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You can download the gender equality strategy PDF here or read the full text below. Foreword: The time for change is nowThe Royal Commission into Family Violence uncovered our secrets. It revealed our countless failures. And it made clear an uncomfortable truth: family violence is a gendered crime, full stop. The majority of victims - 75 per cent - are women. If we are serious about ending violence against women, then we must begin by addressing gender inequality. After all, bad outcomes for women, begin with bad attitudes towards women. But gender inequality isn't just happening in our homes. It's happening in our workplaces, in our school yards, on our television screens and on our sporting fields. As a state, we must stand together and commit ourselves to a better future. For our daughters, for our sons - it's time to make a change. Gender inequality means Victoria is losing out. By limiting the potential of women, gender inequality acts as a drain on the Victorian economy. We need to address the barriers that act as disincentives to the full participation of women in our economy and community. The Victorian Government recognises that gender inequality is even more of a problem when it intersects with other forms of inequality and disadvantage, such as Aboriginality, disability, ethnicity, sexual orientation, gender identity, rurality and socio-economic status. There is no one size fits all approach to addressing it. And we can see that men are suffering from gender inequality too: from poor mental health, and increased rates of risky and violent behaviour, to fewer opportunities for taking on caring roles and flexible work arrangements. The Hon Daniel Andrews MP, Premier Safe and Strong is Victoria's first Gender Equality Strategy. It aligns with other equality strategies and will serve as a gateway to pursuing equality in all its forms. We are under no illusions. Creating a gender equal state will take time and there is evidence that the status of women in Australia is falling. In 2016, Australia's ranking on the World Economic Forum's Global Gender Gap Index dropped to 46 down from 36 in 2015. But we believe by working together we will achieve generational change. Victoria has done it before, leading the nation with a sustained and determined focus on road safety through the Transport Accident Commission and the promotion of healthy lifestyles through the ongoing efforts of VicHealth. We do not have all the levers to make the changes we want. We will need to partner with the Commonwealth, Local Government, the private and community sectors, media, sporting and volunteer groups. Every one of us has a role to play so we ask that you step up too. Are you championing gender equality? Is your organisation perpetuating inequalities or eliminating them? What can you do to make a difference, and how can you make a start? This Strategy is designed to assist Victorians to find the answer to these vital questions together, and it will be followed in 2017 by a more detailed action plan to guide Victoria's progress towards gender equality. The Hon Fiona Richardson MP, Minister for Women and Minister for the Prevention of Family Violence The strategy
Safe and Strong, Victoria's Gender Equality Strategy, sets out a framework for enduring and sustained action over time. We aim to progressively build the attitudinal and behavioural change required to reduce violence against women and deliver gender equality. The Strategy draws on global evidence of what works in gender equality. The Strategy sets out the founding reforms that lay the groundwork and set a new standard for action by the Victorian Government. These reforms will draw on all levers, including legislative changes, governance structures, employment practices, budget, policy, procurement, funding decisions and advocacy to the Commonwealth Government. The Strategy also considers six settings for statewide action in which strategic alliances and partnerships will enable shared progress towards gender equality. A series of early actions will drive change in schools, workplaces, community groups, sporting associations and the media. The framework describes how we will measure and track our progress. We will consistently review our actions, report publicly on our progress and make changes if we aren't reaching the goals we set out to achieve. For our vision to be realised, it will take successive generations of Victorians and their governments to maintain focus, funding and effort on gender equality. This document provides the foundation for immediate action and a guide for future effort. What we heardSafe and Strong has been informed by the diverse voices and experiences of more than 1,200 Victorians who spoke to us at forums held across the state. More than 200 written submissions were received canvassing priorities and strategies, best practice research and experiences of diversity and disadvantage. In addition to metropolitan consultations, eight regional consultations were held in Geelong, Shepparton, Wangaratta, Mildura, Ararat, Warrnambool, Sale and Bendigo. Consultations were also held with specific groups and communities, including Aboriginal Victorians, people with a disability, seniors, young people, culturally diverse communities and LGBTI Victorians. Further consultations were held with the corporate sector, women in leadership, women in small business, innovation and STEM, the legal sector, sporting associations, philanthropic organisations and the media, arts and entertainment industries. Victorians across the state told us of their support for a bold strategy that would drive genuine, lasting change across all life-stages and settings. Strong discussion points included the importance of leadership by the Victorian Government, promoting genuine engagement with boys and men, drawing on strategic partnerships, the power of the media, the rate of violence against women and addressing unconscious bias. There was broad agreement that early childhood education and schools have an important role to play in breaking down poor attitudes and behaviours towards women and girls. Participants also called for a strong focus on leadership, workforce participation and financial security to empower women across all stages of their lives. Consultation with Aboriginal Victorians emphasised the connection between gender inequality and dispossession; the intergenerational consequences of a lost connection to land; and the importance of recognition and respect for culture and healing for Aboriginal people. Practices of forced removal of children from their families by successive governments were explored and the connection between racism, sexism and colonialism exposed. Consultations also brought out the need to support and promote Aboriginal self-determination.
Gender inequality across the life cycleChildren
Young people
Adults
Older people
Gender inequality does not impact on all people in the same wayFor many, the impact of gender inequality is compounded by the way that gendered barriers interact with other forms of disadvantage and discrimination. A sophisticated gender equality strategy must recognise and respond to the needs of all Victorians.
Gender inequality affects men tooGender inequality results in poorer outcomes for menTraditional stereotypes are often just as difficult for men to live up to. There are enormous pressures to be a 'real man', to demonstrate physical and emotional strength, and to provide financially as the family 'breadwinner'. Trying to live up to this ideal can lead to feelings of inadequacy. Yet the pressure to remain emotionally resilient often prevents men from seeking help. Men are more likely to consume alcohol excessively, more likely to engage in violent and risky behaviours, and less likely to admit pain, seek medical advice or have a strong social network from which to draw support. Among young Australians aged 12 to 24 years there are three male deaths to every female death, with accidents and suicide accounting for most of this difference. In 2015 around 76 per cent of completed suicides were by men. What works: 'Daddy Leave'Norway, Sweden and Iceland have implemented what's referred to as a daddy quota, where part of parental leave is reserved for fathers. In Norway, the quota now totals 14 weeks. Mothers also have a 14-week quota, and the rest of the time-18 weeks on full salary or 28 weeks on 80 percent salary-can be split as parents choose. Daddy Leave has had significant gender equality benefits. Norway's gender wage gap fell from a substantial 20 per cent in 1991 (2 years prior to the policy being introduced), to 8 per cent in 2010. In 2008, 97 per cent of eligible fathers took parental leave. Gender discrimination cuts both waysMen may face discrimination or disapproval when taking on career paths, caring responsibilities and activities traditionally reserved for women. For example, men account for only 5 per cent of the early childhood education and care workforce and are radically under-represented in the maternal child and health workforce. This creates challenges for men seeking out careers in these industries. While many men want to take more equal responsibility in caring for children, workplace practices often prevent or discourage them from taking extended parental leave or from working flexibly. Men who have better access to flexible work are more productive in their jobs, report higher work performance, cope better with higher workloads, have fewer absences and have lower levels of personal stress and burnout.
The case for changeGender equality prevents violence against women and girlsGender equality is a precondition for the prevention of family violence and other forms of violence against women and girls. Our Watch, Australia's national primary prevention organisation, released a report 'Change the Story' identifying four gendered drivers of violence that must be addressed if we are to reduce violence against women:
This perspective was reaffirmed in the report of the Victorian Royal Commission into Family Violence:
The Royal Commission called for the Victorian Gender Equality Strategy to serve as the platform for a strong primary prevention approach, linked to the Primary Prevention Strategy of the Family Violence Action Plan. Gender equality provides economic benefitEvery day that we fail to deliver gender equality we pay the economic price. Closing Australia's gender employment gap would boost GDP by around 11 per cent, and by 20 per cent if the productivity gap were addressed. While women are now achieving at high levels of education, this has not translated to equal workforce engagement or earnings. The Australian economy would gain $8 billion if women transitioned from tertiary education into the workforce at the same rate as men. Gender equality in leadership positions increases business performance. Research by the Peterson Institute for International Economics into 21, 980 firms from 91 countries showed that firms with at least 30 per cent women in leadership positions were 15 per cent more profitable. The cost of gender inequalityThe disproportionate burden of unpaid care borne by women imposes major economic costs on Australia. In Australia in 2009-10 the unpaid care sector ($650 billion) was nearly six times larger than the paid care sector ($112.4 billion). There are considerable savings to be realised by reducing violence against women and girls. In Victoria family violence costs our economy more than $3.4 billion a year and constitutes 40 per cent of police work. Gender equality is a human rightGender equality is a human right and precondition for social justice. As a party to both the Convention on the Elimination of all Forms of Discrimination Against Women and the Beijing Platform for Action, Australia has committed itself to being a society with policies, laws, institutions and attitudes that support equal rights for women and men. Australia also actively participated in international discussions to design the 2030 Sustainable Development Goals, which set out clear goals for achieving gender equality. Responsibility for realising a commitment to equality and non-discrimination falls to all levels of government. Victoria gives local expression to these values through the Victorian Charter of Human Rights and Responsibilities Act 2006 and the Equal Opportunity Act 2010 (Vic). Gender equality delivers social benefitsThe most unequal societies also tend to be the least cohesive, with higher rates of anti-social behaviour and violence. We also know that discrimination can lead to exclusion and that those who find themselves on the fringes are more likely to encounter discrimination. In contrast, countries that maintain greater equality between men and women also experience a range of social benefits, including increased social cohesion, connectivity and greater health and wellbeing.
What works: Learning from best practiceVictorians called on the Victorian Government to use its power and influence to lay the foundations for gender equality. In the first years of the Strategy we will learn from and apply the lessons of other progressive jurisdictions-drawing on all the levers of Government to deliver necessary change.
We will start with strong governance embedded in legislationCountries with the highest rates of gender equality have established strong gender equality governance structures such as dedicated agencies with responsibility for advising government, co-ordinating and monitoring progress towards gender equality and the prevention of violence against women. Similarly, laws that establish equal rights and challenge the status quo, provide an important means to demand and achieve gender equality in practice. Laws can also influence social norms, cultural expectations and popular attitudes, as well as policy shifts. That is why we will create a Prevention Agency with dedicated funding and a Gender Equality Act. What works: The value of gender equality legislation in the Nordic countriesIceland-the top ranked country on the World Economic Forum's Global Gender Gap Index-has had a Gender Equality Act since the 1970s. The current 2008 act includes commitments to: gender analysis in policy and budgets; gender equality education in early childhood, school and tertiary settings; quotas and targets; work addressing pay discrimination, violence and sexual harassment; enabling women and men to reconcile work and family life; and challenging gender role stereotypes. We will use our purchasing and funding powerEach year, the Victorian Government provides $2 billion of funding support to the not-for-profit (NFP) sector and spends over $10 billion on a variety of goods and services from the private sector. Lessons from other jurisdictions show that the Victorian Government can leverage this position:
What works: Equality in the legal professionPrivate law firms on the Victorian Government Legal Services Panel are required to report regularly on their briefing of women barristers, comply with the Victorian Bar's Equal Opportunity Briefing Policy and report on the equal opportunity arrangements in their workplace. In-house legal units in government departments and agencies using the Panel are also required to record their briefs to barristers by gender, seniority and fees paid. In August 2015 the Victorian Government reinstated the annual publication of the Women Barristers Briefing Report, which identified that for the period 2009/10-2014/15, women barristers received just 25 per cent of the $32 million in fees charged to the Victorian Government. Reporting will be an important step in improving this position. We will put a gender lens on policies, budgets and economic planningGovernments internationally are already embedding gender considerations into budgets, legislation, public policy and planning. Gender impact analysis considers the implications of a policy in terms of resource distribution; distribution of paid and unpaid work; the adequacy of a policy to meet the different needs of women, men and trans and gender diverse people; and how the policy might affect gender norms and roles. Gender responsive budgeting (GRB) reviews and adapts budgetary processes and policies so that expenditures and revenues reflect gender differences and gender inequalities in income, assets, decision-making power, service needs and responsibilities for caring. GRB has been used to good effect internationally:
A number of jurisdictions are also developing broader models of the economy to complement Gross State Product (GSP). These models look to balance economic and social considerations - acknowledging the value and costs of unpaid work, income inequality and underemployment. Progressive jurisdictions are also creating the business case for employers to sponsor child care, provide a childcare allowance or offer secure and flexible work arrangements. What works: Maryland Genuine Progress Indicator (GPI)Maryland applies the GPI which provides a more complete picture of economic and social progress. It accounts for non-market benefits from the economy, environment and society not included in GSP and identifies and deducts costs such as environmental degradation and poor health. The measurement offers a clearer picture of the costs and benefits of the state's economic activity, and allows economic and social impact indicators -such as reducing time on unpaid work or income inequality-to be assessed. In Maryland the GPI is already telling a very different story about the connection between economic growth and quality of life. Maryland's GSP estimates were nearly 50 percent higher than that reported by the GPI in 2000, showing that the GPI was no longer reflecting an increase in genuine progress. We will look at our public sector employment practicesWith 285,692 staff (9 per cent of Victoria's total workforce) spread across the Victorian Public Service, public authorities, health care services, schools, TAFE Institutes, police and emergency services organisations, water and land management agencies, the public sector is well placed to set an example to the whole Victorian workforce. We will learn from other progressive jurisdictions in this process. Many are using gender auditing to identify how factors-like culture, policies, systems and practices-promote or work against workplace gender equality. What works: The EDGE (Economic Dividends for Gender Equality) certification standardThe EDGE measures commitment to gender equality in five areas-equal pay for equivalent work; recruitment and promotion; leadership development training and mentoring; flexible working; and organisational culture. EDGE certified organisations include the World Bank, Ikea, AXA insurance and SAP. Creating flexible work arrangements can also add value.UK research suggests that two-thirds of people who are unemployed, retired, are carers, or have a disability or long-term illness would be inclined to start working if suitable flexible work were available. Paid parental leave is also becoming an increasing consideration. Such policies can support a more rapid return to work among mothers, help shift gender norms and support women's longer term economic security. In Australia, a growing number of private companies are assessing the feasibility of providing parents with an entitlement to extended non-transferable paid parental leave, which can be used to provide primary care to that person's child at any time within the child's first two years. We will be advocatesThe Commonwealth has significant responsibilities-from childcare subsidies, to managing income tax and benefits, superannuation and spending in aged care and education. There are opportunities for change in each of these areas to promote gender equality, through advocacy via the Council of Australian Governments. Targets workSo that we don't lose sight of our long term objectives, the Victorian Gender Equality Strategy establishes a framework for measuring and reporting on our progress. If you really want to make a difference in gender equality you have to set targets. The value of targetsIn March 2015 the Premier announced that women will make up 50 per cent of all new appointments to courts and paid government boards in Victoria. This has seen a rise in representation of women from 39 per cent in March 2015, to 49 per cent as at September 2016. The most effective targets are built up progressively over time to allow for sustained and enduring change. Research undertaken by the Centre for Ethical Leadership demonstrates that targets and quotas are a valuable means to increase gender equality. For example:
Good intentions have never been enough to deliver equality for women. The most successful gender equality initiatives are those that apply challenging targets, backed by effective sanctions and incentives. Just the beginningThat's why the Victorian Government has adopted a set of targets which reflect our commitment to reform. These leadership targets will be added to when baseline data collection has been completed in other areas. Building the evidenceA good strategy is designed to build the evidence of what works - researching best practice initiatives, trialling them within a Victorian context and evaluating their impacts. The emphasis will be on assessing the relationship between what we do, the resources we invest and the longer term results we achieve. What works: AICD TargetsIn 2015, the Australian Institute of Company Directors called for all boards, with particular emphasis on ASX 200 boards, to achieve a 30 per cent target for women's representation by the end of 2018. Since then they have been tracking the progress of companies and publishing the statistics in quarterly reports. The latest report shows that women make up 23 per cent of ASX 200 boards. What works: BHP TargetsIn 2016 BHP Biliton has adopted an ambitious target to make half its workforce women by 2025. Women currently make up just 17 per cent of its global workforce. The target covers its entire workforce including the board and senior managers, who are given a specific performance goal of lifting female representation by 3 per cent each year.
A strategy for the long termChanging something as entrenched as gender inequality will not happen quickly or easily. Sometimes efforts to make change of this magnitude and complexity are met with resistance. Just as it took 25 years of focused, sustained action to build community support for the effort to reduce the road toll and curb smoking rates in Victoria, it will also take time and focus to change poor behaviours and attitudes towards women. Sustained and enduring architectureFor too long, state-wide coordination of gender equality and initiatives to end family violence have been sporadic and underfunded. Despite women's organisations calling for greater focus and investment, progress and change was undermined by a lack of support. There is a need to reduce violence against women and girls and the poor attitudes and behaviours that drive it. Sustainable and enduring structures which can oversee implementation and track progress over time, are required. Founding reformsThe Strategy sets out a series of founding reforms, to lay the groundwork for enduring and sustained change over time, including the creation of a prevention agency with dedicated funding to prevent family violence. The Victorian Government has an important role in setting standards for acceptable behaviour and modelling good practice. That's why in this Strategy the Victorian Government applies all its levers - legislation, policy development and budgeting as well as public sector employment and more - to achieve gender equality and prevent violence against women and girls. Early actionsBut gender equality cannot be achieved by the Victorian Government alone. It is the responsibility of everyone-individuals, families, schools, communities, workplaces, sporting clubs and the media and arts-to build a culture of respect and equality. The Strategy identifies early actions where the Victorian Government and community can work together. An important part of building gender equality will involve strategic alliances - with industry, philanthropists, local councils, the not-for-profit sector, women's health organisations, sporting bodies, education providers and others-who want to be a part of driving change. A focus on outcomes
What government will doFounding reformsReducing violence against women
Develop our gender equality baseline and set gender equality targets
Measure progress against preliminary Gender Equality targets to lift women's leadership
Embed strong governance structuresEstablish a Prevention Agency with dedicated funding to strengthen our focus on prevention of family violence. For too long we have focused on a crisis response at the expense of a long-term approach to prevention. The Prevention Agency, supported by enduring funding, will:
Commit to legislative change
Model gender equality in public sector workforce
Progressively introduce gender impact analysis in policy, budgets and service delivery
Leverage purchasing and funding power to influence changeProgressively introduce gender ethical procurement policies in relation to contracted organisations, suppliers and funded agencies, to encourage and promote:
These policies will apply only to larger contracts and to organisations with 200 plus employees. They will be developed in consultation with the relevant policy setters across all government procurement frameworks, including the Victorian Government Purchasing Board, Health Purchasing Victoria, Construction Policy and with stakeholders. Explore undertaking gender audits for major transport projects. Address the economic dimensions of gender inequalityEstablish a Ministerial Council on Women's Equality to:
Establish an Equal Workplaces Advisory Committee (EWAC). The Committee will:
Advocacy to the Commonwealth
We will work togetherGender equality cannot be achieved by the Victorian Government alone. It is the responsibility of all of us-individuals, families, communities, work places, businesses, sporting associations, as well as media and the arts-to build a culture of respect and equality for all individuals. The Strategy considers six key settings for early action:
The Victorian Government recognises women's leadership in gender equality, including proven strategies developed over time by women's health, community organisations and advocacy networks to improve the status of women and reduce gendered violence. Through the Strategy, the Victorian Government will continue to support and grow the specialist expertise and cultural competency in gender equality developed by women's services. In particular, the Victorian Government will seek to grow the existing leadership of women's health services, multicultural women's organisations, women with disabilities networks, LGBTI advocacy groups, women's cultural organisations, women's sporting associations, business women's networks, women's leadership organisations, rural and regional women's networks, women focused philanthropy and international development organisations, and other organisations focused on women and the empowerment of women. Strategic alliances with Aboriginal Victorians will occur within the frame of the Victorian Government's commitment to self-determination, ensuring that Aboriginal Victorians can lead efforts to identify and respond to the challenges of gender inequality as they affect their communities. Education and trainingYoung people are concerned about the damaging impact of stereotypes, the problem of sexual objectification-including its effects on body image and self-confidence-and about sexual violence, victim-blaming and sexting. They called for safe spaces to talk about gender, gender equality curriculum and for school and community based strategies to empower and educate. We start learning about the world around us and our place in it in early childhoodChildren are able to 'self-socialise', which means that children's books and toys, their parent's jobs, the way people around them interact and the attitudes they convey, all influence how children think about themselves in the world. From two years old, children begin forming concepts of gender and gender difference. By age five, children develop their gender identity and become aware of gender differences and by seven, children are developing rigid ideas of gender. Primary school aged children already define jobs as 'boys' or 'girls' jobs and while they may be keen to challenge these categories, stereotypes can stand in the way.
At school, gender stereotypes become entrenched and shape attitudes, behaviours and choicesAt age 15, Victorian boys outperform girls in numeracy, while in reading Victorian girls outperform boys. Girls are more likely to opt out of intensive maths-a critical prerequisite for many tertiary STEM courses. Outside of the classroom, gender stereotypes also play a role and influence ideas about sexuality and body image. They also inform young people's expectations about intimate relationships. Bullying, discrimination and mental health issues might also arise as a result of these gendered expectations, with negative consequences for girls, trans and gender diverse young people, and boys. Cultural connection and safety also impact on a child's confidence and sense of belonging. Despite school dress code policies emphasising the need to treat students equally, in practice these codes can also be heavily gendered. Attempts to enforce modest dress codes for girls as a means of preventing sexist behaviour, harassment and violence reinforce the unhelpful notion that girls are responsible for ensuring their own safety. There are big differences in tertiary and vocational pathwaysWomen make up 33 per cent of STEM undergraduates, 40 per cent of STEM PhD completions, and 14 per cent of STEM professors. Women account for less than 4 per cent of Victorian VET enrolments for construction, engineering and trades courses and less than 10 per cent of apprenticeships. Men comprise only 16 per cent of Victorian VET enrolments for the caring industries, including nursing, early childhood, aged and disability care. Compared to male early school leavers, women are less likely to find full-time work and more likely to go into lower paid work. This reflects that women are 48 per cent less likely to re-engage with study following the birth of a child.
Respectful Relationships EducationIn 2015 the Victorian Government announced the introduction of Respectful Relationships Education into the school curriculum. The curriculum supports students to learn how to build healthy relationships and challenge negative stereotypes, attitudes and behaviours such as prejudice, discrimination and harassment that can lead to violence and excuse violence against women. The Victorian Government is investing $21.8 million over two years to implement Respectful Relationships Education across schools and early childhood services because the best relationships are respectful ones. Expansion of the program was a recommendation of the Royal Commission into Family Violence. Early actions
Work and economic securityWomen still face barriers to workplace equality and economic security. They want action now, with demands that governments, businesses and the not-for-profit sector take equal pay seriously and create workplace cultures that embrace flexibility and better work-life balance for all. Gender inequality hurts the hip pocketVictorian women currently earn only 87.6 cents for every dollar earned by Victorian men. The strongest contributor to this disparity is gender discrimination. As a result Victorian women aged 55-64 years are more likely to have inadequate superannuation coverage compared to men, and to experience poverty. Women are also far more likely to be in insecure work, reflecting the growing insecurity of service industry and community services sector, and the need for women to seek casual, part-time and flexible forms of work to help them balance work with parenting and caring responsibilities. Victoria's labour markets remain divided along gender linesVictoria's gender gap in workforce participation sits at 14 percentage points. The strongest contributor to this gap is unpaid care, especially of children. Victorian women undertake nearly twice the amount of unpaid work and care than Victorian men, making it more difficult to remain in the workforce. Variable access to flexible working conditions, paid parental leave, poor child care options and workplace discrimination all contribute to this problem. Single mothers, women with a disability and women from culturally diverse backgrounds face additional barriers including racism and discrimination, lack of affordable childcare, and family pressures relating to traditional gender roles. Migrant and refugee women in particular are overrepresented in insecure work and are often overqualified for their employment positions. The importance of supporting economic participation for Aboriginal women-through education, employment opportunities and investment-is a key driver to improving workforce participation. What works: Access to early childhood education and careReducing high effective tax rates and the net cost of child care can incentivise second income earners with limited financial incentives to work full time. Although estimates vary, most studies find that a 10 per cent reduction in child care costs increases maternal employment by between 0.5 and 4 per cent. Getting on with it: Flexible workThe Victorian Government is committed to making flexible roles common practice across the Victorian Public Service. Women continue to be under-represented in industries such as finance, construction, utilities, science and technical servicesA failure to attract and skill women for careers in these industries has a twofold negative economic impact: a loss of productivity gains, by not drawing on the skills and capabilities of a large sector of the labour force; and further entrenching occupational segregation, with potential to widen the gender pay gap and reduce economic security for women and their families. Sexism, sexual harassment, bullying and workplace violence are common62 per cent of working women are likely to face gendered discrimination, workplace violence or sexual harassment over a five year period. Casual sexism is also prevalent in the workplace. Importantly while many workforces turn a blind eye, these frequent, less intensive behaviours are just as harmful as single instances of sexual coercion or unwanted sexual attention. More women are becoming entrepreneursOver the last two decades, the number of female-run small businesses has increased by nearly 50 per cent, almost double the rate of male-run small businesses. The rate at which women are entering the start-up and innovation sectors is also growing. Promoting entrepreneurship is a key avenue for women to enter the workforce, particularly for newly arrived migrants and refugees (almost a third of female business operators are born overseas), women in rural and regional areas (just under a third of female small business operators live in regional areas) and women with disabilities (12 per cent of women employers and sole operators have a disability). What works: Gender audits in workplacesGood practice workplaces are now undertaking gender audits-covering their culture, leadership, policies, practices and systems. Audits are used to identify and disrupt harmful workplace cultures, encourage participative forms of leadership and shift the structures and systems that produce inequality. This includes countering unconscious bias in recruitment and promotion, setting targets for women's representation, encouraging male advocacy in the workplace, and supporting men out of the paid workforce with flexible working conditions and parental leave. They are also establishing zero tolerance policies and educating workers about the harmful impacts of sexism. Getting on with it: Women's roundtablesThe Victorian Government has established a Women's Roundtable as a conduit for actioning gender equality strategy and leadership in the local government sector. Early actions
10 things Victorian business leaders can do for gender equality
Leadership and participationWomen continue to miss out on the highest levels of leadership and decision-making in business, government and community. Representation of Aboriginal women, women with a disability, and women from culturally diverse backgrounds remains disproportionately low. Gendered ideas about leadership are formed earlyAlmost a quarter of teenage girls and 40 per cent of teenage boys prefer male over female political leaders. Girls are less likely to take up leadership opportunities available through schooling, sport and recreation, and other co-curricular activities. Gender stereotypes and a lack of visible female role models can undermine girls' and young women's confidence and impede the accumulation of skills, experiences and networks that underpin leadership. Gender equality in workplace leadership varies by industry and sectorWomen continue to be under-represented in business despite the development of clear gender equity targets-25 per cent of ASX companies have no women in senior management roles. Women in professions such as STEM, banking and finance, law, medicine and emergency services face strong cultural and institutional obstacles to leadership. This is despite the fact that women often have far higher postgraduate qualifications and are more likely to be overqualified for their work and wage than men in the same work. Special measures are neededAt all levels of government, business and community, women face a range of barriers to gaining leadership positions. These include unconscious bias, poor recruitment practices, male-dominated industries and poor workplace cultures. Research also suggests that women are often held to a higher standard than men in application processes. Without clear targets and quotas for women's representation in leadership, progress can be incredibly slow. Targets work best when supported by programs that create a pipeline of talented women leaders to choose from, training and networking opportunities, mentoring programs and scholarships. Gender equality in leadership benefits us allWhen women are empowered in the home, their greater control over household resources often translates into higher expenditure on food and education, to the benefit of children. When women are empowered in business, the economy profits. Having more women on the trading floors of stock exchanges reduces the risk to financial markets. Female public and political participation fosters economic growth, because when more women work, economies grow. Early actions
Health, safety and wellbeingGender is one of the most powerful determinants of health outcomes. All Victorians-men, women, trans and gender diverse people-are affected by gendered health inequalities. Gender is a core determinant of healthWomen experience common mental health disorders such as depression, post-traumatic stress disorder and anxiety at two to three times the rate of men. They also make up over 60 per cent of reported cases of intentional self-harm and attempted suicide in Australia. Many women experience multiple and severe health disadvantages as a result of intersectional discrimination associated with their background, disability, sexual orientation, gender identity, where they live and their economic means. Men are more likely to engage in violent and risk taking behaviours and excess alcohol consumption, placing them at greater risk of harm and injury. They are also more likely to work in dangerous occupations, exposing them to greater risk of injury or death, and are less likely than women to attend a GP consultation. Norms that teach boys and men to be physically and emotionally strong have been linked to higher rates of depression and a reluctance to seek psychological help. Getting on with it: Capacity Building and Participation ProgramThe Victorian Government recently established the Capacity Building and Participation Program, providing community grants aimed at strengthening the participation, inclusion and contribution of Victoria's multicultural communities and building community capacity to respond to family violence. Gender inequalities place women at a lifelong health disadvantageGender inequalities in workforce participation, caring responsibilities and remuneration contribute to poor health outcomes for women. Women's concentration in low-paid, low-status and often insecure lines of work exposes them to greater stress and vulnerability to serious illness, including heart disease, mental illness and musculoskeletal disorders. Women also tend to be under-represented in clinical trials for new drugs, treatments and devices in Australia and around the world. This can mean that gender responsive data and research is limited. Accurate and comprehensive data and evidence-based research are critical for effective policy, planning and service delivery for women. Violence against women is the leading cause of preventable death, disability and illness for women aged between 15 and 44 yearsA 2012 study found that Victoria had a higher proportion of women who had experienced multiple incidents of violence during the 12 months prior to the survey, compared to the national average. Women facing multiple and intersecting forms of discrimination and disadvantage are at even greater risk of violence, and encounter greater difficulties in accessing support. Women require better access to reproductive health servicesFamily planning is widely recognised as one of the most cost-effective health interventions, with positive effects on women's long-term health, employment prospects and income. Yet a lack of access to local health services and female GPs, particularly in rural areas, has a major effect on the sexual and reproductive health status of women. Fewer clinical services, transport problems, the fear of judgemental attitudes from health workers, and a lack of confidentiality and anonymity is leading to poorer access to emergency contraception, counselling and abortion services. Getting on with it: Reproductive Rights Education ProgramThe Victorian Government supports the Family and Reproductive Rights Education Program, working with women, girls, men and communities who may be affected by female genital mutilation or cutting. Early actions
Sport and recreationVictorians love sport. As a highly visible and valued part of our state's culture and identity, sport has the capacity to challenge gender stereotypes and discriminatory attitudes and to promote core values of fairness and respect. Having more women involved in sport and recreation is important in promoting health and well-being, and improving social cohesion and inclusion. Sport is a powerful vehicle for changeSport can change the way women and girls see themselves and the way communities perceive them. Seeing girls play sport challenges gender norms and assumptions about the capability, status and value of women and girls. It can also be a great leveller, helping people see beyond their prejudices and helping to break down barriers. Sport also plays a powerful role in bringing communities together and enhancing social connectedness and cohesion. This can be the case particularly in regional and rural Victoria, where sporting clubs are often focal points for their communities. Sport is critical to female empowerment and good healthPhysical activity improves mental and physical health, confidence and self-esteem. The benefits of sport and recreation are particularly significant for women and girls, who are twice as likely as men to suffer from depression, and are more likely to suffer lower self-esteem and body image issues. Gender gaps persistFemale participation rates in sport and recreation are lower than those of men. This trend begins at an early age and persists into adulthood. Gendered barriers to participation include: fewer opportunities to participate, competing time demands, prohibitive costs, discomfort with uniform requirements, fewer career opportunities, discrimination, racism and the fear of being judged by others. Women also lack access to appropriate facilities. Many sporting facilities do not have female change rooms, are not accessible to women and girls, or are only available at inconvenient times. Women are under-represented in sports leadership positions, making up only 29 per cent of executive officers in State Sporting Associations. Gender inequalities also persist in the sports media, with accounts of men in sport making up 93 per cent of total television sports coverage. There is also a gender gap in the financial rewards and sponsorship opportunities available to elite athletes, with the majority of Australian female elite athletes unable to participate in their chosen sport on a full-time basis due to insufficient earnings. Getting on with it: Victorian Government Sport InquiryThe Victorian Government established the Inquiry into Women and Girls in Sport and Active Recreation. The Government is now working with the sector and local government to implement all recommendations, with $1 million already allocated to assist this work Early actions
What works: Title IXTitle IX, the US federal law that prohibits sex-based discrimination in federally funded education programs, has been credited with the exponential growth of women's participation in sport in the US. According to the Women's Sports Foundation, before Title IX was enacted in 1972, only 1 in 27 girls participated in sport in high school. 40 years later, 2 in 5 high school girls play sport, and the number of women playing college sports has increased by more than 500 per cent. The legislative requirement to provide male and female students with equal opportunities is also heralded as the driving force behind the success and media profile of US national women's sporting teams. According to Abby Wambach, two-time Olympic gold medallist on the US Women's Soccer Team, "Title IX gave me a national championship ring." What works: This Girl CanIn the United Kingdom, two million fewer women between 14 and 40 years play sport regularly compared to men, yet 75 per cent of women say that they want to be more active. Sport England's 'This Girl Can' campaign challenges the fear of judgement by others, which has been identified as a major barrier holding women back from participating in sport. This fear covers concerns over their appearance, ability or the fact that they are choosing to spend time on themselves, rather than on their families. 'This Girl Can' is a celebration of active women who participate in physical activity no matter how well they do it or how they look. As a result of the campaign, 1.6 million women have started exercising. Media and the arts are powerful sources of information and culture, shaping social norms, attitudes and public discourse around gender. These industries have the potential both to reinforce and to challenge restrictive gender norms. In 2016 gender stereotypes still dominate the mainstream media and the arts, shaping ideas about how one should look, act and treat others. When women and girls are depicted, they are twice as likely as men to be shown in sexually explicit scenes; they are also more likely to be the subject of violence. The implications are far reaching:
What works: Banning sexist advertising in IcelandIn Iceland, sexist advertising is regulated under the Act on the Equal Status and Equal Rights of Women and Men, which mandates that advertisements do not 'work against the equal status and equality of men and women in any manner.' Violations of the law are followed up by the Centre for Gender Equality and companies can be fined if they do not voluntarily remove advertisements after being instructed to do so. What works: Making gender inequality visibleEvidence shows that simply drawing people's attention to a problem can bring about change. In 2014, ABC News' internal analysis found that 80 per cent of interview time was dedicated to men. Over the next 12 months, women's representation in interviews grew by 6 per cent, and ABC News has since made greater diversity a requirement, aiming for equal male and female representation to more accurately reflect Australian viewers. Changing industry culture starts with greater workforce diversityDiversifying media messaging around gender requires that we first overcome gender discrimination within these sectors. Despite higher participation rates in creative industries, girls in Victoria enjoy fewer opportunities than their male counterparts for careers in these sectors. Leaders and decision makers (including exhibitors, distributors, sales agents, investors, producers, directors and writers) are also overwhelmingly male. Across Australian arts awards, only 30 per cent of nominations go to women, even though the gender balance in the overall artist population is relatively even. Women comprise just 22 per cent of senior managers and 29 per cent of middle managers in the Australian news media. Women in the media earn on average 23 per cent less than their male counterparts-a gap wider than in other industries. Despite making up 50 per cent of the population, Australian women represent less than 23 per cent of all sources quoted in the news. In the arts, less than 25 per cent of all films are about women or include women as principal characters. Getting on with it: Film Victoria FellowshipsFilm Victoria has introduced fellowships for women in the Victorian screen industry and gaming sector, and has introduced diversity and equality considerations as assessment criteria for film funding. Early actions
DefinitionsGender: The socially-constructed differences between men and women, as distinct from 'sex', which refers to their biological differences. Gender equality: The equal rights, responsibilities and opportunities of women, men and trans and gender-diverse people. Equality does not mean that women, men and trans and gender diverse people will become the same but that their rights, responsibilities and opportunities will not depend on their gender. Gender equity: Entails the provision of fairness and justice in the distribution of benefits and responsibilities on the basis of gender. The concept recognises that people may have different needs and power related to their gender and that these differences should be identified and addressed in a manner that rectifies gender related imbalances. Gender norms and structures: Ideas about how people should be and act according to the gender they are assigned or identify with. We internalise and learn these 'rules' early in life. This sets up a life-cycle of gender socialisation and stereotyping. Gender stereotypes: Simplistic generalisations about the gender attributes, differences and roles. Intersectionality: A methodology of studying the overlapping or intersecting social identities and related systems of oppression, domination, or discrimination. Trans and gender diverse: Transgender (often shortened to 'trans') refers to a person whose gender identity, gender expression or behaviour does not align with their sex assigned at birth. In Australia, children are assigned as male or female at birth. Male children are raised as boys and female children are raised as girls. A person classified as female at birth who identifies as a man may use the label trans, transman or man. Similarly, a person classified as male at birth who identifies as a woman may use the label trans, transwoman or woman. Gender diverse and non-binary refers to people who do not identify as a woman or a man. In the same way that sexual orientation and gender expression are not binaries, gender identity is not a binary either. It is important to challenge our thinking beyond the binary constructs of male and female. Intersex: This refers to the diversity of physical characteristics between the stereotypical male and female characteristics. Intersex people have reproductive organs, chromosomes or other physical sex characteristics that are neither wholly female nor wholly male. Intersex is a description of biological diversity and may or may not be the identity used by an intersex person. Quotas: Quota systems have been viewed as one of the most effective special measures or affirmative actions for increasing gender equality in participation. There are now 77 countries with constitutional, electoral or political party quotas for women. In countries where women's issues had always been relegated to the lowest priority, increases in the number of women in decision-making positions help move women's agendas up to a higher priority level. References for the data contained in this document can be found online at Aboriginal acknowledgementThe Victorian Government proudly acknowledges Victorian Aboriginal people as the first peoples and Traditional Owners and custodians of the land and water on which we rely. We acknowledge and respect that Aboriginal communities are steeped in traditions and customs built on an incredibly disciplined social and cultural order. This social and cultural order has sustained up to 50,000 years of existence. We acknowledge the ongoing leadership role of the Aboriginal community on gender equality and the prevention of family violence. As First Peoples, Aboriginal Victorians are best placed to determine a culturally appropriate path to gender equality in their communities. AccessibilityIf you would like to receive this publication in an accessible format, please contact the department on 9651 5111 Information in this document is available on © State of Victoria (Department of Premier and Cabinet) 2016 This work, Safe and Strong, is licensed under a Creative Commons Attribution 4.0 licence . You are free to re-use the work under that licence, on the condition that you credit the State of Victoria (Department of Premier and Cabinet) as author, indicate if changes were made and comply with the other licence terms. The licence does not apply to any photography, branding, including Government logos. DisclaimerThis publication may be of assistance to you but the State of Victoria and its employees do not guarantee that the publication is without flaw of any kind or is wholly appropriate for your particular purposes and therefore disclaims all liability for any error, loss or other consequence which may arise from you relying on any information in this publication. |