Achieving Women’s Equality
South Australia’s Women’s Policy
Vision:
Women and girls in South Australia will be able to fully participate in and share the
benefits of living in South Australia.
Contents
Acronyms
1
1
Premier’s Foreword
2
2
Minister’s Foreword
3
3
Introduction
4
3.1
3.2
4
Policy imperative
Equality is an Issue for Men to Engage With
Setting the scene
5
5
9
Our Achievements
4.1 Women’s Safety Strategy
4.2 Women’s Health
4.3 Women’s Employment in Non-Traditional Female Occupations
4.4 Women’s Leadership and Decision Making
4.5 Celebrating Women’s Achievements
4.6 Empowering women through access to information - Women’s Information Service
9
9
9
10
10
10
10
5
12
Vision and principles for South Australia’s Women’s Policy
5.1 Vision
5.2 Principles
5.3 Populations of focus across the policy
5.3.1
5.3.2
5.3.3
Aboriginal and Torres Strait Islander Women
Culturally and Linguistically Diverse (CALD) Women
Women with Disability
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12
13
13
14
14
6
6.1
6.2
6.3
7
7.1
7.2
7.3
7.4
7.5
7.6
7.7
8
8.1
8.2
8.3
8.4
8.5
9
9.1
9.2
5.3.4 Young Women
5.3.5 Older Women
5.3.6 LGBTIQ Women
5.3.7 Rural and Regional Women
15
15
16
16
Achieving Women’s Equality: Three pillars of action
17
Improving women’s economic status
Increasing women’s leadership and participation in decision making
Improving women’s safety and wellbeing
Improving women’s economic status
Increasing employment participation
Pay equity
Paid parental leave
Childcare
Flexible work
Education and training
Financial security and economic independence
Leadership and participation
Community leadership and participation
Boards and committees
Local Government
Executive positions
Celebrating Women’s Achievements
Safety and wellbeing
17
17
18
19
20
25
26
26
26
28
30
32
33
36
38
39
40
42
Health and wellbeing
Reducing and preventing violence against women
43
51
10 How will Government achieve the strategic priorities?
58
11 Measuring progress
59
12 Related policies
60
13 Summary of South Australian Government Department initiatives
64
14 Statistics – Women and girls in South Australia
65
15 Index
70
The South Australian Government acknowledges and respects Aboriginal peoples as
the State’s first peoples and nations and recognises Aboriginal peoples as traditional
owners and occupants of land and waters in South Australia.
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Acronyms
ABS
AICD
ANROWS
ARTS
AWE
CALD
CEDAW
DAIP
DECD
DPTI
FGM
LGBTIQ
LHN
LSS
MAPS
NAIDOC
NPY
OECD
PIRSA
PWD
RTO
SAFECOM
SAMEAC
SAPOL
SASP
STEM
TAFE
UN
VET
WIS
Australian Bureau of Statistics
Australian Institute of Company Directors
Australia’s National Research Organisation for Women’s Safety
A Right to Safety
Achieving Women’s Equality
Culturally and Linguistically Diverse
Convention on the Elimination of All Forms of Discrimination Against Women
Disability Access and Inclusion Plan
Department for Education and Child Development
Department of Planning, Transport and Information
Female genital mutilation
Lesbian, gay, bisexual, transgender, intersex and queer
Local Health Network
Learner Support Services
Multi Agency Protection Service
National Aborigines and Islanders Day Observance Committee
Ngaanyatjarra Pitjantjatjarra Yankunytjatjara
Organisation for Economic Cooperation and Development
Primary Industries and Regions South Australia
Premier’s Women’s Directory
Registered Training Organisation
South Australian Fire and Emergency Services Commission
South Australian Multicultural and Ethnic Affairs Commission
South Australia Police
South Australia’s Strategic Plan
Science, Technology, Engineering and Mathematics
Tertiary and Further Education
United Nations
Vocational Education and Training
Women’s Information Service
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1
Premier’s Foreword
The full and free participation of women and girls in all aspects of society is critical to South
Australia’s future.
They must be in a position to fulfil their personal potential, to contribute their ideas and
energies to the common good, to help our State prosper and seize opportunities, and, of
course, to lead.
But they cannot do these things properly in the face of barriers.
This policy, Achieving Women’s Equality, aims to eliminate barriers and to acknowledge the
central role women and girls play in our economy and community.
It provides a strategic, integrated framework in which State Government agencies can foster
and achieve gender equality – both in their own work and in the partnerships they forge with
business and community.
With a strong emphasis on practically improving lives, Achieving Women’s Equality offers
direction so that we, together, can advance the interests of women.
The policy focuses on three specific areas for action: improving women’s economic status;
increasing women’s leadership and participation; and improving women’s safety and
wellbeing.
I urge you to apply this policy to your day-to-day work, and to use it as a valuable framework
when exploring, planning and implementing new initiatives.
Hon Jay Weatherill MP
Premier of South Australia
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2
Minister’s Foreword
In December 1894, South Australia became the first Australian state to allow women to vote in
state elections and the first state to allow women to stand for State Parliament.
This pioneering triumph for women’s equality was the result of a long strategic campaign
conducted over many years by some very determined women. Their achievement was a key
element in the creation of South Australia as a socially progressive society. As the heirs to this
unique legacy, we have the obligation to continue their inspiring example.
This policy document sets out our recent activities. We have done much to improve women’s
economic status, to increase opportunities for women’s leadership and participation, and to
improve the safety and wellbeing of women.
These initiatives have moved women a long way towards the full and equal participation in all
aspects of life – but there is still a long way to go.
To this end, Achieving Women’s Equality lays the policy foundations for our future actions and
sets out a clear pathway into the future.
Following the recent 120th anniversary of women’s suffrage in South Australia, it is fitting that
our policy document, Achieving Women’s Equality directs our gaze towards ambitious
aspirations that will create enduring positive change for South Australian women and girls.
The South Australian pioneer women of 1894 would expect nothing less.
Hon Gail Gago MLC
Minsiter for the Status of Women
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Introduction
Achieving Women’s Equality provides a framework to address gender equity across all facets
of South Australian Government and through partnerships with non-government organisations,
business, local government and community groups. It sets out the key priorities for action to
ensure the economic status, social inclusion, safety and wellbeing of South Australian women
is improved and sustained throughout their lives. In so doing Achieving Women’s Equality will
make a significant contribution to South Australia’s key strategic development priorities by
ensuring everyone in South Australia has the opportunity to fully participate.
Improving and supporting the participation of women in the community is not only the right
thing to do but also makes sound economic sense.
Three priority action areas have been identified for Achieving Women’s Equality:
1. Improving women’s economic status
2. Increasing women’s leadership and participation
3. Improving women’s safety and wellbeing
These three priority areas have been identified to reflect different dimensions of life and to
recognise that women’s experiences can intersect at multiple points. Positive outcomes in one
area can impact outcomes in other areas, for example, improving the financial security of
women can play an important role in increasing the safety of women and reducing vulnerability
to violence and homelessness.
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3.1
Policy imperative
The South Australian Government is committed to achieving women’s equal participation in all
aspects of life.
Working towards women’s equality contributes to the broader Government priority of building a
prosperous community - a priority that is reflected in the development of this policy.
Public policy has the capacity to either perpetuate or eliminate discrimination and as
such has a key role to play in promoting gender equality. It is only by making gender a
central consideration in the development and implementation of public policy that we
can hope to advance gender equality and women’s human rights in Australia.1
Gender analysis is the process that enables policy makers and program managers to analyse
whether proposed and existing policies and programs produce equally beneficial outcomes for
diverse gender groups.
3.2
Equality is an Issue for Men to Engage With
Men’s participation in progress towards equality is critical to ensure a fair and equitable society
for all. Bringing men into the conversation on gender equality takes a step toward breaking
down the expectations of both genders.
In the United Nation’s Beijing Declaration and Platform for Action (1995), governments
expressed their support for men’s full participation in all actions towards gender equality. The
Declaration emphasised that equal sharing of responsibilities and a harmonious partnership
between women and men were critical to men’s well-being and that of their families.2
In 2013 the European Commission report The Role of Men in Gender Equality – European
Strategies & Insights3 noted the positive impact of gender equality for men and for the wellbeing of society as a whole. For example, supporting a better work-family balance through
flexible leave and paternity leave arrangements is positive not just for women but also for men
as an important step to achieve a more equal distribution of paid and unpaid work between
women and men.
“Gender equality isn’t just a women’s issue. It is an issue for all. It is a rights issue
because women’s rights are human rights.”
Phumzile Mlambo-Ngcuka, Executive Director UN Entity for Gender Equality and the Empowerment of Women
(UN Women)
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Strategic Priorities
Priority 1
Creating a vibrant city
Priority 2
Safe communities, healthy neighbourhoods
Priority 3
An affordable place to live
Priority 4
Every chance for every child
Priority 5
Grow advanced manufacturing
Priority 6
Realising the benefits of the mining boom for all
Priority 7
Premium food and wine from our clean environment
Economic Priorities
Priority 1
Unlocking the full potential of South Australia’s resources
Priority 2
Premium food and wine produced in our clean environment and exported
to the world
Priority 3
A globally recognised leader in health research, ageing and related
services and products
Priority 4
The Knowledge State – attracting a diverse student body and
commercialising our research
Priority 5
South Australia – a growing destination choice for international and
domestic travelers
Priority 6
Growth through innovation
Priority 7
South Australia – the best place to do business
Priority 8
Adelaide, the heart of the vibrant state
Priority 9
Promoting South Australia’s international connections and engagement
Priority 10
South Australia’s small businesses have access to capital and global
markets
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4
Setting the scene
Our Achievements
In the past 150 years* women in South Australia have experienced improved participation in
the social, economic and political life of our state. Significant progress towards gender equality
has been achieved through the efforts of many people including women activists, communities
and government. The South Australian Government continues to build on these efforts through
a number of initiatives aimed at:
4.1

Reducing violence against women

Increasing the number of women in non-traditional female occupations

Increasing the number of women in leadership and decision making positions

Celebrating the achievements of women in our community

Empowering women through access to information
Women’s Safety Strategy
Through the Women’s Safety Strategy 2005-2010 and its next phase A Right to Safety 2011 2022 significant reforms have been implemented ranging from community awareness
initiatives to early intervention work, law reform and systems.
Achievements under the Women’s Safety Strategy include whole of Government strategies
such as the implementation of the Family Safety Framework, research into and investigation of
domestic violence related deaths and the prevention of violence against women by creating
cultural and attitudinal change through violence against women collaborations.
4.2
Women’s Health
The South Australian Government has supported initiatives to improve women’s health
acknowledging that gender, sex, social status and social inequalities influence health
outcomes for women.
Positive changes are being seen in women’s health outcomes through targeted women’s
health services, population screening programs (such as BreastScreen South Australia and
the South Australian Cervix Screening Program), maternal health care and mainstream health
services. These successful changes acknowledge the importance of incorporating gender at
relational, household, community and state levels. Among other indicators, improvements in
*
While it has been 120 years since the achievement of voting rights for all South Australian women, in 1861
women who owned property and paid council rates had the right to vote in local council elections
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women’s health outcomes have been shown by the reduction in teenage pregnancies from 5.5
per cent in 2002 to 4 per cent of all women giving birth in SA in 2011; and a downward trend in
the number of Aboriginal women smoking during pregnancy.4
To achieve the priorities and targets of the South Australian Government, the health system
has been developed to ensure strategies are developed which reflect and respond to the
health needs and conditions of all women as well as ensuring services are targeted towards
the most disadvantaged.
4.3
Women’s Employment in Non-Traditional Female Occupations
The South Australian Government has supported and continues to support strategies to
increase the number of women in non-traditional areas of employment by promoting equity,
diversity and opportunity for women. Processes and action plans have been put in place that
facilitate women’s full participation in areas of work that have not traditionally been considered
women’s roles such as in construction, mining and defence.
4.4
Women’s Leadership and Decision Making
The South Australian Government actively supports the development and promotion of skilled
women to positions of leadership. This has included increasing the number of women on
Government boards and committees to 48 per cent, providing 50 scholarships for women to
attend the Governance for Directors program delivered by the Australian Institute of Company
Directors; and a number of department specific programs.
4.5
Celebrating Women’s Achievements
Outstanding women in South Australia are acknowledged and celebrated through a number of
awards and events including the South Australian Women’s Honour Roll; the Women Hold Up
Half the Sky Award; the Gladys Elphick Awards; the Rural Industries Research and
Development Corporation Rural Women’s Award; the Premier’s Community Excellence
Awards in Mining and Energy Excellence in Leadership (Women in Resources) Award; and the
Women in Innovation Awards South Australia.
4.6
Empowering women through access to information - Women’s Information
Service
As a part of the Office for Women, the Women’s Information Service (WIS) provides
information to South Australian women online, over the phone and in person. 2013 marked the
35th anniversary of WIS which continues to be proudly staffed primarily by volunteers.
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WIS provides women with accurate and timely information and referral options for a range of
issues including; domestic violence, homelessness, financial stress, health concerns and legal
matters such as questions regarding employment or family issues and the law. Women can
access WIS services face to face, over the phone, via text message, by email or through
social media.
Recognising the increasing utilisation of social media platforms in seeking information, WIS
provides information about community events, services and programs via Facebook, Twitter
and Pinterest. The service identifies the range of barriers women face in accessing information
and continually strives to close the gaps by providing information and resources in different
formats and improving accessibility.
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5
Vision and principles for South Australia’s Women’s Policy
5.1 Vision
Women and girls in South Australia will be able to fully
participate in and share the benefits of living in South Australia.
To achieve our vision this policy is underpinned by the following principles, which are aligned
with the Convention on the Elimination of All Forms of Discrimination Against Women
(CEDAW 5), the United Nations Women’s Empowerment Principles, the Sex Discrimination Act
1984 (Cth) and Equal Opportunity Act 1984 (SA).
5.2
Principles
We believe:

All individuals, women or men, are equally entitled to participate in and benefit from
living in South Australia.

Equality, diversity and social inclusion are valued by all South Australians.

Vulnerable groups of women need targeted support to access services and participate
fully in our community.

Strong partnerships with non-government organisations, business and community are
critical to achieve gender equality.

Measuring and reporting on progress is fundamental to achieving gender equality.
These principles have been informed through consultation with key stakeholders. The Office
for Women on behalf of the South Australian Government consulted with all Government
departments and with a number of non-government organisations representing a diverse
range of women. Reports and documentation from these organisations provided further
evidence and direction.
The South Australian Government values genuine engagement with the community and drives
a culture which respects and welcomes community input. The Government believes that
engaging people affected by government decisions results in better decisions, driving better
outcomes for all South Australians.
For more information refer to South Australian Government’s Better Together: Principles of
Engagement.
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5.3
Populations of focus across the policy
Women face many deterrents against full participation in the workforce and the community.
These include gender stereotyping; lack of role models; family obligations and expectations;
and violence and abuse in the home and workplace. These barriers deprive women and girls
of opportunities and the chance to achieve their potential.
For some women cultural differences, poverty, language barriers, lower education levels,
physical distance from neighbours and towns, living with a disability, gender identity, sexuality
and age can also be barriers to full participation. Some women experience varying
configurations of these barriers to different degrees of intensity.
The needs and issues of diverse communities require diverse responses, particularly to
ensure that those more disadvantaged groups or individuals have access to opportunities to
fully participate in and share in the benefits of living in South Australia.
In applying gender analysis it is crucial that the race/ethnicity, sexual orientation,
disability and/or economic status of women inform the assessment of their
circumstances. This assessment must also consider the complexity of identity for
Aboriginal and Torres Strait Islander women and men, and the experiences of women
from culturally and linguistically diverse backgrounds.
This policy will enable the unique backgrounds, experiences and situations of all women to be
considered in the development of strategies that promote gender equality and increase
resilience.
5.3.1 Aboriginal and Torres Strait Islander Women
Aboriginal and Torres Strait Islander Australians are recognised as the first inhabitants
of Australia6 and are an integral part of South Australia’s culturally diverse society.
Aboriginal* people are over-represented among Australians facing disadvantage, and
this disadvantage is visibly more persistent over time and across generations. This
disadvantage can have both immediate social and cultural determinants, and deeper
causes.7
The South Australian Government is continuing its efforts to develop culturally
respectful policies and programs and to ensure that Aboriginal people are engaged in
the development of policies, programs and projects.

Note: when the term Aboriginal people is used it should be read as an inclusive term of Torres Strait Islander
people’s culture and language.
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A South Australian Policy for Aboriginal Languages Interpreters and Translators was
adopted in February 2014. The focus of this policy is on ensuring that State
Government agencies are using Aboriginal language interpreters and translators
consistently and appropriately. This is an important policy area that has a direct impact
on interactions between Aboriginal people and government, as well as contributing to
national and State Aboriginal Affairs targets in terms of service delivery improvements
and outcomes.
5.3.2 Culturally and Linguistically Diverse (CALD) Women
Women who have come to Australia as migrants, refugees or international students can
face unique challenges. These can include financial hardship, lack of adequate support
and an increase in difficulties due to the challenges of new language, culture and laws.
Women from CALD backgrounds are therefore more likely to experience the double
disadvantage of cultural diversity and gender that can result in their needs and issues
being neither recognised nor addressed, either adequately or at all.8
Government policies and strategies can enable and support CALD women to
connect/reconnect into community and build networks and advocate for initiatives that
will promote inclusion.
5.3.3 Women with Disability
Women with disability experience multiple and intersecting forms of discrimination. As a
result, they experience greater levels of exclusion and disadvantage in economic
participation, leadership, and safety and wellbeing. Women with disability already
participate across economic and social spheres but positive action to reduce structural
disadvantages and to increase and improve their access and level of participation is
necessary to ensure women with disability enjoy all human rights.
Inclusion is a vital first step that precipitates social interaction, self-esteem, confidence
and skill acquisition that can lead to leadership and improved wellbeing.
Around one in every two South Australian women living with disability participates in
the workforce.9
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5.3.4 Young Women
It is important for young women to have a voice in society and influence policy,
especially those policies that directly affect young people and their future. Having young
people engaged in meaningful participation is recognised by youth advocates and
organisations worldwide, including the United Nations, as important in order to respond
to the needs of young people.10
Engaging young women provides opportunities for intergenerational leadership to
address gender inequalities, from women’s leadership to gender-based violence.
5.3.5 Older Women
Many older South Australians are active in their communities in a variety of roles. Older
women are increasingly vital as consumers, employees, employers, self-employed
workers and small business owners.11 Older women workers (defined as 45 years plus)
represent a critical segment of Australia’s workforce now and into the future.
Our State, along with Tasmania, has the highest proportion of older people in the
nation.12 The Australian Bureau of Statistics projects that from 2012 to 2036 the number
of older South Australians will almost double.13 Better utilising the older female
workforce has significant benefits for business, as well as the broader Australian
economy and older female workers themselves.14
Research suggests that there are a growing number of older single women who are
experiencing homelessness for the first time later in life. Factors contributing to this
include the death of a spouse, divorce or separation and the fact that women tend to
have less superannuation and life savings. These factors are linked with the tendency
for women to be in lower paid jobs, to have poorer health or serious illness which often
results directly or indirectly from abuse, and because of time taken out of the workforce
due to caring responsibilities.15
39 per cent of Australian women reach retirement age with no superannuation,
compared with 8.4 per cent of men.16 For older women, paid work provides access to
greater financial security through an independent source of income, as well as
enhanced social support, satisfaction, self-esteem and mental and physical health.17
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5.3.6 LGBTIQ Women
Lesbian, Gay, Bisexual, Transgender, Intersex and Queer (LGBTIQ) people are part of
all population groups, including those living in rural, regional and remote areas,
Aboriginal and Torres Strait Islander people, people with disability and those from
culturally and linguistically diverse backgrounds. They are also represented across all
age groups and in families across South Australia.
It is necessary to consider the needs of LGBTIQ people as distinct individuals, while
also considering the diversity within the groups to which they belong. For example, the
concerns and needs of lesbian women may be quite different from those of Aboriginal
gay men or transgender women.18
Definitions and terms used to describe sexual orientation, sex and gender identity are
often disputed and can be the subject of strong views by members of LGBTIQ
communities and others. The meanings of particular words can also be interpreted
differently depending on the time, context and culture in which they are used.
While there is no perfect solution, the acronym LGBTIQ is used throughout the South
Australian Government in an effort to be as inclusive as possible of the diverse sex,
sexuality and gender identities represented in our community.19
5.3.7 Rural and Regional Women
Women play an increasingly influential role in every aspect of regional Australia – they
share a passion for a viable and sustainable future for Australian agriculture. It is
estimated that one third of Australian women live in rural and regional communities.20
Regional women worldwide play a key role in supporting their households and
communities in achieving food and nutrition security, generating income, and improving
rural livelihoods and overall well-being. They contribute to agriculture and rural
enterprises and fuel local and global economies.
When we give regional women access to productive agricultural and natural resources,
we empower them. They, in turn, can contribute more to food supply and boosting the
ability of their communities to cope with the effects of climate change, land degradation
and displacement. This benefits all people.
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Achieving Women’s Equality: Three pillars of action
Achieving Women’s Equality is underpinned by three pillars of action that align with the
CEDAW, the United Nations Beijing Declaration and Platform for Action21, the United Nations
Millennium Development Goals and the United Nations Women’s Empowerment Principles.22
The three pillars outlined below provide an overarching framework for our current strategies
and provide opportunities to further develop aligned policies, programs and services across
the whole of Government and the South Australian Community.
6.1
Improving women’s economic status
Ensuring women achieve economic independence requires strategies across their lifespan.
Strategies must:

Ensure girls and young women have a good education and are supported to take up
subjects in science and mathematics as well as history and the arts;

Ensure women can take up secure, safe and well paid employment and have access to
entitlements such as flexible leave; and

Address the impact of women’s lower participation in employment that results in women
being more likely to have a combination of low savings, reduced levels of home
ownership and minimal, if any, superannuation.
South Australia has an opportunity to create innovative strategies that:
6.2

Support girls and young women to take up education in non-traditional areas for women
such as science, technology, engineering and mathematics (STEM);

Utilise flexible work options to meet the changing demands of the labour market; and

Recognise and engage women as a critical resource for businesses.
Increasing women’s leadership and participation in decision making
South Australia has always been a progressive State and was the first colony in Australia and
one of the earliest places in the world where women gained the right to vote and stand for
Parliament. Building on this strong history, the South Australian Government is committed to
enabling women to reach their full potential as leaders in every field, in our community, in our
public service, on our boards and in our Parliament.
It is equally important to recognise and celebrate the achievements of our women leaders
across all areas of our community.
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6.3
Improving women’s safety and wellbeing
Women experience violence in public places, at work and at home. As part of our commitment
to a safer community, the South Australian Government has implemented a strategic and
comprehensive approach to violence against women, to make the best use of resources and
to guide our future action. Good health and wellbeing are also vital to ensure women live
productive lives and can fully participate in their communities.
How will we address these priorities?
The South Australian Government is committed to achieving women’s equal participation in all
aspects of life through the initiatives outlined in Achieving Women’s Equality.
South Australian Government departments continue to develop new initiatives and programs
to improve the economic status; leadership and participation; and safety and wellbeing of
women across South Australia.
Further information on how to include gender analysis in policy and program
development refer to Inclusion Matters: A Public Sector Guide Towards Gender Equity
(South Australian Government 2010)
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7
Improving women’s economic status
Strategic Priorities:
 Increase the number of women participating in employment,
education or training, particularly in non-traditional sectors such as
science, technology, engineering and mathematics (STEM)
 Improve the financial planning and literacy skills of women
 Promote gender pay equity
 Increase access to flexible work options for all workers especially
women
 All women, including vulnerable groups of women, have economic
security, enabling them to plan for the future and exercise choice and
control over their lives
Indicators of progress
A reporting framework will be released during 2015 which will further detail the indicators of
progress for the strategic priorities identified under each pillar of action.
Indicators of progress for Economic Status may include:

Pathways for women and girls in education and training

Improved financial equity for women

Decreasing the gender pay gap

Increasing workplace flexibility for all State Government employees
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As recognised by UN Women, ‘economic empowerment of women is crucial for achieving true
gender equality23.’
Women comprise 50.4 per cent of South Australia’s population24, yet according to the
Australian Bureau of Statistics (ABS), even though 47 per cent of the South Australian
workforce is women only half of these women are employed full-time.25 Women in South
Australia make up three-quarters of all part-time workers.26 Part-time jobs are more
precarious, lower paid and have on average poorer conditions in areas such as access to
training and leave. The majority of part-time jobs in Australia are casual.27 Growing workforce
participation is a key challenge for South Australia and is a clear focus of the State
Government’s Strategic Priorities and Economic Priorities and South Australia’s Strategic Plan.
Women are more likely to be in part-time employment with one in five wanting to work more
hours.28
Closing the gap between men and women’s employment rates would boost the level of
Australia’s GDP by 11 per cent.29
Companies operating with a gender-balance actually enhance their innovation and gain
a competitive advantage.30
Removing disincentives for women to enter the paid workforce would increase the size
of the Australian economy by about $25 billion per year.31
When given the opportunity to work flexibly, women are our most productive
employees, wasting $14 billion less than their male colleagues every year.32
For every 71 women employed in flexible roles, an organisation gains a productivity
bonus of one additional full-time employee.33
Making sure people with interrupted career paths achieve their potential would improve
the return on our education investment by over $8 billion.34
7.1
Increasing employment participation
Australian women are employed at substantially lower rates than in many other Organisation
for Economic Co-operation and Development (OECD) countries. Recent figures show that only
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67 per cent of Australian women aged 15 – 64 are currently in paid work, compared with 78
per cent of men.35
Women in Australia are under-represented in some key industries and also in management
and leadership positions. Industries that have the greatest representation of women at all
levels include health care, education and training, and the retail trade.36
Female employees are most under-represented in mining (14.4 per cent of employees are
women), water, gas, electricity and waste services (24.3 per cent), construction (10.4 per cent)
and manufacturing (23.9 per cent).37 In terms of leadership, women make up only 20 per cent
of directors on the ASX200 companies and 30 of these boards still do not have any women
members.38
Increasing women’s workforce participation would have a substantial impact on the Australian
economy. If Australian women did as much paid work as women in Canada – implying an extra
6 per cent of women in the workforce — Australia’s Gross Domestic Product (GDP) would be
about $25 billion higher.39
CASE STUDY:
The Women's Education Program has been provided in TAFE SA since 1978. The
Certificates are designed to provide women with the skills, knowledge and selfconfidence to proceed to further education or employment and deal with career and life
changes.
Many of the students choosing these courses have been out of the workforce because
of family responsibilities. Courses develop literacy and numeracy, computing, and selfdevelopment and work-related competencies. Under WorkReady the Women's
Education certificates at TAFE are subsidised by the South Australian Government..
These Certificates provide excellent outcomes with many students going on to tertiary
education, succeeding in their chosen career path and dealing effectively with life
changes.
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Labour Force Participation for Women with Disabilities
Compared with OECD countries, Australia has the ninth lowest employment rate for
people with disability.40
In 2012 in South Australia, 49.7 per cent of women with disability participated in the
labour force compared with 78.3 per cent of women without disability. In addition,
women with disability are likely to have lower labour force participation compared to
males with disability (55.4 per cent).41
What are we doing?
Strategies currently underway include:

Disability Access and Inclusion Plans (DAIPs) are being implemented across South
Australian government departments and local governments. DAIPs provide a
systematic approach for organisations to identify and address barriers to access and
inclusion and develop strategies that meet the participation and service needs of people
with disability.

Increasing women’s participation in non-traditional employment areas including science,
technology, engineering and mathematics (STEM). The Office for Women, Department
of Education and Child Development and the Department of State Development are
working together to develop initiatives to increase the participation of women in STEM.

The Office for Women and Department of State Development have established the
Edith Dornwell Internship for Women in STEM which will provide support to graduating
or recent women graduates in STEM related University studies to gain employment
experience in occupations and industries where women have low participation.

A Science, Technology, Engineering and Mathematics (STEM) Skills Strategy for South
Australia was launched in 2011 to assist in the development of a workforce that is well
versed in STEM. The Strategy seeks to establish partnerships between education,
industry, government and the community to grow the number of STEM-based
professional, para-professional and trade qualified individuals by 2020.

In support of the Strategy, the South Australian Government developed Investing in
Science: An Action Plan for Prosperity through Science, Research and Innovation.
Science, research and innovation play vital enabling roles in reaching our goals and in
transforming the State’s economy by improving our productivity and competitiveness
and South Australia’s future is increasingly reliant on STEM knowledge and skills. In
order to meet these demands it is imperative that we look to South Australia’s most
underutilised workforce - women.
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It is an action item under Investing in Science that the State Government continues to
identify opportunities within all STEM initiatives to include and encourage women to
participate. In 2012 the then Department of State Development released an extensive
research report looking at South Australian women’s participation in STEM study and
employment. This report, titled Female participation in STEM study and work in South
Australia 2012 is unique in that it looks across the learning-work continuum from 20082011, and provides a detailed analysis of the critical transition points where females are
more likely to move away from STEM related study and/or work.
From this perspective, the analysis provides information that can assist policy makers
and stakeholders (government, schools and tertiary education providers) to develop
targeted strategies that address the participation, retention and success of women in
STEM.
Women’s Participation in STEM Higher Education
Of the 2.7 million Australians with higher level STEM qualifications in 2010-11, 19 per
cent were women, compared to 60 per cent of non-STEM fields.42
In 2010-11, women comprised:43
- 8 per cent of those with higher level qualifications in engineering and related
technologies
- 34 per cent of those qualified in agriculture, environmental and related studies
- 25 per cent of those with information technology qualifications
In 2013, 33 of the 173 mathematics related Higher Degrees were completed by women
– this is down from 46 in 2012.44

Encouraging women to access training for high demand non-traditional female
industries, such as mining, defence and construction has been a focus of the South
Australian Government since 2010. The Department for Education and Child
Development and Department of State Development together with the Office for
Women have continued to develop significant industry and employer support for
increasing the participation of women in non-traditional areas of employment.
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Successful programs to date that have highlighted the commitment of organisations to
make a difference in this area include:
Powerful Pathways for Women - ETSA Project
Powerful Pathways included training for 15 women in the northern suburbs
and ran between March and July 2011. Upon completion of the training ETSA
(now SA Power Networks) offered eight applicants an apprenticeship, putting
them on the path towards a successful career in the electrotechnology
industry.
Constructing Roads to a Brighter Future - Urban Superway Extension
Project
This program included training for almost 40 Aboriginal and Torres Strait
Islander men and women. Following completion of the program with the
Mining, Energy and Engineering Academy, nine women were offered
positions with John Holland Construction to work on the urban superway
extension at South Road, Wingfield.
Women in Science Symposium
In August 2011 the then Department of Further Education, Employment,
Science and Technology held a Women in Science Symposium at the Royal
Institute of Australia (RiAus).
Women’s Participation in STEM Occupations
In 2012 9.8 per cent of Australian engineers were women. More than half of these
women were under 30 years of age and only 15 percent of women over 40 were still
working in the profession.45
In 2013 women comprised 24.5 per cent of ICT technical and professional positions.46
Women comprise 47 per cent of Australian gamers, but only 8.7 per cent of those who
make the games.47
In 2011, 12 percent of CSIRO’s senior scientists were women.48
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7.2
Pay equity
Pay equity is commonly defined as equal remuneration for work of equal or comparable value.
The gender pay gap is measured as the difference between male and female average weekly
full-time equivalent earnings, expressed as a percentage of male earnings.
The national gender pay gap is currently 18.8 per cent, a record high, and has hovered
between 15 per cent and 18 per cent for the past two decades.49
Pay equity is not simply an issue of identical pay for identical work. It exists within a greater
context of disadvantage for women that includes direct and indirect discrimination, the
undervaluing of skills in employment areas traditionally occupied by women, and continuing
disproportionate division of unpaid labour.
Overall education participation rates for women aged 15-24 have improved since 2004,
however, in 2013 female bachelor degree graduates aged less than 25 in their first full-time job
started on a salary 6.1 per cent lower than their male counterparts.50
In order to address these issues we need to change cultural attitudes and we need to examine
how we are structuring our work practices.
What are we doing?
A decision on the landmark national test case was handed down by Fair Work Australia on 1
February 2012. In this test case, under the Fair Work laws, the Australian Services Union with
other unions sought a pay rise for employees working under the Social, Community, Home
Care and Disability Services Industry Modern Award throughout Australia.
In its decision, Fair Work Australia confirmed its preliminary findings from May 2011 that social
and community services workers do not receive remuneration equal to that of employees of
state and local governments who perform similar work, and that gender has been integral in
creating that pay gap.
South Australia was the first state to reach an agreement with the Commonwealth Government
on funding the historic pay increases for community services workers in May 2013.
On 3 June 2013 the Commonwealth Government released its formal response to the House of
Representatives Standing Committee on Employment and Workplace Relations which
undertook an Inquiry into pay equity. The response highlights the significant progress made
since the release of the Standing Committee’s report, including the introduction of Paid
Parental Leave, the National Test Case providing pay increases for Social and Community
Services (SACS) workers and the implementation of the Workplace Gender Equality Act (Cth)
2012 and Agency.
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The South Australian Government will continue to work with other states and territories, the
Commonwealth Government and stakeholders from the community services sector on the
implementation of the outcome of the pay equity test case.
The South Australian Government will continue to review its policies relating to gender pay
equity, particularly taking into consideration the focus of the Workplace Gender Equality
Agency and the result of the National test case.
7.3
Paid parental leave
Paid Parental Leave encourages women to stay connected to the workforce while parenting
full time and will lead to an increase in workforce participation.
The availability of Dad and Partner Pay (which includes same sex couples) will enhance
gender equality by helping embed paternity leave as a normal aspect of work and family life
and sending a signal to employers and colleagues that a father’s role in caring for babies is
important.
What are we doing?
The South Australian Government supported Australia’s first national Paid Parental Leave
scheme which started on 1 January 2011, providing paid leave for a total of 18 weeks. Paid
Parental Leave can be shared by eligible parents after the birth or adoption of a child after 1
January 2011. On 1 January 2013 the Paid Parental Leave scheme was expanded to include
a new two-week payment for working dads or partners called Dad and Partner Pay.
7.4
Childcare
The Australian Government Productivity Commission undertook an inquiry during 2014 into
childcare and early childhood learning. The initial findings highlight that both play a vital role in
child development and workforce participation.
What are we doing?
The South Australian Government will continue to work with the Commonwealth Government,
other states and territories and stakeholders from the community services sector to identify
opportunities to improve access to childcare.
7.5
Flexible work
Work-life balance describes the relationship between work and the commitments in the rest of
a person’s life and how they impact on one another. Many people and women in particular,
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struggle to balance work and the responsibilities of caring for children, family members with a
disability or elderly parents.
In Australia, 73 per cent of businesses surveyed declared that their company is more
productive as a result of having more flexible work programs.51
It is recognised that increasing work-life balance results in greater employment of women.
Flexible work is important to 60 per cent of men, 69 per cent of women, 57 per cent of people
aged 55-67, and 67 per cent of young workers.52
What are we doing?
The implementation of the Public Sector Act (SA) 2009 embedded flexible working conditions
in legislation in the South Australian public sector for the first time.
The Government recognises that flexible working conditions should be available outside of the
public sector as well as within. In recognition of this, South Australia’s Strategic Plan includes
a target to ‘Improve the quality of life of all South Australians through maintenance of a healthy
work-life balance’ (Target 13). SafeWork SA is the lead agency for this target and is supported
by the Industrial Relations Advisory Committee.
It is important that flexible workplace options are not seen as just for women. Men also need to
be encouraged to utilise flexible workplace arrangements not only for their own benefit but also
to enable them to share in caring responsibilities and enable their partners to have the benefit
of greater workplace participation.
CASE STUDY:
Flexible Workplace Futures project
The Office for Women participated as a member of the cross-government working
group that implemented the Flexible Workplace Futures project. Flexible Workplace
Futures is a change project led by the Equal Opportunity Commission, and sponsored
by the Status of Women portfolio. It aimed to improve productivity and innovation in the
public sector through flexible work.
This is essential for creating a modern public sector that will enable people to work
longer as well as an adaptive and agile workforce. The project included:
- Release of a new Flexible Work Determination from the Office of the Public
Sector Employment. The determination is available online at the Office for the
Public Sector website.
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- Research and sourcing best practice.
- Release of an electronic information package for agencies with the package
being downloaded 8,789 times between 1 July 2014 and 31 March 2015.
- Finalisation of tools for managers and staff, developed in partnership, including
application forms, a table of possible actions, case studies, check lists, and a
staff survey.
- Supporting agencies to implement tools, flexible work policies and practices.
The initial project was completed in late 2014, following which the Equal Opportunity
Commissioner addressed the Public Sector Senior Management Council on outcomes.
The Public Sector Senior Management Council requested the Equal Opportunity
Commission to organise an event for public sector managers and staff on this
topic. The EOC is working with the Institute of Public Administration Australia to
organise the forum that will focus on:
- The future of work, flexibility and productivity;
- Cultural Change;
- Activity Based Workplaces;
- Technology as an enabler; and,
- Examples of best practice.
7.6
Education and training
Education plays a significant role in helping many women shape pathways into employment.
Education is also critical to support women to engage and fully participate in their
communities.
ABS statistics on women and education in South Australia53 reveal the following:
Main fields of study54
The main field of study for South Australian women is management and commerce,
with 19.8 per cent of those with a qualification holding one in this field.
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Second highest is health (17.7 per cent), third highest society and culture at (15.5 per
cent).
Lowest rates of study by South Australian women are in the fields of architecture and
building (0.8 per cent), information technology (1 per cent) and agriculture and
environment (1.3 per cent).
44.6 per cent of South Australian women aged 15-74 years have a non-school
qualification.55 Of these:
- 4.6 per cent have a postgraduate degree
- 3.1 per cent have a graduate diploma/graduate certificate
- 15.6 per cent have a bachelor degree
- 9.1 per cent have a diploma/advanced diploma
- 12.2 per cent have a Certificate III or IV
- 18.6 per cent have completed year 12
- 9.5 per cent have completed year ten or less
ABS statistics on people with disability identified the following differences in
educational attainment for people with disability compared to people without disability:56
36 per cent of Australians with disability aged between 15 and 64 years had
completed Year 12 (an increase from 30 per cent in 2003), compared with 60 per
cent of people without disability (an increase from 49 per cent in 2003)
15 per cent of people with disability have a bachelor degree or higher, compared
with 26 per cent without disability
What are we doing?
Initiatives already underway in South Australia include A Science, Technology, Eningereing
and Mathematics (STEM) Skills Strategy for South Australia and Investing in Science: An
Action Plan for Prosperity through Science, Research and Innovation which seek to increase
access and support for women and men into STEM fields.57 This includes access and support
for education and training in these areas.
The South Australian Government will continue to work with the education sector and business
to develop best practice programs that support education pathways for women.
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CASE STUDY:
Learner Support Services (LSS) are provided through TAFE SA and some private
Registered Training Organisations (RTO), funded through the Department of State
Development.
The additional support measures program was piloted (and now ongoing) under Skills
for All to provide non-clinical case-management support to students with complex
barriers to training. LSS is aimed at supporting students to stay in and complete
training and transition to employment or further education. Women returning to work
and sole parents are target groups.
In the first two years of LSS provision just over 1200 students were supported. 60 per
cent of the students were women. Women returning to work made up 20 per cent of the
participants and sole parents (almost all women) made up 15 per cent. VET
qualification completion rates for student groups targeted by LSS is typically very low
(less than 20%). However, with LSS, completions for participants have risen to up to
50%.
7.7
Financial security and economic independence
Financial security and economic independence is important for South Australian women. More
than just superannuation, being financially secure includes access to assets such as housing,
housing security and funds in later life.
Superannuation and financial literacy
It can be challenging for women to build financial security and economic independence.
Factors contributing to their position include relatively lower income, the death of a spouse,
divorce or separation and the fact that women tend to have less superannuation and life
savings. These factors are linked with the tendency for women to take time out of the
workforce due to caring responsibilities.
ABS data compiled for the Association of Superannuation Funds Australia (ASFA) shows that
in 2011/12 when taking into account those with no superannuation, average superannuation
account balances were $82,615 for men and $44,866 for women.58 This means that on
average, when taking into account those who retire with no superannuation as well as those
who retire with superannuation, women have around 54 per cent less superannuation than
men. However, these figures are a significant increase from 2003/04 figures which show that
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average balances for men and women were $56,400 for men and $23,900 for women (58 per
cent less).
When looking at only those with superannuation, the average balances are $112,000 for men
and $68,600 for women (39 per cent less).59
2011/12 figures at retirement show that average balances were $197,000 for men and only
$105,000 for women (47 per cent less).60 Some comfort may be taken in knowing that this
figure has improved for women since 2005/06 when women were retiring with only $63,000 on
average (54 per cent less than men).61
39 per cent of women reach retirement age with no superannuation, compared with 8.4 per
cent of men.62 For older women, paid work provides access to greater financial security
through an independent source of income, as well as enhanced social support, satisfaction,
self-esteem and mental and physical health.63
Research by the Australian Government Financial literacy – Australians Understanding
Money64 showed that many women are generally confident in their ability with everyday
management issues but less confident when it comes to more complex issues like investing
and ensuring enough money for retirement.
What are we doing?
In November 2013 the Office for Women, through the Women’s Information Service, delivered
the program Be Super Smart: Super help for women. This included two information sessions
facilitated by the Chair of Women in Super on the key issues women need to know to
understand and manage their super. Nearly 40 women attended the information sessions.
As part of the project, the Women’s Information Service also provided Super Information packs
to interested clients. These packs are now available on an ongoing basis.
The South Australian Government will continue to engage with relevant stakeholders to
develop best practice strategies and programs that support the financial security and
economic independence of women in South Australia.
Under the Ageing Plan – Action Plan, the Office for the Ageing (OFTA) is working with
the Australian Research Network on Law and Ageing (ARNLA) on the Single Ageing
Women and Housing Security Pilot Project in the Cities of Salisbury and Unley.
Findings from this research will be used to inform further safeguarding strategies for
older women across South Australia and future work.
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8
Leadership and participation
Strategic Priorities
 Improve the profile of women as leaders across government, business
and community
 Increase the number of women represented on Government boards
and committees
 Encourage all South Australian workplaces to improve gender
diversity in their workforce at all levels
 All women, including vulnerable groups of women, are encouraged to
participate in decision making that impacts their lives
Indicators of progress
A reporting framework will be released during 2015 which will further detail the indicators of
progress for the strategic priorities identified under each pillar of action.
Indicators of progress for Leadership and Participation may include:

Recognition of women and girls’ contribution to community

Increasing number of women on boards and committees

Opportunities for women and girls to participate in consultation and decision making
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8.1
Community leadership and participation
Community leadership and participation is important to help make connections between
different people within a community, to help communities become known to others, to help
resolve conflict and misunderstandings in a community and to develop leaders in community.

The Minister for the Status of Women has provided annual support for young women to
attend the YWCA Adelaide’s annual young women’s leadership SHE Leads
Conference since its inception in 2012. Funds contributed by the Minister are directed
to young women who may otherwise not have the means to attend the Conference.
Every year, several Members of Parliament commit funds to support young women to
attend the SHE Leads Conference from regional and metropolitan South Australia. In a
demonstration of public, private and not for profit collaboration – YWCA sources
sponsorship from city hotels to provide free accommodation to young women from
regional South Australia who have their SHE Leads Conference ticket funded by their
local MP.
CASE STUDY:
In 2015 Ngaanyatjarra Pitjantjatjarra Yankunytjatjara (NPY) Women’s Council
celebrates its 35 year anniversary in providing leadership and support to Aboriginal
women in the TriState area (South Australia, Northern Territory, Western Australia).
The Council represents the common interests, family and cultural connections of
women from the ‘three sides’ of the central desert region, providing a united crossborder approach to issues and services.
The central objective of the Council is to relieve the poverty, sickness, destitution,
distress, suffering, misfortune or helplessness among the Aboriginal people of the
Ngaanyatjarra, Pitjantjatjara and Yankunytjatjara communities.
CASE STUDY:
While women already play a significant role in South Australian agribusiness, there is
enormous potential for South Australia to benefit even more from female industry
participation and leadership in the sector. The Department of Primary Industries and
Regions (PIRSA), in partnership with women in industry and the community have
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developed the Women Influencing Agribusiness and Regions Strategy to help ensure
this potential is realised.
The Strategy focuses on maximising opportunities by coordinating effort by all sectors
and providing a direction for new activities. Further, it raises community, industry and
government awareness of the important role women play in agribusiness and our
regions, especially in leadership roles, and the opportunities that exist to promote and
inspire the success of women. It ensures work is done to promote pathways and build
skills, and engage with potential female leaders of the future. The strategy also aims to
demonstrate the diversity of roles associated with agribusiness to increase the level of
participation of women influencers within the sector, focusing on three key themes:
Promote the Opportunities, Grow our Capabilities and Break down the Barriers.
The Strategy is supported by the Women Influencing Agribusiness and Regions Action
Plan which provides a framework for activities identified by women in industry,
community and PIRSA that are being delivered to achieve the outcomes of the
strategy. The intent of the action plan is to capture and communicate the diversity of
activities being undertaken to implement the strategy on an ongoing basis. To enable
this, the action plan is available on the PIRSA website and will be updated regularly to
reflect the progress being made and the ongoing work between industry, the
community and the Government.
What are we doing?
The Women’s Information Service (WIS) provides free and confidential information, referral
and support to women across South Australia online, over the telephone and in person at the
WIS shop front. WIS assists women from a variety of backgrounds and circumstances and
aims to increase access to information that promotes choice and empowerment.
A toll-free number is available for women in rural and remote areas, and a call back service for
clients without access to a landline is available via SMS.
In addition to maintaining the WIS shopfront and telephone service a number of programs are
also made available to women, including:

Family Court Support – support for women while attending the Australian Family Court

Tax Help Assistance – tax returns for women on low incomes in partnership with the
Australian Taxation Office

An outreach service within WIS by the South Australian and Commonwealth
Ombudsman’s offices
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
Outreach and WIS talks to students undertaking Community Services and Women’s
Education subjects at TAFE

Presentations to community groups, schools and agencies
During 2013-14 the first phase of the WIS History Project was formally launched to coincide
with the 35th Anniversary of the opening of WIS. Historical materials from the WIS archives
have been digitised and uploaded to the Pinterest social media platform. Members of a WIS
History Working group have successfully hash-tagged all WIS entries on the National Library
of Australia’s Trove search engine.
The Women’s Information Service History Project can be accessed via
https://www.pinterest.com/WomensInfoSA/
CASE STUDY:
The Department for Communities and Social Inclusion, led by Multicultural SA in
partnership with the South Australian Multicultural and Ethnic Affairs Commission
(SAMEAC) and TAFE SA is expanding the Women’s Leadership Course in 2014-2015
to include the existing Women’s Leadership Certificate (Certificate IV in Frontline
Management) and introducing the new Introduction to Leadership Skills Course
(Certificate III in Women’s Education).
The course provides participants with opportunities to:
- Develop their leadership skills to enable them to become leaders and potential
leaders within ethnic community organisations
- Develop the skills and knowledge required to become members of boards and
committees
- Gain broader skills, including leadership, empowerment and self-confidence
Through a competitive application process:
- 17 CALD women will be selected to participate in the Women's Leadership
Course, designed for women who are already in – or are well placed to be in –
leadership roles within their workplace or community organisation. Participants
may aspire to join governance boards and committees, but require additional
training with a management focus to do so.
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- 20 CALD women will be selected to participate in the Introductory Leadership
Skills Course, an entry level course for women aspiring to increase their
knowledge of work environments, further study and community activities. The
course focuses on confidence building and developing a range of skills
commonly sought by employers and community organisations.
Additionally, Multicultural SA is facilitating opportunities for graduates of the 2013
Women’s Leadership Course to access practical leadership opportunities through
mentoring by women leaders and/or observation of governance and decision making in
action.
8.2
Boards and committees
South Australia’s Strategic Plan includes targets to increase the number of women as
members and chairs of all State Government boards and committees to 50 per cent on
average by 2014, and maintain thereafter by ensuring that 50 per cent of women are
appointed, on average, each quarter. This is an aspirational target that has resulted in women
as at 1 January 2015 comprising 48.38 per cent of members and 40.07 per cent of chairs.65
CASE STUDY:
The Office for the Public Sector and the Institute of Public Administration Australia
jointly hosted an event “Equity in Leadership” in November 2014.
Speakers and panel members were invited to examine South Australia’s progress
against Target 52 of the South Australian Strategic Plan - Women: have women
comprising half of the public sector employees in the executive levels (including Chief
Executives) by 2014 and maintain there after. Participants explored what has been
achieved so far and focused on solutions to ensure both men and women are engaged
and committed to achieving equal gender representation in leadership roles.
What are we doing?
The Premier’s Women’s Directory (PWD) is a key tool that has assisted the South Australian
Government to improve women’s representation on boards and committees. It is also available
for non-government organisations to search when seeking to recruit more women to their
board or committee.
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The PWD continues as an online resource of women who are seeking appointment to boards
and committees. As at July 2015 there are approximately 550 women registered on the
Premier’s Women’s Directory.
Ongoing strategies aim to increase the number and diversity of women on the PWD and to
increase their skill level to serve as members of boards and committees. The PWD also
includes a LinkedIn group for members, providing a forum for women to discuss issues
associated with being on boards and women’s leadership.
The PWD has now moved to a cloud based system allowing members to apply for and update
their profiles online, with updates being visible almost immediately. This will continue to
improve the quality and diversity of the PWD.
The Office for Women provides information on training, networking and other leadership
opportunities for women to serve on boards and committees. This includes coordinating on
behalf of the South Australian Government a scholarship program in 2013 and 2014 for 50
women to participate in Australian Institute of Company Directors (AICD) governance training.
The South Australian Government will continue to proactively increase the appointment of
women on State Government boards and committees.
As at 1 January 2015, South Australia had the highest number of women members of
Government boards in Australia at 48.38 per cent of membership.66
CASE STUDY:
The South Australian Government has initiated the following activities to promote
gender equity for Aboriginal women in South Australia by increasing women’s
leadership and participation:
- Appointing 8 female inspectors, including 6 Aboriginal women, out of 24
inspectors in the State to inspect sites or objects under the Aboriginal Heritage
Act (SA) 1988
- Appointing women as 50 per cent or more of members on the following bodies:
The South Australian Aboriginal Advisory Council, which advises the
government on existing and new programs, policies and emerging trends
that affect Aboriginal people.
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The State Aboriginal Heritage Committee (under the Aboriginal Heritage
Act (SA) 1988), which provides advice to the Minister for Aboriginal Affairs
and Reconciliation concerning the protection and preservation of
Aboriginal heritage.
The Aboriginal Lands Trust Board, a statutory Aboriginal land holding
authority in South Australia in accordance with the Aboriginal Lands Trust
Act (SA) 2013.
- Pursuing/supporting the independent review panel recommendation that
gender balance be ensured on the Anangu Pitjantjatjarra Yankunytjatjara (APY)
Executive
8.3
Local Government
The South Australian Government continues to work with local government, particularly to
increase the number of women in the local government workforce, the number of women in
leadership roles in local government and the number of women elected to Councils. South
Australia’s Strategic Plan includes targets to increase the percentage of women nominating to
stand in local, state and federal government elections to 50 per cent, as well as a
supplementary measure to increase the number of women in State Parliament.
What are we doing?
In 2014 a record 382 women (28.64 per cent of candidates) nominated for election for the
2014 local government elections. This is an increase from the previous record in 2010, where
362 women, or 28.4 per cent of candidates, nominated to stand as candidates.67
In 2012 and13 the Office for Women and the then Office for State/Local Government Relations
jointly sponsored the Award for Excellence in Advancing the Status of Women in Local
Government, part of the Local Government Managers Australia Leadership Excellence
Awards.
Membership of boards and committees and election to local government together with
encouragement for young women to develop an interest and knowledge of the Australian
system of government and parliamentary process, provide pathways for women to nominate
for state or federal Parliament.
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8.4
Executive positions
The South Australian Government continues to support women in leadership roles including as
members of boards and executive positions. Far from just being an issue of fairness, research
shows that organisations with men and women equally represented at all levels - including
senior levels - perform better. Increasing women’s participation in leadership, particularly in
executive positions and on boards, will also provide economic benefits to our State.
South Australia’s Strategic Plan includes a target to have women comprising half of public
sector employees in executive levels (including Chief Executives) by 2014 and maintain
thereafter.
What are we doing?
As of June 2014, 68 per cent of South Australian public sector employees and 43.1 per cent of
public sector executives are women.68 Strategies to increase the participation of women in
executive levels of the Public Sector have included targeted marketing to attract increased
applications from women for executive positions; seeking commitment from agency heads to
employ women at executive levels; and making the South Australian Government an employer
of choice for women through work life balance initiatives.
The Premier’s Council for Women produced a best practice guide in 2013 titled Words into
Action: A practical guide to achieve gender equity in your workplace and improve your
company’s performance. This guide was developed as a response to organisations in South
Australia seeking to turn their commitment to gender equity into practical action. Research
shows that organisations with men and women equally represented at all levels - including
senior levels - perform better.
The South Australian Government will continue to support the skill development of women to
undertake board and executive positions.
CASE STUDY:
The Department of Planning, Transport and Infrastructure (DPTI) is committed to
identifying and promoting talented women to senior levels including executive levels
within the department. To achieve this goal the department engages in a number of
programs which are actively promoted within DPTI including:
- Springboard Women’s Professional Development Program
- Steps Leaders: Top Steps Program - targeted leadership programs
- High Impact – Women in Leadership Program
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- Macquarie Graduate School of Management – Women in Leadership Program
- Catalyst Women in Leadership
CASE STUDY:
The Department of Treasury and Finance’s Women in Treasury group provides an
opportunity for employees in the department to engage in a supported learning
opportunity, where encouragement and counsel is available, utilising education and
inspiration, relevant knowledge and life experience.
The key objectives of the mentoring program include:
- Offering a formal scheme to provide relationship based support to employees;
- Furthering the development opportunities of employees in leadership roles
through one-on-one mentoring;
- Assisting with the breaking down of organisational silos, whilst fostering
continuous growth and creating an additional option for learning and support for
employee development.
Feedback from the 2013 participant survey showed 100% of respondents would
recommend the program to others.
8.5
Celebrating Women’s Achievements
Celebrating women and their achievements has a number of benefits, women become more
visible and opportunities for career advancement can increase, their stories inspire other
women to pursue leadership opportunities and/or recognise their own leadership role in their
community.
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What are we doing?
Currently the South Australian Government awards the following honours to women or to
organisations that support the full participation of women:

South Australian Women’s Honour Roll and Women Hold Up Half the Sky Award– both
acknowledge women who have made an outstanding contribution to our community

Premier’s Community Excellence Awards in Mining and Energy: Excellence in
Leadership – Women in Resources
The South Australian Government also acknowledges the Gladys Elphick Awards which were
created in South Australia for and by Aboriginal women to celebrate and honour the
achievements of Aboriginal women and the work they do in community.
Gladys Elphick Awards
The awards, celebrated in NAIDOC Week each year, are named in honour of the late
Kaurna Narungga Elder Gladys Elphick, who was appointed in 1971 as a Member of
the Order of the British Empire for her lifelong service to the community.

National Aborigines and Islanders Day Observance Committee.
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9
Safety and wellbeing
Strategic Priorities
 Violence against women and their children is reduced and
perpetrators are held accountable
 Increase community awareness that violence against women is not
accepted by working with business and community partners to
implement strategies to prevent violence against women
 Improve women’s accessibility and knowledge about safety and
justice
 Ensure women, especially vulnerable women, can access appropriate
health care through every life stage
 Improve young women’s body image
 All women, including vulnerable groups of women, are able to access
and participate in all aspects of our society including having their
rights promoted, upheld and protected
Indicators of progress
A reporting framework will be released during 2015 which will further detail the indicators of
progress for the strategic priorities identified under each pillar of action.
Indicators of progress for Safety and Wellbeing may include:

Reduction in the incidence of violence against women

Increased accessibility to gender and culturally sensitive services

Continued participation by the South Australian Government in the National Plan to
Prevent Violence Against Women and their Children

Increased advice and access to support on safety and justice; and health and wellbeing

Access to safe and accessible housing
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CASE STUDY:
The Department of Planning, Transport and Infrastructure has identified a number of
different strategies which address the safety and wellbeing of women including:
- Women’s Information and Resources Portal
- Work life balance strategies
- Workplace contact officers who can be the first point of contact for an employee
who believes they have or are experiencing unethical behaviour in the workplace
- Employee Assistance Program
- Occupational violence training in customer service roles
- The provision of family rooms at main metropolitan worksites which is in
addition to existing local arrangements to assist in alleviating short term and ad
hoc emergency care accessibility problems
- The Chosen Ones – Adelaide Metro Customer Service Strategy 2014-2016
which includes a focus on improving commuter safety
9.1
Health and wellbeing
Women are the majority of health consumers and the majority of carers, therefore improving
the health of women improves the health of the whole community.69 Preventative measures
and education are key to improving women’s health and wellbeing as well as ensuring that
health service provision is inclusive of women’s needs.
What are we doing?

Ensuring gendered analysis is incorporated in health and clinical service planning and
delivery
Gender analysis helps health policy makers and program and service developers understand
how a proposed policy, program or service will impact on women and men differently.
Incorporating a gender analysis ensures that policies, programs and services are sensitive to
the role that gender relations play in achieving fair and equitable health services. A one size
fits all approach to health care is no longer appropriate. Gender analysis contributes to the
development of sound evidence-based policies, programs and services that better meet health
care needs in the community.
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
Providing high quality screening programs
Continuing to provide high quality screening programs and services such as Breastscreen SA
and the South Australian Cervix Screening program for women will ensure earlier identification
of breast and cervical cancers and women’s access to timely assessment and treatment.
South Australia strives to lead the nation by improving access and the uptake of these services
as well as by ensuring these services are of the highest quality.
CASE STUDY:
BreastScreen SA (BSSA) strives for the early detection of breast cancer in South
Australian women through free screening mammography. The service aims to reduce
mortality and morbidity attributable to breast cancer by maximising the number of
women aged 50-69 years who are screened every two years. BSSA provides services
through six clinics throughout the state and three mobile units.
In 2012-13 BreastScreen SA (BSSA)70 performed 75,166 breast cancer screening
mammograms, the second highest level of all financial years to date. Of these:
- 58,761 (78.2 per cent) were provided to women aged 50-69 years
- 9,765 (13 per cent) were provided to women attending for their first breast screen
- 65,401 (87 per cent) were provided to women attending for their second and
subsequent breast screen
- 54,940 (73.1 per cent) were provided at the six fixed clinics in metropolitan Adelaide
- 20,226 (26.9 per cent) were provided at the three mobile units, which visit 27 rural
and remote regions and six metropolitan areas every two years
- 529 Aboriginal and Torres Strait Islander women were screened
- 8,028 culturally and linguistically diverse women were screened

Supporting women’s safety and wellbeing
Women’s safety and wellbeing extends from physical safety and wellbeing needs such as
feeling able to be live without fear of physical attack; to emotional and psychological wellbeing
needs such as the ability to access and participate in fulfilling work and life activities, as well
as good physical health.
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Across the South Australian Government, programs, policies and initiatives are in place that
seek to increase and support women’s safety and wellbeing at home, at work, at school and in
public.
CASE STUDY:
The Department for Education and Child Development (DECD) has commenced an
Integrated Support Services Project.
The Integrated Support Services Project is focused on reviewing how DECD provides
specialist support services to children and young people with additional needs. To be
able to better provide the specialised support needed both now and into the future,
DECD recognises the need for greater flexibility in our service delivery and greater
involvement with families. A key element of the new model is a flexible and responsive
service that will be achieved through a new Support Service Coalition.
This has been designed to better respond to the needs of children, young people and
families across the state as a collective service. Services that are more tailored to the
local needs of children and students will be delivered to partnerships through the five
channels in a way that can link with the Education and Child Development Partnerships
more closely. These ‘channels’ will also work across partnerships to develop and
implement proactive support strategies that will achieve longer term and sustainable
change and improvement.
Essentially, as a result of the creation of this coalition rather than services being set to
geographic regions, as they are currently, there will be a state-wide focus. It will be
easier for services to be directed to the areas in which they are needed, without being
bound by pre-determined regions.
CASE STUDY:
The South Australian Fire and Emergency Services Commission (SAFECOM) led by
SA Country Fire Service runs the Firey Women workshops.
The workshop is designed to provide rural women with a safe non-threatening setting
to learn new skills to protect themselves, their family, their livelihood and their
community from the threat of bushfires.
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Research into the 2005 Wangary fires suggested that women specifically require
bushfire safety information and education. On the day of the fires, a significant number
of household members with firefighting skills - generally men - were away from home
and women were left to defend the property.
The Firey Women program won the 2011 South Australian Safer Communities Award
and a Highly Commended at the National Safer Communities Awards.
This program is now run state-wide with an average of 500 women per year being
trained.

A focus on health and wellbeing for women with disabilities
In Australia the overall health of people with disability is much worse than that of the general
population across a number of indicators such as obesity, diabetes, oral health and mental
health. Many of these health differences are socially determined, rather than inherent
characteristics of disability.
The South Australian Government continues to liaise with the Commonwealth Government to
monitor the development and implementation of the National Disability Insurance Scheme.

A focus on health and wellbeing for older women
Older women in Australia are a growing vulnerable demographic. Research suggests that
single, older women in Australia have “emerged as a group vulnerable to housing insecurity
and as being in danger of homelessness in their old age”.71 Women also have different health
needs as they tend to live longer than men and are dependent on others for their care, which
may expose them to elder abuse. Women’s health in older age is also affected by the caring
responsibility they often have for their older spouses.
The South Australian Government has developed Prosperity Through Longevity – South
Australia’s Ageing Plan 2014-2019 and Strategy to Safeguard the Rights of Older South
Australians 2014-2021 to formally address issues impacting older people.

A focus on women in LGBTIQ communities
There are patterns of health and illness more common in LGBTIQ communities than others,
for example, cervical and ovarian cancers in lesbian women; and in the case of transgendered
people, issues relating to hormone therapy and surgical intervention. Older LGBTIQ people
may delay seeking care due to a history of experiences of discrimination, resulting in poorer
health outcomes. Young LGBTIQ people can be particularly vulnerable with research
identifying strong links between homophobic abuse and feeling unsafe, which can lead to
excessive drug use, self harm and attempts at suicide. 72
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The South Australian Government is committed to reducing health disparities. Improving
LGBTIQ health outcomes is necessary to ensure that all LGBTIQ people have the opportunity
to lead healthy and prosperous lives. Key criteria are set out in the South Australian
Government’s 2014 – 2016 South Australian Strategy for the Inclusion of Lesbian, Gay,
Bisexual, Transgender, Intersex and Queer People.

Monitoring pregnancy outcomes in South Australia
Since 1981 the South Australian Government has monitored pregnancy outcomes to provide
important insights into the changing issues that affect women’s health in the cohort of women
who are pregnant and who have given birth. It flags both positive and negative trends in
women’s health. Negatively it has identified an increase in the number of women who are
overweight or obese and pregnant and positively that outcomes for Aboriginal women and their
babies are improving.
As a consequence of the issue of obesity, the Women’s and Children’s Health Network has
established an Obesity Clinic as part of its Maternal Foetal Medicine (MFM) Unit of the
Women’s and Children’s Hospital. This is a multi-disciplinary service with a diverse medical
and midwifery faculty providing expert diagnosis, ongoing surveillance and discerning
management for women whose pregnancies are significantly complicated by maternal
conditions as well as fetal conditions. The MFM Unit is the Tertiary MFM referral service not
only for South Australia but also for western New South Wales, western Victoria and the
Northern Territory. The development of a range of birthing options for women to ensure
choices in care and to acknowledge that pregnancy is a part of normal life experience whilst
ensuring clinical needs and safety continue to be a focus.

A focus on Aboriginal health and wellbeing
In recognition of the various impacts on the health and wellbeing of Aboriginal women and
their communities, the need for a concerted, multi-faceted strategy to improve Aboriginal
health and especially Aboriginal women’s health has been recognised by the South Australian
Government.
It is also recognised that such a multi-focused strategy includes increasing Aboriginal women’s
participation in the health workforce to improve their economic status and opportunities for
leadership and participation as well as support for culturally appropriate health services
through both targeted and mainstream services.
Closing the Gap campaigns which aim to improve Aboriginal health outcomes are showing
improvements and the 2014 Social Justice and Native Title Report highlights that
governments’ investment in Aboriginal Community Controlled Health Services (ACCHS) has
built a substantial foundation which will help underpin the national effort to ‘close the gap’ over
the next 16 years.73
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CASE STUDY:
Racial violence exists on a continuum from passive types of racism such as being
ignored by a shop assistant through to active types of racism such as physical
violence. Tolerance of more subtle types of racism can create an environment in which
overtly racist behaviours are more easily accepted.74
On 10 December 2013 the South Australian Government signed up to the Racism: It
Stops with Me National Anti-Racism Campaign which invites all Australians to oppose
racism whenever it happens.
The state based section of the Campaign is led by the Equal Opportunity
Commissioner and the elimination of racism remains a priority for the South Australian
Government.
Racial discrimination is hugely damaging to mental health:
- Over 56 per cent of Aboriginal and Torres Strait Islander people who experience
discrimination report feelings of psychological distress, which is a risk factor for
anxiety and depression
- Almost one third of Aboriginal and Torres Strait Islander people experience high
or very high levels of psychological distress – nearly three times the rate for nonAboriginal Australians.75
Pathways from racism to ill-health may include:76
- Reduced and unequal access to the societal resources required for health (e.g.
employment, education, housing, medical care, social support)
- Increased exposure to risk factors associated with ill health (e.g. differential
marketing of dangerous goods, exposure to toxic substances)
- Direct impacts of racism on health through racially motivated physical assault
- Stress and negative emotional reactions that contribute to mental ill health, as
well as adversely affecting the immune, endocrine and cardiovascular systems
- Negative responses to racism, such as smoking, alcohol and other drug use.
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The South Australian Government has committed all Government agencies to develop
Reconciliation Action Plans, which include specific activity to address racism in the public
sector.
The improvement of the health of Aboriginal people has been articulated through overarching
targets and through strategic and clinical plans as well as specific Aboriginal health planning
focused on reducing Aboriginal ill-health, developing a culturally responsive health system and
promoting Aboriginal community health and wellbeing. A range of strategies and programs
have been put in place such as:

Aboriginal women’s health services provided through the Local Health Networks and
particularly Country Health SA Local Health Network

Supporting Aboriginal Community Controlled Health Services

Providing innovative Aboriginal Maternal Health services through for example the
Aboriginal Maternal Infant Care (AMIC) program

Tackling smoking among pregnant Aboriginal women to increase the number of healthy
birth-weight babies

Providing scholarships for health worker training and developing Aboriginal Health
Worker training

Developing the cultural appropriateness of mainstream health services

Ensuring the accessibility of screening services
CASE STUDY:
SA Health Traditional Healer Brokerage Program
Traditional healers are a core component of the healing process for Aboriginal people
as they significantly influence and support the positive management and nurturing of
the physical, social, emotional and cultural health and well-being of Aboriginal people.
The SA Health Traditional Healer Brokerage Program provides funding support to SA
Health sites including hospitals, health services and clinics for Aboriginal clients to
access the services of recognised traditional healers.
Since its inception in 2013 the demand for traditional healing services has steadily
increased. In the Southern Adelaide Local Health Network (LHN) both individual and
clinic sessions are well established and available for clients to access. The Women's
and Children's Health Network and Northern Adelaide LHN have held a number of 1-2
day clinics. The range of services available includes:
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- Providing spiritual, social and emotional healing support and guidance
- Physical assessments and treatments
- Bush medicine
- Conducting cleansing ceremonies at SA Health
- Coaching and education of SA Health staff

Female Genital Mutilation (FGM)
FGM is a form of violence against women. It is a criminal act of unnecessary violence that can
cause permanent damage to women and may lead to health problems throughout their lives.
FGM is illegal in all Australian states and territories, however, there is evidence that the
practice continues within some cultural groups in Australia.
It is imperative that government policy and legislation across Australia protects women from
this practice and educates all about the dangers of FGM. In South Australia, legislation making
FGM illegal is found in section 26 of the Children’s Protection Act (SA) 1993 and section 33 of
the Criminal Law Consolidation Act (SA) 1935.

Forced Marriage
The Federal Government has described forced marriage as being “when a person gets
married without freely and fully consenting, because they have been coerced, threatened or
deceived.” 77 This coercion can take the form of physical or sexual violence, or more covert
forms such as psychological and emotional pressure. Forced marriage has similarities to
slavery and is a form of gender-based violence, as well as an abuse of human rights. Most
reported cases of forced marriage involve the coercion of young women and girls into
marriage.
The practice of forced marriage was made a criminal act in Australia in 2013. It is unlawful to
force someone into marriage or be a party to a forced marriage.
In partnership with the Communication and Awareness Working Group of the National
Roundtable on Human Trafficking and Slavery, the Australian Government has released an
information pack on forced marriage. Additionally, the National Action Plan to Combat Human
Trafficking and Slavery 2015-19 has been released by the Australian Government and
includes forced marriage in its key areas for focus over the life of the plan.78
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
Representation and Sexualisation of Women and Girls in the Media
Negative and stereotyped representations of women in the media and the sexualisation of girls
at a younger age are areas of concern for many South Australians. In response to these
concerns, the South Australian Government committed to the development of a campaign to
improve the body image of young women in South Australia.
Mission Australia's annual National Survey of Young Australians79 has consistently found that
body image is one of the top three concerns for young Australians. Body image dissatisfaction
can concern skin colour, strength, fitness, facial characteristics, physical, religious
characteristics, disability and ethnic diversity.
Environmental factors such as personal characteristics, cultural standards, friends and family
and community attitudes as well as media representations also play an important role in the
development of an individual’s body image.
The South Australian Government has committed to a body image campaign ‘Building SelfEsteem in Young Women’. The Women’s Information Service, part of the Office for Women, in
partnership with the YWCA of Adelaide brought together young women to develop material for
a digital online campaign.
Using a peer education approach, girls aged 12-18 years were partnered with older volunteers
to create content for a digital campaign.
The digital media campaign aimed to inspire girls aged 7 to 12 to build their self-esteem and
love their bodies; and to realise that their value comes from their character, skills and
attributes, not their weight and shape.
Campaign content was highlighted on WIS social media platforms (Facebook, Twitter and
Pinterest) for six weeks from 6 May 2015 until 10 June 2015.
9.2
Reducing and preventing violence against women
Violence against women is one of the most pervasive issues challenging the wellbeing and
future of Australian families and communities.
A significant barrier to the safety of women, particularly the safety of Aboriginal women, CALD
women and women with disability is lacking in cross-sector collaboration.80 The South
Australian Government supports working collaboratively across sectors to address violence
against women. Specialist and mainstream services have a decade of developing
collaborative relationships to address safety and wellbeing of women as demonstrated by the
initiatives outlined in the following pages.
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What are we doing?

Supporting victims and survivors of sexual assault and domestic and family violence
Women who experience domestic violence and sexual assault require access to health care
and treatment and to services that support their safety. South Australian public health services
participate in and support the Family Safety Framework and Violence against Women
Collaborations. There is also significant involvement in the Multi Agency Protection Service as
well as providing specific services for sexual assault through Yarrow Place Rape and Sexual
Assault Service. Supporting the safety of women experiencing domestic violence as well as
improving access to sexual assault services and ensuring high quality standards of care and
practice to promote better health, safety and wellbeing outcomes for women continue to be
key goals in policy and service delivery.
CASE STUDY:
In 2012, the South Australian Attorney-General announced funding of approximately $1
million over 4 years for Yarrow Place Rape and Sexual Assault Service to support the
development of a state-wide service for victims of sexual assault (the majority of whom
are women). This funding together with in-kind support from Country SA Health has
seen the following achievements between 2012 and 2014:
- Professional specialist sexual assault counsellors employed by Yarrow Place
have been based in Country Health Services in Mt Gambier, Port Lincoln, Port
Augusta and Barmera
- Four nurses from Whyalla Hospital were provided with training and ongoing
professional support by Yarrow Place in forensic evidence collection, enabling
sexual assault victims to access forensic services locally
- A Forensic Nursing Clinical Practice Consultant has also been employed to
further support the development of forensic nursing across the state

Women’s Safety Strategy
A Right to Safety: The next phase of South Australia’s Women’s Safety Strategy 2011-2022
(ARTS) builds on the reforms undertaken through the Women’s Safety Strategy 2005-2010 to
improve legislation and services and to strengthen community understanding about violence
against women and its effects.
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ARTS continues to have a broad focus, from early intervention work through to community
education, to raise awareness about the level and complexity of women’s safety. ARTS also
outlines the South Australian Government’s commitment to the National Plan to Reduce
Violence Against Women and their Children 2010-2022 and reflects that there is more work to
be done in preventing violence against women from occurring.
Specific ARTS initiatives include:
o Family Safety Framework
The Family Safety Framework seeks to ensure that services to families most at risk
of violence are dealt with in a structured and systematic way, through agencies
sharing information about high risk families and taking responsibility for supporting
these families as they navigate the service system.
Family Safety Meetings are now being held on an ongoing basis in 19 regions
throughout metropolitan and regional South Australia.
The Framework has also been implemented in Alice Springs, with the Office for
Women providing support and training to the Northern Territory Department of
Justice and a range of agencies involved in this work in Alice Springs.
Work also continues in New South Wales on the implementation of Safety Action
Meetings, similar in focus to the South Australian model. Again the Office for
Women is providing support to New South Wales Government and agencies in this
work.
o Violence Against Women Collaborations
Violence Against Women Collaborations were established to provide an opportunity
for the development of local regional responses to women experiencing rape and
sexual assault, domestic and family violence and homelessness due to violence.
The primary purpose of Violence Against Women Collaborations is to build
community capacity to prevent and reduce the incidence of violence against women
in local regions by working to create cultural and attitudinal change within the
community, addressing the underlying causes of the violence.
Collaborations have been implemented in 14 regions across metropolitan and
regional South Australia. Work continues to implement Collaborations in remaining
regions, and to support sharing of good practice strategies across all
Collaborations.
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Examples of work undertaken by Collaborations
Western Adelaide Violence Against Women Collaboration
The Western Adelaide Collaboration has developed a partnership with Adelaide United
Soccer Football and held a White Ribbon match on 4 April 2014 and 15 November
2014 at Coopers Stadium. The partnership intends to host a White Ribbon match each
year.
Homelessness Innovation Fund
In 2013 the Homelessness Innovation Fund which distributes funds from the South
Australian Government’s National Partnership Agreement on Homelessness by
providing one-off funding, was only made available to Collaborations.
Two regional Collaborations utilised the funds they received to create televisions
commercials.
Port Augusta Homelessness and Violence Against Community Collaboration created
two commercials to be aired on local TV in Port Augusta over a three month period.
The commercials provide different scenarios of people becoming homeless, including
the link to violence.
Limestone Coast Community Services Round Table created five commercials to be
aired on local TV. Each commercial features a local man talking about everyday sexism
in different settings such a pub, on the football field and in the local community. Carlton
United Breweries have embedded the commercial set in a pub on their social media
site. The Collaboration is also engaging UniSA (Mount Gambier campus) to conduct
evaluative research in regards to the advertisement campaign.
o Domestic Violence Death Reviews
In 2010 the Office for Women established a Senior Research Officer (Domestic
Violence) position in partnership with the South Australian Coroner’s Office, to
research and investigate open and closed deaths related to domestic violence.
The position identifies domestic violence issues, contexts and relevant services
systems while investigating the adequacy of system responses. This advice forms
part of the Coronial brief and builds the capacity of the Coronial Inquest to explore
and inquire into system responses to domestic violence. It also recommends
improvements with a preventative focus.
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As at 1 July 2015 this position has conducted file reviews or investigations on over
150 homicide, suicide and multiple fatality deaths reported to the Coroner.
These reviews have contributed to six Coronial Inquests with a specific domestic
violence context resulting in a total of 35 Coronial recommendations from these
completed Inquests specific to improving domestic violence responses in South
Australia.
o Database Coroner’s Court
Work has begun on the development of a database to capture specific domestic
violence homicide data from the file reviews undertaken to extrapolate trend data
and inform future policy. This will assist in identifying the factors which are most
prevalent in or unique to domestic violence related deaths and contribute to the
development of an evidence base about domestic violence, to support the
development of preventative strategies.
o Workplace Domestic Violence Policies
All South Australian Government Departments have implemented Domestic
Violence Workplace polices following endorsement by the Premier.
o Domestic Violence Serial Offender Database
The recommendation that domestic violence services develop a database of
domestic violence perpetrators who are serial offenders was made in the Hayward
& Durance Inquest handed down by Deputy State Coroner Anthony Schapel in
January 2011 as follows:
That domestic violence services and agencies throughout South Australia be
encouraged to maintain individual records in relation to serial or repeat domestic
violence perpetrators.
The Database enables the identification of domestic violence serial offenders
across women’s domestic and Aboriginal family violence services, and improves
risk management of key services involved in the Family Safety Framework
information sharing and risk assessment processes.
o Perpetrator Pays
The Attorney-General’s Department is leading the development of a perpetrator
pays system, working in conjunction with the Courts Administration Authority and
the Office for Women. One of the most prominent reasons for sentencing
perpetrators to pay for their involvement in an intervention program is to hold the
offender accountable for their actions.
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o Multi Agency Protection Service (MAPS)
MAPS is a new partnership developed in 2014 between the South Australia Police
(SAPOL), the Department for Communities and Social Inclusion, the Department for
Education and Child Development, the Department for Health and Ageing and the
Department for Correctional Services.
SAPOL is the lead agency across government and MAPS will provide a gateway for the
participating agencies to raise cases where there are domestic violence and child
protection concerns.
MAPS will establish a process for gathering and sharing information and for multiagency action planning to reduce risk and harm at earlier points of intervention.
CASE STUDY:
Through an Attorney-General’s Department Crime Prevention grant, YWCA Adelaide is
delivering a social crime prevention project in 2014/15 aimed at increasing positive
bystander intervention, reducing victim blaming and increasing perpetrator
responsibility.
Part of this project is an initiative titled Rise Above the Pack, a community safety
campaign with a focus on positive bystander intervention. The initiative engages men
as ambassadors to promote their role in creating safe spaces, inviting them to be
leaders in their communities and daily lives, willing to challenge the status quo when
respect and safety of women is in question.
Moving the focus away from placing responsibility on the victim and re-focusing blame
on perpetrators is a fundamental aim of this campaign.

National Plan to Reduce Violence Against Women and their Children
The National Plan to Reduce Violence Against Women and their Children 2010 – 2022 (the
National Plan) was released in February 2011, following endorsement from the Council of
Australian Governments. The National Plan brings together government efforts across the
nation, to make a real and sustained reduction in the levels of violence against women.
Outcomes of the National Plan are being delivered through four three-year Action Plans. The
First Action Plan (2010 – 2013) – Building a Strong Foundation (the First Action Plan)
established the groundwork for the National Plan. With a strong focus on primary prevention,
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attitudinal change and building a solid evidence base, this First Action Plan put in place
strategic projects and actions providing the foundations to drive long-term results while also
implementing priority actions in the short-term.
The Second Action Plan: Moving Ahead 2013-2016 (the Second Action Plan) was launched in
June 2014 by Prime Minister Tony Abbott. The Second Action Plan contains five National
Priorities and 26 actions which are joint areas of work that all governments agree are critical to
moving ahead in reducing violence against women and their children.
The South Australian Government aligns efforts with the National Plan to ensure responses to
victims reflect best practice and that perpetrators are held accountable for their actions, while
also working to prevent violence against women in the longer term.

Funding for Australia’s National Research Organisation for Women’s Safety
Australia’s National Research Organisation for Women’s Safety (ANROWS) is an
independent, not-for-profit company established as an initiative under the National Plan and
funded by the Commonwealth Government and all state and territory governments. The South
Australian Government provides $112,950 annually.
The mission for ANROWS is to deliver relevant and translatable research evidence which
drives policy and practice leading to a reduction in the levels of violence against women and
their children. ANROWS launched its first research program in October 2014 consisting of 20
projects across all five strategic research themes.
These projects have a combined total value of approximately $3.5 million. They have an
ambitious reach with research sites in every state and territory and a spread of projects
focusing on different types of violence against women as well as priority population groups
identified by ANROWS.

Our Watch
South Australia joined Our Watch (formerly the Foundation to Prevent Violence Against
Women and their Children) in August 2014. Our Watch works to raise awareness and engage
the community in action to prevent domestic violence and sexual assault. South Australia joins
the Commonwealth, Victorian, Queensland and Northern Territory governments in supporting
Our Watch.
In conjunction with the priorities of Our Watch, the South Australian Government will support
local women’s services to engage media to increase quality reporting of violence against
women and their children and build community awareness of the impacts of gender
stereotyping and inequality.
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10
How will Government achieve the strategic priorities?
The South Australian Government will take a whole of government approach to embed the
pillars of action across the community. This will involve:
Creating and maintaining strategic partnerships with stakeholders
Genuine collaboration between various levels of government, business and community
sectors is critical to achieving our priorities.
Continuing to genuinely engage with women in South Australia
It is critical that the views of South Australian women in all spheres of life are heard and
used to shape policy, programs and services.
Evaluating and improving as we go
Monitoring and evaluating policy, programs and services will ensure continuous
improvement can be made in a targeted manner.
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11
Measuring progress
“It is important to break down reporting data by gender wherever possible, so that we
know where tailored strategies and responses might be needed.” www.saplan.org.au
The Office for Women will publish a biennial report that will detail progress on initiatives under
Achieving Women’s Equality and present relevant data to track changes over time. The Office
for Women will collect gender-disaggregated data from within State Government departments
and external sources such as the Australian Bureau of Statistics to enhance data on women
and girls in South Australia.
Data will be drawn from sources such as:

South Australia’s Strategic Plan (SASP)
The SASP has a number of targets report against disaggregated data, including 18 targets
which specifically report against gender disaggregated data.

ABS Gender Indicators
The Gender Indicators product features a total of 52 key indicators spread across six major
areas of social concern for gender equality (economic security; education; health; work and
family balance; safety and justice; and democracy, governance and citizenship).
“When data is disaggregated by sex, it can provide a more accurate picture of women’s
economic contributions to society, and make visible their unpaid labour in the family
and in the informal sector.” Data for Development, United Nations Population Fund
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12
Related policies
South Australia’s Seven Strategic Priorities
The seven strategic priorities are key areas of focus for the South Australian Government.
Advancing the priorities directly supports the achievement of many of the targets outlined in
South Australia’s Strategic Plan.
South Australia’s Economic Priorities
Ten economic priorities form the basis for the South Australian Government’s reform agenda.
The vision is about protecting the way of life South Australians value but also opening doors to
new ideas, new opportunities, new people and new businesses.
South Australia’s Strategic Plan (SASP)
South Australia’s Strategic Plan guides individuals, community organisations, governments
and businesses to secure the wellbeing of all South Australians. It contains our community’s
visions and goals and its 100 measurable targets reflect our priorities.
A Right to Safety: The next phase of South Australia’s Women’s Safety Strategy 20112022
A Right to Safety builds on the reforms undertaken through the Women’s Safety Strategy
2005-2010 to improve legislation and services and to strengthen community understanding
about violence against women and its effects.
Strategy to Safeguard the Rights of Older South Australians 2014-2021
The Strategy focuses on preventing the abuse of older people. It rests on the foundation that
older people have a right to safety at all times, and responds to the older population’s great
diversity, embracing the requirements of people from Aboriginal and Torres Strait Islander and
culturally and linguistically diverse backgrounds and communities.
Prosperity Through Longevity – South Australia’s Ageing Plan 2014-2019
The Ageing Plan aims to ensure South Australians have a fulfilling, active and enjoyable life at
every stage, gaining the maximum benefit from longevity linking personal wellbeing with social
and economic productivity.
A Science, Technology, Engineering and Mathematics (STEM) Skills Strategy for South
Australia
The Strategy aims to increase the number of people taking up STEM occupations to meet the
growing needs of our local industries, including mining and defence.
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Investing in Science: An Action Plan for Prosperity through Science, Research and
Innovation
Investing in science is at the heart of South Australia’s capacity to develop a strong economy
that brings lasting benefits to our community. It highlights the importance of boosting interest
and participation in STEM as part of our broader strategy to develop a smart economy and
position South Australia as the leading State in Australia and one of the global leaders in
STEM.
Women Influencing Agribusiness and Regions
Women Influencing Agribusiness and Regions recognises the significant role women play in
South Australian agribusiness and the enormous potential for the State to benefit even more
from women’s industry participation and leadership in the sector. It includes actions and
outcomes that seek to continue and increase women’s industry participation and leadership.
Strong Voices: A Blueprint to Enhance Life and Claim the Rights of People with
Disability in South Australia 2012-2020
In March 2012, the South Australian Government endorsed the introduction of Disability and
Inclusion Plans (DAIP) across government in accordance with recommendation six of Strong
Voices. Although the DAIP strategy has a specific focus on upholding the rights of people with
disability, it fits into the broader social inclusion framework of the South Australian
Government.
Disability Justice Plan 2014 – 2017, South Australia
The purpose of the Plan is to make the criminal justice system more accessible and
responsive to the needs of people with disability. The Plan is limited to supporting people with
disability to take part in the criminal justice system on an equal basis with other members of
community, including victims and those accused or convicted of a crime.
State Public Health Plan: South Australia a Better Place to Live
The State Public Health Plan has been developed under the South Australian Public Health
Act 2011. It identifies a clear vision: South Australia a Better Place to Live and key priorities for
action. The Plan will be used across State Government and by local councils to take action to
protect and improve the health of South Australians over the next five years.
2014 – 2016 South Australian Strategy for the Inclusion of Lesbian, Gay, Bisexual,
Transgender, Intersex and Queer People
The development of this Strategy recognises that sex, sexual orientation, and gender identity
are integral to every person’s sense of dignity and wellbeing and should not be the basis for
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61
any form of discrimination or abuse. The Strategy provides an overarching strategic approach
to identifying and addressing a range of issues specific to LGBTIQ South Australians.
National Plan to Reduce Violence Against Women and their Children
The National Plan brings together government and community across Australia to make a real
and sustained reduction in the levels of violence against women. A Right to Safety outlines the
reform driven in South Australia as part of our commitment to the National Plan.
National Disability Strategy 2010 - 2020
The Strategy sets out a ten year national policy framework for improving life for Australians
with disability, their families and carers. It represents a commitment by all levels of
government, industry and the community to a unified, national approach to policy and program
development.
United Nations Convention on the Rights of Persons with Disabilities
The purpose of the Convention is to promote, protect and ensure the full and equal enjoyment
of all human rights and fundamental freedoms by all persons with disabilities, and to promote
respect for their inherent dignity. Persons with disabilities include those who have long-term
physical, mental, intellectual or sensory impairments which in interaction with various barriers
may hinder their full and effective participation in society on an equal basis with others.
United Nations Convention on the Elimination of All Forms of Discrimination Against
Women (CEDAW)
CEDAW, adopted in 1979 by the UN General Assembly, is often described as an international
bill of rights for women. Consisting of a preamble and 30 articles, it defines what constitutes
discrimination against women and sets up an agenda for universal action to end such
discrimination.
The Beijing Declaration and Platform for Action
Developed in 1995 at the United Nations Fourth World Converence on Women, the Beijing
Declaration Platform for Action was the most progressive blueprint ever made for advancing
women’s rights. Still forward-looking twenty years on, the declaration offers important focus in
rallying people around gender equality and women’s empowerment.
The Platform for Action imagines a world where each woman and girl can exercise her
freedoms and choices, and realize all her rights, such as to live free from violence, to go to
school, to participate in decisions and to earn equal pay for equal work.
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Women’s Empowerment Principles
The WEPs are the result of a collaboration between the United Nations Entity for Gender
Equality and the Empowerment of Women (UN Women) and the United Nations Global
Compact (UNGC) and are adapted from the Calvert Women's Principles®. The Calvert
Women's Principles were originally developed in partnership with UNIFEM (now part of UN
Women) and launched in 2004 as the first global corporate code of conduct focused
exclusively on empowering, advancing and investing in women worldwide.
The Principles offer seven steps to guide business on how to empower women in the
workplace, marketplace and community. Subtitled Equality Means Business, the Principles
emphasise the businesscase for corporate action to promote gender equality and women's
empowerment and are informed by real-life business practices and input gathered from across
the globe.
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13
Summary of South Australian Government Department
initiatives
Refer to separate report on the Office for Women website for a list of initiatives implemented
through South Australian Government Departments to address the three pillars of action in
Achieving Women’s Equality.
Detailed and summary lists are provided on the website www.officeforwomen.sa.gov.au.
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14
Statistics – Women and girls in South Australia
The estimated resident population of South Australia as at 30 September 2013 was 1,674,700
or 7.2 per cent of the population of Australia.81
Demographic Trends

As at 30 June 2013, a total of 842,604 women make up 50.4 per cent of the total
population of South Australia.82

Women are 81.1 per cent of all single (or lone) parents in South Australia.83

The average age of females in South Australia in 2013 was 41.3 (males 39). This has
steadily increased over the past 20 years from an average age of 37 in 1992.84

1.9 per cent of the South Australian female population is Aboriginal, and 50.8 per cent
of Aboriginal South Australian residents are female.85
Aboriginal and Torres Strait Islander population in South Australia

There are 37,408 Aboriginal residents (or about 2.3% of the population) with a median
age of 22 years (i.e. a younger population than non-Aboriginal South Australians).

The South Australian Aboriginal population is growing slightly faster than the national
average, with estimates suggesting the population will be 51,200 in 2026.

There are between 40-50 Aboriginal language ‘territories’ in the state, and roughly 12%
of Aboriginal South Australians report speaking Aboriginal language at home.
Aboriginal people are over-represented among Australians facing disadvantage, and this
disadvantage appears more persistent over time and across generations. Disadvantage
may have both immediate social and cultural determinants, and deep causes.86
Aboriginal women have a lower average life expectancy than non-Aboriginal women, have
higher rates of chronic disease and disability, are less likely to complete higher education
and are hospitalised at much higher rates due to family violence related assault than nonAboriginal women.87
Registered marital status in South Australia as of 2011 census:88

Of women aged 15 and over:
o
o
o
o
o
47.3 per cent of women were married
29.7 per cent had never married
10.1 per cent were divorced
9.8 per cent were widowed
3.1 per cent were separated
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Social marital status in South Australia as of 2011 Census:89

Of women aged 15 and over:
o
o
o
o
47.7 per cent were in a registered marriage
42.8 per cent were not married
9.5 per cent were in a de facto marriage
0.5 per cent of all South Australian couples were in a same-sex relationship90
Economic Status
Of persons in South Australia aged 15 and over in the 2011 census:
Labour force status
Fifty-two per cent of South Australian women were employed. Of these:





23.2 per cent worked full time
25.3 per cent worked part time
2.7 per cent were employed but were away from work at the time of census
3 per cent were unemployed but looking for work
40.8 per cent were not in the labour force
As of March 2014, a total of 365,100 women were employed, equating to 46 per cent of the
labour force in South Australia. The workforce participation rate for females in South Australia
in March 2014 was 55.7 per cent, a slight drop from the same time 12 months previous (57.6
per cent). Women accounted for 71.4 per cent of part time workers in South Australia, but only
32.6 per cent of full time workers. 91
Unpaid domestic work



45 per cent of women (34.2 per cent of men) did 5-29 hours of unpaid domestic work
per week, and 16 per cent of women (4.1 per cent of men) did 30 hours or more
15.2 per cent of women (28.2 per cent of men) did less than 5 hours of unpaid domestic
work per week
14.1 per cent of women (9.4 per cent of men) provided unpaid assistance to a person
with a disability. This assistance was provided mostly by the 45-64 age brackets for
both sexes
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

19.9 per cent of women (17.6 per cent of men) provided unpaid childcare to their own
child/ren
10.3 per cent of women (5.6 per cent of men) provided unpaid childcare to children
other than their own
Industries of employment



The greatest number of women (22.9 per cent) were employed in the health care and
social assistance
Second was retail trades (13.5 per cent), and third education and training (11.6 per
cent)
The industries in which females were least employed in South Australia were mining
(0.5 per cent), utilities (0.7 per cent) and information media and communications (1.2
per cent)
Occupations


Highest filled occupations by South Australian women were clerical and administrative
workers (23.5 per cent), professionals (23.1 per cent) and community and personal
service workers (15.9 per cent)
Lowest filled occupations were machinery operators and drivers (1.1 per cent),
technicians and trades workers (4.7 per cent) and labourers (8.6 per cent)
ABS 2010, 1345.4 SA Stats Feature Article: Women in South Australia’s Workforce
In June 1999 there were 374,200 males and 290,100 females (in trend terms) employed in
South Australia accounting for 56.3 per cent and 43.7 per cent of those employed respectively.
By June 2009 the numbers of males and females employed had increased to 423,100 and
373,600 respectively with females making up 46.9 per cent of the workforce. For every extra
male over this 10 year period, 1.7 females entered employment.
Most of the growth in female employment has been driven by women working in a part time
capacity. In June 1999, full-time employment accounted for 52.2 per cent of all female
employment. By June 2009, this proportion had decreased to 49.7 per cent of total female
employment. By May 2011 this proportion accounted for 50.5 per cent of the female workforce,
whilst 82.5 per cent of the male workforce was in full-time employment. There has also been
an increase in the labour force participation rate of females during this period. From June 1999
to June 2009, the participation rate of females in the labour force increased from 51.3 per cent
to 57.8 per cent.
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Just over a decade ago in 1999, women held 38.8 per cent of South Australia's highest skill
level occupations, however, since this time they have made further inroads in this
predominantly male arena. The highest proportion of women in skill level 1 occupations in
South Australia was recorded in 2008, reaching 45.2 per cent and to a level very close to the
proportion of women in the labour force, before dropping back to 43.4 per cent in 2009. This
fall of 1.8 percentage points put South Australia below the national average (45.4 per cent) for
the first time in three years, and to a level similar to that recorded in 2004 and 2005.92
In 2014, the South Australian public sector employed over 103,000 people and accounted for
12.8 per cent of South Australia's total employed. As of June 2014, 68 per cent of South
Australian public sector employees and 43.1 per cent of public sector executives were
women.93
ABS 2011, 1345.4 Labour Force
The number of South Australian females employed full-time rose in May 2011 to 188,800; 0.7
per cent below the peak recorded in September 2010 (190,100). At that time full-time female
employees accounted for 50.5 per cent of the female workforce. In May 2011, this proportion
was 50.0 per cent. The trend unemployment rate for males in South Australia has remained
relatively flat over recent months and in May 2011 was 5.4 per cent. The female
unemployment rate has also shown little movement, however the May estimate fell slightly to
5.5 per cent. The national unemployment rate for males and females in May 2011 was 4.6 per
cent and 5.2 per cent respectively. The participation rate for South Australian females
remained steady in May 2011 at 57.5 per cent. In comparison, the national participation rate
for females was 59.0 per cent for the same time.94
South Australians living with disability
The Australia Bureau of Statistics (ABS) Survey of Disability, Ageing and Carers 2012 (SDAC)
defines a person with disability as someone who has a functional limitation, restriction or
impairment, which has lasted, or is likely to last, for at least six months and restricts everyday
activities.
In South Australia, over one in five people (357,100 or 21.5 per cent) reported having a
disability in 2012. More than half of these were women (187,800). Of these, nearly 90 per cent
had a specific limitation or restriction that meant they were limited in the core activities of selfcare, mobility or communication, or restricted in schooling or employment. Around 32 per cent
of people with disability had a profound or severe limitation in one or more of the core activity
areas with a further 49.5 per cent having a moderate or mild limitation in core activity areas.
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In 2012, there were 22,700 (including 8,400 girls) children aged less than 15 years with a
disability (7.7 per cent of all children aged less than 15 years). Of these, 54.6 per cent had a
profound or severe limitation in core activity areas and 10.6 per cent had a moderate or mild
limitation in core activity areas.
ABS findings indicate that there were 219,000 people providing informal assistance to people
with disability (13.4 per cent of population). More than half of these were women (118,800). Of
these, 56,000 (including 38,000 women) identified themselves as being primary carers (3.4 per
cent of the population).
Participation in other specific activities away from home over the previous 12 months was also
measured. These include visiting a library, participating in physical activities for exercise or
recreation, or attending a sporting event or movie. Nearly one in five (18.0 per cent) South
Australians with a disability aged less than 65 years did not participate in any of these
activities away from home.
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15
Index
A
A Right to Safety, 10, 53, 61, 63
Database Coroner's Court, 56
Domestic Violence Death Reviews, 55
Domestic Violence Serial Offender Database, 56
Family Safety Framework, 10, 53, 54, 56
Perpetrator Pays, 56
Violence Against Women Collaborations, 54
Workplace Domestic Violence Policies, 56
Aboriginal and Torres Strait Islander women
SA Health Traditional Healer Brokerage program, 50
Aboriginal and Torres Strait Islander Women, 14
Leadership, 38
Ngaanyatjarra Pitjantjatjarra Yankunytjatjara Women’s
Council, 34
Achievements, 11, 41
Awards, 11, 39, 42, 47
Attorney-General’s Department, 57
education and training, 22
Education and training, 29
Employment participation, 21
Flexible work, 27, 28
Indicators of progress, 33
Paid parental leave, 27
Pay equity, 26
L
Leadership and participation, 33
Leadership and Participation
Boards and committees, 11, 33, 36, 37, 38, 39
Celebrating Women’s Achievements, 41
Community leadership and participation, 34
Executive positions, 40
Local Government, 39
Women’s Leadership and Decision Making, 11
LGBTIQ, 17, 47, 48, 63
M
B
Boards and committees, 37
C
CALD. See Culturally and LInguistically Diverse women
Childcare, 27
Courts Administration Authority, 56
Culturally and Linguistically Diverse (CALD) Women. See CALD
D
Department for Communities and Social Inclusion, 36, 57
Multicultural SA, 36, 37
Department for Correctional Services, 57
Department for Education, 24, 57
Department for Health and Ageing, 57
Department for Primary Industries and Regions SA
PIRSA, 34
Department of Planning, Transport and Infrastructure, 40, 44
Department of Primary Industries and Regions SA
PIRSA, 35
Department of State Development, 23, 24, 31
Department of Treasury and Finance, 41
Measuring progress, 60
Men - Equality is an Issue for Men to Engage With, 6
Multi Agency Protection Service (MAPS), 57
N
National Plan to Reduce Violence Against Women and their
Children, 57
Australia’s National Research Organisation for Women’s
Safety, 58
Our Watch, 58
Non-Traditional Female Occupations, 11
O
Office for Women, 11, 13, 23, 24, 32, 38, 39, 51, 54, 55, 56, 60
Older Women, 16
Ageing Plan, 61
P
Pay equity, 26, 27
PIRSA. See Department of Primary Industries and Resources SA
Premier’s Women’s Directory, 37, 38
E
Economic Priorities, 7, 21, 61
Economic Security
Financial security and economic independence, 31
Economic Status, 20, 67
R
Related policies, 61
Achieving Women’s Equality – South Australia’s Women’s Policy | 2015
70
S
SA Health, 50, 53
Aboriginal health, 48, 49
Breastscreen SA, 45
SAFECOM, 46
SafeWork SA, 28
South Australia Police
SAPOL, 57
South Australia's Strategic Priorities, 7
Statistics, 66
STEM, 20, 23, 24, 25, 30, 61, 62
T
Three Pillars
Improving women’s economic status, 18, 20
Improving women’s safety and wellbeing, 19
Increasing women’s leadership and participation in decision
making, 18
Safety and wellbeing, 43
V
Violence against women, 10, 19, 43, 50, 52, 53, 54, 57, 58, 61,
63
W
Women with disability, 14, 15, 17, 23, 28, 30, 47, 51, 52, 62, 63,
66, 67, 69, 70
Disability Justice Plan 2014 – 2017, 62
Labour Force Participation, 23
Labour Force Participation for Women with Disabilities, 23
National Disability Strategy 2010 - 2020, 63
Strong Voices
A Blueprint to Enhance Life and Claim the Rights of
People with Disability in South Australia 2012-2020,
62
Women with Disability, 15
Women’s Health, 10
Women’s Information Service, 11, 32, 35, 51
Women’s Safety Strategy, 10, 53, 61
Y
Younger Women, 16
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71
Endnotes
1
Broderick E, 9 March 2012 Applying a gender perspective in public policy: What it means and how we can do it
better, viewed at https://www.humanrights.gov.au/news/speeches/applying-gender-perspective-public-policywhat-it-means-and-how-we-can-do-it-better on 13 January 2015
2
Department of Social Services 2003, Background Paper: The role of men and boys in gender equality,
Australian Government, viewed at https://www.dss.gov.au/our-responsibilities/women/programsservices/international-engagement/united-nations-commission-on-the-status-of-women/background-paper-therole-of-men-and-boys-in-gender-equality on 13 January 2015
3
Belghiti-Mahut S, Bergmann N, Gärtner M, Hearn J, Gullvåg Holter Ø, Hrženjak O, Puchert R, Scambor C,
Scambor E, Schuck H, Seidler V, White A and Wojnicka K 2012, The Role of Men in Gender Equality – European
strategies & insights, viewed at http://ec.europa.eu/justice/genderequality/files/gender_pay_gap/130424_final_report_role_of_men_en.pdf on 20 July 2015
4
Scheil W, Scott J, Catcheside B, Sage L and Kennare R 2013, Pregnancy Outcome in South Australia 2011, SA
Health Pregnancy Outcome Unit
5
Convention on the Elimination of All Forms of Discrimination Against Women (CEDAW), 1 March 1980, viewed
at http://www.un.org/womenwatch/daw/cedaw/cedaw.htm on 13 January 2015
6
https://www.humanrights.gov.au/publications/questions-and-answers-about-aboriginal-torres-strait-islanderpeoples on 24 July 2015
7
Steering Committee for the Review of Government Service Provision 2014, Overcoming Indigenous
Disadvantage: Key indicators 2014, Productivity Commission: Canberra, viewed at
http://www.pc.gov.au/research/recurring/overcoming-indigenous-disadvantage/key-indicators-2014/key-indicators2014-overviewbooklet.pdf on 13 January 2015
8
Federation of Ethnic Communities’ Councils of Australia (FECCA) 2012, Women’s Policy Statement 2012:
Supporting Australian Women from Culturally and Linguistically Diverse (CALD) Backgrounds,
http://www.fecca.org.au/images/stories/pdfs/fecca%20womens%20policy%202012.pdf viewed 13 January 2015
9
Council of Australian Government (COAG) Reform Council 2013, Tracking Equity: Comparing outcomes for
women and girls across Australia, COAG Reform Council: Sydney, p70, viewed at
http://apo.org.au/files/Resource/COAGReformCouncil_TrackingEquityComparingOutcomesForWomenAndGirlsAc
rossAustralia_Nov_2013.pdf on 13 January 2015
10
United Nations Department of Economic and Social Affairs (UNDESA) 2013, Youth, Political Participation and
Decision-Making, viewed at http://www.un.org/esa/socdev/documents/youth/fact-sheets/youth-politicalparticipation.pdf on 13 January 2015
11
Office for the Ageing 2014, Prosperity Through Longevity: South Australia’s Ageing Plan 2014-2019 - Our
Action Plan, SA Health: Adelaide. Viewed at
http://www.sahealth.sa.gov.au/wps/wcm/connect/1b299e8042ec09da838db39d0fd82883/Prosperity+Through+Lo
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