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WEL submission to the Reform of Australian Government Administration

30/12/2009 — Filed under: submission — Comments (0)
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WEL has made a submission to the Advisory Group on the Reform of Australian Government Administration, arguing that questions of gender equity and inclusion are crucial to good public sector management. This does not only involve having a high proportion of women in the service or even at middle management and senior levels, but ensuring that the contribution they make at all levels are valued and effectively used by the service.

The questions raised in the Advisory Group‟s Discussion Paper about improving the Australian Public Service (APS) capacities for creative, innovative policy advice and increased risk taking have suggested that effective use of the diversity of the APS may not be as strong as it could be. The gender pay gap, while smaller than in other areas, may reflect some differences in judgement of skills as well as time served. The continued gender differences at the most senior levels suggests that and the continued gender segregation between departments suggests that there are still gendered assumptions that can limit the best practice use of female experiences and skills.

 

WEL has recommended

 

  • The Australian Public Service Commission to undertake case studies of known “male cultures” in APS departments, including those where there are women in senior jobs, and make recommendations for improvement. Affected CEOs to demonstrate substantial, effective changes to obtain performance bonuses.
  • The APSC to commission a study of ageism in the APS as it affects both women and men and introduce specific programs and monitoring aimed at combating it.
  • The Department of Finance and Deregulation to take the lead in examining the provisions of the Commonwealth superannuation schemes to ensure that they do not create financial disincentives to part-time work immediately prior to retirement.
  • The APSC to review whether the 18 month limit on non ongoing employment affects women’s employment with a view to extending it in certain circumstances, for example, prior to retirement.
  • Work content and distribution in the APS to be examined by the APSC and DEEWR to ensure that work/decisions are delegated to as low an operational level as possible to engage more junior staff.
  • The Department of Finance and Deregulation to review the task-appropriate accommodation needs of the APS workforce and report on the non-financial implications of proposed property cost reductions to its Minister, particularly as they affect women.
  • Routine administrative decision-making to be undertaken by administrators, particularly women decision-makers, without legal input or oversight.
  • The size, work content and influence of legal areas in all APS agencies should be examined by the APSC and the Attorney-General’s Department with recommendations for down-sizing and decision-process redesign. Affected CEOs to be responsible for implementation.
  • A new strategy be developed to carry workplace diversity forward into the next decade; that the strategy be reviewed annually; that it y contain strengthened reporting arrangements and sanctions for non-compliant Agencies; and that the Australian Public Service Commission be given an enhanced role with adequate resources to carry it out.
  • The Prime Minister be responsible for the Status of Women and that the present Minister for the Status of Women becomes the Minister Assisting the Prime Minister for the Status of Women.
  • The Office for Women be renamed the Office for the Status of Women and be placed within the Department of Prime Minister and Cabinet; that there be a First Assistant Secretary position dedicated only to the work of the Office for the Status of Women; and that additional resources, including financial and staffing resources, be provided to enable the Office for the Status of Women to undertake its functions.
  • A Women’s Impact Statement form a compulsory part of all Cabinet Submissions; and
  • A Service-wide Women’s Budget Statement be produced as part of the annual Budget documents.

 

The full submission can be read here. The submission from the Equal Opportunity for Women in the Workplace Agency can be read here.

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