1. Women in the workforce Julia Perry

2. National Foundation for Australian Women  To ensure that the aims and ideals of the Women's Movement and its collective wisdom are handed on to new generations of women; and  To advance and protect the interests of Australian women in all spheres, including intellectual, cultural, political, social, economic, legal, industrial and domestic spheres.

3. What NFAW does  discussion and debate  promotes research and collection of information  supplies information to broad Women's Movement  links/communication between women's organisations  monitors and reports on the situation of women;  encourages studies, research, conferences, seminars  sponsors lectures  promotes co-operation to advance the interests of women;  other general action to advance interests of Australian women http://www.nfaw.org

4. NFAW - Recent Campaigns  Workchoices  Welfare to Work  Paid maternity/Parental leave  Child care: outside school hours care  Sex discrimination  Gender pay equity

5. Women’s financial disadvantages  Fewer in employment  Wage differentials across the board  Concentration in traditional women’s work  Fewer own a business, fewer still own one with employees  Weak industrial bargaining power  Lack of paid maternity leave  Casualisation and part-time work  Lack of family friendly working conditions  Inadequate child care

10. Key labour force statistics WomenMen Part-time work (% of employed aged 20-59)30%4% Full-time work (% of employed aged 20-59)70%96% Total work (% of population)70%85% Owner managers (% of employed)13%23% Casual (% of employees)25%16% Permanent (% of employees)75%84% Average full time ordinary time earnings (Feb 2008)$1,190$1,00384.3% Total average weekly earnings (Feb 2008)$1,065$69565.3%

11. The gender penalty WomenMen Proportion aged 55-64 with super (2002)53%69% Amount of super, aged 55-64 (2002) $ 94,700 $ 183,600 Age pension (2004)1,115,225761,025 Other income support payments (2004)1,474,7931,076,002 Total2,590,0181,837,027

12. Work choices and women  No disadvantage test took away award protection  Individual bargaining disadvantageous to women & family friendly conditions  Reduced rights to union support  Industrial tribunals lost role of wage adjustment and test case reforms  Removal of State jurisdiction  No pattern bargaining – women in SMEs  No unfair dismissal encouraged covert discrimination and harassment  Welfare to Work – parents could not turn down job

13. Workplace Relations Amendment (Transition to Forward with Fairness) Act 2008  no new AWAs  Individual Transitional Employment Agreements  no-disadvantage test for future workplace agreements  AIRC to start modernising awards.

14. Award Modernisation – allowable conditions   Maximum weekly hours of work   Request for flexible working arrangements   Parental leave and related entitlements   Annual leave   Personal/Carer’s leave and compassionate leave   Community service leave   Long service leave   Public holidays   Notice of termination and redundancy pay   Fair Work Information Statement

15. What next in IR?  Unfair dismissals  Rights of unions and members  Pattern bargaining  Better protection of casual workers  Regular adjustment of awards  Test cases to deal with new issues  Gender pay equity  Who adjudicates disputes?

16. Paid parental leave  Social and economic reproduction  Equality for women  Benefits to babies and parents  Long term benefits – health, emotional, cognitive, social  Role of fathers and paternity leave

17. PML models  Fully Government paid – minimum wage? Likely to be inadequate flat rate Likely to be inadequate flat rate  Direct employer paid – like other forms of leave Serious danger of discrimination Serious danger of discrimination  Insurance based scheme – employer levy and government contribution