Achieving Women’s Equality South Australia’s Women’s Policy

Vision:

Women and girls in South Australia will be able to fully participate in and share the benefits of living in South Australia.

Contents

Acronyms 1 1 Premier’s Foreword 2 2 Minister’s Foreword 3 3 Introduction 4

3.1 Policy imperative 5 3.2 Equality is an Issue for Men to Engage With 5

4 Setting the scene 9

Our Achievements 9 4.1 Women’s Safety Strategy 9 4.2 Women’s Health 9 4.3 Women’s Employment in Non-Traditional Female Occupations 10 4.4 Women’s Leadership and Decision Making 10 4.5 Celebrating Women’s Achievements 10 4.6 Empowering women through access to information - Women’s Information Service 10

5 Vision and principles for South Australia’s Women’s Policy 12

5.1 Vision 12 5.2 Principles 12 5.3 Populations of focus across the policy 13 5.3.1 Aboriginal and Torres Strait Islander Women 13 5.3.2 Culturally and Linguistically Diverse (CALD) Women 14 5.3.3 Women with Disability 14

Achieving Women’s Equality – South Australia’s Women’s Policy | 2015 5.3.4 Young Women 15 5.3.5 Older Women 15 5.3.6 LGBTIQ Women 16 5.3.7 Rural and Regional Women 16

6 Achieving Women’s Equality: Three pillars of action 17

6.1 Improving women’s economic status 17 6.2 Increasing women’s leadership and participation in decision making 17 6.3 Improving women’s safety and wellbeing 18

7 Improving women’s economic status 19

7.1 Increasing employment participation 20 7.2 Pay equity 25 7.3 Paid parental leave 26 7.4 Childcare 26 7.5 Flexible work 26 7.6 Education and training 28 7.7 Financial security and economic independence 30

8 Leadership and participation 32

8.1 Community leadership and participation 33 8.2 Boards and committees 36 8.3 Local Government 38 8.4 Executive positions 39 8.5 Celebrating Women’s Achievements 40

9 Safety and wellbeing 42

9.1 Health and wellbeing 43 9.2 Reducing and preventing violence against women 51

10 How will Government achieve the strategic priorities? 58 11 Measuring progress 59 12 Related policies 60 13 Summary of South Australian Government Department initiatives 64 14 Statistics – Women and girls in South Australia 65 15 Index 70

The South Australian Government acknowledges and respects Aboriginal peoples as the State’s first peoples and nations and recognises Aboriginal peoples as traditional owners and occupants of land and waters in South Australia.

Achieving Women’s Equality – South Australia’s Women’s Policy | 2015 Acronyms ABS Australian Bureau of Statistics AICD Australian Institute of Company Directors ANROWS Australia’s National Research Organisation for Women’s Safety ARTS A Right to Safety AWE Achieving Women’s Equality CALD Culturally and Linguistically Diverse CEDAW Convention on the Elimination of All Forms of Discrimination Against Women DAIP Disability Access and Inclusion Plan DECD Department for Education and Child Development DPTI Department of Planning, Transport and Information FGM Female genital mutilation LGBTIQ Lesbian, gay, bisexual, transgender, intersex and queer LHN Local Health Network LSS Learner Support Services MAPS Multi Agency Protection Service NAIDOC National Aborigines and Islanders Day Observance Committee NPY Ngaanyatjarra Pitjantjatjarra Yankunytjatjara OECD Organisation for Economic Cooperation and Development PIRSA Primary Industries and Regions South Australia PWD Premier’s Women’s Directory RTO Registered Training Organisation SAFECOM South Australian Fire and Emergency Services Commission SAMEAC South Australian Multicultural and Ethnic Affairs Commission SAPOL South Australia Police SASP South Australia’s Strategic Plan STEM Science, Technology, Engineering and Mathematics TAFE Tertiary and Further Education UN United Nations VET Vocational Education and Training WIS Women’s Information Service

Achieving Women’s Equality – South Australia’s Women’s Policy | 2015 1 1 Premier’s Foreword

The full and free participation of women and girls in all aspects of society is critical to South Australia’s future.

They must be in a position to fulfil their personal potential, to contribute their ideas and energies to the common good, to help our State prosper and seize opportunities, and, of course, to lead.

But they cannot do these things properly in the face of barriers.

This policy, Achieving Women’s Equality, aims to eliminate barriers and to acknowledge the central role women and girls play in our economy and community.

It provides a strategic, integrated framework in which State Government agencies can foster and achieve gender equality – both in their own work and in the partnerships they forge with business and community.

With a strong emphasis on practically improving lives, Achieving Women’s Equality offers direction so that we, together, can advance the interests of women.

The policy focuses on three specific areas for action: improving women’s economic status; increasing women’s leadership and participation; and improving women’s safety and wellbeing.

I urge you to apply this policy to your day-to-day work, and to use it as a valuable framework when exploring, planning and implementing new initiatives.

Hon Jay Weatherill MP Premier of South Australia

Achieving Women’s Equality – South Australia’s Women’s Policy | 2015 2 2 Minister’s Foreword

In December 1894, South Australia became the first Australian state to allow women to vote in state elections and the first state to allow women to stand for State Parliament.

This pioneering triumph for women’s equality was the result of a long strategic campaign conducted over many years by some very determined women. Their achievement was a key element in the creation of South Australia as a socially progressive society. As the heirs to this unique legacy, we have the obligation to continue their inspiring example.

This policy document sets out our recent activities. We have done much to improve women’s economic status, to increase opportunities for women’s leadership and participation, and to improve the safety and wellbeing of women.

These initiatives have moved women a long way towards the full and equal participation in all aspects of life – but there is still a long way to go.

To this end, Achieving Women’s Equality lays the policy foundations for our future actions and sets out a clear pathway into the future.

Following the recent 120th anniversary of women’s suffrage in South Australia, it is fitting that our policy document, Achieving Women’s Equality directs our gaze towards ambitious aspirations that will create enduring positive change for South Australian women and girls.

The South Australian pioneer women of 1894 would expect nothing less.

Hon Gail Gago MLC Minsiter for the Status of Women

Achieving Women’s Equality – South Australia’s Women’s Policy | 2015 3 3 Introduction

Achieving Women’s Equality provides a framework to address gender equity across all facets of South Australian Government and through partnerships with non-government organisations, business, local government and community groups. It sets out the key priorities for action to ensure the economic status, social inclusion, safety and wellbeing of South Australian women is improved and sustained throughout their lives. In so doing Achieving Women’s Equality will make a significant contribution to South Australia’s key strategic development priorities by ensuring everyone in South Australia has the opportunity to fully participate.

Improving and supporting the participation of women in the community is not only the right thing to do but also makes sound economic sense.

Three priority action areas have been identified for Achieving Women’s Equality:

1. Improving women’s economic status 2. Increasing women’s leadership and participation 3. Improving women’s safety and wellbeing

These three priority areas have been identified to reflect different dimensions of life and to recognise that women’s experiences can intersect at multiple points. Positive outcomes in one area can impact outcomes in other areas, for example, improving the financial security of women can play an important role in increasing the safety of women and reducing vulnerability to violence and homelessness.

Achieving Women’s Equality – South Australia’s Women’s Policy | 2015 4 3.1 Policy imperative

The South Australian Government is committed to achieving women’s equal participation in all aspects of life.

Working towards women’s equality contributes to the broader Government priority of building a prosperous community - a priority that is reflected in the development of this policy.

Public policy has the capacity to either perpetuate or eliminate discrimination and as such has a key role to play in promoting gender equality. It is only by making gender a central consideration in the development and implementation of public policy that we can hope to advance gender equality and women’s human rights in Australia.1

Gender analysis is the process that enables policy makers and program managers to analyse whether proposed and existing policies and programs produce equally beneficial outcomes for diverse gender groups.

3.2 Equality is an Issue for Men to Engage With Men’s participation in progress towards equality is critical to ensure a fair and equitable society for all. Bringing men into the conversation on gender equality takes a step toward breaking down the expectations of both genders.

In the United Nation’s Beijing Declaration and Platform for Action (1995), governments expressed their support for men’s full participation in all actions towards gender equality. The Declaration emphasised that equal sharing of responsibilities and a harmonious partnership between women and men were critical to men’s well-being and that of their families.2

In 2013 the European Commission report The Role of Men in Gender Equality – European Strategies & Insights3 noted the positive impact of gender equality for men and for the well- being of society as a whole. For example, supporting a better work-family balance through flexible leave and paternity leave arrangements is positive not just for women but also for men as an important step to achieve a more equal distribution of paid and unpaid work between women and men.

“Gender equality isn’t just a women’s issue. It is an issue for all. It is a rights issue because women’s rights are human rights.” Phumzile Mlambo-Ngcuka, Executive Director UN Entity for Gender Equality and the Empowerment of Women (UN Women)

Achieving Women’s Equality – South Australia’s Women’s Policy | 2015 5 Strategic Priorities

Priority 1 Creating a vibrant city

Priority 2 Safe communities, healthy neighbourhoods

Priority 3 An affordable place to live

Priority 4 Every chance for every child

Priority 5 Grow advanced manufacturing

Priority 6 Realising the benefits of the mining boom for all

Priority 7 Premium food and wine from our clean environment

Economic Priorities

Priority 1 Unlocking the full potential of South Australia’s resources

Priority 2 Premium food and wine produced in our clean environment and exported to the world

Priority 3 A globally recognised leader in health research, ageing and related services and products

Priority 4 The Knowledge State – attracting a diverse student body and commercialising our research

Priority 5 South Australia – a growing destination choice for international and domestic travelers

Priority 6 Growth through innovation

Priority 7 South Australia – the best place to do business

Priority 8 Adelaide, the heart of the vibrant state

Priority 9 Promoting South Australia’s international connections and engagement

Priority 10 South Australia’s small businesses have access to capital and global markets

Achieving Women’s Equality – South Australia’s Women’s Policy | 2015 6 Achieving Women’s Equality – South Australia’s Women’s Policy | 2015 7 Achieving Women’s Equality – South Australia’s Women’s Policy | 2015 8 4 Setting the scene

Our Achievements In the past 150 years* women in South Australia have experienced improved participation in the social, economic and political life of our state. Significant progress towards gender equality has been achieved through the efforts of many people including women activists, communities and government. The South Australian Government continues to build on these efforts through a number of initiatives aimed at:

 Reducing violence against women  Increasing the number of women in non-traditional female occupations  Increasing the number of women in leadership and decision making positions  Celebrating the achievements of women in our community  Empowering women through access to information

4.1 Women’s Safety Strategy Through the Women’s Safety Strategy 2005-2010 and its next phase A Right to Safety 2011 - 2022 significant reforms have been implemented ranging from community awareness initiatives to early intervention work, law reform and systems.

Achievements under the Women’s Safety Strategy include whole of Government strategies such as the implementation of the Family Safety Framework, research into and investigation of domestic violence related deaths and the prevention of violence against women by creating cultural and attitudinal change through violence against women collaborations.

4.2 Women’s Health The South Australian Government has supported initiatives to improve women’s health acknowledging that gender, sex, social status and social inequalities influence health outcomes for women.

Positive changes are being seen in women’s health outcomes through targeted women’s health services, population screening programs (such as BreastScreen South Australia and the South Australian Cervix Screening Program), maternal health care and mainstream health services. These successful changes acknowledge the importance of incorporating gender at relational, household, community and state levels. Among other indicators, improvements in

* While it has been 120 years since the achievement of voting rights for all South Australian women, in 1861 women who owned property and paid council rates had the right to vote in local council elections

Achieving Women’s Equality – South Australia’s Women’s Policy | 2015 9 women’s health outcomes have been shown by the reduction in teenage pregnancies from 5.5 per cent in 2002 to 4 per cent of all women giving birth in SA in 2011; and a downward trend in the number of Aboriginal women smoking during pregnancy.4

To achieve the priorities and targets of the South Australian Government, the health system has been developed to ensure strategies are developed which reflect and respond to the health needs and conditions of all women as well as ensuring services are targeted towards the most disadvantaged.

4.3 Women’s Employment in Non-Traditional Female Occupations The South Australian Government has supported and continues to support strategies to increase the number of women in non-traditional areas of employment by promoting equity, diversity and opportunity for women. Processes and action plans have been put in place that facilitate women’s full participation in areas of work that have not traditionally been considered women’s roles such as in construction, mining and defence.

4.4 Women’s Leadership and Decision Making The South Australian Government actively supports the development and promotion of skilled women to positions of leadership. This has included increasing the number of women on Government boards and committees to 48 per cent, providing 50 scholarships for women to attend the Governance for Directors program delivered by the Australian Institute of Company Directors; and a number of department specific programs.

4.5 Celebrating Women’s Achievements Outstanding women in South Australia are acknowledged and celebrated through a number of awards and events including the South Australian Women’s Honour Roll; the Women Hold Up Half the Sky Award; the Gladys Elphick Awards; the Rural Industries Research and Development Corporation Rural Women’s Award; the Premier’s Community Excellence Awards in Mining and Energy Excellence in Leadership (Women in Resources) Award; and the Women in Innovation Awards South Australia.

4.6 Empowering women through access to information - Women’s Information Service As a part of the Office for Women, the Women’s Information Service (WIS) provides information to South Australian women online, over the phone and in person. 2013 marked the 35th anniversary of WIS which continues to be proudly staffed primarily by volunteers.

Achieving Women’s Equality – South Australia’s Women’s Policy | 2015 10 WIS provides women with accurate and timely information and referral options for a range of issues including; domestic violence, homelessness, financial stress, health concerns and legal matters such as questions regarding employment or family issues and the law. Women can access WIS services face to face, over the phone, via text message, by email or through social media.

Recognising the increasing utilisation of social media platforms in seeking information, WIS provides information about community events, services and programs via Facebook, Twitter and Pinterest. The service identifies the range of barriers women face in accessing information and continually strives to close the gaps by providing information and resources in different formats and improving accessibility.

Achieving Women’s Equality – South Australia’s Women’s Policy | 2015 11 5 Vision and principles for South Australia’s Women’s Policy

5.1 Vision

Women and girls in South Australia will be able to fully participate in and share the benefits of living in South Australia.

To achieve our vision this policy is underpinned by the following principles, which are aligned with the Convention on the Elimination of All Forms of Discrimination Against Women (CEDAW5), the United Nations Women’s Empowerment Principles, the Sex Discrimination Act 1984 (Cth) and Equal Opportunity Act 1984 (SA).

5.2 Principles We believe:

 All individuals, women or men, are equally entitled to participate in and benefit from living in South Australia.  Equality, diversity and social inclusion are valued by all South Australians.  Vulnerable groups of women need targeted support to access services and participate fully in our community.  Strong partnerships with non-government organisations, business and community are critical to achieve gender equality.  Measuring and reporting on progress is fundamental to achieving gender equality.

These principles have been informed through consultation with key stakeholders. The Office for Women on behalf of the South Australian Government consulted with all Government departments and with a number of non-government organisations representing a diverse range of women. Reports and documentation from these organisations provided further evidence and direction.

The South Australian Government values genuine engagement with the community and drives a culture which respects and welcomes community input. The Government believes that engaging people affected by government decisions results in better decisions, driving better outcomes for all South Australians.

For more information refer to South Australian Government’s Better Together: Principles of Engagement.

Achieving Women’s Equality – South Australia’s Women’s Policy | 2015 12 5.3 Populations of focus across the policy Women face many deterrents against full participation in the workforce and the community. These include gender stereotyping; lack of role models; family obligations and expectations; and violence and abuse in the home and workplace. These barriers deprive women and girls of opportunities and the chance to achieve their potential.

For some women cultural differences, poverty, language barriers, lower education levels, physical distance from neighbours and towns, living with a disability, gender identity, sexuality and age can also be barriers to full participation. Some women experience varying configurations of these barriers to different degrees of intensity.

The needs and issues of diverse communities require diverse responses, particularly to ensure that those more disadvantaged groups or individuals have access to opportunities to fully participate in and share in the benefits of living in South Australia.

In applying gender analysis it is crucial that the race/ethnicity, sexual orientation, disability and/or economic status of women inform the assessment of their circumstances. This assessment must also consider the complexity of identity for Aboriginal and Torres Strait Islander women and men, and the experiences of women from culturally and linguistically diverse backgrounds.

This policy will enable the unique backgrounds, experiences and situations of all women to be considered in the development of strategies that promote gender equality and increase resilience.

5.3.1 Aboriginal and Torres Strait Islander Women Aboriginal and Torres Strait Islander Australians are recognised as the first inhabitants of Australia6 and are an integral part of South Australia’s culturally diverse society.

Aboriginal* people are over-represented among Australians facing disadvantage, and this disadvantage is visibly more persistent over time and across generations. This disadvantage can have both immediate social and cultural determinants, and deeper causes.7

The South Australian Government is continuing its efforts to develop culturally respectful policies and programs and to ensure that Aboriginal people are engaged in the development of policies, programs and projects.

 Note: when the term Aboriginal people is used it should be read as an inclusive term of Torres Strait Islander people’s culture and language.

Achieving Women’s Equality – South Australia’s Women’s Policy | 2015 13 A South Australian Policy for Aboriginal Languages Interpreters and Translators was adopted in February 2014. The focus of this policy is on ensuring that State Government agencies are using Aboriginal language interpreters and translators consistently and appropriately. This is an important policy area that has a direct impact on interactions between Aboriginal people and government, as well as contributing to national and State Aboriginal Affairs targets in terms of service delivery improvements and outcomes.

5.3.2 Culturally and Linguistically Diverse (CALD) Women Women who have come to Australia as migrants, refugees or international students can face unique challenges. These can include financial hardship, lack of adequate support and an increase in difficulties due to the challenges of new language, culture and laws. Women from CALD backgrounds are therefore more likely to experience the double disadvantage of cultural diversity and gender that can result in their needs and issues being neither recognised nor addressed, either adequately or at all.8

Government policies and strategies can enable and support CALD women to connect/reconnect into community and build networks and advocate for initiatives that will promote inclusion.

5.3.3 Women with Disability Women with disability experience multiple and intersecting forms of discrimination. As a result, they experience greater levels of exclusion and disadvantage in economic participation, leadership, and safety and wellbeing. Women with disability already participate across economic and social spheres but positive action to reduce structural disadvantages and to increase and improve their access and level of participation is necessary to ensure women with disability enjoy all human rights.

Inclusion is a vital first step that precipitates social interaction, self-esteem, confidence and skill acquisition that can lead to leadership and improved wellbeing.

Around one in every two South Australian women living with disability participates in the workforce.9

Achieving Women’s Equality – South Australia’s Women’s Policy | 2015 14 5.3.4 Young Women It is important for young women to have a voice in society and influence policy, especially those policies that directly affect young people and their future. Having young people engaged in meaningful participation is recognised by youth advocates and organisations worldwide, including the United Nations, as important in order to respond to the needs of young people.10

Engaging young women provides opportunities for intergenerational leadership to address gender inequalities, from women’s leadership to gender-based violence.

5.3.5 Older Women Many older South Australians are active in their communities in a variety of roles. Older women are increasingly vital as consumers, employees, employers, self-employed workers and small business owners.11 Older women workers (defined as 45 years plus) represent a critical segment of Australia’s workforce now and into the future.

Our State, along with Tasmania, has the highest proportion of older people in the nation.12 The Australian Bureau of Statistics projects that from 2012 to 2036 the number of older South Australians will almost double.13 Better utilising the older female workforce has significant benefits for business, as well as the broader Australian economy and older female workers themselves.14

Research suggests that there are a growing number of older single women who are experiencing homelessness for the first time later in life. Factors contributing to this include the death of a spouse, divorce or separation and the fact that women tend to have less superannuation and life savings. These factors are linked with the tendency for women to be in lower paid jobs, to have poorer health or serious illness which often results directly or indirectly from abuse, and because of time taken out of the workforce due to caring responsibilities.15

39 per cent of Australian women reach retirement age with no superannuation, compared with 8.4 per cent of men.16 For older women, paid work provides access to greater financial security through an independent source of income, as well as enhanced social support, satisfaction, self-esteem and mental and physical health.17

Achieving Women’s Equality – South Australia’s Women’s Policy | 2015 15 5.3.6 LGBTIQ Women Lesbian, Gay, Bisexual, Transgender, Intersex and Queer (LGBTIQ) people are part of all population groups, including those living in rural, regional and remote areas, Aboriginal and Torres Strait Islander people, people with disability and those from culturally and linguistically diverse backgrounds. They are also represented across all age groups and in families across South Australia.

It is necessary to consider the needs of LGBTIQ people as distinct individuals, while also considering the diversity within the groups to which they belong. For example, the concerns and needs of lesbian women may be quite different from those of Aboriginal gay men or transgender women.18

Definitions and terms used to describe sexual orientation, sex and gender identity are often disputed and can be the subject of strong views by members of LGBTIQ communities and others. The meanings of particular words can also be interpreted differently depending on the time, context and culture in which they are used.

While there is no perfect solution, the acronym LGBTIQ is used throughout the South Australian Government in an effort to be as inclusive as possible of the diverse sex, sexuality and gender identities represented in our community.19

5.3.7 Rural and Regional Women Women play an increasingly influential role in every aspect of regional Australia – they share a passion for a viable and sustainable future for Australian agriculture. It is estimated that one third of Australian women live in rural and regional communities.20

Regional women worldwide play a key role in supporting their households and communities in achieving food and nutrition security, generating income, and improving rural livelihoods and overall well-being. They contribute to agriculture and rural enterprises and fuel local and global economies.

When we give regional women access to productive agricultural and natural resources, we empower them. They, in turn, can contribute more to food supply and boosting the ability of their communities to cope with the effects of climate change, land degradation and displacement. This benefits all people.

Achieving Women’s Equality – South Australia’s Women’s Policy | 2015 16 6 Achieving Women’s Equality: Three pillars of action Achieving Women’s Equality is underpinned by three pillars of action that align with the CEDAW, the United Nations Beijing Declaration and Platform for Action21, the United Nations Millennium Development Goals and the United Nations Women’s Empowerment Principles.22

The three pillars outlined below provide an overarching framework for our current strategies and provide opportunities to further develop aligned policies, programs and services across the whole of Government and the South Australian Community.

6.1 Improving women’s economic status Ensuring women achieve economic independence requires strategies across their lifespan. Strategies must:

 Ensure girls and young women have a good education and are supported to take up subjects in science and mathematics as well as history and the arts;  Ensure women can take up secure, safe and well paid employment and have access to entitlements such as flexible leave; and  Address the impact of women’s lower participation in employment that results in women being more likely to have a combination of low savings, reduced levels of home ownership and minimal, if any, superannuation.

South Australia has an opportunity to create innovative strategies that:

 Support girls and young women to take up education in non-traditional areas for women such as science, technology, engineering and mathematics (STEM);  Utilise flexible work options to meet the changing demands of the labour market; and  Recognise and engage women as a critical resource for businesses.

6.2 Increasing women’s leadership and participation in decision making South Australia has always been a progressive State and was the first colony in Australia and one of the earliest places in the world where women gained the right to vote and stand for Parliament. Building on this strong history, the South Australian Government is committed to enabling women to reach their full potential as leaders in every field, in our community, in our public service, on our boards and in our Parliament.

It is equally important to recognise and celebrate the achievements of our women leaders across all areas of our community.

Achieving Women’s Equality – South Australia’s Women’s Policy | 2015 17 6.3 Improving women’s safety and wellbeing Women experience violence in public places, at work and at home. As part of our commitment to a safer community, the South Australian Government has implemented a strategic and comprehensive approach to violence against women, to make the best use of resources and to guide our future action. Good health and wellbeing are also vital to ensure women live productive lives and can fully participate in their communities.

How will we address these priorities?

The South Australian Government is committed to achieving women’s equal participation in all aspects of life through the initiatives outlined in Achieving Women’s Equality.

South Australian Government departments continue to develop new initiatives and programs to improve the economic status; leadership and participation; and safety and wellbeing of women across South Australia.

Further information on how to include gender analysis in policy and program development refer to Inclusion Matters: A Public Sector Guide Towards Gender Equity (South Australian Government 2010)

Achieving Women’s Equality – South Australia’s Women’s Policy | 2015 18 7 Improving women’s economic status

Strategic Priorities:

 Increase the number of women participating in employment, education or training, particularly in non-traditional sectors such as science, technology, engineering and mathematics (STEM)  Improve the financial planning and literacy skills of women  Promote gender pay equity  Increase access to flexible work options for all workers especially women  All women, including vulnerable groups of women, have economic security, enabling them to plan for the future and exercise choice and control over their lives

Indicators of progress

A reporting framework will be released during 2015 which will further detail the indicators of progress for the strategic priorities identified under each pillar of action.

Indicators of progress for Economic Status may include:

 Pathways for women and girls in education and training  Improved financial equity for women  Decreasing the gender pay gap  Increasing workplace flexibility for all State Government employees

Achieving Women’s Equality – South Australia’s Women’s Policy | 2015 19 As recognised by UN Women, ‘economic empowerment of women is crucial for achieving true gender equality23.’

Women comprise 50.4 per cent of South Australia’s population24, yet according to the Australian Bureau of Statistics (ABS), even though 47 per cent of the South Australian workforce is women only half of these women are employed full-time.25 Women in South Australia make up three-quarters of all part-time workers.26 Part-time jobs are more precarious, lower paid and have on average poorer conditions in areas such as access to training and leave. The majority of part-time jobs in Australia are casual.27 Growing workforce participation is a key challenge for South Australia and is a clear focus of the State Government’s Strategic Priorities and Economic Priorities and South Australia’s Strategic Plan.

Women are more likely to be in part-time employment with one in five wanting to work more hours.28

Closing the gap between men and women’s employment rates would boost the level of Australia’s GDP by 11 per cent.29

Companies operating with a gender-balance actually enhance their innovation and gain a competitive advantage.30

Removing disincentives for women to enter the paid workforce would increase the size of the Australian economy by about $25 billion per year.31

When given the opportunity to work flexibly, women are our most productive employees, wasting $14 billion less than their male colleagues every year.32

For every 71 women employed in flexible roles, an organisation gains a productivity bonus of one additional full-time employee.33

Making sure people with interrupted career paths achieve their potential would improve the return on our education investment by over $8 billion.34

7.1 Increasing employment participation Australian women are employed at substantially lower rates than in many other Organisation for Economic Co-operation and Development (OECD) countries. Recent figures show that only

Achieving Women’s Equality – South Australia’s Women’s Policy | 2015 20 67 per cent of Australian women aged 15 – 64 are currently in paid work, compared with 78 per cent of men.35

Women in Australia are under-represented in some key industries and also in management and leadership positions. Industries that have the greatest representation of women at all levels include health care, education and training, and the retail trade.36

Female employees are most under-represented in mining (14.4 per cent of employees are women), water, gas, electricity and waste services (24.3 per cent), construction (10.4 per cent) and manufacturing (23.9 per cent).37 In terms of leadership, women make up only 20 per cent of directors on the ASX200 companies and 30 of these boards still do not have any women members.38

Increasing women’s workforce participation would have a substantial impact on the Australian economy. If Australian women did as much paid work as women in Canada – implying an extra 6 per cent of women in the workforce — Australia’s Gross Domestic Product (GDP) would be about $25 billion higher.39

CASE STUDY:

The Women's Education Program has been provided in TAFE SA since 1978. The Certificates are designed to provide women with the skills, knowledge and self- confidence to proceed to further education or employment and deal with career and life changes.

Many of the students choosing these courses have been out of the workforce because of family responsibilities. Courses develop literacy and numeracy, computing, and self- development and work-related competencies. Under WorkReady the Women's Education certificates at TAFE are subsidised by the South Australian Government..

These Certificates provide excellent outcomes with many students going on to tertiary education, succeeding in their chosen career path and dealing effectively with life changes.

Achieving Women’s Equality – South Australia’s Women’s Policy | 2015 21 Labour Force Participation for Women with Disabilities

Compared with OECD countries, Australia has the ninth lowest employment rate for people with disability.40

In 2012 in South Australia, 49.7 per cent of women with disability participated in the labour force compared with 78.3 per cent of women without disability. In addition, women with disability are likely to have lower labour force participation compared to males with disability (55.4 per cent).41

What are we doing?

Strategies currently underway include:

 Disability Access and Inclusion Plans (DAIPs) are being implemented across South Australian government departments and local governments. DAIPs provide a systematic approach for organisations to identify and address barriers to access and inclusion and develop strategies that meet the participation and service needs of people with disability.  Increasing women’s participation in non-traditional employment areas including science, technology, engineering and mathematics (STEM). The Office for Women, Department of Education and Child Development and the Department of State Development are working together to develop initiatives to increase the participation of women in STEM.  The Office for Women and Department of State Development have established the Edith Dornwell Internship for Women in STEM which will provide support to graduating or recent women graduates in STEM related University studies to gain employment experience in occupations and industries where women have low participation.  A Science, Technology, Engineering and Mathematics (STEM) Skills Strategy for South Australia was launched in 2011 to assist in the development of a workforce that is well versed in STEM. The Strategy seeks to establish partnerships between education, industry, government and the community to grow the number of STEM-based professional, para-professional and trade qualified individuals by 2020.

 In support of the Strategy, the South Australian Government developed Investing in Science: An Action Plan for Prosperity through Science, Research and Innovation. Science, research and innovation play vital enabling roles in reaching our goals and in transforming the State’s economy by improving our productivity and competitiveness and South Australia’s future is increasingly reliant on STEM knowledge and skills. In order to meet these demands it is imperative that we look to South Australia’s most underutilised workforce - women.

Achieving Women’s Equality – South Australia’s Women’s Policy | 2015 22 It is an action item under Investing in Science that the State Government continues to identify opportunities within all STEM initiatives to include and encourage women to participate. In 2012 the then Department of State Development released an extensive research report looking at South Australian women’s participation in STEM study and employment. This report, titled Female participation in STEM study and work in South Australia 2012 is unique in that it looks across the learning-work continuum from 2008- 2011, and provides a detailed analysis of the critical transition points where females are more likely to move away from STEM related study and/or work.

From this perspective, the analysis provides information that can assist policy makers and stakeholders (government, schools and tertiary education providers) to develop targeted strategies that address the participation, retention and success of women in STEM.

Women’s Participation in STEM Higher Education

Of the 2.7 million Australians with higher level STEM qualifications in 2010-11, 19 per cent were women, compared to 60 per cent of non-STEM fields.42

In 2010-11, women comprised:43

- 8 per cent of those with higher level qualifications in engineering and related technologies

- 34 per cent of those qualified in agriculture, environmental and related studies

- 25 per cent of those with information technology qualifications

In 2013, 33 of the 173 mathematics related Higher Degrees were completed by women – this is down from 46 in 2012.44

 Encouraging women to access training for high demand non-traditional female industries, such as mining, defence and construction has been a focus of the South Australian Government since 2010. The Department for Education and Child Development and Department of State Development together with the Office for Women have continued to develop significant industry and employer support for increasing the participation of women in non-traditional areas of employment.

Achieving Women’s Equality – South Australia’s Women’s Policy | 2015 23 Successful programs to date that have highlighted the commitment of organisations to make a difference in this area include: Powerful Pathways for Women - ETSA Project

Powerful Pathways included training for 15 women in the northern suburbs and ran between March and July 2011. Upon completion of the training ETSA (now SA Power Networks) offered eight applicants an apprenticeship, putting them on the path towards a successful career in the electrotechnology industry.

Constructing Roads to a Brighter Future - Urban Superway Extension Project

This program included training for almost 40 Aboriginal and Torres Strait Islander men and women. Following completion of the program with the Mining, Energy and Engineering Academy, nine women were offered positions with John Holland Construction to work on the urban superway extension at South Road, Wingfield.

Women in Science Symposium

In August 2011 the then Department of Further Education, Employment, Science and Technology held a Women in Science Symposium at the Royal Institute of Australia (RiAus).

Women’s Participation in STEM Occupations

In 2012 9.8 per cent of Australian engineers were women. More than half of these women were under 30 years of age and only 15 percent of women over 40 were still working in the profession.45

In 2013 women comprised 24.5 per cent of ICT technical and professional positions.46

Women comprise 47 per cent of Australian gamers, but only 8.7 per cent of those who make the games.47

In 2011, 12 percent of CSIRO’s senior scientists were women.48

Achieving Women’s Equality – South Australia’s Women’s Policy | 2015 24 7.2 Pay equity Pay equity is commonly defined as equal remuneration for work of equal or comparable value. The gender pay gap is measured as the difference between male and female average weekly full-time equivalent earnings, expressed as a percentage of male earnings.

The national gender pay gap is currently 18.8 per cent, a record high, and has hovered between 15 per cent and 18 per cent for the past two decades.49

Pay equity is not simply an issue of identical pay for identical work. It exists within a greater context of disadvantage for women that includes direct and indirect discrimination, the undervaluing of skills in employment areas traditionally occupied by women, and continuing disproportionate division of unpaid labour.

Overall education participation rates for women aged 15-24 have improved since 2004, however, in 2013 female bachelor degree graduates aged less than 25 in their first full-time job started on a salary 6.1 per cent lower than their male counterparts.50

In order to address these issues we need to change cultural attitudes and we need to examine how we are structuring our work practices.

What are we doing?

A decision on the landmark national test case was handed down by Fair Work Australia on 1 February 2012. In this test case, under the Fair Work laws, the Australian Services Union with other unions sought a pay rise for employees working under the Social, Community, Home Care and Disability Services Industry Modern Award throughout Australia.

In its decision, Fair Work Australia confirmed its preliminary findings from May 2011 that social and community services workers do not receive remuneration equal to that of employees of state and local governments who perform similar work, and that gender has been integral in creating that pay gap.

South Australia was the first state to reach an agreement with the Commonwealth Government on funding the historic pay increases for community services workers in May 2013.

On 3 June 2013 the Commonwealth Government released its formal response to the House of Representatives Standing Committee on Employment and Workplace Relations which undertook an Inquiry into pay equity. The response highlights the significant progress made since the release of the Standing Committee’s report, including the introduction of Paid Parental Leave, the National Test Case providing pay increases for Social and Community Services (SACS) workers and the implementation of the Workplace Gender Equality Act (Cth) 2012 and Agency.

Achieving Women’s Equality – South Australia’s Women’s Policy | 2015 25 The South Australian Government will continue to work with other states and territories, the Commonwealth Government and stakeholders from the community services sector on the implementation of the outcome of the pay equity test case.

The South Australian Government will continue to review its policies relating to gender pay equity, particularly taking into consideration the focus of the Workplace Gender Equality Agency and the result of the National test case.

7.3 Paid parental leave Paid Parental Leave encourages women to stay connected to the workforce while parenting full time and will lead to an increase in workforce participation.

The availability of Dad and Partner Pay (which includes same sex couples) will enhance gender equality by helping embed paternity leave as a normal aspect of work and family life and sending a signal to employers and colleagues that a father’s role in caring for babies is important.

What are we doing?

The South Australian Government supported Australia’s first national Paid Parental Leave scheme which started on 1 January 2011, providing paid leave for a total of 18 weeks. Paid Parental Leave can be shared by eligible parents after the birth or adoption of a child after 1 January 2011. On 1 January 2013 the Paid Parental Leave scheme was expanded to include a new two-week payment for working dads or partners called Dad and Partner Pay.

7.4 Childcare The Australian Government Productivity Commission undertook an inquiry during 2014 into childcare and early childhood learning. The initial findings highlight that both play a vital role in child development and workforce participation.

What are we doing?

The South Australian Government will continue to work with the Commonwealth Government, other states and territories and stakeholders from the community services sector to identify opportunities to improve access to childcare.

7.5 Flexible work Work-life balance describes the relationship between work and the commitments in the rest of a person’s life and how they impact on one another. Many people and women in particular,

Achieving Women’s Equality – South Australia’s Women’s Policy | 2015 26 struggle to balance work and the responsibilities of caring for children, family members with a disability or elderly parents.

In Australia, 73 per cent of businesses surveyed declared that their company is more productive as a result of having more flexible work programs.51

It is recognised that increasing work-life balance results in greater employment of women. Flexible work is important to 60 per cent of men, 69 per cent of women, 57 per cent of people aged 55-67, and 67 per cent of young workers.52

What are we doing?

The implementation of the Public Sector Act (SA) 2009 embedded flexible working conditions in legislation in the South Australian public sector for the first time.

The Government recognises that flexible working conditions should be available outside of the public sector as well as within. In recognition of this, South Australia’s Strategic Plan includes a target to ‘Improve the quality of life of all South Australians through maintenance of a healthy work-life balance’ (Target 13). SafeWork SA is the lead agency for this target and is supported by the Industrial Relations Advisory Committee.

It is important that flexible workplace options are not seen as just for women. Men also need to be encouraged to utilise flexible workplace arrangements not only for their own benefit but also to enable them to share in caring responsibilities and enable their partners to have the benefit of greater workplace participation.

CASE STUDY:

Flexible Workplace Futures project

The Office for Women participated as a member of the cross-government working group that implemented the Flexible Workplace Futures project. Flexible Workplace Futures is a change project led by the Equal Opportunity Commission, and sponsored by the Status of Women portfolio. It aimed to improve productivity and innovation in the public sector through flexible work.

This is essential for creating a modern public sector that will enable people to work longer as well as an adaptive and agile workforce. The project included:

- Release of a new Flexible Work Determination from the Office of the Public Sector Employment. The determination is available online at the Office for the Public Sector website.

Achieving Women’s Equality – South Australia’s Women’s Policy | 2015 27 - Research and sourcing best practice.

- Release of an electronic information package for agencies with the package being downloaded 8,789 times between 1 July 2014 and 31 March 2015.

- Finalisation of tools for managers and staff, developed in partnership, including application forms, a table of possible actions, case studies, check lists, and a staff survey.

- Supporting agencies to implement tools, flexible work policies and practices.

The initial project was completed in late 2014, following which the Equal Opportunity Commissioner addressed the Public Sector Senior Management Council on outcomes.

The Public Sector Senior Management Council requested the Equal Opportunity Commission to organise an event for public sector managers and staff on this topic. The EOC is working with the Institute of Public Administration Australia to organise the forum that will focus on:

- The future of work, flexibility and productivity;

- Cultural Change;

- Activity Based Workplaces;

- Technology as an enabler; and,

- Examples of best practice.

7.6 Education and training Education plays a significant role in helping many women shape pathways into employment. Education is also critical to support women to engage and fully participate in their communities.

ABS statistics on women and education in South Australia53 reveal the following:

Main fields of study54

The main field of study for South Australian women is management and commerce, with 19.8 per cent of those with a qualification holding one in this field.

Achieving Women’s Equality – South Australia’s Women’s Policy | 2015 28 Second highest is health (17.7 per cent), third highest society and culture at (15.5 per cent).

Lowest rates of study by South Australian women are in the fields of architecture and building (0.8 per cent), information technology (1 per cent) and agriculture and environment (1.3 per cent).

44.6 per cent of South Australian women aged 15-74 years have a non-school qualification.55 Of these:

- 4.6 per cent have a postgraduate degree

- 3.1 per cent have a graduate diploma/graduate certificate

- 15.6 per cent have a bachelor degree

- 9.1 per cent have a diploma/advanced diploma

- 12.2 per cent have a Certificate III or IV

- 18.6 per cent have completed year 12

- 9.5 per cent have completed year ten or less

ABS statistics on people with disability identified the following differences in educational attainment for people with disability compared to people without disability:56

36 per cent of Australians with disability aged between 15 and 64 years had completed Year 12 (an increase from 30 per cent in 2003), compared with 60 per cent of people without disability (an increase from 49 per cent in 2003)

15 per cent of people with disability have a bachelor degree or higher, compared with 26 per cent without disability

What are we doing? Initiatives already underway in South Australia include A Science, Technology, Eningereing and Mathematics (STEM) Skills Strategy for South Australia and Investing in Science: An Action Plan for Prosperity through Science, Research and Innovation which seek to increase access and support for women and men into STEM fields.57 This includes access and support for education and training in these areas.

The South Australian Government will continue to work with the education sector and business to develop best practice programs that support education pathways for women.

Achieving Women’s Equality – South Australia’s Women’s Policy | 2015 29 CASE STUDY:

Learner Support Services (LSS) are provided through TAFE SA and some private Registered Training Organisations (RTO), funded through the Department of State Development.

The additional support measures program was piloted (and now ongoing) under Skills for All to provide non-clinical case-management support to students with complex barriers to training. LSS is aimed at supporting students to stay in and complete training and transition to employment or further education. Women returning to work and sole parents are target groups.

In the first two years of LSS provision just over 1200 students were supported. 60 per cent of the students were women. Women returning to work made up 20 per cent of the participants and sole parents (almost all women) made up 15 per cent. VET qualification completion rates for student groups targeted by LSS is typically very low (less than 20%). However, with LSS, completions for participants have risen to up to 50%.

7.7 Financial security and economic independence Financial security and economic independence is important for South Australian women. More than just superannuation, being financially secure includes access to assets such as housing, housing security and funds in later life.

Superannuation and financial literacy

It can be challenging for women to build financial security and economic independence. Factors contributing to their position include relatively lower income, the death of a spouse, divorce or separation and the fact that women tend to have less superannuation and life savings. These factors are linked with the tendency for women to take time out of the workforce due to caring responsibilities.

ABS data compiled for the Association of Superannuation Funds Australia (ASFA) shows that in 2011/12 when taking into account those with no superannuation, average superannuation account balances were $82,615 for men and $44,866 for women.58 This means that on average, when taking into account those who retire with no superannuation as well as those who retire with superannuation, women have around 54 per cent less superannuation than men. However, these figures are a significant increase from 2003/04 figures which show that

Achieving Women’s Equality – South Australia’s Women’s Policy | 2015 30 average balances for men and women were $56,400 for men and $23,900 for women (58 per cent less).

When looking at only those with superannuation, the average balances are $112,000 for men and $68,600 for women (39 per cent less).59

2011/12 figures at retirement show that average balances were $197,000 for men and only $105,000 for women (47 per cent less).60 Some comfort may be taken in knowing that this figure has improved for women since 2005/06 when women were retiring with only $63,000 on average (54 per cent less than men).61

39 per cent of women reach retirement age with no superannuation, compared with 8.4 per cent of men.62 For older women, paid work provides access to greater financial security through an independent source of income, as well as enhanced social support, satisfaction, self-esteem and mental and physical health.63

Research by the Australian Government Financial literacy – Australians Understanding Money64 showed that many women are generally confident in their ability with everyday management issues but less confident when it comes to more complex issues like investing and ensuring enough money for retirement.

What are we doing?

In November 2013 the Office for Women, through the Women’s Information Service, delivered the program Be Super Smart: Super help for women. This included two information sessions facilitated by the Chair of Women in Super on the key issues women need to know to understand and manage their super. Nearly 40 women attended the information sessions.

As part of the project, the Women’s Information Service also provided Super Information packs to interested clients. These packs are now available on an ongoing basis.

The South Australian Government will continue to engage with relevant stakeholders to develop best practice strategies and programs that support the financial security and economic independence of women in South Australia.

Under the Ageing Plan – Action Plan, the Office for the Ageing (OFTA) is working with the Australian Research Network on Law and Ageing (ARNLA) on the Single Ageing Women and Housing Security Pilot Project in the Cities of Salisbury and Unley. Findings from this research will be used to inform further safeguarding strategies for older women across South Australia and future work.

Achieving Women’s Equality – South Australia’s Women’s Policy | 2015 31 8 Leadership and participation

Strategic Priorities

 Improve the profile of women as leaders across government, business and community  Increase the number of women represented on Government boards and committees  Encourage all South Australian workplaces to improve gender diversity in their workforce at all levels  All women, including vulnerable groups of women, are encouraged to participate in decision making that impacts their lives

Indicators of progress

A reporting framework will be released during 2015 which will further detail the indicators of progress for the strategic priorities identified under each pillar of action.

Indicators of progress for Leadership and Participation may include:

 Recognition of women and girls’ contribution to community  Increasing number of women on boards and committees  Opportunities for women and girls to participate in consultation and decision making

Achieving Women’s Equality – South Australia’s Women’s Policy | 2015 32 8.1 Community leadership and participation Community leadership and participation is important to help make connections between different people within a community, to help communities become known to others, to help resolve conflict and misunderstandings in a community and to develop leaders in community.

 The Minister for the Status of Women has provided annual support for young women to attend the YWCA Adelaide’s annual young women’s leadership SHE Leads Conference since its inception in 2012. Funds contributed by the Minister are directed to young women who may otherwise not have the means to attend the Conference.

Every year, several Members of Parliament commit funds to support young women to attend the SHE Leads Conference from regional and metropolitan South Australia. In a demonstration of public, private and not for profit collaboration – YWCA sources sponsorship from city hotels to provide free accommodation to young women from regional South Australia who have their SHE Leads Conference ticket funded by their local MP.

CASE STUDY:

In 2015 Ngaanyatjarra Pitjantjatjarra Yankunytjatjara (NPY) Women’s Council celebrates its 35 year anniversary in providing leadership and support to Aboriginal women in the TriState area (South Australia, Northern Territory, Western Australia).

The Council represents the common interests, family and cultural connections of women from the ‘three sides’ of the central desert region, providing a united cross- border approach to issues and services.

The central objective of the Council is to relieve the poverty, sickness, destitution, distress, suffering, misfortune or helplessness among the Aboriginal people of the Ngaanyatjarra, Pitjantjatjara and Yankunytjatjara communities.

CASE STUDY:

While women already play a significant role in South Australian agribusiness, there is enormous potential for South Australia to benefit even more from female industry participation and leadership in the sector. The Department of Primary Industries and Regions (PIRSA), in partnership with women in industry and the community have

Achieving Women’s Equality – South Australia’s Women’s Policy | 2015 33 developed the Women Influencing Agribusiness and Regions Strategy to help ensure this potential is realised.

The Strategy focuses on maximising opportunities by coordinating effort by all sectors and providing a direction for new activities. Further, it raises community, industry and government awareness of the important role women play in agribusiness and our regions, especially in leadership roles, and the opportunities that exist to promote and inspire the success of women. It ensures work is done to promote pathways and build skills, and engage with potential female leaders of the future. The strategy also aims to demonstrate the diversity of roles associated with agribusiness to increase the level of participation of women influencers within the sector, focusing on three key themes: Promote the Opportunities, Grow our Capabilities and Break down the Barriers.

The Strategy is supported by the Women Influencing Agribusiness and Regions Action Plan which provides a framework for activities identified by women in industry, community and PIRSA that are being delivered to achieve the outcomes of the strategy. The intent of the action plan is to capture and communicate the diversity of activities being undertaken to implement the strategy on an ongoing basis. To enable this, the action plan is available on the PIRSA website and will be updated regularly to reflect the progress being made and the ongoing work between industry, the community and the Government.

What are we doing?

The Women’s Information Service (WIS) provides free and confidential information, referral and support to women across South Australia online, over the telephone and in person at the WIS shop front. WIS assists women from a variety of backgrounds and circumstances and aims to increase access to information that promotes choice and empowerment.

A toll-free number is available for women in rural and remote areas, and a call back service for clients without access to a landline is available via SMS.

In addition to maintaining the WIS shopfront and telephone service a number of programs are also made available to women, including:

 Family Court Support – support for women while attending the Australian Family Court  Tax Help Assistance – tax returns for women on low incomes in partnership with the Australian Taxation Office  An outreach service within WIS by the South Australian and Commonwealth Ombudsman’s offices

Achieving Women’s Equality – South Australia’s Women’s Policy | 2015 34  Outreach and WIS talks to students undertaking Community Services and Women’s Education subjects at TAFE  Presentations to community groups, schools and agencies

During 2013-14 the first phase of the WIS History Project was formally launched to coincide with the 35th Anniversary of the opening of WIS. Historical materials from the WIS archives have been digitised and uploaded to the Pinterest social media platform. Members of a WIS History Working group have successfully hash-tagged all WIS entries on the National Library of Australia’s Trove search engine.

The Women’s Information Service History Project can be accessed via https://www.pinterest.com/WomensInfoSA/

CASE STUDY:

The Department for Communities and Social Inclusion, led by Multicultural SA in partnership with the South Australian Multicultural and Ethnic Affairs Commission (SAMEAC) and TAFE SA is expanding the Women’s Leadership Course in 2014-2015 to include the existing Women’s Leadership Certificate (Certificate IV in Frontline Management) and introducing the new Introduction to Leadership Skills Course (Certificate III in Women’s Education).

The course provides participants with opportunities to:

- Develop their leadership skills to enable them to become leaders and potential leaders within ethnic community organisations

- Develop the skills and knowledge required to become members of boards and committees

- Gain broader skills, including leadership, empowerment and self-confidence

Through a competitive application process:

- 17 CALD women will be selected to participate in the Women's Leadership Course, designed for women who are already in – or are well placed to be in – leadership roles within their workplace or community organisation. Participants may aspire to join governance boards and committees, but require additional training with a management focus to do so.

Achieving Women’s Equality – South Australia’s Women’s Policy | 2015 35 - 20 CALD women will be selected to participate in the Introductory Leadership Skills Course, an entry level course for women aspiring to increase their knowledge of work environments, further study and community activities. The course focuses on confidence building and developing a range of skills commonly sought by employers and community organisations.

Additionally, Multicultural SA is facilitating opportunities for graduates of the 2013 Women’s Leadership Course to access practical leadership opportunities through mentoring by women leaders and/or observation of governance and decision making in action.

8.2 Boards and committees South Australia’s Strategic Plan includes targets to increase the number of women as members and chairs of all State Government boards and committees to 50 per cent on average by 2014, and maintain thereafter by ensuring that 50 per cent of women are appointed, on average, each quarter. This is an aspirational target that has resulted in women as at 1 January 2015 comprising 48.38 per cent of members and 40.07 per cent of chairs.65

CASE STUDY:

The Office for the Public Sector and the Institute of Public Administration Australia jointly hosted an event “Equity in Leadership” in November 2014.

Speakers and panel members were invited to examine South Australia’s progress against Target 52 of the South Australian Strategic Plan - Women: have women comprising half of the public sector employees in the executive levels (including Chief Executives) by 2014 and maintain there after. Participants explored what has been achieved so far and focused on solutions to ensure both men and women are engaged and committed to achieving equal gender representation in leadership roles.

What are we doing?

The Premier’s Women’s Directory (PWD) is a key tool that has assisted the South Australian Government to improve women’s representation on boards and committees. It is also available for non-government organisations to search when seeking to recruit more women to their board or committee.

Achieving Women’s Equality – South Australia’s Women’s Policy | 2015 36 The PWD continues as an online resource of women who are seeking appointment to boards and committees. As at July 2015 there are approximately 550 women registered on the Premier’s Women’s Directory.

Ongoing strategies aim to increase the number and diversity of women on the PWD and to increase their skill level to serve as members of boards and committees. The PWD also includes a LinkedIn group for members, providing a forum for women to discuss issues associated with being on boards and women’s leadership.

The PWD has now moved to a cloud based system allowing members to apply for and update their profiles online, with updates being visible almost immediately. This will continue to improve the quality and diversity of the PWD.

The Office for Women provides information on training, networking and other leadership opportunities for women to serve on boards and committees. This includes coordinating on behalf of the South Australian Government a scholarship program in 2013 and 2014 for 50 women to participate in Australian Institute of Company Directors (AICD) governance training.

The South Australian Government will continue to proactively increase the appointment of women on State Government boards and committees.

As at 1 January 2015, South Australia had the highest number of women members of Government boards in Australia at 48.38 per cent of membership.66

CASE STUDY:

The South Australian Government has initiated the following activities to promote gender equity for Aboriginal women in South Australia by increasing women’s leadership and participation:

- Appointing 8 female inspectors, including 6 Aboriginal women, out of 24 inspectors in the State to inspect sites or objects under the Aboriginal Heritage Act (SA) 1988

- Appointing women as 50 per cent or more of members on the following bodies:

The South Australian Aboriginal Advisory Council, which advises the government on existing and new programs, policies and emerging trends that affect Aboriginal people.

Achieving Women’s Equality – South Australia’s Women’s Policy | 2015 37 The State Aboriginal Heritage Committee (under the Aboriginal Heritage Act (SA) 1988), which provides advice to the Minister for Aboriginal Affairs and Reconciliation concerning the protection and preservation of Aboriginal heritage.

The Aboriginal Lands Trust Board, a statutory Aboriginal land holding authority in South Australia in accordance with the Aboriginal Lands Trust Act (SA) 2013.

- Pursuing/supporting the independent review panel recommendation that gender balance be ensured on the Anangu Pitjantjatjarra Yankunytjatjara (APY) Executive

8.3 Local Government The South Australian Government continues to work with local government, particularly to increase the number of women in the local government workforce, the number of women in leadership roles in local government and the number of women elected to Councils. South Australia’s Strategic Plan includes targets to increase the percentage of women nominating to stand in local, state and federal government elections to 50 per cent, as well as a supplementary measure to increase the number of women in State Parliament.

What are we doing?

In 2014 a record 382 women (28.64 per cent of candidates) nominated for election for the 2014 local government elections. This is an increase from the previous record in 2010, where 362 women, or 28.4 per cent of candidates, nominated to stand as candidates.67

In 2012 and13 the Office for Women and the then Office for State/Local Government Relations jointly sponsored the Award for Excellence in Advancing the Status of Women in Local Government, part of the Local Government Managers Australia Leadership Excellence Awards.

Membership of boards and committees and election to local government together with encouragement for young women to develop an interest and knowledge of the Australian system of government and parliamentary process, provide pathways for women to nominate for state or federal Parliament.

Achieving Women’s Equality – South Australia’s Women’s Policy | 2015 38 8.4 Executive positions The South Australian Government continues to support women in leadership roles including as members of boards and executive positions. Far from just being an issue of fairness, research shows that organisations with men and women equally represented at all levels - including senior levels - perform better. Increasing women’s participation in leadership, particularly in executive positions and on boards, will also provide economic benefits to our State.

South Australia’s Strategic Plan includes a target to have women comprising half of public sector employees in executive levels (including Chief Executives) by 2014 and maintain thereafter.

What are we doing?

As of June 2014, 68 per cent of South Australian public sector employees and 43.1 per cent of public sector executives are women.68 Strategies to increase the participation of women in executive levels of the Public Sector have included targeted marketing to attract increased applications from women for executive positions; seeking commitment from agency heads to employ women at executive levels; and making the South Australian Government an employer of choice for women through work life balance initiatives.

The Premier’s Council for Women produced a best practice guide in 2013 titled Words into Action: A practical guide to achieve gender equity in your workplace and improve your company’s performance. This guide was developed as a response to organisations in South Australia seeking to turn their commitment to gender equity into practical action. Research shows that organisations with men and women equally represented at all levels - including senior levels - perform better.

The South Australian Government will continue to support the skill development of women to undertake board and executive positions.

CASE STUDY:

The Department of Planning, Transport and Infrastructure (DPTI) is committed to identifying and promoting talented women to senior levels including executive levels within the department. To achieve this goal the department engages in a number of programs which are actively promoted within DPTI including:

- Springboard Women’s Professional Development Program

- Steps Leaders: Top Steps Program - targeted leadership programs

- High Impact – Women in Leadership Program

Achieving Women’s Equality – South Australia’s Women’s Policy | 2015 39 - Macquarie Graduate School of Management – Women in Leadership Program

- Catalyst Women in Leadership

CASE STUDY:

The Department of Treasury and Finance’s Women in Treasury group provides an opportunity for employees in the department to engage in a supported learning opportunity, where encouragement and counsel is available, utilising education and inspiration, relevant knowledge and life experience.

The key objectives of the mentoring program include:

- Offering a formal scheme to provide relationship based support to employees;

- Furthering the development opportunities of employees in leadership roles through one-on-one mentoring;

- Assisting with the breaking down of organisational silos, whilst fostering continuous growth and creating an additional option for learning and support for employee development.

Feedback from the 2013 participant survey showed 100% of respondents would recommend the program to others.

8.5 Celebrating Women’s Achievements Celebrating women and their achievements has a number of benefits, women become more visible and opportunities for career advancement can increase, their stories inspire other women to pursue leadership opportunities and/or recognise their own leadership role in their community.

Achieving Women’s Equality – South Australia’s Women’s Policy | 2015 40 What are we doing?

Currently the South Australian Government awards the following honours to women or to organisations that support the full participation of women:

 South Australian Women’s Honour Roll and Women Hold Up Half the Sky Award– both acknowledge women who have made an outstanding contribution to our community  Premier’s Community Excellence Awards in Mining and Energy: Excellence in Leadership – Women in Resources

The South Australian Government also acknowledges the Gladys Elphick Awards which were created in South Australia for and by Aboriginal women to celebrate and honour the achievements of Aboriginal women and the work they do in community.

Gladys Elphick Awards

The awards, celebrated in NAIDOC Week each year, are named in honour of the late Kaurna Narungga Elder Gladys Elphick, who was appointed in 1971 as a Member of the Order of the British Empire for her lifelong service to the community.

 National Aborigines and Islanders Day Observance Committee.

Achieving Women’s Equality – South Australia’s Women’s Policy | 2015 41 9 Safety and wellbeing

Strategic Priorities

 Violence against women and their children is reduced and perpetrators are held accountable  Increase community awareness that violence against women is not accepted by working with business and community partners to implement strategies to prevent violence against women  Improve women’s accessibility and knowledge about safety and justice  Ensure women, especially vulnerable women, can access appropriate health care through every life stage  Improve young women’s body image  All women, including vulnerable groups of women, are able to access and participate in all aspects of our society including having their rights promoted, upheld and protected

Indicators of progress

A reporting framework will be released during 2015 which will further detail the indicators of progress for the strategic priorities identified under each pillar of action.

Indicators of progress for Safety and Wellbeing may include:

 Reduction in the incidence of violence against women  Increased accessibility to gender and culturally sensitive services  Continued participation by the South Australian Government in the National Plan to Prevent Violence Against Women and their Children  Increased advice and access to support on safety and justice; and health and wellbeing  Access to safe and accessible housing

Achieving Women’s Equality – South Australia’s Women’s Policy | 2015 42 CASE STUDY:

The Department of Planning, Transport and Infrastructure has identified a number of different strategies which address the safety and wellbeing of women including:

- Women’s Information and Resources Portal

- Work life balance strategies

- Workplace contact officers who can be the first point of contact for an employee who believes they have or are experiencing unethical behaviour in the workplace

- Employee Assistance Program

- Occupational violence training in customer service roles

- The provision of family rooms at main metropolitan worksites which is in addition to existing local arrangements to assist in alleviating short term and ad hoc emergency care accessibility problems

- The Chosen Ones – Adelaide Metro Customer Service Strategy 2014-2016 which includes a focus on improving commuter safety

9.1 Health and wellbeing Women are the majority of health consumers and the majority of carers, therefore improving the health of women improves the health of the whole community.69 Preventative measures and education are key to improving women’s health and wellbeing as well as ensuring that health service provision is inclusive of women’s needs.

What are we doing?

 Ensuring gendered analysis is incorporated in health and clinical service planning and delivery Gender analysis helps health policy makers and program and service developers understand how a proposed policy, program or service will impact on women and men differently. Incorporating a gender analysis ensures that policies, programs and services are sensitive to the role that gender relations play in achieving fair and equitable health services. A one size fits all approach to health care is no longer appropriate. Gender analysis contributes to the development of sound evidence-based policies, programs and services that better meet health care needs in the community.

Achieving Women’s Equality – South Australia’s Women’s Policy | 2015 43  Providing high quality screening programs Continuing to provide high quality screening programs and services such as Breastscreen SA and the South Australian Cervix Screening program for women will ensure earlier identification of breast and cervical cancers and women’s access to timely assessment and treatment. South Australia strives to lead the nation by improving access and the uptake of these services as well as by ensuring these services are of the highest quality.

CASE STUDY:

BreastScreen SA (BSSA) strives for the early detection of breast cancer in South Australian women through free screening mammography. The service aims to reduce mortality and morbidity attributable to breast cancer by maximising the number of women aged 50-69 years who are screened every two years. BSSA provides services through six clinics throughout the state and three mobile units.

In 2012-13 BreastScreen SA (BSSA)70 performed 75,166 breast cancer screening mammograms, the second highest level of all financial years to date. Of these:

- 58,761 (78.2 per cent) were provided to women aged 50-69 years

- 9,765 (13 per cent) were provided to women attending for their first breast screen

- 65,401 (87 per cent) were provided to women attending for their second and subsequent breast screen

- 54,940 (73.1 per cent) were provided at the six fixed clinics in metropolitan Adelaide

- 20,226 (26.9 per cent) were provided at the three mobile units, which visit 27 rural and remote regions and six metropolitan areas every two years

- 529 Aboriginal and Torres Strait Islander women were screened

- 8,028 culturally and linguistically diverse women were screened

 Supporting women’s safety and wellbeing Women’s safety and wellbeing extends from physical safety and wellbeing needs such as feeling able to be live without fear of physical attack; to emotional and psychological wellbeing needs such as the ability to access and participate in fulfilling work and life activities, as well as good physical health.

Achieving Women’s Equality – South Australia’s Women’s Policy | 2015 44 Across the South Australian Government, programs, policies and initiatives are in place that seek to increase and support women’s safety and wellbeing at home, at work, at school and in public.

CASE STUDY:

The Department for Education and Child Development (DECD) has commenced an Integrated Support Services Project.

The Integrated Support Services Project is focused on reviewing how DECD provides specialist support services to children and young people with additional needs. To be able to better provide the specialised support needed both now and into the future, DECD recognises the need for greater flexibility in our service delivery and greater involvement with families. A key element of the new model is a flexible and responsive service that will be achieved through a new Support Service Coalition.

This has been designed to better respond to the needs of children, young people and families across the state as a collective service. Services that are more tailored to the local needs of children and students will be delivered to partnerships through the five channels in a way that can link with the Education and Child Development Partnerships more closely. These ‘channels’ will also work across partnerships to develop and implement proactive support strategies that will achieve longer term and sustainable change and improvement.

Essentially, as a result of the creation of this coalition rather than services being set to geographic regions, as they are currently, there will be a state-wide focus. It will be easier for services to be directed to the areas in which they are needed, without being bound by pre-determined regions.

CASE STUDY:

The South Australian Fire and Emergency Services Commission (SAFECOM) led by SA Country Fire Service runs the Firey Women workshops.

The workshop is designed to provide rural women with a safe non-threatening setting to learn new skills to protect themselves, their family, their livelihood and their community from the threat of bushfires.

Achieving Women’s Equality – South Australia’s Women’s Policy | 2015 45 Research into the 2005 Wangary fires suggested that women specifically require bushfire safety information and education. On the day of the fires, a significant number of household members with firefighting skills - generally men - were away from home and women were left to defend the property.

The Firey Women program won the 2011 South Australian Safer Communities Award and a Highly Commended at the National Safer Communities Awards.

This program is now run state-wide with an average of 500 women per year being trained.

 A focus on health and wellbeing for women with disabilities In Australia the overall health of people with disability is much worse than that of the general population across a number of indicators such as obesity, diabetes, oral health and mental health. Many of these health differences are socially determined, rather than inherent characteristics of disability.

The South Australian Government continues to liaise with the Commonwealth Government to monitor the development and implementation of the National Disability Insurance Scheme.

 A focus on health and wellbeing for older women Older women in Australia are a growing vulnerable demographic. Research suggests that single, older women in Australia have “emerged as a group vulnerable to housing insecurity and as being in danger of homelessness in their old age”.71 Women also have different health needs as they tend to live longer than men and are dependent on others for their care, which may expose them to elder abuse. Women’s health in older age is also affected by the caring responsibility they often have for their older spouses.

The South Australian Government has developed Prosperity Through Longevity – South Australia’s Ageing Plan 2014-2019 and Strategy to Safeguard the Rights of Older South Australians 2014-2021 to formally address issues impacting older people.

 A focus on women in LGBTIQ communities There are patterns of health and illness more common in LGBTIQ communities than others, for example, cervical and ovarian cancers in lesbian women; and in the case of transgendered people, issues relating to hormone therapy and surgical intervention. Older LGBTIQ people may delay seeking care due to a history of experiences of discrimination, resulting in poorer health outcomes. Young LGBTIQ people can be particularly vulnerable with research identifying strong links between homophobic abuse and feeling unsafe, which can lead to excessive drug use, self harm and attempts at suicide. 72

Achieving Women’s Equality – South Australia’s Women’s Policy | 2015 46 The South Australian Government is committed to reducing health disparities. Improving LGBTIQ health outcomes is necessary to ensure that all LGBTIQ people have the opportunity to lead healthy and prosperous lives. Key criteria are set out in the South Australian Government’s 2014 – 2016 South Australian Strategy for the Inclusion of Lesbian, Gay, Bisexual, Transgender, Intersex and Queer People.

 Monitoring pregnancy outcomes in South Australia Since 1981 the South Australian Government has monitored pregnancy outcomes to provide important insights into the changing issues that affect women’s health in the cohort of women who are pregnant and who have given birth. It flags both positive and negative trends in women’s health. Negatively it has identified an increase in the number of women who are overweight or obese and pregnant and positively that outcomes for Aboriginal women and their babies are improving.

As a consequence of the issue of obesity, the Women’s and Children’s Health Network has established an Obesity Clinic as part of its Maternal Foetal Medicine (MFM) Unit of the Women’s and Children’s Hospital. This is a multi-disciplinary service with a diverse medical and midwifery faculty providing expert diagnosis, ongoing surveillance and discerning management for women whose pregnancies are significantly complicated by maternal conditions as well as fetal conditions. The MFM Unit is the Tertiary MFM referral service not only for South Australia but also for western New South Wales, western Victoria and the Northern Territory. The development of a range of birthing options for women to ensure choices in care and to acknowledge that pregnancy is a part of normal life experience whilst ensuring clinical needs and safety continue to be a focus.

 A focus on Aboriginal health and wellbeing In recognition of the various impacts on the health and wellbeing of Aboriginal women and their communities, the need for a concerted, multi-faceted strategy to improve Aboriginal health and especially Aboriginal women’s health has been recognised by the South Australian Government.

It is also recognised that such a multi-focused strategy includes increasing Aboriginal women’s participation in the health workforce to improve their economic status and opportunities for leadership and participation as well as support for culturally appropriate health services through both targeted and mainstream services.

Closing the Gap campaigns which aim to improve Aboriginal health outcomes are showing improvements and the 2014 Social Justice and Native Title Report highlights that governments’ investment in Aboriginal Community Controlled Health Services (ACCHS) has built a substantial foundation which will help underpin the national effort to ‘close the gap’ over the next 16 years.73

Achieving Women’s Equality – South Australia’s Women’s Policy | 2015 47 CASE STUDY:

Racial violence exists on a continuum from passive types of racism such as being ignored by a shop assistant through to active types of racism such as physical violence. Tolerance of more subtle types of racism can create an environment in which overtly racist behaviours are more easily accepted.74

On 10 December 2013 the South Australian Government signed up to the Racism: It Stops with Me National Anti-Racism Campaign which invites all Australians to oppose racism whenever it happens.

The state based section of the Campaign is led by the Equal Opportunity Commissioner and the elimination of racism remains a priority for the South Australian Government.

Racial discrimination is hugely damaging to mental health:

- Over 56 per cent of Aboriginal and Torres Strait Islander people who experience discrimination report feelings of psychological distress, which is a risk factor for anxiety and depression

- Almost one third of Aboriginal and Torres Strait Islander people experience high or very high levels of psychological distress – nearly three times the rate for non- Aboriginal Australians.75

Pathways from racism to ill-health may include:76

- Reduced and unequal access to the societal resources required for health (e.g. employment, education, housing, medical care, social support)

- Increased exposure to risk factors associated with ill health (e.g. differential marketing of dangerous goods, exposure to toxic substances)

- Direct impacts of racism on health through racially motivated physical assault

- Stress and negative emotional reactions that contribute to mental ill health, as well as adversely affecting the immune, endocrine and cardiovascular systems

- Negative responses to racism, such as smoking, alcohol and other drug use.

Achieving Women’s Equality – South Australia’s Women’s Policy | 2015 48 The South Australian Government has committed all Government agencies to develop Reconciliation Action Plans, which include specific activity to address racism in the public sector.

The improvement of the health of Aboriginal people has been articulated through overarching targets and through strategic and clinical plans as well as specific Aboriginal health planning focused on reducing Aboriginal ill-health, developing a culturally responsive health system and promoting Aboriginal community health and wellbeing. A range of strategies and programs have been put in place such as:

 Aboriginal women’s health services provided through the Local Health Networks and particularly Country Health SA Local Health Network  Supporting Aboriginal Community Controlled Health Services  Providing innovative Aboriginal Maternal Health services through for example the Aboriginal Maternal Infant Care (AMIC) program  Tackling smoking among pregnant Aboriginal women to increase the number of healthy birth-weight babies  Providing scholarships for health worker training and developing Aboriginal Health Worker training  Developing the cultural appropriateness of mainstream health services  Ensuring the accessibility of screening services

CASE STUDY:

SA Health Traditional Healer Brokerage Program

Traditional healers are a core component of the healing process for Aboriginal people as they significantly influence and support the positive management and nurturing of the physical, social, emotional and cultural health and well-being of Aboriginal people.

The SA Health Traditional Healer Brokerage Program provides funding support to SA Health sites including hospitals, health services and clinics for Aboriginal clients to access the services of recognised traditional healers.

Since its inception in 2013 the demand for traditional healing services has steadily increased. In the Southern Adelaide Local Health Network (LHN) both individual and clinic sessions are well established and available for clients to access. The Women's and Children's Health Network and Northern Adelaide LHN have held a number of 1-2 day clinics. The range of services available includes:

Achieving Women’s Equality – South Australia’s Women’s Policy | 2015 49 - Providing spiritual, social and emotional healing support and guidance

- Physical assessments and treatments

- Bush medicine

- Conducting cleansing ceremonies at SA Health

- Coaching and education of SA Health staff

 Female Genital Mutilation (FGM) FGM is a form of violence against women. It is a criminal act of unnecessary violence that can cause permanent damage to women and may lead to health problems throughout their lives. FGM is illegal in all Australian states and territories, however, there is evidence that the practice continues within some cultural groups in Australia.

It is imperative that government policy and legislation across Australia protects women from this practice and educates all about the dangers of FGM. In South Australia, legislation making FGM illegal is found in section 26 of the Children’s Protection Act (SA) 1993 and section 33 of the Criminal Law Consolidation Act (SA) 1935.

 Forced Marriage The Federal Government has described forced marriage as being “when a person gets married without freely and fully consenting, because they have been coerced, threatened or deceived.” 77 This coercion can take the form of physical or sexual violence, or more covert forms such as psychological and emotional pressure. Forced marriage has similarities to slavery and is a form of gender-based violence, as well as an abuse of human rights. Most reported cases of forced marriage involve the coercion of young women and girls into marriage.

The practice of forced marriage was made a criminal act in Australia in 2013. It is unlawful to force someone into marriage or be a party to a forced marriage.

In partnership with the Communication and Awareness Working Group of the National Roundtable on Human Trafficking and Slavery, the Australian Government has released an information pack on forced marriage. Additionally, the National Action Plan to Combat Human Trafficking and Slavery 2015-19 has been released by the Australian Government and includes forced marriage in its key areas for focus over the life of the plan.78

Achieving Women’s Equality – South Australia’s Women’s Policy | 2015 50  Representation and Sexualisation of Women and Girls in the Media Negative and stereotyped representations of women in the media and the sexualisation of girls at a younger age are areas of concern for many South Australians. In response to these concerns, the South Australian Government committed to the development of a campaign to improve the body image of young women in South Australia.

Mission Australia's annual National Survey of Young Australians79 has consistently found that body image is one of the top three concerns for young Australians. Body image dissatisfaction can concern skin colour, strength, fitness, facial characteristics, physical, religious characteristics, disability and ethnic diversity.

Environmental factors such as personal characteristics, cultural standards, friends and family and community attitudes as well as media representations also play an important role in the development of an individual’s body image.

The South Australian Government has committed to a body image campaign ‘Building Self- Esteem in Young Women’. The Women’s Information Service, part of the Office for Women, in partnership with the YWCA of Adelaide brought together young women to develop material for a digital online campaign.

Using a peer education approach, girls aged 12-18 years were partnered with older volunteers to create content for a digital campaign.

The digital media campaign aimed to inspire girls aged 7 to 12 to build their self-esteem and love their bodies; and to realise that their value comes from their character, skills and attributes, not their weight and shape.

Campaign content was highlighted on WIS social media platforms (Facebook, Twitter and Pinterest) for six weeks from 6 May 2015 until 10 June 2015.

9.2 Reducing and preventing violence against women Violence against women is one of the most pervasive issues challenging the wellbeing and future of Australian families and communities.

A significant barrier to the safety of women, particularly the safety of Aboriginal women, CALD women and women with disability is lacking in cross-sector collaboration.80 The South Australian Government supports working collaboratively across sectors to address violence against women. Specialist and mainstream services have a decade of developing collaborative relationships to address safety and wellbeing of women as demonstrated by the initiatives outlined in the following pages.

Achieving Women’s Equality – South Australia’s Women’s Policy | 2015 51 What are we doing?

 Supporting victims and survivors of sexual assault and domestic and family violence Women who experience domestic violence and sexual assault require access to health care and treatment and to services that support their safety. South Australian public health services participate in and support the Family Safety Framework and Violence against Women Collaborations. There is also significant involvement in the Multi Agency Protection Service as well as providing specific services for sexual assault through Yarrow Place Rape and Sexual Assault Service. Supporting the safety of women experiencing domestic violence as well as improving access to sexual assault services and ensuring high quality standards of care and practice to promote better health, safety and wellbeing outcomes for women continue to be key goals in policy and service delivery.

CASE STUDY:

In 2012, the South Australian Attorney-General announced funding of approximately $1 million over 4 years for Yarrow Place Rape and Sexual Assault Service to support the development of a state-wide service for victims of sexual assault (the majority of whom are women). This funding together with in-kind support from Country SA Health has seen the following achievements between 2012 and 2014:

- Professional specialist sexual assault counsellors employed by Yarrow Place have been based in Country Health Services in Mt Gambier, Port Lincoln, Port Augusta and Barmera

- Four nurses from Whyalla Hospital were provided with training and ongoing professional support by Yarrow Place in forensic evidence collection, enabling sexual assault victims to access forensic services locally

- A Forensic Nursing Clinical Practice Consultant has also been employed to further support the development of forensic nursing across the state

 Women’s Safety Strategy A Right to Safety: The next phase of South Australia’s Women’s Safety Strategy 2011-2022 (ARTS) builds on the reforms undertaken through the Women’s Safety Strategy 2005-2010 to improve legislation and services and to strengthen community understanding about violence against women and its effects.

Achieving Women’s Equality – South Australia’s Women’s Policy | 2015 52 ARTS continues to have a broad focus, from early intervention work through to community education, to raise awareness about the level and complexity of women’s safety. ARTS also outlines the South Australian Government’s commitment to the National Plan to Reduce Violence Against Women and their Children 2010-2022 and reflects that there is more work to be done in preventing violence against women from occurring.

Specific ARTS initiatives include:

o Family Safety Framework The Family Safety Framework seeks to ensure that services to families most at risk of violence are dealt with in a structured and systematic way, through agencies sharing information about high risk families and taking responsibility for supporting these families as they navigate the service system.

Family Safety Meetings are now being held on an ongoing basis in 19 regions throughout metropolitan and regional South Australia.

The Framework has also been implemented in Alice Springs, with the Office for Women providing support and training to the Northern Territory Department of Justice and a range of agencies involved in this work in Alice Springs.

Work also continues in New South Wales on the implementation of Safety Action Meetings, similar in focus to the South Australian model. Again the Office for Women is providing support to New South Wales Government and agencies in this work.

o Violence Against Women Collaborations Violence Against Women Collaborations were established to provide an opportunity for the development of local regional responses to women experiencing rape and sexual assault, domestic and family violence and homelessness due to violence.

The primary purpose of Violence Against Women Collaborations is to build community capacity to prevent and reduce the incidence of violence against women in local regions by working to create cultural and attitudinal change within the community, addressing the underlying causes of the violence.

Collaborations have been implemented in 14 regions across metropolitan and regional South Australia. Work continues to implement Collaborations in remaining regions, and to support sharing of good practice strategies across all Collaborations.

Achieving Women’s Equality – South Australia’s Women’s Policy | 2015 53 Examples of work undertaken by Collaborations

Western Adelaide Violence Against Women Collaboration

The Western Adelaide Collaboration has developed a partnership with Adelaide United Soccer Football and held a White Ribbon match on 4 April 2014 and 15 November 2014 at Coopers Stadium. The partnership intends to host a White Ribbon match each year.

Homelessness Innovation Fund

In 2013 the Homelessness Innovation Fund which distributes funds from the South Australian Government’s National Partnership Agreement on Homelessness by providing one-off funding, was only made available to Collaborations.

Two regional Collaborations utilised the funds they received to create televisions commercials.

Port Augusta Homelessness and Violence Against Community Collaboration created two commercials to be aired on local TV in Port Augusta over a three month period. The commercials provide different scenarios of people becoming homeless, including the link to violence.

Limestone Coast Community Services Round Table created five commercials to be aired on local TV. Each commercial features a local man talking about everyday sexism in different settings such a pub, on the football field and in the local community. Carlton United Breweries have embedded the commercial set in a pub on their social media site. The Collaboration is also engaging UniSA (Mount Gambier campus) to conduct evaluative research in regards to the advertisement campaign.

o Domestic Violence Death Reviews In 2010 the Office for Women established a Senior Research Officer (Domestic Violence) position in partnership with the South Australian Coroner’s Office, to research and investigate open and closed deaths related to domestic violence.

The position identifies domestic violence issues, contexts and relevant services systems while investigating the adequacy of system responses. This advice forms part of the Coronial brief and builds the capacity of the Coronial Inquest to explore and inquire into system responses to domestic violence. It also recommends improvements with a preventative focus.

Achieving Women’s Equality – South Australia’s Women’s Policy | 2015 54 As at 1 July 2015 this position has conducted file reviews or investigations on over 150 homicide, suicide and multiple fatality deaths reported to the Coroner.

These reviews have contributed to six Coronial Inquests with a specific domestic violence context resulting in a total of 35 Coronial recommendations from these completed Inquests specific to improving domestic violence responses in South Australia.

o Database Coroner’s Court Work has begun on the development of a database to capture specific domestic violence homicide data from the file reviews undertaken to extrapolate trend data and inform future policy. This will assist in identifying the factors which are most prevalent in or unique to domestic violence related deaths and contribute to the development of an evidence base about domestic violence, to support the development of preventative strategies.

o Workplace Domestic Violence Policies All South Australian Government Departments have implemented Domestic Violence Workplace polices following endorsement by the Premier.

o Domestic Violence Serial Offender Database The recommendation that domestic violence services develop a database of domestic violence perpetrators who are serial offenders was made in the Hayward & Durance Inquest handed down by Deputy State Coroner Anthony Schapel in January 2011 as follows:

That domestic violence services and agencies throughout South Australia be encouraged to maintain individual records in relation to serial or repeat domestic violence perpetrators.

The Database enables the identification of domestic violence serial offenders across women’s domestic and Aboriginal family violence services, and improves risk management of key services involved in the Family Safety Framework information sharing and risk assessment processes.

o Perpetrator Pays The Attorney-General’s Department is leading the development of a perpetrator pays system, working in conjunction with the Courts Administration Authority and the Office for Women. One of the most prominent reasons for sentencing perpetrators to pay for their involvement in an intervention program is to hold the offender accountable for their actions.

Achieving Women’s Equality – South Australia’s Women’s Policy | 2015 55 o Multi Agency Protection Service (MAPS) MAPS is a new partnership developed in 2014 between the South Australia Police (SAPOL), the Department for Communities and Social Inclusion, the Department for Education and Child Development, the Department for Health and Ageing and the Department for Correctional Services.

SAPOL is the lead agency across government and MAPS will provide a gateway for the participating agencies to raise cases where there are domestic violence and child protection concerns.

MAPS will establish a process for gathering and sharing information and for multi- agency action planning to reduce risk and harm at earlier points of intervention.

CASE STUDY:

Through an Attorney-General’s Department Crime Prevention grant, YWCA Adelaide is delivering a social crime prevention project in 2014/15 aimed at increasing positive bystander intervention, reducing victim blaming and increasing perpetrator responsibility.

Part of this project is an initiative titled Rise Above the Pack, a community safety campaign with a focus on positive bystander intervention. The initiative engages men as ambassadors to promote their role in creating safe spaces, inviting them to be leaders in their communities and daily lives, willing to challenge the status quo when respect and safety of women is in question.

Moving the focus away from placing responsibility on the victim and re-focusing blame on perpetrators is a fundamental aim of this campaign.

 National Plan to Reduce Violence Against Women and their Children The National Plan to Reduce Violence Against Women and their Children 2010 – 2022 (the National Plan) was released in February 2011, following endorsement from the Council of Australian Governments. The National Plan brings together government efforts across the nation, to make a real and sustained reduction in the levels of violence against women.

Outcomes of the National Plan are being delivered through four three-year Action Plans. The First Action Plan (2010 – 2013) – Building a Strong Foundation (the First Action Plan) established the groundwork for the National Plan. With a strong focus on primary prevention,

Achieving Women’s Equality – South Australia’s Women’s Policy | 2015 56 attitudinal change and building a solid evidence base, this First Action Plan put in place strategic projects and actions providing the foundations to drive long-term results while also implementing priority actions in the short-term.

The Second Action Plan: Moving Ahead 2013-2016 (the Second Action Plan) was launched in June 2014 by Prime Minister Tony Abbott. The Second Action Plan contains five National Priorities and 26 actions which are joint areas of work that all governments agree are critical to moving ahead in reducing violence against women and their children.

The South Australian Government aligns efforts with the National Plan to ensure responses to victims reflect best practice and that perpetrators are held accountable for their actions, while also working to prevent violence against women in the longer term.

 Funding for Australia’s National Research Organisation for Women’s Safety Australia’s National Research Organisation for Women’s Safety (ANROWS) is an independent, not-for-profit company established as an initiative under the National Plan and funded by the Commonwealth Government and all state and territory governments. The South Australian Government provides $112,950 annually.

The mission for ANROWS is to deliver relevant and translatable research evidence which drives policy and practice leading to a reduction in the levels of violence against women and their children. ANROWS launched its first research program in October 2014 consisting of 20 projects across all five strategic research themes.

These projects have a combined total value of approximately $3.5 million. They have an ambitious reach with research sites in every state and territory and a spread of projects focusing on different types of violence against women as well as priority population groups identified by ANROWS.

 Our Watch South Australia joined Our Watch (formerly the Foundation to Prevent Violence Against Women and their Children) in August 2014. Our Watch works to raise awareness and engage the community in action to prevent domestic violence and sexual assault. South Australia joins the Commonwealth, Victorian, Queensland and Northern Territory governments in supporting Our Watch.

In conjunction with the priorities of Our Watch, the South Australian Government will support local women’s services to engage media to increase quality reporting of violence against women and their children and build community awareness of the impacts of gender stereotyping and inequality.

Achieving Women’s Equality – South Australia’s Women’s Policy | 2015 57 10 How will Government achieve the strategic priorities?

The South Australian Government will take a whole of government approach to embed the pillars of action across the community. This will involve:

Creating and maintaining strategic partnerships with stakeholders Genuine collaboration between various levels of government, business and community sectors is critical to achieving our priorities.

Continuing to genuinely engage with women in South Australia It is critical that the views of South Australian women in all spheres of life are heard and used to shape policy, programs and services.

Evaluating and improving as we go Monitoring and evaluating policy, programs and services will ensure continuous improvement can be made in a targeted manner.

Achieving Women’s Equality – South Australia’s Women’s Policy | 2015 58 11 Measuring progress

“It is important to break down reporting data by gender wherever possible, so that we know where tailored strategies and responses might be needed.” www.saplan.org.au

The Office for Women will publish a biennial report that will detail progress on initiatives under Achieving Women’s Equality and present relevant data to track changes over time. The Office for Women will collect gender-disaggregated data from within State Government departments and external sources such as the Australian Bureau of Statistics to enhance data on women and girls in South Australia.

Data will be drawn from sources such as:

 South Australia’s Strategic Plan (SASP) The SASP has a number of targets report against disaggregated data, including 18 targets which specifically report against gender disaggregated data.

 ABS Gender Indicators The Gender Indicators product features a total of 52 key indicators spread across six major areas of social concern for gender equality (economic security; education; health; work and family balance; safety and justice; and democracy, governance and citizenship).

“When data is disaggregated by sex, it can provide a more accurate picture of women’s economic contributions to society, and make visible their unpaid labour in the family and in the informal sector.” Data for Development, United Nations Population Fund

Achieving Women’s Equality – South Australia’s Women’s Policy | 2015 59 12 Related policies South Australia’s Seven Strategic Priorities

The seven strategic priorities are key areas of focus for the South Australian Government. Advancing the priorities directly supports the achievement of many of the targets outlined in South Australia’s Strategic Plan.

South Australia’s Economic Priorities

Ten economic priorities form the basis for the South Australian Government’s reform agenda. The vision is about protecting the way of life South Australians value but also opening doors to new ideas, new opportunities, new people and new businesses.

South Australia’s Strategic Plan (SASP)

South Australia’s Strategic Plan guides individuals, community organisations, governments and businesses to secure the wellbeing of all South Australians. It contains our community’s visions and goals and its 100 measurable targets reflect our priorities.

A Right to Safety: The next phase of South Australia’s Women’s Safety Strategy 2011- 2022

A Right to Safety builds on the reforms undertaken through the Women’s Safety Strategy 2005-2010 to improve legislation and services and to strengthen community understanding about violence against women and its effects.

Strategy to Safeguard the Rights of Older South Australians 2014-2021

The Strategy focuses on preventing the abuse of older people. It rests on the foundation that older people have a right to safety at all times, and responds to the older population’s great diversity, embracing the requirements of people from Aboriginal and Torres Strait Islander and culturally and linguistically diverse backgrounds and communities.

Prosperity Through Longevity – South Australia’s Ageing Plan 2014-2019

The Ageing Plan aims to ensure South Australians have a fulfilling, active and enjoyable life at every stage, gaining the maximum benefit from longevity linking personal wellbeing with social and economic productivity.

A Science, Technology, Engineering and Mathematics (STEM) Skills Strategy for South Australia

The Strategy aims to increase the number of people taking up STEM occupations to meet the growing needs of our local industries, including mining and defence.

Achieving Women’s Equality – South Australia’s Women’s Policy | 2015 60 Investing in Science: An Action Plan for Prosperity through Science, Research and Innovation

Investing in science is at the heart of South Australia’s capacity to develop a strong economy that brings lasting benefits to our community. It highlights the importance of boosting interest and participation in STEM as part of our broader strategy to develop a smart economy and position South Australia as the leading State in Australia and one of the global leaders in STEM.

Women Influencing Agribusiness and Regions

Women Influencing Agribusiness and Regions recognises the significant role women play in South Australian agribusiness and the enormous potential for the State to benefit even more from women’s industry participation and leadership in the sector. It includes actions and outcomes that seek to continue and increase women’s industry participation and leadership.

Strong Voices: A Blueprint to Enhance Life and Claim the Rights of People with Disability in South Australia 2012-2020

In March 2012, the South Australian Government endorsed the introduction of Disability and Inclusion Plans (DAIP) across government in accordance with recommendation six of Strong Voices. Although the DAIP strategy has a specific focus on upholding the rights of people with disability, it fits into the broader social inclusion framework of the South Australian Government.

Disability Justice Plan 2014 – 2017, South Australia

The purpose of the Plan is to make the criminal justice system more accessible and responsive to the needs of people with disability. The Plan is limited to supporting people with disability to take part in the criminal justice system on an equal basis with other members of community, including victims and those accused or convicted of a crime.

State Public Health Plan: South Australia a Better Place to Live

The State Public Health Plan has been developed under the South Australian Public Health Act 2011. It identifies a clear vision: South Australia a Better Place to Live and key priorities for action. The Plan will be used across State Government and by local councils to take action to protect and improve the health of South Australians over the next five years.

2014 – 2016 South Australian Strategy for the Inclusion of Lesbian, Gay, Bisexual, Transgender, Intersex and Queer People

The development of this Strategy recognises that sex, sexual orientation, and gender identity are integral to every person’s sense of dignity and wellbeing and should not be the basis for

Achieving Women’s Equality – South Australia’s Women’s Policy | 2015 61 any form of discrimination or abuse. The Strategy provides an overarching strategic approach to identifying and addressing a range of issues specific to LGBTIQ South Australians.

National Plan to Reduce Violence Against Women and their Children

The National Plan brings together government and community across Australia to make a real and sustained reduction in the levels of violence against women. A Right to Safety outlines the reform driven in South Australia as part of our commitment to the National Plan.

National Disability Strategy 2010 - 2020

The Strategy sets out a ten year national policy framework for improving life for Australians with disability, their families and carers. It represents a commitment by all levels of government, industry and the community to a unified, national approach to policy and program development.

United Nations Convention on the Rights of Persons with Disabilities

The purpose of the Convention is to promote, protect and ensure the full and equal enjoyment of all human rights and fundamental freedoms by all persons with disabilities, and to promote respect for their inherent dignity. Persons with disabilities include those who have long-term physical, mental, intellectual or sensory impairments which in interaction with various barriers may hinder their full and effective participation in society on an equal basis with others.

United Nations Convention on the Elimination of All Forms of Discrimination Against Women (CEDAW)

CEDAW, adopted in 1979 by the UN General Assembly, is often described as an international bill of rights for women. Consisting of a preamble and 30 articles, it defines what constitutes discrimination against women and sets up an agenda for universal action to end such discrimination.

The Beijing Declaration and Platform for Action

Developed in 1995 at the United Nations Fourth World Converence on Women, the Beijing Declaration Platform for Action was the most progressive blueprint ever made for advancing women’s rights. Still forward-looking twenty years on, the declaration offers important focus in rallying people around gender equality and women’s empowerment.

The Platform for Action imagines a world where each woman and girl can exercise her freedoms and choices, and realize all her rights, such as to live free from violence, to go to school, to participate in decisions and to earn equal pay for equal work.

Achieving Women’s Equality – South Australia’s Women’s Policy | 2015 62 Women’s Empowerment Principles

The WEPs are the result of a collaboration between the United Nations Entity for Gender Equality and the Empowerment of Women (UN Women) and the United Nations Global Compact (UNGC) and are adapted from the Calvert Women's Principles®. The Calvert Women's Principles were originally developed in partnership with UNIFEM (now part of UN Women) and launched in 2004 as the first global corporate code of conduct focused exclusively on empowering, advancing and investing in women worldwide.

The Principles offer seven steps to guide business on how to empower women in the workplace, marketplace and community. Subtitled Equality Means Business, the Principles emphasise the businesscase for corporate action to promote gender equality and women's empowerment and are informed by real-life business practices and input gathered from across the globe.

Achieving Women’s Equality – South Australia’s Women’s Policy | 2015 63 13 Summary of South Australian Government Department initiatives

Refer to separate report on the Office for Women website for a list of initiatives implemented through South Australian Government Departments to address the three pillars of action in Achieving Women’s Equality.

Detailed and summary lists are provided on the website www.officeforwomen.sa.gov.au.

Achieving Women’s Equality – South Australia’s Women’s Policy | 2015 64 14 Statistics – Women and girls in South Australia The estimated resident population of South Australia as at 30 September 2013 was 1,674,700 or 7.2 per cent of the population of Australia.81

Demographic Trends

 As at 30 June 2013, a total of 842,604 women make up 50.4 per cent of the total population of South Australia.82  Women are 81.1 per cent of all single (or lone) parents in South Australia.83  The average age of females in South Australia in 2013 was 41.3 (males 39). This has steadily increased over the past 20 years from an average age of 37 in 1992.84  1.9 per cent of the South Australian female population is Aboriginal, and 50.8 per cent of Aboriginal South Australian residents are female.85

Aboriginal and Torres Strait Islander population in South Australia

 There are 37,408 Aboriginal residents (or about 2.3% of the population) with a median age of 22 years (i.e. a younger population than non-Aboriginal South Australians).  The South Australian Aboriginal population is growing slightly faster than the national average, with estimates suggesting the population will be 51,200 in 2026.  There are between 40-50 Aboriginal language ‘territories’ in the state, and roughly 12% of Aboriginal South Australians report speaking Aboriginal language at home. Aboriginal people are over-represented among Australians facing disadvantage, and this disadvantage appears more persistent over time and across generations. Disadvantage may have both immediate social and cultural determinants, and deep causes.86

Aboriginal women have a lower average life expectancy than non-Aboriginal women, have higher rates of chronic disease and disability, are less likely to complete higher education and are hospitalised at much higher rates due to family violence related assault than non- Aboriginal women.87

Registered marital status in South Australia as of 2011 census:88

 Of women aged 15 and over: o 47.3 per cent of women were married o 29.7 per cent had never married o 10.1 per cent were divorced o 9.8 per cent were widowed o 3.1 per cent were separated

Achieving Women’s Equality – South Australia’s Women’s Policy | 2015 65 Social marital status in South Australia as of 2011 Census:89

 Of women aged 15 and over: o 47.7 per cent were in a registered marriage o 42.8 per cent were not married o 9.5 per cent were in a de facto marriage o 0.5 per cent of all South Australian couples were in a same-sex relationship90

Economic Status

Of persons in South Australia aged 15 and over in the 2011 census:

Labour force status

Fifty-two per cent of South Australian women were employed. Of these:

 23.2 per cent worked full time  25.3 per cent worked part time  2.7 per cent were employed but were away from work at the time of census  3 per cent were unemployed but looking for work  40.8 per cent were not in the labour force

As of March 2014, a total of 365,100 women were employed, equating to 46 per cent of the labour force in South Australia. The workforce participation rate for females in South Australia in March 2014 was 55.7 per cent, a slight drop from the same time 12 months previous (57.6 per cent). Women accounted for 71.4 per cent of part time workers in South Australia, but only 32.6 per cent of full time workers. 91

Unpaid domestic work

 45 per cent of women (34.2 per cent of men) did 5-29 hours of unpaid domestic work per week, and 16 per cent of women (4.1 per cent of men) did 30 hours or more  15.2 per cent of women (28.2 per cent of men) did less than 5 hours of unpaid domestic work per week  14.1 per cent of women (9.4 per cent of men) provided unpaid assistance to a person with a disability. This assistance was provided mostly by the 45-64 age brackets for both sexes

Achieving Women’s Equality – South Australia’s Women’s Policy | 2015 66  19.9 per cent of women (17.6 per cent of men) provided unpaid childcare to their own child/ren  10.3 per cent of women (5.6 per cent of men) provided unpaid childcare to children other than their own

Industries of employment

 The greatest number of women (22.9 per cent) were employed in the health care and social assistance  Second was retail trades (13.5 per cent), and third education and training (11.6 per cent)  The industries in which females were least employed in South Australia were mining (0.5 per cent), utilities (0.7 per cent) and information media and communications (1.2 per cent)

Occupations

 Highest filled occupations by South Australian women were clerical and administrative workers (23.5 per cent), professionals (23.1 per cent) and community and personal service workers (15.9 per cent)  Lowest filled occupations were machinery operators and drivers (1.1 per cent), technicians and trades workers (4.7 per cent) and labourers (8.6 per cent)

ABS 2010, 1345.4 SA Stats Feature Article: Women in South Australia’s Workforce

In June 1999 there were 374,200 males and 290,100 females (in trend terms) employed in South Australia accounting for 56.3 per cent and 43.7 per cent of those employed respectively. By June 2009 the numbers of males and females employed had increased to 423,100 and 373,600 respectively with females making up 46.9 per cent of the workforce. For every extra male over this 10 year period, 1.7 females entered employment.

Most of the growth in female employment has been driven by women working in a part time capacity. In June 1999, full-time employment accounted for 52.2 per cent of all female employment. By June 2009, this proportion had decreased to 49.7 per cent of total female employment. By May 2011 this proportion accounted for 50.5 per cent of the female workforce, whilst 82.5 per cent of the male workforce was in full-time employment. There has also been an increase in the labour force participation rate of females during this period. From June 1999 to June 2009, the participation rate of females in the labour force increased from 51.3 per cent to 57.8 per cent.

Achieving Women’s Equality – South Australia’s Women’s Policy | 2015 67 Just over a decade ago in 1999, women held 38.8 per cent of South Australia's highest skill level occupations, however, since this time they have made further inroads in this predominantly male arena. The highest proportion of women in skill level 1 occupations in South Australia was recorded in 2008, reaching 45.2 per cent and to a level very close to the proportion of women in the labour force, before dropping back to 43.4 per cent in 2009. This fall of 1.8 percentage points put South Australia below the national average (45.4 per cent) for the first time in three years, and to a level similar to that recorded in 2004 and 2005.92

In 2014, the South Australian public sector employed over 103,000 people and accounted for 12.8 per cent of South Australia's total employed. As of June 2014, 68 per cent of South Australian public sector employees and 43.1 per cent of public sector executives were women.93

ABS 2011, 1345.4 Labour Force

The number of South Australian females employed full-time rose in May 2011 to 188,800; 0.7 per cent below the peak recorded in September 2010 (190,100). At that time full-time female employees accounted for 50.5 per cent of the female workforce. In May 2011, this proportion was 50.0 per cent. The trend unemployment rate for males in South Australia has remained relatively flat over recent months and in May 2011 was 5.4 per cent. The female unemployment rate has also shown little movement, however the May estimate fell slightly to 5.5 per cent. The national unemployment rate for males and females in May 2011 was 4.6 per cent and 5.2 per cent respectively. The participation rate for South Australian females remained steady in May 2011 at 57.5 per cent. In comparison, the national participation rate for females was 59.0 per cent for the same time.94

South Australians living with disability

The Australia Bureau of Statistics (ABS) Survey of Disability, Ageing and Carers 2012 (SDAC) defines a person with disability as someone who has a functional limitation, restriction or impairment, which has lasted, or is likely to last, for at least six months and restricts everyday activities.

In South Australia, over one in five people (357,100 or 21.5 per cent) reported having a disability in 2012. More than half of these were women (187,800). Of these, nearly 90 per cent had a specific limitation or restriction that meant they were limited in the core activities of self- care, mobility or communication, or restricted in schooling or employment. Around 32 per cent of people with disability had a profound or severe limitation in one or more of the core activity areas with a further 49.5 per cent having a moderate or mild limitation in core activity areas.

Achieving Women’s Equality – South Australia’s Women’s Policy | 2015 68 In 2012, there were 22,700 (including 8,400 girls) children aged less than 15 years with a disability (7.7 per cent of all children aged less than 15 years). Of these, 54.6 per cent had a profound or severe limitation in core activity areas and 10.6 per cent had a moderate or mild limitation in core activity areas.

ABS findings indicate that there were 219,000 people providing informal assistance to people with disability (13.4 per cent of population). More than half of these were women (118,800). Of these, 56,000 (including 38,000 women) identified themselves as being primary carers (3.4 per cent of the population).

Participation in other specific activities away from home over the previous 12 months was also measured. These include visiting a library, participating in physical activities for exercise or recreation, or attending a sporting event or movie. Nearly one in five (18.0 per cent) South Australians with a disability aged less than 65 years did not participate in any of these activities away from home.

Achieving Women’s Equality – South Australia’s Women’s Policy | 2015 69 15 Index A education and training, 22 Education and training, 29 A Right to Safety, 10, 53, 61, 63 Employment participation, 21 Database Coroner's Court, 56 Flexible work, 27, 28 Domestic Violence Death Reviews, 55 Indicators of progress, 33 Domestic Violence Serial Offender Database, 56 Paid parental leave, 27 Family Safety Framework, 10, 53, 54, 56 Pay equity, 26 Perpetrator Pays, 56 Violence Against Women Collaborations, 54 L Workplace Domestic Violence Policies, 56 Aboriginal and Torres Strait Islander women Leadership and participation, 33 SA Health Traditional Healer Brokerage program, 50 Leadership and Participation Aboriginal and Torres Strait Islander Women, 14 Boards and committees, 11, 33, 36, 37, 38, 39 Leadership, 38 Celebrating Women’s Achievements, 41 Ngaanyatjarra Pitjantjatjarra Yankunytjatjara Women’s Community leadership and participation, 34 Council, 34 Executive positions, 40 Achievements, 11, 41 Local Government, 39 Awards, 11, 39, 42, 47 Women’s Leadership and Decision Making, 11 Attorney-General’s Department, 57 LGBTIQ, 17, 47, 48, 63

B M

Boards and committees, 37 Measuring progress, 60 Men - Equality is an Issue for Men to Engage With, 6 C Multi Agency Protection Service (MAPS), 57 CALD. See Culturally and LInguistically Diverse women N Childcare, 27 Courts Administration Authority, 56 National Plan to Reduce Violence Against Women and their Culturally and Linguistically Diverse (CALD) Women. See CALD Children, 57 Australia’s National Research Organisation for Women’s D Safety, 58 Our Watch, 58 Department for Communities and Social Inclusion, 36, 57 Non-Traditional Female Occupations, 11 Multicultural SA, 36, 37 Department for Correctional Services, 57 O Department for Education, 24, 57 Department for Health and Ageing, 57 Office for Women, 11, 13, 23, 24, 32, 38, 39, 51, 54, 55, 56, 60 Department for Primary Industries and Regions SA Older Women, 16 PIRSA, 34 Ageing Plan, 61 Department of Planning, Transport and Infrastructure, 40, 44 Department of Primary Industries and Regions SA P PIRSA, 35 Department of State Development, 23, 24, 31 Pay equity, 26, 27 Department of Treasury and Finance, 41 PIRSA. See Department of Primary Industries and Resources SA Premier’s Women’s Directory, 37, 38 E R Economic Priorities, 7, 21, 61 Economic Security Related policies, 61 Financial security and economic independence, 31 Economic Status, 20, 67

Achieving Women’s Equality – South Australia’s Women’s Policy | 2015 70 S V

SA Health, 50, 53 Violence against women, 10, 19, 43, 50, 52, 53, 54, 57, 58, 61, Aboriginal health, 48, 49 63 Breastscreen SA, 45 SAFECOM, 46 W SafeWork SA, 28 South Australia Police Women with disability, 14, 15, 17, 23, 28, 30, 47, 51, 52, 62, 63, SAPOL, 57 66, 67, 69, 70 South Australia's Strategic Priorities, 7 Disability Justice Plan 2014 – 2017, 62 Statistics, 66 Labour Force Participation, 23 STEM, 20, 23, 24, 25, 30, 61, 62 Labour Force Participation for Women with Disabilities, 23 National Disability Strategy 2010 - 2020, 63 T Strong Voices A Blueprint to Enhance Life and Claim the Rights of Three Pillars People with Disability in South Australia 2012-2020, Improving women’s economic status, 18, 20 62 Improving women’s safety and wellbeing, 19 Women with Disability, 15 Increasing women’s leadership and participation in decision Women’s Health, 10 making, 18 Women’s Information Service, 11, 32, 35, 51 Safety and wellbeing, 43 Women’s Safety Strategy, 10, 53, 61

Y

Younger Women, 16

Achieving Women’s Equality – South Australia’s Women’s Policy | 2015 71

Endnotes 1 Broderick E, 9 March 2012 Applying a gender perspective in public policy: What it means and how we can do it better, viewed at https://www.humanrights.gov.au/news/speeches/applying-gender-perspective-public-policy- what-it-means-and-how-we-can-do-it-better on 13 January 2015 2 Department of Social Services 2003, Background Paper: The role of men and boys in gender equality, Australian Government, viewed at https://www.dss.gov.au/our-responsibilities/women/programs- services/international-engagement/united-nations-commission-on-the-status-of-women/background-paper-the- role-of-men-and-boys-in-gender-equality on 13 January 2015 3 Belghiti-Mahut S, Bergmann N, Gärtner M, Hearn J, Gullvåg Holter Ø, Hrženjak O, Puchert R, Scambor C, Scambor E, Schuck H, Seidler V, White A and Wojnicka K 2012, The Role of Men in Gender Equality – European strategies & insights, viewed at http://ec.europa.eu/justice/gender- equality/files/gender_pay_gap/130424_final_report_role_of_men_en.pdf on 20 July 2015 4 Scheil W, Scott J, Catcheside B, Sage L and Kennare R 2013, Pregnancy Outcome in South Australia 2011, SA Health Pregnancy Outcome Unit 5 Convention on the Elimination of All Forms of Discrimination Against Women (CEDAW), 1 March 1980, viewed at http://www.un.org/womenwatch/daw/cedaw/cedaw.htm on 13 January 2015 6 https://www.humanrights.gov.au/publications/questions-and-answers-about-aboriginal-torres-strait-islander- peoples on 24 July 2015 7 Steering Committee for the Review of Government Service Provision 2014, Overcoming Indigenous Disadvantage: Key indicators 2014, Productivity Commission: Canberra, viewed at http://www.pc.gov.au/research/recurring/overcoming-indigenous-disadvantage/key-indicators-2014/key-indicators- 2014-overviewbooklet.pdf on 13 January 2015 8 Federation of Ethnic Communities’ Councils of Australia (FECCA) 2012, Women’s Policy Statement 2012: Supporting Australian Women from Culturally and Linguistically Diverse (CALD) Backgrounds, http://www.fecca.org.au/images/stories/pdfs/fecca%20womens%20policy%202012.pdf viewed 13 January 2015 9 Council of Australian Government (COAG) Reform Council 2013, Tracking Equity: Comparing outcomes for women and girls across Australia, COAG Reform Council: Sydney, p70, viewed at http://apo.org.au/files/Resource/COAGReformCouncil_TrackingEquityComparingOutcomesForWomenAndGirlsAc rossAustralia_Nov_2013.pdf on 13 January 2015 10 United Nations Department of Economic and Social Affairs (UNDESA) 2013, Youth, Political Participation and Decision-Making, viewed at http://www.un.org/esa/socdev/documents/youth/fact-sheets/youth-political- participation.pdf on 13 January 2015 11 Office for the Ageing 2014, Prosperity Through Longevity: South Australia’s Ageing Plan 2014-2019 - Our Action Plan, SA Health: Adelaide. Viewed at http://www.sahealth.sa.gov.au/wps/wcm/connect/1b299e8042ec09da838db39d0fd82883/Prosperity+Through+Lo ngevity+Our+Action+Plan+with+licence+FINAL+WEB+version.pdf?MOD=AJPERES&CACHEID=1b299e8042ec0 9da838db39d0fd82883 on 13 January 2015 12 Office for the Ageing 2014, Strategy to Safeguard the Rights of Older South Ausrtalians 2014-2020, SA Health: Adelaide, p2, viewed at http://www.sahealth.sa.gov.au/wps/wcm/connect/public+content/sa+health+internet/about+us/publications+and+r esources/plans/strategy+to+safeguard+the+rights+of+older+south+australians+2014- 2021/strategy+to+safeguard+the+rights+of+older+south+australians+2014-2021. 13 Ibid, p10. 14 Tilly J, O’Leary J and Russell, Dr G 2013, Older Women Matter: Harnessing the talents of Australia’s older female workforce (Executive Summary), Diversity Council Australia: Sydney. Viewed at http://dca.org.au/files/file/DCA%20Older%20Women%20Matter%20Exec%20Summary%20online.pdf on 13 January 2015

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15 Sharam Dr A 2011, No home at the end of the road?, viewed at http://www.salvationarmy.org.au/Global/News%20and%20Media/Reports/2011/no-home-at-the-end-of-the- road.pdf on 14 January 2015 16 Council of Australian Government (COAG) Reform Council 2013, Tracking Equity: Comparing outcomes for women and girls across Australia, COAG Reform Council: Sydney, pp 27, 35, viewed at http://apo.org.au/files/Resource/COAGReformCouncil_TrackingEquityComparingOutcomesForWomenAndGirlsAc rossAustralia_Nov_2013.pdf on 13 January 2015 17 Tilly J, O’Leary J and Russell, Dr G 2013, Older Women Matter: Harnessing the talents of Australia’s older female workforce (Executive Summary), Diversity Council Australia: Sydney. Viewed at http://dca.org.au/files/file/DCA%20Older%20Women%20Matter%20Exec%20Summary%20online.pdf on 13 January 2015 18 Policy and Community Development Division 2014, 2014-2016 South Australian Strategy for the Inclusion of Lesbian, Gay, Bisexual, Transgender, Intersex and Queer People, Department for Communities and Social Inclusion, Government of South Australia: Adelaide. Viewed at http://www.sa.gov.au/__data/assets/pdf_file/0007/59470/DCSI-608-PCD-LGBTIQ-Strategy-2014- Booklet_WEB.pdf on 13 January 2015 19 ibid 20 National Rural Women’s Coalition website, viewed at http://nrwc.com.au/Projects/RuralProofing.aspx on 28 July 2015 21 United Nations 27 October 1995, Beijing Declaration and Platform of Action, adopted at the Fourth World Conference on Women, viewed at http://www.un.org/womenwatch/daw/beijing/platform/ 13 January 2015 22 United Nations Millenium Development Goals website, viewed at http://www.un.org/millenniumgoals/ 13 January 2015 23 UN Women: Economic Empowerment website, viewed at https://unwomen.org.au/focus-areas/economic- empowerment on 13 January 2015 24 Australian Bureau of Statistics June 2014, 3101.0 Australian Demographic Statistics report, viewed at http://www.ausstats.abs.gov.au/ausstats/subscriber.nsf/0/126E319BBCA7E237CA257DB1001620B4/$File/31010 _jun%202014.pdf on 13 January 2015 25 Australian Bureau of Statistics November 2014, 6202.0 Labour Force Australia report, viewed at http://www.ausstats.abs.gov.au/ausstats/meisubs.nsf/0/333D19DB6FA8BABFCA257DAA000C941F/$File/62020_ nov%202014.pdf on 13 January 2015 26 Centre for Work + Life 2009, Working Women in South Australia: Progress, Prospects and Challenges, University of South Australia: Adelaide viewed at http://w3.unisa.edu.au/hawkeinstitute/cwl/documents/Working- Women-in-SA.pdf on 13 January 2015 27 ibid 28 Council of Australian Government (COAG) Reform Council 2013, Tracking Equity: Comparing outcomes for women and girls across Australia, COAG Reform Council: Sydney, p29, viewed at http://apo.org.au/files/Resource/COAGReformCouncil_TrackingEquityComparingOutcomesForWomenAndGirlsAc rossAustralia_Nov_2013.pdf on 13 January 2015 29 ibid 30 Foley, Cathy (CSIRO), 20 February 2014, viewed at http://www.womensagenda.com.au/talking- about/opinions/diversity-and-innovation-why-we-need-to-bridge-the-gender-gap-in-science/201402193605 13 January 2015 31 ibid 32 Ernst & Young, July 2013, Untapped opportunity: The role of women in unlocking Australia’s productivity potential, viewed at http://www.ey.com/Publication/vwLUAssets/Untapped_opportunity_- _The_role_of_women_in_unlocking_Australias_productivity_potential/$FILE/EY-Untapped-opportunity-The-role- of-women-in-unlocking-Australias-productivity-potential.pdf on 13 January 2015

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33 ibid 34 ibid 35 OECD Better Life Index viewed at http://www.oecdbetterlifeindex.org/countries/australia/ on 13 January 2015 36 Workplace Gender Equality Agency, April 2014, Gender composition of the workforce: by industry, viewed at https://www.wgea.gov.au/sites/default/files/2014-04-04-Gender per cent20composition-of-the-workforce-by- industry.pdf on 8 April 2014 37 Department of State Development, Workforce Wizard at November 2014, viewed at http://workforcewizard.skills.sa.gov.au on 16 July 2015. 38 Australian Institute of Company Directors, 30 June 2015, Board Diversity – Statistics website, viewed at http://www.companydirectors.com.au/Director-Resource-Centre/Governance-and-Director-Issues/Board- Diversity/Statistics on 16 July 2015 39 Daley J 2012, Game-changers: Economic reform priorities for Australia, Grattan Institute, viewed at http://grattan.edu.au/wp-content/uploads/2014/04/Game_Changers_Web.pdf on 13 January 2015 40 OECD 2010, Sickness, Disability and Work: Breaking the Barriers, Figure 2.1, p. 51 viewed at http://ec.europa.eu/health/mental_health/eu_compass/reports_studies/disability_synthesis_2010_en.pdf on 13 January 2015 41 ABS 2014, 4430.0 Disability, Ageing and Carers, South Australia 2012 spreadsheet, Table 9. 42 Australian Bureau of Statistics, 4250.0.55.005 Perspectives on Education and Training: Australians with qualifications in science, technology, engineering and mathematics (STEM), 2010-11 – Demographic Characteristics, viewed at http://www.abs.gov.au/ausstats/[email protected]/Lookup/by%20Subject/4250.0.55.005~2010%E2%80%9311~Main%20 Features~Demographic%20characteristics~5 on 13 January 2015 43 ibid 44 Johnston, P 2014, Higher Degrees and Honours Bachelor Degrees in mathematics and statistics completed in Australia in 2013, Australian Mathematical Society Gazette, volume 41, number 5, viewed at https://www.austms.org.au/Publ/Gazette/2013/Nov13/Honours.pdf 13 January 2015 45 Engineers Australia 2012, Women in Engineering: A statistical update, Engineers Australia: Barton, p15-16. Viewed at http://www.engineersaustralia.org.au/sites/default/files/shado/Representation/Information_Papers/women_in_engi neering_2012.pdf on 13 January 2015 46 Australian Computer Society 2014, Australian ICT Statistical Compendium 2013, p38.Viewed at http://acs.org.au/__data/assets/pdf_file/0004/28570/Australian-ICT-Statistical-Compendium-2013.pdf 13 January 2015 47 Australian Bureau of Statistics, 8679.0 Film, Television and Digital Games, Australia, 2011-12. 48 Bridie Smith, 13 September 2011, ‘Just 12% of CSIRO’s senior scientists are women’, The Age (Online), viewed at http://www.theage.com.au/national/just-12-of-csiros-senior-scientists-women-20110912-1k61v.html on 13 January 2015 49 Workplace Gender Equality Agency, 26 February 2015, National gender pay gap at record high of 18.8%, viewed at https://www.wgea.gov.au/news-and-media/national-gender-pay-gap-record-high-188 on 16 July 2015.. 50 Graduate Careers Australia 2014, Graduate Salaries 2013: A report on the earnings of new Australian graduates in their first fulltime employment, viewed at http://www.graduatecareers.com.au/research/start/2015- ags/ on 16 July 2015. 51 Regus 2012, Flexibility Drives Productivity, viewed at http://www.regus.com/images/Flexibility%20Drives%20Productivity_tcm8-49367.pdf on 13 January 2015 52 Mercer, news release 13 September 2011, Australian Workers Satisfied but still looking to leave: Employee Engagement Risky Business for Employers, viewed at http://www.mercer.com.au/content/mercer/asia- pacific/au/en/newsroom/employee-engagement-risky-business-for-employers.html on 13 January 2015

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53 ABS 2011, 2001.0 Census of Population and Housing, Basic Community Profile South Australia 54 ibid 55 ABS May 2014, 6227.0 Education and Work, Australia, Table 13 56 ABS 2012, 4430.0 Disability, Ageing and Carers, Australia: Summary of Findings, 2012 57 DFEEST 2011, A Science, Technology, Engineering and Mathematics Skills Strategy for South Australia, viewed at http://www.statedevelopment.sa.gov.au/upload/science/STEM%20Skills%20Strategy%20for%20South%20Austra lia%20-%20Jan%202012.pdf 14 January 2015 58 Clare, R 2014, An update on the level and distribution of retirement savings, ASFA Research and Resource Centre, p. 3 59 Ibid. 60 Ibid. 61 Ibid. 62 Council of Australian Government (COAG) Reform Council 2013, Tracking Equity: Comparing outcomes for women and girls across Australia, COAG Reform Council: Sydney, pp 27 and 35, viewed at http://apo.org.au/files/Resource/COAGReformCouncil_TrackingEquityComparingOutcomesForWomenAndGirlsAc rossAustralia_Nov_2013.pdf on 13 January 2015 63 Tilly J, O’Leary J and Russell, Dr G 2013, Older Women Matter: Harnessing the talents of Australia’s older female workforce (Executive Summary), Diversity Council Australia: Sydney. Viewed at http://dca.org.au/files/file/DCA%20Older%20Women%20Matter%20Exec%20Summary%20online.pdf on 13 January 2015 64 Commonwealth of Australia 2008,Financial Literacy: Women understanding money’ viewed at http://www.financialliteracy.gov.au/media/209296/women-understanding-money.pdf on 13 January 2015 65 Department of the Premier and Cabinet 2015, Boards and Committees Information System, report generated on 6 January 2015. 66 Ibid. 67 Local Government Association of South Australia 2014, ‘2014 Election Results’, Local Government Elections viewed at https://www.lga.sa.gov.au/page.aspx?u=2644 on 16 July 2015 68 OPER 2014, South Australian Public Sector Workforce Information: June 2014 viewed at http://files.oper.sa.gov.au/files/wic--data/2014-workforce-information--full-report.pdf on 13 January 2015 69 ABS Gender Indicators 2014 70 Data provided by Health SA October 2014 71 Sharam Dr A 2011, No home at the end of the road?, viewed at http://www.salvationarmy.org.au/Global/News%20and%20Media/Reports/2011/no-home-at-the-end-of-the- road.pdf on 14 January 2015 72 Policy and Community Development Division 2014, 2014-2016 South Australian Strategy for the Inclusion of Lesbian, Gay, Bisexual, Transgender, Intersex and Queer People, Department for Communities and Social Inclusion, Government of South Australia: Adelaide. Viewed at http://www.sa.gov.au/__data/assets/pdf_file/0007/59470/DCSI-608-PCD-LGBTIQ-Strategy-2014- Booklet_WEB.pdf on 14 January 2015 73 Gray K, Tipps-Webster T, Moore R, Priday E, Gargett A and Dick D 2014, Social Justice and Native Title Report 2014, Australian Human Rights Commission: Sydney, p 42. Viewed at https://www.humanrights.gov.au/sites/default/files/document/publication/SJNTR%20FINAL.pdf 14 January 2015. 74 Victorian Equal Opportunity & Human Rights Commission 2013, ‘Reporting Racism: What you say matters’, Viewed at

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http://www.humanrightscommission.vic.gov.au/media/k2/attachments/Reporting_Racism_Web_low_res.pdf on 21 July 2015 75 Beyond Blue website 2015, viewed at http://www.beyondblue.org.au/resources/for-me/stop-think-respect- home/the-invisible-discriminator/racial-discrimination-and-mental-health 14 January 2015 76 Paradies Y, Harris R and Anderson I 2008, The Impact of Racism on Indigenous Health in Australia and Aotearoa: Towards a Research Agenda, Cooperative Research Centre for Aboriginal Health and Flinders University. Viewed at https://www.lowitja.org.au/sites/default/files/docs/Racism-Report.pdf on 14 January 2015. 77 Australian Government Attorney-General’s Department website viewed at http://www.ag.gov.au/CrimeAndCorruption/HumanTrafficking/Pages/ForcedMarriage.aspx on 14 January 2015 78 Attorney-General’s Department 2014, National Action Plan to Combat Human Trafficking and Slavery 2015- 2019, Australian Government: Canberra viewed at http://www.ag.gov.au/CrimeAndCorruption/HumanTrafficking/Documents/Trafficking- NationalActionPlanToCombatHumanTraffickingAndSlavery2015-19.pdf on 14 January 2015 79 Results from all past surveys are available on the Mission Australia website https://www.missionaustralia.com.au/what-we-do/research-evaluation/youth-survey last viewed 21 July 2015 80Dowse L, Soldatic K, Didi A, Frohmader C and van Toorn, G 2013, Stop the Violence: Addressing Violence Against Women and Girls with Disabilities in Australia, Background Paper. Women with Disabilities Australia: Hobart. Viewed at http://wwda.org.au/wp-content/uploads/2013/12/STV_Background_Paper_FINAL.pdf on 14 January 2015 81 ABS 2013, 3101.0 Australian Demographic Statistics report 82 ABS 2013, 3101.0 Australian Demographic Statistics September 2013, Table 8 83 ABS 2011, Census of Population and Housing, Basic Community Profile (Catalogue number 2001.0 South Australia), Table B23a 84 ABS 2013, 3101.0 Australian Demographic Statistics September 2013, Table 4 85 ABS 2011, Census of Population and Housing, Basic Community Profile (Catalogue number 2001.0 South Australia), Table B07 86 Steering Committee for the Review of Government Service Provision 2014, Overcoming Indigenous Disadvantage: Key indicators 2014, Productivity Commission: Canberra, viewed at http://www.pc.gov.au/research/recurring/overcoming-indigenous-disadvantage/key-indicators-2014/key-indicators- 2014-overviewbooklet.pdf on 13 January 2015 87 Steering Committee for the Review of Government Service Provision 2011, Fact Sheet; Indigenous men and women: Key Indicators 2011 http://www.pc.gov.au/__data/assets/pdf_file/0014/111614/key-indicators-2011- factsheet-men-women.pdf on 14 January 2015 88 ABS 2011, 2001.0 Census of Population and Housing, Basic Community Profile South Australia, Table B05 89 ABS 2011, 2001.0 Census of Population and Housing, Basic Community Profile South Australia, Table B06 90 ABS 2012, 2071.0 Same-sex Couple Families: Reflecting a Nation - Stories from the 2011 Census 91 ABS 2014, 6202.0 Labour Force Report, p. 16 92 ABS 2010, 1345.4 SA Stats Feature Article: Women in South Australia’s Workforce 93 OPER 2014, South Australian Public Sector Workforce Information: June 2014 viewed at http://files.oper.sa.gov.au/files/wic--data/2014-workforce-information--full-report.pdf on 13 January 2015 94 ABS 2011, 1345.4 Labour Force

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