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Check it out, and happy international women's day!
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This short document provides a link to photos of Anakin Sk on a photo sharing website and asks visitors to respect his copyright. It also includes a link to a presentation on a separate website by someone named Tatu.
This document summarizes key information about International Women's Day which is celebrated on March 8th each year. It discusses Ataturk's views on empowering women in Turkey and some of the milestones for women's rights in the country including the first female mayor, minister, governor and prime minister. It also provides global statistics on issues affecting women such as violence, literacy rates, and representation in politics and business.
International Women's Day was celebrated on March 8th, 2014 with the theme focusing on how women's equality has made gains but more progress is still needed. The day recognizes women's social, political, and economic achievements and brings attention to areas requiring further action. It also encourages people to gift flowers and thanks to the women in their lives on this day commemorating women globally.
Project Report on "Women Safety and Empowerment"Abhishek Suman
The document proposes a new system to improve women's safety and empowerment in India through a joint venture between government and NGOs. It would feature a four-tier structure from the national to village level, with women-led departments and committees. Key roles would include conducting surveys, implementing awareness programs, and efficiently addressing crimes and social issues faced by women. The new model aims to directly involve women at all levels to better understand and resolve their challenges within the legal framework.
International Women's Day: Women and Social MediaWishpond
In honor of International Women's Day, we at Wishpond thought it would be interesting to show how dominated social media is by women.
This presentation looks at the gender split between social media platforms, how the genders are different, as well as mobile vs desktop behavior.
Check it out, and happy international women's day!
The document discusses violence against women and defines it as any act of gender-based violence that results in physical, sexual, or mental harm to women. It notes that this violence can be perpetrated by assailants of either gender, including family members or states. The UN designated November 25 as the International Day for the Elimination of Violence Against Women.
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Cyber security is a big problem for small business.
Small business is the target of 43% of all
cybercrimes.
• 60% of small businesses who experience a
significant cyber breach go out of business within the
following
6 months.
• 22% of small businesses that were breached by the
2017 Ransomware attacks were so affected they could
not continue operating.
• 33% of businesses with fewer than 100 employees
don’t take proactive measures against cyber security
breaches.
• 87% of small businesses believe their business is
safe from cyberattacks because they use antivirus
software alone.
• Cybercrime costs the Australian economy more than
$1bn annually.
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The newsletter from the Australian Local Government Women's Association NSW Branch.
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This template was provided by the Davidson Institute.
The Davidson Institute Team deliver business planning and financial education concepts through courses that can help bring further knowledge and expand on the information that has provided through this seminar. They provide both face to face and on-line learning platforms. If you would like to speak to them on how they may help your organisation, please drop them a note or visit them at davidsoninstitute.edu.au for more information.
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The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive functioning. Exercise boosts blood flow and levels of neurotransmitters and endorphins which elevate and stabilize mood.
As a Regional Development Australia Committee, RDA Sydney is jointly funded by the Australian and NSW State Governments, to advance sustainable economic development and social equity within Sydney’s Regions.
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The document provides a summary of key tax changes and planning considerations for individuals and businesses for the 2012 tax year. Some of the major changes highlighted include the ceasing of the flood levy on June 30th 2012, changes to tax rates and thresholds from July 1st 2012, changes to private health insurance rebates and caps on superannuation contributions. The document recommends actions taxpayers can take such as deferring income or bringing forward deductions and expenses to maximize tax savings before the end of the financial year.
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This document provides contact information and services for various NSW government agencies to help small businesses. It aims to help small businesses know about available government products and services and access them. The booklet was produced by the Government Business Education Network (GBEN) which brings together over 20 government agencies to assist small and medium businesses in NSW.
The Small Business Cyber Security Best Practice GuideInspiring Women
Cyber security is a big problem for small business.
Small business is the target of 43% of all
cybercrimes.
• 60% of small businesses who experience a
significant cyber breach go out of business within the
following
6 months.
• 22% of small businesses that were breached by the
2017 Ransomware attacks were so affected they could
not continue operating.
• 33% of businesses with fewer than 100 employees
don’t take proactive measures against cyber security
breaches.
• 87% of small businesses believe their business is
safe from cyberattacks because they use antivirus
software alone.
• Cybercrime costs the Australian economy more than
$1bn annually.
How to get your website to deliver more profitInspiring Women
This document discusses how to create an effective website to deliver more clients. It explains that a good website can constantly deliver new clients, filter out unsuitable clients, position a business as an expert, build a brand, offer self-expression, and provide global reach. It emphasizes the importance of understanding what clients want, building trust, explaining benefits, and making clients feel good. The document also outlines common design errors to avoid and skills needed for a successful website, such as strategy, design, programming, content creation, and traffic generation.
The document discusses imposter syndrome, a psychological phenomenon where successful people feel like frauds and do not believe they deserve their accomplishments. It affects women more than men. The document notes that despite increasing numbers of women in fields like law and business leadership, imposter syndrome causes many women to underestimate themselves. It provides tips for overcoming imposter syndrome, such as acting confidently, working hard, and not dwelling on perfection.
Doing Business with Council August 2014 workshopInspiring Women
Presentation to SME's on Procurement and accessing information regarding tenders and panel contracts for local government delivered by Warringah Council.
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Australian Local Government Womens Association Dec13/Jan14 NewsletterInspiring Women
The newsletter from the Australian Local Government Women's Association NSW Branch.
News for women who work in local government or who are elected to their local Council in New South Wales, Australia.
This document provides tips and guidance on networking. It discusses the benefits of networking such as building relationships, advancing one's career, and getting new prospects. It then lists some common networking mistakes to avoid, such as only talking to the same people or staying by the food. The document provides tips for effective networking, including setting a goal, showing genuine interest in others, and asking open-ended questions. It also suggests having an concise explanation of who you are and what you do prepared. The importance of following up with new contacts is emphasized. The document concludes by providing examples of networking groups and events in the design/decoration industry and noting the value of social media for networking and portfolios.
This template was provided by the Davidson Institute.
The Davidson Institute Team deliver business planning and financial education concepts through courses that can help bring further knowledge and expand on the information that has provided through this seminar. They provide both face to face and on-line learning platforms. If you would like to speak to them on how they may help your organisation, please drop them a note or visit them at davidsoninstitute.edu.au for more information.
Elizabeth Hall is a real estate agent who can be contacted by mobile phone or email. She works for The Novak Agency, a real estate company located in Sydney, Australia. Ms. Hall's contact details are provided so that interested parties can reach out to discuss potential real estate transactions.
This document discusses feeling alone and like nobody cares about your life or work. However, it reassures the reader that they are wrong to think this way, as somebody is always very interested in everything they do. This interested party never stops thinking about the reader, even when everybody else quits on them.
Couse & Community Centre Activities for Warringah Centres in 2013Inspiring Women
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive functioning. Exercise boosts blood flow and levels of neurotransmitters and endorphins which elevate and stabilize mood.
As a Regional Development Australia Committee, RDA Sydney is jointly funded by the Australian and NSW State Governments, to advance sustainable economic development and social equity within Sydney’s Regions.
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This document summarizes an issues paper examining the gender gap in retirement savings in Australia. It discusses how women's experiences over their lifecycle, including unequal division of unpaid caring work, lack of support for employees with caring responsibilities, and gender-based barriers, contribute to lower superannuation balances and incomes for women in retirement. It notes that current projections show the gap will remain a problem, with women more likely to rely solely on the age pension and face poverty. The paper calls for removing barriers to women's workforce participation, recognizing unpaid caring work, and other measures to close the gender gap in retirement savings.
The document provides a summary of key tax changes and planning considerations for individuals and businesses for the 2012 tax year. Some of the major changes highlighted include the ceasing of the flood levy on June 30th 2012, changes to tax rates and thresholds from July 1st 2012, changes to private health insurance rebates and caps on superannuation contributions. The document recommends actions taxpayers can take such as deferring income or bringing forward deductions and expenses to maximize tax savings before the end of the financial year.
Fair tradingnswexcellentreferencemarch2012running a_businessInspiring Women
This document provides contact information and services for various NSW government agencies to help small businesses. It aims to help small businesses know about available government products and services and access them. The booklet was produced by the Government Business Education Network (GBEN) which brings together over 20 government agencies to assist small and medium businesses in NSW.
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9. Gaps
› Hours gaps – women work part-time; men work fulltime
› Leave gaps – women take more leave from the
labour market than men
› Security gaps – more women in casual and
precarious employment
› Career gaps – the labour market is segregated and
women are not represented in leadership positions
› Pay gaps – women earn 17.5% less than men
12. The Changes
› More mothers in the workforce – ‘part-time
norm’
› Rise of female breadwinners – ‘rise of wives’
and ‘breadwomen’
› More self-employed women – ‘mumpreneurs’
13. THE MUMPRENEUR
Images: Coniville, N. “The Rise of the Mumpreneur”, Body+Soul Mums
http://mums.bodyandsoul.com.au/pregnancy+parenting/parenting+tips/the+rise+of+the+mumpren
13
14. The Policy Changes
1. Right to request flexible work arrangements (Fair Work Act,
2009)
2. Right to request extension to unpaid parental leave
(Fair Work Act,
2009)
3. Pay equity – equal remuneration principles (Fair Work Act,
2009)
4. Low paid bargaining stream (Fair Work Act, 2009)
5. Paid Parental Leave (Jan 1, 2011)
6. Dad and Partner Pay (Jan 2013)
7. Workplace Gender Equality Act (setting new standards and
benchmarks, 2013 – being reviewed now)
15. Change and Continuity
- Women are more educated than ever (and than men)
- Women are entering the workforce, and staying in it, in
greater numbers than ever
- Women's experience at work is different to men’s
-> hours gaps, career gaps, pay gaps, superannuation gaps
- Some policy advances have been made but challenges
remain
- Women’s experience in the labour market is changing
- but this is not reflected at home
15
I’d like to begin by acknowledging the Gadigal people of the Eora nation and to pay my respects to their Elders past and present. I would also like to acknowledge and pay my respects to any indigenous people present this morning.
_________________
So, my topic for today is ‘Women, work and Fair work: A Step forward?’’, which is a remarkably similar topic to one I had a group of my students address last year – that is, has Fair work made workplaces fairer for women? (Not so many of them did brilliantly at that, so let’s see how I go). And I have to note that standing on a picket line yesterday ate my homework. So some of what I’m going to present to you today might be characterised as ad lib. I’m sure this audience will understand.
__________________
When Adam asked me to speak today he asked me to talk about collective bargaining which is my other area of work, but we agreed it would be remiss to let IWD go by without looking at the position of women at work, which goes to show among other things what enlightened men they are over there at the AMWU.
What I’m aiming to do today is to walk you through some of the latest statistics on women and work, to do a bit of an evaluation of where women are today and then possibly have a look at how the Fair Work Act has impacted – or not upon - that . I think the message I have for you is that we’ve got quite a bit of a complicated problem if you like when it comes to looking at where women are in the labour market, so this means we’ve got some pretty complicated things to consider when we get to thinking through solutions.
I think one thing that is very clear when we look at the latest data is that while some things have changed remarkably for women in the last generation that there is still considerable work to be done. And probably the people in this room will be doing some of it.
Hope fully
Source:
Source:
WGEA: ‘17.5%, which equates to the average full-time woman earning $266.20 less each week than the average full-time working man ($1252.20 compared to $1518.40, an annual difference of $13,842.40).’
https://www.wgea.gov.au/news-and-media/cost-being-female-64-extra-days-work
We know a little more about the glass ceiling, and there has been a bit of a debate about this in the past 2-3 years, but this is in some senses is a logical consequence of some of the other bits of the architecture I’ve already outlined. The problem here is a serious under representation in senior roles (or as I like to think about it, a serious over representation of men in such roles)
ASX
12.3 per cent of directors in the ASX 200, so the top 200 by market capitalization. Doesn’t sound like much but that is up 3.8% from the figure of 8.4% in 2010
3 per cent of chairs of these companies are women
3.5 per cent of CEOs of these organizations are women
9.7 per cent of key executive managers positions
77 ASX 200 companies do not have women on their boards (I find this a little bit shocking, I mean surely some of the guys in these roles must look around and realize something is not quite right)
PUBLIC SECTOR performance is a little better. If we look at the APS 57.3% of APS employees were women at June 2012. Women comprised 39.2% of SES ranks (which are 1.8% of overall APS workforce)
In politics: Thinking only of the federal parliment, women make up 24.7% of elected positions in the House of Representatives and 38.2% of the Senate (the National party do worst on this, then the libs, then labour, then the Greens) (so men make up 75.3% of Reps members, 62.8%)
In the LAW
61.4% of law graduates are female, yet women make up only 16% of judges in the Federal Court of Australia (so men are 84% of federal court judges)
In EDUCATION & TRAINING
women are 62.6% of employees, 45.1% of managers & 27.8% of CEOs (better than most)
Vice-Chancellors: 22% are women
SPORT
one in five National Sport Organisations have no women directors!
UNIONS – have some room for improvement
(See Slide)
Plain old fashioned sexism – I can give you lots of examples here – but if we just look at the Gradstats (done by Graduate Careers Australia) and have a look at graduates who are under 25’s first full time salary after university and you will see that in 2012,
women’s starting salary was 50,000 (unchanged from 2011)
Men's was 55,000 (up from 52,000 in 2011)
So 10% higher
So even before any work experience or gathering of any social capital, women already significantly behind.
________
And the Australian IR system has not dealt with this problem particularly well.
As Justice Mary Gaudren said many years ago,
“We got equal pay once, then we got it again and then we got it again and now we still don’t have it.”
And that about captures where we have been in relation to pay equity in the late 1960s, the early 1970s.
I’ll come back to the ASU’s case at the end when I look at the FWA
_______________________________________
Inequality in pay has an impact at the time of payment but also across the life course, and is one reason why women retire with about half the retirement savings of men’s (160,000) – and 160 does not sounds like a lot to me.And is one of the reasons why older women form the majority of poor frail and aged (that and that we live longer)
Need to recognise that there have been some pretty good things happen in recent times – not that we got there without some considerable arguing and fighting......
Finally we have a system of paid parental leave introduced. Among other things this recognises the role women play both in the labour market and outside. And it stops us from being embarrassed internationally. When compared to countries like Uzbekistan. (BTW submissions for the review are anticipated in the next few days so writing submissions which might counter some of the inevitable arguments that employers will make in relation to how far the sky has fallen in could be something useful to do to occupy your time)
Fair work introduced right to request flexible working for parents with kids under school age (came into effect on Jan 1 2010). I will admit that I think that the system as it stands is perhaps limited by the fact that there is no appeal mechanism. But more recent moves to extend the right to school aged children are certainly welcome (as we know, kids don’t stop impacting on your career just because they are off parental hands for 30 hours a week in school).
Fair work also introduced the capacity of Fair Work Australia to make equal remuneration orders – in the ASU case the Full Bench of the Commission, agreed that the position of the highly feminised workforce in family and community services was affected significantly by gender-based discrimination and made orders which could mean wage increases of between 19 and 40%. Interestingly Fair Work explicitly referred to the caring nature of the work involved in their judgement and linked this to gender (the first time, to my knowledge, that this has happened). But as great a victory as this is, as a mechanism to kill the gender pay gap, it will be limited by the length of time cases take to be heard and then the phasing of wage outcomes. Added to this -variations to single awards are a very very slow way to correct historical undervaluation and underpay.
The low paid bargaining stream was seen by some (including me) as having some potential to lift low paid workers wages, among other things. The United Voice’s case though suggested that bargaining history (no matter how close to the award the outcome is) trumps low pay in this stream and this thus limits its useability and impact. Minister butler’s workforce compact announced this week is likely to have a greater impact on that sector than that case could ever have hoped for.
Workplace Gender Equality Act was a long time coming and was passed in late November last year. Presents some innovations and perhaps in its reporting requirements might lead to broader and better outcomes (for example it puts pressure on employers to perform better than their industry averages etc.)
There are problems with all of these things of course
Mat leave is not paid high enough and is not long enough
Right to request is essentially a ‘right to ask’, (and a lot of the research suggests employees don’t know about it)
Low pay is trumped by bargaining even in a low paid stream (there are limits to a developed system’s capacity to deliver for women)
Achieving pay equity through equal remuneration orders will take as long as the ice age (potentially longer)
And the gender equality act – essentially with its focus on buying business in might be about as effective as the Affirmative action act was
But it is better than nothing - and it better than we fared under Howard. – and better I predict than we would fare under a potential Abbott government.
Some self regulation occurring: ASX
Significantly, as of 1 January 2011, the ASX Corporate Governance Council has implemented a diversity policy that requires all publically listed companies in Australia to set gender diversity targets. These companies will be required to report on their targets and provide explanations if they are not in place.
Final remark would be that the history of building women’s rights suggests that wer are never as women given anything because government or business seem to come up with a good idea.
Gender equality at work is something which has been fought for over many generations
We are nowhere near it
But we would be a lot further away from it if it were not for organisations like unions.
We are all in for a tough time – i fear - in the coming years and I fear that some of the vistories we have womn for working women since 2007 will be stolen from us.
But, I look forward to working with you and following your work toward gender equity in the coming years.