Discrimination against women is a violation of human rights. Australia's cultural and social history has led to systemic discrimination as well as to individual acts of discrimination. As per Article 2 of CEDAW, WEL calls on governments to institute legislative and other measures which prohibit and seek to eradicate discrimination against women. WEL supports the Sex Discrimination Act and is opposed to any changes which would weaken its effectiveness. WEL further calls for the removal of all exemptions for religious and other bodies from the Sex Discrimination Act. WEL calls for a new framework such as a national plan of action within which women's fundamental right to equal opportunity and equal citizenship is acknowledged and promoted. Such a framework would encompass effective equality legislation, the independence and proper resourcing of bodies charged with implementing such legislation, exemption from court fees for discrimination complaints, provision of legal aid for test cases and the systematic review of legislation and policies for discriminatory implications.
Sexual harassment is a form of sex discrimination, and constitutes an abuse of power which embarrasses, humiliates, intimidates and coerces. It may be intentional or unintentional and it may also constitute criminal behaviour. It creates a hostile and threatening environment in which the victims feel offended, humiliated or intimidated. If women or men are dismissed after complaining about sexual harassment this can constitute illegal unfair dismissal and can be pursued in the courts.
The Sex Discrimination Commissioner of the Human Rights and Equal Opportunity Commission, Elizabeth Broderick, has conducted an extensive Listening Tour throughout Australia and announces a "roadmap towards gender equality" in July 2008. CLICK here to read the full HREOC Media Release with all the proposed outcomes for women.
Ms Broderick provided valuable information about sexual harassment recently on Channel 10's 9am program. She said that it can be a familiar touch on the leg, an amusingly suggestive email, the odd question about a woman's sex life or a lingering look. Basically sexual harassment is unwelcome or unwanted behaviour of a sexual nature which offends. It can also be physical cornering, unwanted groping hugs or kisses, emails or texting. This is not acceptable, but a new survey has found that 22 percent of women and 5 percent of men have experienced sexual harassment in the workplace during 2008.
Ms Broderick found that many men and women don't really understand what sexual harassment in the workplace is. For example, if someone asks you out on a date and you say "No, thanks", then, if they are around sitting in your workspace or texting you still, it becomes unlawful. It is certainly not good business sense, in times of skills shortages, to have a culture that is not inclusive of everyone. Surely parents of young women would not be happy for their daughters working in that particular workplace. Often young people say that they know it is not OK if their uncle does it, but they think it must be acceptable in the workplace. Some feel they will be victimized if they bring a complaint about sexual harassment, and can think that it not serious enough. The conduct can be one-off or ongoing, but is usually over a long period of time.
WEL supports Ms Kristy Fraser-Kirk in her action against David Jones store for compensation for sexual harassment. On this matter, Ms Broderick (see above) was again interviewed on Channel Nine on 3 August 2010, saying that $37 million is the largest amount ever and is meant to compensate and to punish. She said that it is 25 years since the Sex Discrimination Act 1984 was implemented but it is still happening, that sexual harassment has a high economic cost to women and business and that the community must support women who make a stand. There is also significant educative value in a large compensation amount. Ms Fraser-Kirk plans to donate any awarded funds to organisations dedicated to the elimination of sexual discrimination.
Sexual harassment is across all age groups and all kinds of workplaces - small, medium and large businesses. Casual, temporary and contract workers are three times more likely to experience it. Some employers should have stronger leadership and effective training. There should be a mechanism in the business for complaints and reporting. One in ten of those surveyed said they had witnessed sexual harassment.
There are free, accessible and timely external complaints mechanisms. So if there is none in your workplace come to the Australian Human Rights Commission or a State-based commission. They have an early intervention strategy and can help while you are still in employment. It is important that you are not isolated - talk to friends and family and seek support. If you are getting sexually harassed, someone else will be too! Visit www.humanrights.gov.au for more, or send us an email if you have suffered unfair dismissal due to sexual harassment or any discriminatory treatment. YOU ARE NOT ALONE.
The Federal Legal and Constitutional Affairs Committee is conducting an inquiry into the effectiveness of the Commonwealth Sex Discrimination Act 1984 in eliminating discrimination and promoting gender equality. CLICK here to read the submission from WEL Australia.
Women on Boards. In July 2010, Minister Tanya Plibersek announced that the total number of directors on Federal Government boards would comprise at least 40 percent women and 40 percent men. Individual boards may vary but the total must be 40 percent. We will be lobbying the next Government to amend the Corporations Act to ensure that all public companies also have at least 40 percent female and 40 percent male directors. Click here to read the WEL submission calling for 40 percent women on boards.
Ms Plibersek also announced a contribution of $200,000 to fund scholarships for the Australian Institute of Company Directors courses for aspiring women directors. According to the Australian Financial Review (30/7/2010) the proportion of female board members in ASX 200 companies is only 9.5 percent but the AICD plans to award more than 70 mentoring scholarships over the next two financial years, and David Gonski, Director of the Committee for Economic Development of Australia, said that boards need diversity - "A board is like an orchestra - when people only play one instrument it is not an orchestra".
The Human Rights and Equal Opportunity Commission will conduct an Inquiry into discrimination against same-sex couples in accessing financial and work-related entitlements. See Terms of Reference at www.humanrights.gov.au/samesex/
Review of the EOWW Act 1999
Review of Equal Opportunity for Women in the Workplace Act 1999, submitted by the Women's Electoral Lobby Vic (WEL), October 2009
(We were asked for a brief email in dot form as time was of the essence. The submission is on the lines of the consultation questions).
WEL Vic believes that:
(i) the key barriers to EEO for women in the workplace are as follows:-
* Long hours and inflexible structures.* Availability of adequate child care and vacation care.* Lack of training for promotion opportunities --usually inflexible approaches --should be online for part of these courses.* Lack of career planning and mentors for all employees.* No career path for part-time work.* High levels of unemployment lead to fear of unfair dismissal. Women become risk averse and miss opportunities.* Sexual harassment and discrimination.* The old boys network--jobs for the boys.* Religious organisations which discriminate against women who have different life styles and values.(ii) costs and benefits to organisations:-
Large organisations with over 100 employees:
* recent research reveals that US companies that had women as directors and in high positions were much more able to survive the Global Financial Crisis.* cost of data collection is balanced by the benefit to the organisation.Costs to small organisations:
* mainly in the replacement of women on maternity leave or for absences due to career responsibilities.* cost of developing EEO plans.(iii) What works to achieve EEO.
* WEL believes that after nearly 30 years of promoting EEO it is time to take stronger steps including sanctions and quotas.* WEL urges the Government to request an examination by the Productivity Commission of the costs and benefits of EEO to Australia.* WEL also urges the Government to change the Corporations Act 2001 to ensure that registered companies include women as directors.* WEL believes that there is a necessary connection between the EOWW Act and the Fair Work Act 2009 and that the industrial relations aspects of EOWW should be pursued by the Fair Act Ombudsman.* WEL notes the lack of transparency and accountability in salaries earned by employees in the private sector. Transparency and accountability in salary structures should be essential in considering the granting of EEO Awards to entities. Individual employees should have the right to know the level of pay of their colleagues, as well as their entitlements and access to cars, and education costs for their children. The selection process should be publicised for every job in the private sector. The process needs considerable overhauling in most entities. Targets, and eventually quotas, should be set for women to attend training, to attend conferences and to be chosen as speakers at conferences.* To change attitudes to taking parental leave and leave as carers, companies should identify all the fathers in the organisation whose children are under 15 years old. These fathers should be expected to attend their child's sport days or other events, and to take children to doctors or dentists as necessary. Data on these absences should be part of information presented for the EEO Awards.* For organisations that fail to meet minimum standards sanctions should apply. Criteria for Government procurement should be tied to EEO planning and achievements. Government subsidies and tax concessions should only be available to organisations which have EEO plans that have been successfully implemented.WEL believes the EOW Agency should have more resources:
* to collect and analyse and publish data, which should be disaggregated as far as possible.* to give feedback to companies that fail to win an award and to assist such companies to improve.* to collaborate with Local Government to assist them to develop EEO planning for their staff and for small businesses in their area.* to develop a Small Business Award and publish the results in the local free press, particularly in regional and rural areas.* to promote EEO in workplaces, unions, schools and universities.CLICK on items below for more detailed information:
Download the Equal Opportunity for Women in the Workplace Agency (EOWA) Gender Income Distribution of Top Earners report, 2008, which invesigates pay disparity at senior levels in the top 200 companies on the Australian Stock Exchange and read how Tania Plibersek MP, Minister for Housing and Minister for the Status of Women, supports the report, in our WEL Victoria page on Industrial Relations. The report may be downloaded at www.eowa.gov.au.
Discrimination is not the answer: MLC Principal points out that discrimination is occurring even when girls do very well in school. Education need to address the realities of discrimination in the workforce "CLICK to see Ceiling starts in schools".
Visit http://www.smh.com.au/multimedia/national/sex-discrimination-shakeup/20091001-gek6.html for early WEL pictures from the Sydney Morning Herald to see where we have been and how far we have to go.