Time taken out of the workforce can be significantly detrimental to women’s finances and security in retirement and extra childcare support is an excellent way of redressing that balance.1
We can slip into complacency with our economic bounce-back, or we can reflect on how we overcame ideology during COVID and acted decisively and with agility and apply that approach to shape a prosperous future.
Closing the gender pay gap and strengthening childcare policies to encourage equal sharing of care are just some of the initiatives that have gained ground across the Australian business landscape, but despite the progress more can be done.
KPMG is particularly pleased to note the government’s announcement stresses the fact that the additional costs of the plan will over time be outweighed by the economic activity generated.
Moving away from the old ‘primary carer/secondary carer’ model of Paid Parental Leave (PPL) and to a system based on gender equity principles should be an aim of policymakers, moving forward.
The growing voices of women and men around the country calling into question structures, systems and cultures that discriminate will accelerate our gender equality journey. How will you use your voice to challenge this IWD?
Australia needs a rebound in economic activity, and productivity gains to bring us out of the recession and a major impediment to driving our economy is unequal gender workforce participation.
How do we rebuild trust? It’s a question that’s been exercising our leading business minds in recent times. Few, however, would have anticipated the answer could be ‘through a global pandemic.’
Recently I attended a boardroom lunch – not an uncommon occurrence in corporate life. As I entered the room I joked about attendees missing the memo on diversity. My comment…1