Women’s Health Loddon Mallee executive officer Tricia Currie welcomed the Workplace Gender Equality Agency’s report, which demonstrated positive change in the past five years in areas such as the gender pay gap, women’s representation in management roles and employer-led initiatives.

But she expressed concern at other key markers of progress, such as paid primary carer’s leave.

WGEA data showed access to paid parental leave had not improved, with agency director Libby Lyons saying the provision of paid primary carer’s leave had actually gone backwards. 

Ms Currie said paid primary carer’s leave was a significant contributor to women ending their working lives with less superannuation than their male colleagues.

“If you can’t see men taking primary carer leave there is more work to be done, too,” she said.

Centre for Non-Violence chief executive Margaret Augerinos identified other worrying trends, including pay gaps in the female-dominated healthcare and social assistance sectors increasing.

“There have been gains such as the gender pay gap reducing overall, but there is still an unacceptably high difference in base pay and remuneration between men and women and that pay gaps exist in every industry, occupation and manager category,” she said.

The WGEA data showed a decline in the gender pay gap over the past five years and the biggest single-year drop in the average full-time total remuneration gender pay gap. 

But men still earn 21.3 per cent more than women, on average.

“Women are still hitting the glass ceiling in senior management and board room positions,” Ms Augerinos said. 

“Locally, we are seeing more organisations with strong female representation at CEO, senior management and board roles.

“It is important that commitment to gender equality is actively demonstrated by local industry and services.”

Ms Lyons said the WGEA’s data demonstrated the value of measuring workplace gender equality.

“We have clear evidence that employer action delivers real results and we should recognise the great work many employers have done in addressing issues such as pay equity,” she said.

“As employers have taken action, the gender pay gap has declined and gender equality outcomes for women and men across Australia have improved.”

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Be.Bendigo chief executive Dennis Bice said the organisation had noticed genuine improvements in workplace gender equality locally and a desire to make a positive difference.

He said the challenge was to encourage businesses across the board to take action.

“It’s an ongoing effort that needs to be delivered by all businesses,” Mr Bice said.

“While the numbers are improving it’s taken its time.”

He said Be.Bendigo was involved in promoting discourse within the business community about women in leadership and was planning to bring guest speakers to Bendigo next year for further discussions.

Ms Augerinos said an increased number of employers appeared to be taking concrete steps to address barriers to women’s workforce participation.

“There is some good work happening in this space and CNV together with our gender equity consortium partners – Annie North Women’s Refuge, Women’s Health Loddon Mallee, Cobaw Community Health, Loddon Campaspe Centre Against Sexual Assault – continue to advocate for gender equality in our community,” she said.

She welcomed the positive trends in the WGEA data.

“This shows the importance of having strong leadership in government and industry around the importance of gender equality,” she said.

“Unless we actively promote, engage and hold to account decision makers and leaders, we might not achieve these results”.

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