Review of the Equal Opportunity for Women in the Workplace Act 1999 – Submission
University of South Australia
13 October 2009
Dear Office of Women
UniSA Response to the review of the Equal Opportunity for Women in the Workplace Act 1999
The University of South Australia (UniSA) welcomes the opportunity to respond to the review of the Equal Opportunity for Women in the Workplace Act 1999 (EOWW Act).
UniSA would like to congratulate the Government on its decision to review this important piece of legislation and the Equal Opportunity for Women in the Workplace Agency (EOWA).
As an employer of choice for women under the EOWW Act and its antecedent the Affirmative Action (Equal Employment Opportunity for Women) Act 1986, UniSA is committed to the spirit and intent of affirmative action and other equity legislation.
Barriers to equal employment opportunity
One of the major barriers for UniSA is in the recruitment of suitability qualified women to key roles, including senior academic, leadership and specific disciplines such as engineering. The pool of women available is often small and other factors such as career breaks (due to pregnancy) or career choices may have limited the opportunities for women to develop a strong portfolio when compared to their male counterparts.
A 2009 report for Universities Australia Gender Differences in Early Post-PhD Employment in Australian Universities: The Influence of the PhD Experience on Women's Academic Careers provides recent research on the gender differences and impact on career experienced by men and women who have gained a PhD. This research is particularly important as this cohort form the pool from which universities obtain future academics. If, as the research demonstrates, the upcoming pool of men and women are already experiencing splits in their career trajectories then this will be compounded as they progress through their profession.
The Second AVCC Action Plan for Women Employed in Australian Universities 2006 - 2010 states "women are still significantly under-represented especially at higher levels, and the rate of progress is slow". The Queensland University of Technology (QUT) regularly releases selected inter-institutional gender equity statistics based on the parameters outlined in the AVCC action plan. These reports demonstrate the lack of significant progress in progressing women to senior levels both in the professional and academic streams. Most universities are committed to the plan, for example, UniSA has as a KRA increasing the numbers of women academics at levels D (Associate Professor) and E (Professor). UniSA also closely monitors the numbers of senior professional women. Despite this commitment, progress is not being made as rapidly as we would like.
The University also encounters barriers in encouraging women to apply for promotion with anecdotal evidence showing that women will often refrain from applying until they are 'over ready' for the next level. This is in comparison to men who will apply earlier or appear more comfortable with submitting an application knowing that they do not meet all the criteria for the next level on the 'off chance'. UniSA has recognises this barrier and implements a range of measures aimed at overcoming these cultural effects. Again, however, progress is slower that we had hoped and points to a wider societal issue requiring more extensive public policy solutions and support extending beyond the higher education sector.
The University provides significant benefits such as pre-natal leave, paid parenting (maternity) leave, return to work programs, multi access suites (to enable breastfeeding or the expression of milk), flexible work arrangements, access to part-time / fractional employment. However, a lack of access to affordable, flexible and available childcare is considered to be a significant barrier to women, particularly senior or high calibre / high potential women. UniSA has undertaken surveys to ascertain the extent of the need.
Any changes to the Act or agency should include recognition that, for large organisations such as universities, banks and government, the barriers are not a lack of institutional commitment but rather a much larger issue. In particular, one that relates to how to support women in their careers while balancing the other commitments that still fall mainly upon them such as childcare, household tasks and increasingly elder care.
Enabling men and women to share paid work, unpaid work (ie cooking) and caring responsibilities equally would assist in shifting an Australian culture that is still highly gendered.
Tackling and resolving these issues will require strong and creative solutions.
The role and activities of EOWA and Relationship of the EOWW Act and EOWA to other legislation, polices and intuitions.
Equal employment legislation and a strong body that provides research, education, support, monitoring and compliance in this arena is vital to lifting Australia's standing and performance. The country cannot afford to under utilise its workforce simply because of gender.
It may be appropriate to have some specific departmental responsibility to work with organisations, such as universities, who have a different set of needs to those, for example, faced by male dominated blue-collar workplaces.
To facilitate effective and timely outcomes it is important that the agencies and legislation dealing with this range of issues are encouraged, supported and enabled to work collaboratively.
In summary, it is timely that the EOWW Act and EOWA Agency is reviewed to ensure that it remains relevant to meeting the needs of Australian society.
Please contact Justene Knight, Senior Consultant: Organisational Development on Justene.knight@unisa.edu.au or (08) 8302 1729 for further information on UniSA's submission.
Your sincerely
Ruth Blenkiron
Director: Human Resources
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