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Beijing Platform For Action +20 Review: eS4W position 2015 marks the fourth review of the Beijing Platform for Action (BPAF) and the twentieth year of its existence as a major blueprint to advance women’s rights. The Beijing Platform for Action (1995) is a landmark agreement that identifies a range of actions governments, the United Nations and civil society groups should take to advance women’s human rights and make gender equality a reality. This was the first time that a UN world conference had identified such practical and measurable actions and had governments commit to carrying them out. After the 1995 Fourth Conference of Women governments and women’s groups returned home to their countries to do the hard work of putting in place the actions identified under the BPFA. In 2000 Kofi Anan, the Secretary General of the UN at the time, organised a special sitting for governments to review what they had achieved on the BPFA in the past five years, this meeting was called Beijing +5. The document that was produced at this meeting was called Beijing +5 Outcomes Document and it found that overall many of the commitments that were made had not been put into place in addition to this new and emerging issues such as recognising rape in armed conflict as a war crime were added to the platform. To date in Australia many of the actions have been implemented, however there is still some way to go. The BPFA document identifies twelve critical areas for women and economic Security4Women is submitting comments on the following areas of the BPFA.  Women and poverty  Women and the environment  Education and training of women and girls  Women and the economy The review of the BPFA takes place each 5 years and in 2015 we will celebrate the 4th complete review of the BPFA and the 20th year of the existence of the Beijing Declaration and Platform for Action.

About economic Security4Women economic Security4Women (eS4W) is a national women’s alliance, funded by the Australian Government through the Office for Women in the Commonwealth Department of Prime Minister and Cabinet. It is an alliance of women’s organisations (members and partners) united in the belief that economic wellbeing and financial security are essential for women and will enable women of all ages to have an equal place in society. Our member organisations set the strategic direction of our work. We also have partner organisations (both listed in Attachment 1) as well as connections with external stakeholders. We hold twice yearly face-to-face meetings with representatives of member organisations and bi- monthly teleconferences with member organisations and partners. In this way we are able to bring together women's organisations and individuals from across Australia to share information, identify barriers to women’s economic security and to identify solutions by prioritising the key issues for action to bring about change. http://www.security4women.org.au/ eS4W Position Paper: Beijing PFA +20 Review Page 1 of 14 eS4W also endorses the submission of our member organization, Zonta District 24.

1. Women and poverty In Australia, nearly 60 per cent of income support recipients are women. Women are more likely than men, at all ages, to be receiving income support, presumably because they have lower incomes and assets. 1 For working age women receiving income support, over 50 per cent of payments are for parents, carers, partners or widows. For working age men on income support, over 50 per cent are receiving unemployment benefits. The 2014 Federal Budget appears to fail on the fairness and equity test as its measures disproportionately and adversely affect women: those in caring roles, those in the workforce, students, those in modest and low income households. This Budget’s savings fall disproportionately on women and on low income people in receipt of benefits2. I. An unemployed lone parent with one eight-year-old child loses $54 per week or 12 per cent. Most are women. II. Lone parents earning around two-thirds of the average wage lose between 5.6 per cent and 7 per cent of their disposable income. Most are women. III. A single-income couple with two school-age children and average earnings loses $82 a week or 6 per cent of their disposable income. Of particular concern are the following changed proposed by the government: I. Increasing the eligibility age from 22 to 25 years of age for new entrants to Newstart and Youth Allowance from 1 January 2015. II. Applying a one week waiting period for all working age payments, from October 2014, a measure that seems arbitrary and impacts on the least well-off. III. Compulsory participation requirements for Disability Support Pension (DSP) recipients under 35 years who are able to work 8 hours with financial sanctions for non-compliance. IV. Family Tax Benefit B (FTB B) being restricted to families on less than $100,000 per annum until the youngest child turns 6 with low-income single parents eligible for $750 per annum for each child aged between 2 and 12. FTB A is also frozen for 2 years and FTB B frozen for 3 years. The large family supplement is also tightened. V. Pensioner Education Supplement axed from 1 January 2015. VI. Parenting Payment Single indexed to prices instead of wages from 1 July 2014. VII. Freeze on parenting and non-pension payment thresholds from 1 July 2014 and for pension payments from 1 July 2017. VIII. Increasing Age Pension eligibility age to 70 by 2035.

In addition, eS4W is concerned about the following areas: The lack of action on the gap in retirement savings of men and women There is a large gap between the superannuation savings of Australian men and women. Because the current superannuation system is linked to paid work, it overwhelmingly disadvantages women

1 http://www.dss.gov.au/sites/default/files/documents/07_2012/stps10.pdf 2 https://crawford.anu.edu.au/sites/default/files/news/files/2014- 05/sharing_the_budget_pain_background_note.pdf 2eS4W Position Paper: Beijing PFA +20 Review who are more likely to move in and out of paid work to care for family members (See Women and the Economy below re unpaid care work). Women continue to earn less than men and are more likely to be engaged in casual and part-time work, which are also contributing factors to the gender gap in retirement savings. Right now, many women are living their final years in poverty. However, we have recently lost one measure that was aiming to address this gap; the Low Income Superannuation Contribution (LISC). The LISC was introduced with effect from 1 July 2013. It consisted of a contribution of up to $500 by the Government to the superannuation fund of workers earning less than $38,000 in the year. This effectively rebated the tax that the superannuation fund paid on superannuation guarantee contributions on behalf of that person. The current government has repealed the LISC as well as deferred by two years the proposed increase in the Superannuation Guarantee rate. Both measures will have an adverse impact on women, who are more highly represented among low income workers. The LISC was a direct contribution of up to $500 into the superannuation accounts of low paid workers. Over a working life this would result in a significant increase in retirement funds. It is also worth noting that this was a measure to increase the fairness of the superannuation system based on the Henry Review recommendations. The increase of the SG rate at 9.5 per cent is necessary to provide certainty to employers, but is not, overall, a positive move for women. This will reduce the superannuation savings of all workers, but will have a particular impact on women, who already have lower rates of superannuation savings than men. Changes to the calculation of increases to the Age Pension and Parenting Payment Single The Australian Government will achieve savings of $449 million over five years by indexing pension and equivalent payments and Parenting Payment Single by the Consumer Price Index (CPI). This will apply to the Age pension from the 2017-18 year. Currently pensions are indexed by the greater of CPI, Average Weekly Earnings (AWE) or the Pensioner and Beneficiary Living Cost Index. Historically CPI has been the lowest of these three indices (ABS 6401.1, 6467.0, 6302.0). Women will be affected more by the change in the indexation arrangements as they are more likely than men to be receiving the age pension (56 per cent to 44per cent) and are more likely to be receiving the full pension (57 per cent of recipients on the maximum rate are female) (FaHCSIA Statistical Paper No 11, 2013). Lack of access to affordable rental housing A growing body of evidence shows that the numbers of women facing housing stress and homelessness will rise sharply over the next decade as women with little superannuation, and dependent on the age pension retire in greater numbers. The health, social and economic implications of housing stress and homelessness are and will be significant and costly. There is an urgent need for Federal housing policy to take a long term approach to address the challenges posed by this cohort of women. Without strong Commonwealth-level action now we will not be in a position to mitigate either the social or economic cost of this looming exacerbation of the housing crisis. We endorse the submission on housing by our sister alliance, Equality Rights Alliance (ERA).

2. Women and the environment eS4W Position Paper: Beijing PFA +20 Review Page 3 of 14 Women and men are affected differently in disaster situations. Women and men are affected by, contribute to, cope with and adapt to disaster differently. There are many reasons for these differences, including gender inequalities and the roles women and men play in their families and communities.3 Disaster management and recovery strategies and plans need to reflect these gender dimensions. One of the biggest challenges for Australians over the last few years has been the impact of natural disasters on communities. Drought, flood and cyclone have devastated families and whole communities. Women are most affected due their socio-constructed roles and responsibilities and in many cases, their lesser access to available resources.4 Women continue to be primary carers for children, elderly and those with disability and in times of crisis are often are at the forefront of serving community needs. Women, particularly the poorest and most marginalised, shoulder a disproportionate burden of the effects from such disasters. Because women are primarily responsible for increased domestic and caring duties in post- disaster situations, they do not always have the liberty of migrating to look for work. Moreover, ‘after a disaster, women face a heavier workload involving clean-up work, subsistence activities and nursing the sick etc.’.5 Consequently, not only are they left with virtually no time for income- generating activities, but they also run the risk of being exhausted and overworked. Although it is acknowledged that women are the most affected, it has also been demonstrated that when it comes to responding to disasters women are indispensable. In many instances women are at the forefront of organising comfort, shelter, fuel, nutrition and water, especially for children and the elderly, and are often most effective at mobilising the community to respond to disaster.6 So while women are severely affected by natural disasters, this is only half the picture. Natural disasters often provide women with a unique opportunity to challenge and change their gendered status in society as a result of their disaster response efforts; women often develop new skills that they could carry over into the job market. Women’s Voices from the Floodplains evaluated the range of issues faced by women seeking to rebuild livelihoods and lives following a natural disaster, and makes suggestions in relation to the key findings. These include: I. Women’s increased role as primary carers of elderly and children. In a continuum as primary carers, women took on front-line roles in the aftermath of the disaster and continue to cope with challenges of struggling relationships and family stress. II. The detrimental effects of the additional unpaid and voluntary work taken up by women in direct relation to the effects of the flood and their family recovery, has added to the personal and financial cost of caring on women and, for some, impairing their ability to engage in paid work III. Identification that health issues have continued well beyond the immediate aftermath of the disaster, adding to the stress of women, often impeding their ability to re-engage in their ‘pre-flood’ lives and adding to the creeping poverty being experienced in many areas. IV. A perceived lack of use of local knowledge and/or existing disaster recovery plans, in particular, the experience and wisdom of local women in the immediate recovery period. V. The economic and social challenges faced by women; in displacement due to temporary housing, or family members finding work outside the area. VI. Lack of understanding of the creeping poverty and long term health issues of people that impact of the economic circumstances of women

3 The gendered dimensions of disaster risk management and adaptation to climate change -Stories from the Pacific 4 UN Women: Facts and Figures http://www.unwomen.org/focus-areas/climate-change-and-the-environment/facts-and-figures/, 2011. 5 p.31 AusAID –Focus, May - August, 2007 http://www.ausaid.gov.au/publications/focus/may07/focus_may07_31.pdf 6 p.31 AusAID –Focus, May - August, 2007 http://www.ausaid.gov.au/publications/focus/may07/focus_may07_31.pdf 4eS4W Position Paper: Beijing PFA +20 Review VII. Women’s increased social isolation and an increase in feelings of isolations and abandonment. VIII. The economic hardships faced by women, which are exacerbated with recovery assistance decreasing. IX. Increased unpaid work (both voluntary and imposed). An assessment of strategies to address the increased unpaid work for women and its impact on women returning to income generating activities. X. Women in small business. Reassessment of disaster response directly related to the rebuilding of small businesses and the impact on the economic fabric of communities. The study included 336 women and 15 men (age range from 26-68) across Victoria and Queensland. Recognition of women’s invaluable role in community rebuilding is vital. There had been little attempt to acknowledge the extra responsibilities that women have taken on in the recovery process or relief strategies. For women wanting to rebuild economic activity, the support services currently in place are geared towards addressing practical gender needs and not strategic gender needs. Flood Plains During this chaotic period, residents, especially women and children, were seen as victims, but in many cases, they were also actors in their own lives and communities, making decisions at each stage of the flood and its aftermath. Women employed different strategies across different areas and timeframes; these are covered in Section 6 of this report. They included:

I. Trading or bartering of goods and services was a key form of initial survival, this continues in the rural communities under study.

II. Pooling of resources, examples of this are where communities would pool available food and have a bake off, or barbeque. Other examples are where women in small businesses came together to run night markets or complementary goods such as shoes, dresses, makeup and beauty treatments.

III. Increasing cash transfer activities (roadside markets, cash for service charges).

IV. Increase in debt was reported, especially where mothers had undertaken to repay children’s loans due to their loss of jobs due to the flood

V. Leveraging from neighbours or family groups, in one example, the mother of a large family had her relatives staying with her for several months, they did not contribute to the household, nor did they assist in the household duties. Culturally the mother felt she could not complain or demand support from the family and so worked 50 hours a week, came home and fed the extended family. The financial burden was enormous.

VI. Attempting to sell investment properties in flood affected areas.

VII. Obtaining services and goods from relief agencies and government offices.

VIII. Seeking work out of area.

IX. Leaving well-paid jobs to move closer to home/ family.

X. Overarching issues (Key Findings Section 4) continue to challenge women’s engagement in economic activity. They are:

XI. Displacement of women from communities and support networks eS4W Position Paper: Beijing PFA +20 Review Page 5 of 14 XII. Social isolation, trauma and conflict in family relations

XIII. Ongoing stress and time depletion caused by lack of insurance pay outs or action

XIV. Inconsistent support for women taking time off work to deal with disaster

XV. Design and delivery of flood relief services and strategies incorporating a. lack of gender analysis and sex and gender disaggregated data; b. existing support services are not geared to diversity of women or their needs; c. lack of contextualised and localised strategies in rural and peri urban areas that incorporate cultural expectations; and d. confusion about assistance available to small businesses including farms. XVI. The need to strengthen local economies and support local jobs growth.

XVII. Specific challenges for women in business and the economy.

XVIII. Long term increase in unpaid work, including extra caring duties – enhancing gender stereotypes.

XIX. Long term health implications for women and communities living in extended stress and resource poor situations.

XX. ‘Creeping poverty’ in rural communities impacting mainly on women.

XXI. Perceived increase in levels of intimate partner violence and break down of marriages

This study suggests that effective gender analysis occurs in the context of a crisis. This requires field workers in every sector or area of activity to ask whether and how the situation affects women and men differently. A complete list of suggested responses can be found in section 6 of this document. A summary of these includes:

I. Field workers (from all sectors – Government, private and NGO) address both the practical and long-term strategic needs of women and men and that they ascertain how their programmes will address the immediate practical and longer- term strategic needs of women and men.

II. Sex and gender disaggregated statistics are gathered across all agencies. In this, it is also essential that different actors communicate and share information with each other about gender differences, to ensure that programmes are well coordinated

III. Disaster strategies and services recognise the impact of disaster on women is contextually and culturally different in rural areas to urban areas, and that this may require specific, localised, long term support services, finances and interventions to support women and communities to recover fully.

IV. There is a reassessment of disaster responses directly related to rebuilding of small businesses and the impact on the economic fabric of communities, particularly in Queensland.

V. Strategies are developed to assist in particular women, to rebuild their small businesses.

VI. Specific targeted, long-term support is given to minimise the detrimental effects of the additional unpaid and voluntary work taken up by women in direct relation to the effects of the flood and their family recovery.

6eS4W Position Paper: Beijing PFA +20 Review VII. Education and awareness raising amongst employers and employees of the provisions when an employee is unable to attend work due to an emergency or natural disaster.

VIII. Support strategies recognise that additional voluntary and caring work has added to the personal and financial cost of caring on women and the impact this has on their relationship with economic empowerment.

IX. Further research is undertaken in disaster- affected communities into the reported issue of ‘creeping poverty’. Rural communities should be primarily considered in the first phase of this research.

X. Health care card eligibility is extended for a 4- year period to allow recovery to occur.

XI. Extra measures are taken to address long-term health implications of affected communities.

XII. Resources are allocated to investigate and act upon the perceived increase in levels of intimate partner violence and break down of marriages.

Note: At the time of the study, women were focused on family/relationship recovery and the trauma of the ‘what if it happens again’ scenario rather than on entry/re-entry into income generating activities - unless they had been already forced by circumstances to do so. Matters were still raw. This presented some challenges in reflecting on ‘what additional skill sets have been learnt that might assist their future participation in the workforce’. While it is recognised that women often develop new skills that they could carry over into the job market as a result of their disaster response efforts, further research would be useful in describing the full Australian context of vocational education and training and workforce participation available. This may provide women with a unique opportunity to challenge and change their gendered status in the workforce and ensure their new skills are recognised.

3 Education and training of women and girls As a result of research undertaken for eS4W by Women in Adult and Vocational Education (WAVE), we have concluded that intervention in the career choices of young Australian women is crucial to achieving better employment outcomes and long-term financial security for individual women, as well as increased rates of women’s workforce participation, especially in the non- traditional occupations and industries and improved gender equity in Australian workplaces. A number of significant factors are limiting the subject and career choices of Australian girls and young women. These limitations impact negatively not only on the long-term future of individual women, but also on the Australian economy. Employment options for young women are limited by factors that range from persistent stereotyping to negative perceptions about and experiences of young women in non-traditional occupations.

Key insights from the research7 include: I. It is widely perceived by professionals in the careers' industry that current models of careers' guidance are 'gender blind'. In fact, the statistical reality is that discrimination is inherent in gender-blind careers' programs II. Gender stereotyping and perceptions about subjects and career options 'suitable' for young women are often reinforced in schools and families. Such stereotyping impacts negatively

7 http://www.security4women.org.au/wp-content/uploads/eS4W-Career-Exploration-Project-Report- 20140615.pdf eS4W Position Paper: Beijing PFA +20 Review Page 7 of 14 on the career choices of young women and creates barriers to increasing young women’s participation in STEM and non-traditional occupations III. Negative experiences and/or perceptions of the adverse nature of male-dominated workplace cultures discourage young women from participating in STEM and non- traditional careers A National Careers' Guidance Strategy that addresses the participation of women in STEM and non-traditional jobs, careers and industries would align nicely with current commitments by the Australian Government to and concerns about gender equality, women’s economic empowerment, their skills development and workforce participation. To advance the ideal of gender equity in the Australian workforce - as well as the long-term economic well-being of Australian women individually and the national economy generally - eS4W recommends: i. The Australian Government commission the development of a model for best practice careers' guidance for secondary school girls, and that this model build on elements of successful programs from Australia and around the world. ii. That highly visible female role models and mentors from STEM and other non-traditional occupations and industries - who are crucial to broadening the career aspirations and expectations of young women - be included in the development of this model. iii. That promotion of support networks for young women in STEM and non-traditional workplaces be recognised as integral to future strategies. iv. The facilitation and development of widespread partnerships between schools, educational institutions, industries and communities to assist girls and young women to access non- traditional and STEM study and work placement opportunities, in order to advance career aspirations, choices and outcomes for Australian women. Changes to University funding included in the 2014 Federal Budget are likely to impact on women disproportionately8. Costs for courses with high female enrolments are likely to rise beyond those with higher male enrolment patterns. Furthermore, patterns of women’s workforce participation will mean that many women will pay more interest over a longer period for their tertiary education loan.

8 http://www.smh.com.au/business/federal-budget/environmental-studies-fees-to-rise-112-per-cent- 20140515-38cwf.html 8eS4W Position Paper: Beijing PFA +20 Review 3. Women and the economy Gender pay gap Gender pay inequity is still proving to be a persistent issue in Australia and continues to disadvantage women. Recent statistics show that the gender pay gap is currently at 18.2 per cent. The gender pay gap measures the difference between male and female (average weekly) earnings as a percentage of male earnings. Some of the key causes of the gender pay gap include the concentration of women in different occupations and job levels, the lack of investment for women’s training and the stereotypical ideas about women’s roles in the workforce. The issue of undervaluing the sectors in which women are concentrated, such as Social and Community Services (SACS) was raised in the landmark equal pay test case brought by the Australian Services Union and others under the Fair Work Act 2009. The decision handed down recognised that gender played an influential part in the gender wage gap experienced by the SACS industry. A similar case brought by United Voice for the childcare sector is now underway. Labour force participation A higher proportion of women than men are not in the labour force, 35 per cent to 21.6 per cent respectively. Of those in the labour force, a higher proportion of women than men work part time, 43.4 per cent to 14.4 per cent; a higher proportion of women than men work without leave entitlements, 22.5 per cent to 179 per cent. A higher proportion of women’s available labour is underutilised (unemployed and underemployed), when compared to men, at 14.1 per cent to 10.2 per cent. Australia’s labour market is still characterized by gender segregation, for example in the more highly paid construction, mining, and utilities industries, women account for around 12 per cent, 15 per cent, and 23 per cent of employees respectively. Changes to career guidance as suggested above can have an impact on the segregation. eS4W also supports the work of the Workplace Gender Equality Agency (WGEA) and its gender indicator reporting requirements for large firms of 100+ workers. We are working with WGEA on its Small Business Project, to support the Small to Medium Enterprise (SME) sector to demonstrate its commitment to gender equality in the workplace. However, women’s employment prospects may be disproportionately impacted if States are forced to reduce health and schooling expenditures in consequence of changes to future Federal funding outlined in the 2014 Budget. Education and Health services are major employers of women. The care economy Women continue to do the greater amount of unpaid care work and the economic value of this work continues to be ignored in the national accounts. Care work is an example of a public good and creates positive externalities, such as increased productivity of the parents of children in childcare. However, these are not reflected in the market price for care work. Intervention by the Australian Government in the form of public policy and funding is required to ensure appropriate levels of care are available. Given the complexity of care work and its profound implications for the overall wellbeing of a nation it is crucial that this sector is identified and valued as a distinct segment of economic activity.

eS4W Position Paper: Beijing PFA +20 Review Page 9 of 14 Research for eS4W into the care economy (Hoenig and Page 2012)9 was the first comprehensive quantification of the Australian care sector, paid and unpaid, using both replacement and opportunity cost methods. Findings of the research include the following: I. The care sector is highly significant to Australia, worth an estimated $762.5 billion in 2009- 10 ($112.4 billion paid care and $650.1 billion imputed value of unpaid care) and that this sector provides nearly 20% of all paid employment in Australia10.

II. That the economic value of the paid care sector does not account for significant skills shortages. If skills shortages are addressed, it is likely the value of the care sector would increase. III. Average earnings remain lower for women than for men, even in female-dominated industries such as the care sector. This is due to the larger number of men in higher-level, managerial roles, which tend to be higher paying. IV. Women are the primary care givers in Australia, in both paid and unpaid sectors. As women's role in the formal workforce expands, men will be required to assist in providing greater unpaid care. V. Significant amounts of unpaid care are provided each day. Replacing this care with the formal care sector is impossible. However, the strain on both the unpaid and paid care sectors is likely to increase over the coming decades. VI. Countries with higher levels of government investment in the paid care sectors tend to have a more equitable split of unpaid care work. Australia ranks 24th and 22nd in terms of government investment as a percentage of total investment in health, and primary and secondary school education spending (OECD, 2011b). VII. Due to the broad nature of the care sector, it belongs to several Federal and State/Territory portfolios. This presents a limitation as policy reforms in one sector of the care sector are lost and not carried through the whole of the care sector. VIII. Further work is required to fully understand the nature and extent of the informal care sector. In particular, the inclusion of remote Australians and Indigenous Australian groups in the scope, coverage and data collection for the time use survey is needed. Additional funding for this research is a core component of addressing these issues. IX. Further research into the ageing Australian population and its ramifications for the health care and social assistance sectors is required. Australia needs to begin planning for this social change as soon as possible. Changes to eligibility criteria for carers’ payments will be needed to support the provision of unpaid care. X. Further research into the career choices of young women is essential. Would increased education or career planning in high schools, vocational training and tertiary education institutions assist women working in the care sector (and all other sectors) in attaining higher- paid roles in the future? Providing additional incentives to students (in terms of lower HELP costs) can assist in attracting more students into care sector disciplines.

9 Counting on Care Work in Australia. Report prepared by AECgroup Limited for economic Security4Women, Australia. http://www.security4women.org.au/past-projects/2012-projects/the-australian- care-economy/counting-on-care-work-in-australia 10 For the purposes of this report, the care sector is defined as “the total (paid and unpaid) labour required to meet the needs of children to be cared for and educated, everybody’s physical and mental health that requires attention, and the needs of individuals who require assistance with the activities of daily living because of illness, age or disability” (Albelda et al., 2009, p.4). The care sector is comprised of paid care, unpaid care and government investment in the care sector.

10eS4W Position Paper: Beijing PFA +20 Review XI. Research into the long-term impacts, particularly for women, of career breaks mainly for caring purposes is essential and should be undertaken to uncover methods for reducing these impacts. In particular, research into policies which will allow women to prepare for their retirement and financial security through/ahead of their career break is required. The quantification of the care economy used national statistics collected by the Australian Bureau of Statistics (ABS) and analysis of any change in the care economy relies on these statistics. However the ABS had to make the difficult decision to cancel the 2013 cycle of the Work, Life and Family Survey (WoLFS). This decision was taken in response to cuts in funding, which required the ABS to save around $1.1 to $1.4 m per annum. Cancelling WoLFS was a significant contributor to these savings in 2012-13 and in 2013-14. The WoLFS collection combined key components of the previous Survey of Employment Arrangements, Retirement and Superannuation (SEARS) and Time Use Survey (TUS) to support new analysis of the relationship between employment arrangements, family and caring responsibilities, retirement planning and broader social and economic participation. Future TUS are not certain. The Medicare co-payments proposed in the 2014 Federal Budget will mean women will pick up more of the cost and stress in their role of ‘health manager’ for families. Women take children and older relatives to the doctor, to the chemist for prescriptions and for diagnostic imaging and pathology. So, the proposed co-payments are a considerable barrier to affordable health care and erode the universal health care we all value. The proposed review of Disability Support Pension recipients under 35 will disproportionately affect women, while the Compulsory Participation Requirement will affect women and men with disabilities equally negatively. Paid parental leave The Australian Government introduced the first national Paid Parental Leave (PPL) scheme in 2011. The PPL scheme provides two payments – Parental Leave Pay and Dad and Partner Pay. A review of this scheme found that it had a clear effect of delaying mothers’ return to work in the first six months after the birth of their baby, and then slightly increasing their probability of returning to work before the baby’s first birthday. PPL also increased the likelihood that mothers would return to work with the same employer. Overall the review found general stakeholder support for: I. allowing payment to start before birth II. extending the length of Parental Leave Pay III. increasing the payment rate of Parental Leave Pay IV. including superannuation contributions under the PPL scheme. Childcare While the Australian Government has commissioned an inquiry into early childhood education and childcare including the provision of out of school hours care, access to affordable quality childcare remains a significant barrier for women wishing to return to paid work. This is especially the case for women with younger children 0-2 years and those with school aged children. However, changes to childcare funding in the 2014 Federal Budget, in advance of the findings of the Productivity Commission Inquiry will have impacts on women: I. For employed women using Family Day Care an immediate price rise in the order of $30+ per week per child is likely. The freezing of the threshold and indexation for Child Care Rebate and Fee relief will quickly impact on all child care fees. The increase in child care costs may discourage workforce participation. eS4W Position Paper: Beijing PFA +20 Review Page 11 of 14 II. The increase in child care fees for parents on JET (Jobs, Education, Training) Child Care Fee Assistance and reduction in hours of JET subsidised care available will discourage participation in work and training for low income women. Flexible work arrangements Lack of access to flexible work arrangements is another major barrier for women in order for them to combine care responsibilities and paid work. It also represents a barrier for men to share the responsibility of unpaid care work, which will contribute to gender equality in Australia. In January 2010 the Australian Government gave working parents of preschoolers or children with a disability a legislated Right to Request flexible working arrangements, such as starting or leaving work earlier or working from home. Mid last year eligibility was broadened to all carers of either a school aged child, someone with a disability, someone aged over 55 (such as a parent) or anyone experiencing domestic violence. However, the Australian Work and Life Index — produced by UniSA’s Centre for Work + Life suggests that the majority of employees are not aware of this right and the rate of requests for flexible working arrangements is not growing. Furthermore, there is no effective appeal right if an employer unfairly refuses a request. The UK, Netherlands and Germany have extended a right to request flexible arrangements to all employees and the Index researchers support such an extension in Australia. The National Prevalence Survey conducted as part of the National Review by the Australian Human Rights Commission (AHRC) into discrimination related to pregnancy, parental leave and return to work after parental leave – the first of its kind in Australia – has revealed that one in two (49 per cent) mothers reported experiencing discrimination in the workplace at some point during pregnancy, parental leave or on return to work. What’s more, it also revealed that over a quarter (27 per cent) of the fathers and partners surveyed reported experiencing discrimination in the workplace related to parental leave and return to work as well. Employees and employers identified some common challenges to the AHRC in the Review. These include understanding legal rights and obligations, developing effective leadership, ensuring that policies are put into practice, particularly by line managers. However, the limited pool of affordable early childhood education and care services was also identified as a factor that restricts parent’s return to work after the birth of a child.

12eS4W Position Paper: Beijing PFA +20 Review Attachment 1 At October 2014, Our members include  AWE – Association of Women Educators AWE, through its branches and executive, work actively to further the participation of women and girls in education.  AFGW – Australian Federation of Graduate Women AFGW INC is the national voice of graduate women, promoting the advancement of women worldwide and their equality of opportunity through initiatives in education, friendship and peace.  BPW – Business and Professional Women Australia BPW works to raise the status of women and encourages women to become well informed and active at local, national and international levels.  IWFCI – International Women’s Federation of Commerce and Industry IWFCI was formed to meet the emerging needs of women in business and in recognition of their increasing contribution to the world of commerce, the community and to government.  JERA International JERA works as a medium between you, community and decision-makers by providing opportunity, information, access, training and expertise linkages. A practical and rights-based approach is used to directly advance women’s participation in policy discussions and change.  NCSMC -The National Council of Single Mothers and their Children Incorporated NCSMC has been an organisation for single mothers since its conception in the early 1970`s. NCSMC believes that having access to information and support when and as required is empowering, it enables women to make informed decisions, and better equips them to protect and support themselves and their child(ren).  NFAW – National Foundation of Australian Women NFAW is dedicated to promoting and protecting the interests of Australian women and ensuring that the aims and ideals of the women’s movement and its collective wisdom are handed on to new generations of women.  NTWWC – Northern Territory Working Women’s Centre NTWWC provides information, support, advice and advocacy services to women on work- related issues.  Professionals Australia Formerly the Association of Professional Engineers, Scientists and Managers, Australia (APESMA), this is the largest national non-profit organisation representing professional employees.  TradeUP Australia TradeUP Australia is a newly formed initiative looking for industry and community support to encourage women to see a skilled trade as a viable career option  QVWC – The Queen Victoria Women’s Centre QVWC is a hub for women’s issues, ideas and leadership across ages, cultures, interests and localities. A place for women, by women.  QWWS – Queensland Working Women’s Service QWWS is a free, confidential and supportive service assisting women with work-related matters. QWWS targets our services to assist women who may not have other support or union membership.  VIEW Clubs of Australia (Voice, Interests and Education of Women) VIEW women are seriously committed to providing educational opportunities for disadvantaged eS4W Position Paper: Beijing PFA +20 Review Page 13 of 14 Australian children and their families, and have great fun while actively contributing in their local communities.  WAVE – Women in Adult and Vocational Education WAVE is a national network of women involved in VET, ACE and the broad field of work- related education and training.  WCEI – Women’s Chief of Enterprises International WCEI provides its members with both national and international connections; an online community; state events and national conferences; and numerous learning and leadership development opportunities  WIRE – Women’s Information Referral Exchange WIRE provides free information, support and referrals to women across Victoria.  WWCSA & NT– Working Women’s Centre SA & NT Inc WWCSA provides information, support, advice and advocacy services to women on work- related issues.  ZONTA District 24 NSW District 24 is part of a world-wide, non-partisan, non-sectarian organisation whose members are culturally diverse and from an array of working lives in professional, business, government and academic roles. Our partners include  10thousandgirls 10thousandgirl is a not for profit organisation started by a group of young women in Sydney in 2009 who quickly realised the importance and long term benefit of having a financial plan and of understanding finance basics so they could make their plans happen. Their programs are largely delivered by passionate and committed volunteers in partnership with national and local community, government and private organisations.  Women’s Health in the North Women’s Health In the North (WHIN) is based in the northern suburbs of Melbourne and operates under the direction of a voluntary Board of Management made up of 10 women elected and appointed by WHIN’s membership. Six women are elected from the membership and an additional four positions are reserved for representatives from local organisations and relevant health and community sectors.  Women’s Health Goulburn North East WHGNE is a dynamic, independent, feminist organisation committed to improving the health, safety and wellbeing of women in the Goulburn Valley and North East Victoria. We are dedicated to promoting the health outcomes of all women, and to improving the delivery of health and community services for women in our local community.  The Women’s Investment Club The Women‘s Investment Club – a self-directed, on-line, community set up to help Australian women improve their financial know-how, learn skills and gain confidence. This knowledge will assist them to better manage their money, investments and personal finance decisions.

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