gaps of more than 5000 firms and the findings showed there is a median gender pay gap in every single industry in Australia. 

Madeline Hislop writes in Women's Agenda that we need true buy-in form men to reach workplace equality.  She reports men are more likely to hold the CEO role in almost every industry in Australia. Meanwhile, just 22% of CEOs and 42% of managers in Australia are women.  At home, women continue to bear the lion’s share of domestic labour and caring responsibilities, and are far more likely to engage in paid work in a part-time capacity and in lower-paid industries. Female entrepreneurs are much less likely to secure VC funding and are more likely to face discrimination. 

Lacey Filipich writes that the gender pay gap is only part of the story.  The Gender Available Savings Penalty gap is actually 96%. The baseline should be taken from basic cost of living, not $0.  We all have the same basic expenses, but women have less left after these are covered than men do so it’s harder for women to save and get ahead. Hence the lower home ownership and superannuation.  Makes sense.

Executive Director of Women on Boards Claire Braund asks, given the Commonwealth public sector's gender pay gap is  narrower than private sector, is a government job still a ‘good option for women’?

Government employment has often been touted as a 'good option for women', providing the best and most secure employment conditions and reducing the likelihood of gender discrimination. This long held belief is being tested by the recent release of scorecard data from the Workplace Gender Equality Agency (WGEA) which shows the Commonwealth Public Sector has a gender pay gap of 13.5% and in only 64% of employers undertook a gender pay gap analysis. This means women earn 86 cents for every dollar earned by men and this adds up to women earning $19,007 less than men per year. Of the employers who undertook a gender pay gap analysis, only 64% took action on the findings and just 9% of those created an Action Plan. 

The Commonwealth Public Sector Gender Scorecard for 2022 was released last week by the WGEA and features the results from WGEA’s employer Census of all public sector employers with 100 or more employees. Key statistics include:

• 339,951 employees were included in the census
• 43.5% are women and 56.3% are men. 
• men are 2.5 times likely to be in the highest earning quartile than women
• 50% of employer gender pay gaps are above 6.9%.
• 11% of universal parental leave is taken by men
• 55% of employers have a gender-balanced board