Many women have been able to redress discriminatory practices as a result of pregnancy because of the SDA and existing complaint processes. The capacity of the SDA to eliminate and prevent pregnancy discrimination in workplaces is limited. However, the publicity and litigation costs associated with discrimination complaints has contributed to workplaces reforming personnel policies and practices to minimise their risk of litigation in this area. An objective of the SDA is to promote acceptance of equality between men and women. The work of the Commission in providing information to employers on removing discriminatory practices and policies is to be commended.
Prevention is always better than cure.
Work needs to continue in this area for the SDA to become more than a remedial instrument for righting wrongs. Increased funding for the Sex Discrimination Commissioner to undertake extensive education campaigns among employers and employees on rights and responsibilities is an absolute necessity. This was a recommendation in the WEL submission to the Human Rights and Equal Opportunity Commission Act Amendment Bill in 1998 as well. In terms of meeting Australia's current human rights obligations, the SDA is an effective mechanism. WEL is disappointed that since the introduction of the Act in 1984, successive Australian Governments have failed to extend its commitment to women's human rights.