In August, KPMG released a report calling for the government to improve gender equity with a wider use of  gender responsive budgeting.  This approach requires the gender impact of revenue-raising and spending decisions to be assessed.  The government committed to introducing gender responsive budgeting at the Jobs and Skills Summit.

KPMG believes that needs-based gender budgeting would have the greatest impact on achieving the government’s gender equity strategy. Needs based GRB identifies the policy areas where government action would optimally  reduce inequity. Combined with a gender lens on policy development – rather than trying to fix inequitable outcomes after a policy is implemented – this approach can help narrow the gender economic gap more efficiently and effectively.

Dr Leonora Risse from RMIT writes in The Conversation about her presentation to the Summit, arguing that gender gaps in our economy indicate we are not fully recognising women’s strengths and capabilities, and so not fully valuing their contributions to the economy and wider society.  The summit discussed the under-utilisation of women, as though women were merely functional machinery.  Gender responsive budgeting is a means to value rather than utilise women.

The Jobs and Skills Summit has delivered a raft of recommendations, and a number of them relate to BPW Australia’s resolutions and advocacy campaigns, including gender pay equity, affordable accessible childcare, pay transparency, flexible working, addressing older women's homelessness, super on paid parental leave, and removing barriers to women entering the workforce..

An Issues Paper was disseminated prior to the Summit and the Outcomes Document was released immediately after the Summit listing immediate actions and areas for further work.  Both are informative and accessible documents, worth reading.

The Summit discussed the cost of childcare which means many women with young children receive no financial benefit if they return to work full time. The ABC reports the federal government will provide higher childcare subsidies for more families from July next year, but advocacy groups and unions wanting those changes brought forward ramped up pressure ahead of the Summit.

BPW Australia (the Australian Federation of Business and Professional Women) is marking Equal Pay Day 2022 by joining Workplace Gender Equality Agency (WGEA) call for business leaders to commit to taking immediate action.

WGEA is an Australian Government statutory agency created by the Workplace Gender Equality Act 2012. The Agency is charged with promoting and improving gender equality in the Australian Workplaces.

This year, (Un) Equal Pay Day 2022 will be on 29^th August , marking the 60 additional days from end of previous financial year that women must work on average to earn the same annual pay as men. Thursday’s average weekly earnings data, released by the Australian Bureau of Statistics (ABS), shows that men are earning an average of $263.90 more than women a week.

“The new gender pay gap is 14.1%, or $263.90 per week , an increase over the last 6 months, which means women are making tougher decisions about maintaining their cost-of-living standards in this current inflationary climate. Latest monthly household spending indicator released by ABS for June shows an increase over 10%. Women are earning less than men but spending the same to maintain their households. This is not just unequal; it places stress on Australian households.” Jacqueline Graham, BPW Australia President said.

Mary Wooldridge, WGEA Director, is calling on employers to take immediate action to reduce the gender pay gap by conducting a pay gap audit. This will give them a clear picture of what’s driving their pay gaps and the opportunities for improvement, that will benefit their employees and their business over time. Data has shown in the past that provides overwhelming evidence that when employers analyse their data for pay gaps and take clear actions, their pay gap reduces.

“To drive change in the community we need leadership and action to achieve a more just, more equal and more inclusive society for a strong and thriving Australia,” Jacqueline said.

To find out more , go to https://www.wgea.gov.au/

Following 2021’s Starting Better report which provided a long-term vision for the best early childhood system for Australia, the Centre for Policy Development’s Starting Now report gives leaders a roadmap with concrete achievable steps over the next 12 months.

The paper recommends swift and coordinated action in three key areas:

Action to give parents the confidence to balance work and home by ensuring education and care is available and affordable. This includes accelerated changes to subsidy arrangements, measures that ensure public spending flows through to families, educators and teachers, and smarter spending coordination between governments.

Action on rewarding, secure early childhood careers so children and families can work with early childhood professionals they know and trust. This includes appropriate valuation of early educators’ work, making early childhood careers a priority at the national Jobs and Skills summit, a tripartite dialogue between unions, employers and government, training incentives for early childhood careers, and lifelong learning for early childhood professionals

A national mission for a universal early childhood system This includes a formal agreement between First Ministers to work together on a universal early childhood system, a reform task force to implement it, a special commissioner to lead a Productivity Commission review into a universal early childhood education and care, and long-term funding agreements.

A recent article by 4 female climate science experts in The Conversation examines how increasing the proportion of women leaders results in more progressive, science-informed climate policy – not only in Australia but around the planet.

The major parties largely ignored gender equity and climate change throughout the 2022 election campaign, yet both issues proved to be turning points for the Australian electorate. And now climate change is a central pillar of the government’s parliamentary agenda, with a bill to enshrine a climate target into law introduced last week.

Women are on the front line of climate change impacts, which makes our experiences and leadership critical at decision-making tables. From Barbados to Finland, we’ve seen women’s leadership on climate bring fair, innovative and ambitious policies. Women are disproportionately impacted by climate change due to systemic inequalities. In Africa, when disaster strikes, women find it more difficult to evacuate or read written warnings, and are overlooked in rescue attempts in favour of men. In Australia, researchers note sharp surges in domestic violence in the wake of disasters such as bushfires.

Women also have a critical role to play in achieving ambitious and innovative climate action, as the Women’s Leadership statement at last year’s Glasgow climate summit noted. There are many examples of female climate leadership and the benefits that follow when women and girls are afforded the opportunity to take a lead on climate action. An OECD Working Paper  notes that women’s participation in decision-making often leads to the development of stronger and more sustainable climate policies and goals.

An overwhelming majority of people support the push to have superannuation paid on parental leave. A recent survey conducted by professional accounting body CPA Australia indicated they thought superannuation should be paid on government paid parental leave.  The BPW Australia 2018 National Conference resolved to advocate for super on PPL and strongly advocated for this inclusion in election platforms this year,

CPA Australia spokesperson Dr Jane Rennie said paying superannuation on parental leave would help close the gender super gap that leaves so many women worse off in retirement. A recent report from AustralianSuper confirmed women in Australia tend to retire with about 42% less super than men, concluding that the retirement system doesn’t recognise the unpaid caring work women do throughout their lives.

Released this week by KPMG, Diversity Council Australia (DCA) and the Workplace Gender Equality Agency (WGEA), the She’s Price(d)less report is the only analysis of its kind in Australia that evaluates the contributing drivers of the gender pay gap to explain its existence and what needs to be most addressed to close the gap. The report reveals the gap is nearing almost $1 billion per week.

Based on WGEA’s workplace survey, data published by the Australian Bureau of Statistics (ABS), and the results of the Household Income and Labour Dynamics in Australia (HILDA) survey, the report explores how the gender pay gap affects 5 key industries: healthcare and social assistance, education and training, retail trade, manufacturing and accommodation and food services. Gender discrimination remains the leading driver of pay inequity, contributing 36% of the pay gap.

The gender pay gap remains prevalent regardless of labour force size, gender composition or average rate of pay. Women in feminised industries face particular barriers to achieving wage parity, with gender pay gaps above the national average.

As Brianna Boecker notes in Women's Agenda, the She’s Price(d)less report shows that taking greater action to address the gender pay gap is both a collective obligation and an investment in Australia’s economic future. 

Women are still less likely to aspire to leadership in business, despite decades of gender initiatives, and Professor Ekaterina Netchaeva says we need to find out why. 

In her article in The Conversation, Prof Netchaeva points out that the gender gap in pay, positions and pensions for working women is well-established, but research shows that a gender aspiration gap has also emerged in recent years. This is when women do not aspire to rise through the ranks in the same way as men do, and it could affect efforts to encourage more women to apply for leadership roles at work. Her research indicates that company diversity initiatives are not working, so business leaders and managers must do a better job of factoring women’s actual aspirations into the development of these initiatives by investigating the specific reasons behind female employees’ lower aspirations, especially in male-dominated environments.

BPW has a role to play too.  Building women's competence, capacity and confidence in a safe and nurturing environment like BPW can help raise the aspirations of working women.

The Wages and Ages: Mapping the Gender Pay Gap by Age report by the Workplace Gender Equality Agency revels that men on average out-earn women across all working age groups.  Prof Michelle Grattan, in her analysis in The Conversation, points out that at every age group less than 50% of women were working full time in 2021, and in fact women are not working full-time during most of their working lives.  This holds them back from management positions and accentuates the pay gap.

The divergence in working patterns between men and women starts from age 35, when men are mainly working full time and women mainly working part time or casually. After 35 women are more than twice as likely to work part time and casually than men.

The WGEA found that, although women complete higher education and enter the labour market at a higher proportion than men, they are still substantially less likely to work full-time across all age groups and less likely to reach the highest earning levels.  To attract and retain talent from diverse backgrounds and of all ages, employers must offer flexible working arrangements, be creative about what it takes to be a leader and create part-time management roles.

In this extract from Kristine Ziwica’s soon-to-be-released book, she explores how moving from career feminism to care feminism will help reshape Australia’s economy.  She begins her article in Smart Company with a 2021 National Press Club speech by Sam Mostyn, an independent company director, long-time women’s advocate and President of Chief Executive Women.  Rather than focussing on career women as expected, Sam spoke about the care economy – health care, disability care, child care and aged care – where there is a predominance of women and a dismal level of pay, despite these being key frontlines in the COVID-19 pandemic. BPW Australia has been at the forefront of advocating for the care economy since before 2012.

In this long but very readable extract, Kristine documents how these feminised sectors are undervalued and welcomes the current focus on the care economy.