Latest news with #Respect@Work
Sydney Morning Herald
11 hours ago
- Politics
- Sydney Morning Herald
Is Australia ready for another female leader?
It's been more than a decade now since the Australian Labor Party dumped Julia Gillard as prime minister and turned back to Kevin Rudd to save the furniture. After a torrid term in office, Gillard said of her gender as she departed: 'It doesn't explain everything; it doesn't explain nothing. It explains something.' Ley's elevation to the liberal leadership is a significant moment in Australian political history, and it sets twin tests. The first is for the Liberal Party: after years of decline in female support because of perceptions it is too male-dominated, too blokey, is it ready to be led by a woman? And will the party give her time to grow into the role? The second test is for those Australians who struggled, during Gillard's prime ministership, with the mere fact that a woman was leading the country – many of whom shared sexist and denigrating memes. We don't know yet whether Australians are ready for a woman to lead a major political party once again, let alone whether a majority would be prepared to vote a woman into the prime ministership. (And that's before you factor in the 33 seats the Coalition has to win back to form government.) The federal political landscape is supposed to have changed for the better in the past decade, with shocking revelations raised by Brittany Higgins and Rachelle Miller leading to the Respect@Work report into sexual harassment, the Set the Standard report into parliament's workplace culture and more. Steps have been taken to improve the culture in Canberra with the creation of a Parliamentary Workplace Support Service and an Independent Parliamentary Standards Commission – though both lack the teeth they need. In theory, the arrival of another federal leader who happens to be a woman should be no big deal. It has become commonplace for state premiers and chief ministers to be women. Women have held almost every senior portfolio federally, though not as treasurer. Countering that, the Liberal Party has, to be blunt, failed in the past decade with its treatment of and appeal to women, with its policy offering becoming less and less appealing to women under Scott Morrison and then Peter Dutton.
The Age
11 hours ago
- Politics
- The Age
Is Australia ready for another female leader?
It's been more than a decade now since the Australian Labor Party dumped Julia Gillard as prime minister and turned back to Kevin Rudd to save the furniture. After a torrid term in office, Gillard said of her gender as she departed: 'It doesn't explain everything; it doesn't explain nothing. It explains something.' Ley's elevation to the liberal leadership is a significant moment in Australian political history, and it sets twin tests. The first is for the Liberal Party: after years of decline in female support because of perceptions it is too male-dominated, too blokey, is it ready to be led by a woman? And will the party give her time to grow into the role? The second test is for those Australians who struggled, during Gillard's prime ministership, with the mere fact that a woman was leading the country – many of whom shared sexist and denigrating memes. We don't know yet whether Australians are ready for a woman to lead a major political party once again, let alone whether a majority would be prepared to vote a woman into the prime ministership. (And that's before you factor in the 33 seats the Coalition has to win back to form government.) The federal political landscape is supposed to have changed for the better in the past decade, with shocking revelations raised by Brittany Higgins and Rachelle Miller leading to the Respect@Work report into sexual harassment, the Set the Standard report into parliament's workplace culture and more. Steps have been taken to improve the culture in Canberra with the creation of a Parliamentary Workplace Support Service and an Independent Parliamentary Standards Commission – though both lack the teeth they need. In theory, the arrival of another federal leader who happens to be a woman should be no big deal. It has become commonplace for state premiers and chief ministers to be women. Women have held almost every senior portfolio federally, though not as treasurer. Countering that, the Liberal Party has, to be blunt, failed in the past decade with its treatment of and appeal to women, with its policy offering becoming less and less appealing to women under Scott Morrison and then Peter Dutton.
The Advertiser
2 days ago
- The Advertiser
Penalties proposed for employers who ignore harassment
Employers who ignore requirements to end workplace sexual harassment and discrimination could face civil penalties. A landmark report by the Australian Human Rights Commission has amplified the voices of more than 300 victim-survivors. Contributors told the commission many aspects of their living and working conditions made it difficult for workplace sexual harassment to be prevented and properly addressed. This included casual work with no job security, visa restrictions, being silenced with non-disclosure agreements and not having the support to know how to report harassment. The report outlines 11 key recommendations to address this form of harassment, including law reform to limit the use of confidentiality and NDAs and increased funding for specialist support services. It also recommends introducing civil penalties for employers who breach their positive duty under the act. Workplaces needed to reduce barriers to education, safety, support, justice and accountability, the report found. It is the final recommendation of the Respect@Work report, handed down by former sex discrimination commissioner Kate Jenkins in 2020, which identified strong leadership as a key to preventing workplace sexual harassment. At the end of 2023, a "positive duty" requiring employers to take steps to eliminate work-related sexual harassment and sex discrimination became enforceable. "The workplace culture definitely needs to change," a worker with a disability told the commission. "We've got the legislation, we just need to make sure that businesses are keeping accountable to it." People with lived experience said secure work conditions characterised by fair contracts, financial stability and robust worker protections were foundational to addressing workplace sexual harassment. "Workers shouldn't have to choose between their safety and their livelihood," Sex Discrimination Commissioner Anna Cody said. "Workplace sexual harassment can affect every part of life, and people who experience it often have the least amount of power: those in insecure work, who are younger, on temporary visas, facing racism, ableism, homophobia, language barriers and other forms of discrimination." Dr Cody described the report as a crucial final step in the commission's Respect@Work agenda, but there was more to be done. "The report calls for real action, accountability and cultural shifts for everyone to be safe and respected at work," she said. 1800 RESPECT (1800 737 732) National Sexual Abuse and Redress Support Service 1800 211 028 Lifeline 13 11 14 Fullstop Australia 1800 385 578 Employers who ignore requirements to end workplace sexual harassment and discrimination could face civil penalties. A landmark report by the Australian Human Rights Commission has amplified the voices of more than 300 victim-survivors. Contributors told the commission many aspects of their living and working conditions made it difficult for workplace sexual harassment to be prevented and properly addressed. This included casual work with no job security, visa restrictions, being silenced with non-disclosure agreements and not having the support to know how to report harassment. The report outlines 11 key recommendations to address this form of harassment, including law reform to limit the use of confidentiality and NDAs and increased funding for specialist support services. It also recommends introducing civil penalties for employers who breach their positive duty under the act. Workplaces needed to reduce barriers to education, safety, support, justice and accountability, the report found. It is the final recommendation of the Respect@Work report, handed down by former sex discrimination commissioner Kate Jenkins in 2020, which identified strong leadership as a key to preventing workplace sexual harassment. At the end of 2023, a "positive duty" requiring employers to take steps to eliminate work-related sexual harassment and sex discrimination became enforceable. "The workplace culture definitely needs to change," a worker with a disability told the commission. "We've got the legislation, we just need to make sure that businesses are keeping accountable to it." People with lived experience said secure work conditions characterised by fair contracts, financial stability and robust worker protections were foundational to addressing workplace sexual harassment. "Workers shouldn't have to choose between their safety and their livelihood," Sex Discrimination Commissioner Anna Cody said. "Workplace sexual harassment can affect every part of life, and people who experience it often have the least amount of power: those in insecure work, who are younger, on temporary visas, facing racism, ableism, homophobia, language barriers and other forms of discrimination." Dr Cody described the report as a crucial final step in the commission's Respect@Work agenda, but there was more to be done. "The report calls for real action, accountability and cultural shifts for everyone to be safe and respected at work," she said. 1800 RESPECT (1800 737 732) National Sexual Abuse and Redress Support Service 1800 211 028 Lifeline 13 11 14 Fullstop Australia 1800 385 578 Employers who ignore requirements to end workplace sexual harassment and discrimination could face civil penalties. A landmark report by the Australian Human Rights Commission has amplified the voices of more than 300 victim-survivors. Contributors told the commission many aspects of their living and working conditions made it difficult for workplace sexual harassment to be prevented and properly addressed. This included casual work with no job security, visa restrictions, being silenced with non-disclosure agreements and not having the support to know how to report harassment. The report outlines 11 key recommendations to address this form of harassment, including law reform to limit the use of confidentiality and NDAs and increased funding for specialist support services. It also recommends introducing civil penalties for employers who breach their positive duty under the act. Workplaces needed to reduce barriers to education, safety, support, justice and accountability, the report found. It is the final recommendation of the Respect@Work report, handed down by former sex discrimination commissioner Kate Jenkins in 2020, which identified strong leadership as a key to preventing workplace sexual harassment. At the end of 2023, a "positive duty" requiring employers to take steps to eliminate work-related sexual harassment and sex discrimination became enforceable. "The workplace culture definitely needs to change," a worker with a disability told the commission. "We've got the legislation, we just need to make sure that businesses are keeping accountable to it." People with lived experience said secure work conditions characterised by fair contracts, financial stability and robust worker protections were foundational to addressing workplace sexual harassment. "Workers shouldn't have to choose between their safety and their livelihood," Sex Discrimination Commissioner Anna Cody said. "Workplace sexual harassment can affect every part of life, and people who experience it often have the least amount of power: those in insecure work, who are younger, on temporary visas, facing racism, ableism, homophobia, language barriers and other forms of discrimination." Dr Cody described the report as a crucial final step in the commission's Respect@Work agenda, but there was more to be done. "The report calls for real action, accountability and cultural shifts for everyone to be safe and respected at work," she said. 1800 RESPECT (1800 737 732) National Sexual Abuse and Redress Support Service 1800 211 028 Lifeline 13 11 14 Fullstop Australia 1800 385 578 Employers who ignore requirements to end workplace sexual harassment and discrimination could face civil penalties. A landmark report by the Australian Human Rights Commission has amplified the voices of more than 300 victim-survivors. Contributors told the commission many aspects of their living and working conditions made it difficult for workplace sexual harassment to be prevented and properly addressed. This included casual work with no job security, visa restrictions, being silenced with non-disclosure agreements and not having the support to know how to report harassment. The report outlines 11 key recommendations to address this form of harassment, including law reform to limit the use of confidentiality and NDAs and increased funding for specialist support services. It also recommends introducing civil penalties for employers who breach their positive duty under the act. Workplaces needed to reduce barriers to education, safety, support, justice and accountability, the report found. It is the final recommendation of the Respect@Work report, handed down by former sex discrimination commissioner Kate Jenkins in 2020, which identified strong leadership as a key to preventing workplace sexual harassment. At the end of 2023, a "positive duty" requiring employers to take steps to eliminate work-related sexual harassment and sex discrimination became enforceable. "The workplace culture definitely needs to change," a worker with a disability told the commission. "We've got the legislation, we just need to make sure that businesses are keeping accountable to it." People with lived experience said secure work conditions characterised by fair contracts, financial stability and robust worker protections were foundational to addressing workplace sexual harassment. "Workers shouldn't have to choose between their safety and their livelihood," Sex Discrimination Commissioner Anna Cody said. "Workplace sexual harassment can affect every part of life, and people who experience it often have the least amount of power: those in insecure work, who are younger, on temporary visas, facing racism, ableism, homophobia, language barriers and other forms of discrimination." Dr Cody described the report as a crucial final step in the commission's Respect@Work agenda, but there was more to be done. "The report calls for real action, accountability and cultural shifts for everyone to be safe and respected at work," she said. 1800 RESPECT (1800 737 732) National Sexual Abuse and Redress Support Service 1800 211 028 Lifeline 13 11 14 Fullstop Australia 1800 385 578
