IEU Speaks on… International Women’s Day
INTERNATIONAL WOMEN’S DAY
8 MARCH 2017
#BEBOLDFORCHANGE
International Women’s Day provides women, often divided by national boundaries and cultural, economic and political differences, with an opportunity to come together to celebrate. It is also a day which challenges all Australians to decide what legacy will be passed onto future generations of working women as they take on the role of family caregiver.
This year, the United Nations is asking women around the world to #BEBOLDFORCHANGE and highlight the vital role women play in the economic prosperity of their families, communities and countries.
Women As Caregivers And Workers
At some time in her life, a woman will likely provide care for a spouse, a child, a parent, a relative or family friend.
In fact, research has shown that 70% of the 4.1 million Australian employees who undertake unpaid carers’ responsibilities are women. While men also provide assistance, female caregivers may spend as much as 50% more time providing care than male caregivers.
It is a working reality that women cannot abandon their caregiving responsibilities because of employment. Yet, caregiving poses great financial challenges through the loss of wages from reduced hours, part-time employment, time out of the workforce, family leave or early retirement.
The statistics speak for themselves:
• 66% of employed women with children aged under 6 years worked part-time compared to 7% of employed men with children of this age
• 35% of mothers with children under 12 years are employed casually and have no paid sick leave or carers’ leave and
• Only one in five female primary carers of people with disability, illness or fragility is able to work full time.
Who Cares For The Carers?
Currently, Australia ranks low compared to other OECD countries when it comes to offering family friendly workplaces for carers.
The National Employment Standards establish the legal basis of the Right to Request Family Friendly Work Arrangements to assist employees in their caring responsibilities.
However, this has its constraints. An employer can refuse any of these requests on reasonable business grounds.
The law does not provide an avenue for an appeal against an unreasonable refusal.
