Attachment 2 – Summary Feedback Template It is suggested that the Listen, Learn and Lead Coordinator: Completes the Summary Feedback Template of each session for each of the three cohorts, noting the barriers and ideas for change Returns this feedback to Local Government Victoria for synthesising. Session # Cohort (e.g. Senior women) Culture, conditions, policies and practices that support women’s advancement Barriers in our organisation to women’s advancement Ideas for changes in our organisation to advance more women into leadership roles 1. 1. 1. 2. 2. 2. 3. 3. 3. 4. 4. 4. 5. 5. 5.
Data snapshot Pay gap Full-time work 23.1% full-time total remuneration gender pay gap, with men earning on average $26,853 a year more than women Industry segregation 69.1% of men are employed full-time compared with 40.7% of women 60.9% of employees work in an industry that is dominated by one gender Women in leadership Family or domestic violence 39.3% of organisations have a family or domestic violence policy and/or strategy 16.3% of CEOs and 28.5% of key management personnel are women
Key findings Gender pay gaps Overall gender pay gap The overall gender pay gap (GPG) reflects a range of complex, inter-related factors including the concentration of women in low paying roles and industries and the concentration of men in the highest paying roles and industries. We calculate gender pay gaps across the dataset by industry and by management and non-management categories, excluding CEO salaries. The Agency’s gender pay gap data does not reflect comparisons of women and men in the same roles. Our data shows a gender pay gap in favour of men in every industry. Base salary gender pay gap + Women’s average full- time base salary across all industries and occupations is 17.7% less than men’s. 17.7% ($16,219) FULL-TIME BASE Gender pay gap: the difference between the average male full- time earnings and average female full-time earnings expressed as a percentage of male earnings. Total remuneration gender pay gap + Women’s average total remuneration across all industries and occupations is 23.1% less than men’s. 23.1% ($26,853) FULL-TIME TOTAL time
Key findings | Workforce composition Industry segregation Across the workforce, many industries are dominated by employees of one gender. Chart 4: Gender composition by industry Women (%) Health Care and Social Assistance Education and Training Retail Trade Financial and Insurance Services Accommodation and Food Services Arts and Recreation Services Other Services Administrative and Support Services Rental, Hiring and Real Estate Services Professional, Scientific and Technical Services Information Media and Telecommunications Wholesale Trade Agriculture, Forestry and Fishing Transport, Postal and Warehousing Electricity, Gas, Water and Waste Services Public Administration and Safety Construction Mining All industries 80.2% 63.4% 58.4% 55.7% 51.8% 50.1% 43.5% 43.4% 43.8% 39.4% 39.0% 36.8% 35.5% 26.6% 26.0% 25.1% 20.4% 15.9% 15.8% 49.7% Workforce composition by gender dominance Around six in 10 employees work in industries that are by one 5: Proportion of workforce working in male, female and
Workforce participation Workforce participation is the proportion of people who are employed or actively seeking employment.It takes the number of women or men actively involved in the workforce, and expresses them as a percentage of the population of women or men, respectively. The following section covers women and men aged between 15 and 64 years. Figure 2 displays men’s and women’s participation rates for available countries. Men’s participation rates are displayed on the left side in grey, while women’s’ participation rates are displayed on the right side in yellow. Results are ordered from the highest participation rate for women to the lowest participation rate for women. Figure 2: Workforce participation of women and men aged 15 - 64 (available data) Iceland Sweden Switzerland Norway Denmark Canada New Zealand Finland Netherlands Germany United Kingdom Estonia Austria Australia Portugal Spain Israel France Slovenia United States Japan Czech Republic Luxembourg Belgium Slovak Republic Ireland Poland Hungary Greece Korea Chile Italy Mexico Turkey OECD Average 89.1 83.6 88.5 80.2 81.1 81.3 84.1 77.1 84.2 82.5 83.1 79.3 80.0 82.2 76.7 80.7 76.1 75.3 74.3 78.5 84.9 81.2 77.2 72.4 77.6 77.1 74.6 73.4 76 78.6 77.6 74.7 82.1 76.6 33.6 84.2 79.3 79 75.9 75 74.2 74.1 73.8 73.8 72.9 72.1 71.2 70.8 70.5 70 69.8 68.4 67.4 67.3 67.1 66 65.6 64.2 63 62.8 62.5 61.1 60.7 59 57 55.2 46.8 67.2 Women (%) Men (%) Source: OECD (2016), Labour force participation rate (indicator). doi: 10.1787/8a801325-en (Accessed on 28 March 2016) OECD, Labour force participation rate,
Condoning of violence in general Normalised or valorised as an expression of masculinity Condoned or excused for men in certain circumstances Experience of and exposure to violence •Witnessing violence against women Child abuse Racist violence, lateral and community violence,conflict I war Male peer relations that emphasise aggression and disrespect towards women Weakening of pro-social behaviour (e.g. harmful use of alcohol) Gender inequality in public and private life
And support the normalisation, justification and tolerance of violence against women of violence against women Underpin and produce these specific drivers of violence against women Rigid gender roles and stereotyped constructions of masculinity and femininity relations that and limits to women 's independence in public life and relationships emphasise aggression and disrespect towards women making
Fact Sheet 4 Ten ways local government can advance gender equity Land use planning and design The fact sheets, Ten ways local government can advance gender equity, are part of a resource package designed to build the capacity for local governments to consider gender equity in their planning, policy and service delivery. Local government plays an important role in creating and supporting environments that enable community to achieve optimal health and wellbeing. Reducing gender inequity for women is a key strategy in achieving this goal, as it allows for a more just, inclusive and fair society for both women and men. The fact sheets include practical information and practice examples of ways local government can advance gender equity for women. The ten fact sheets are: Why gender matters Gender analysis Infrastructure Land use planning and design Promoting women in leadership Workplaces Sports and recreation Access to services Key concepts and definitions Further resources Local government’s role in land use planning and design Land use planning refers to how spaces are designed and used and the planning policies and processes that shape conditions in which people live, work and play. Local councils make many land use planning decisions that affect their municipality, such as public transport infrastructure, the size of shopping centres, the location of parks, bike paths and new roads. Every municipality has its own planning scheme, which sets out policies and provisions for the use, development and protection of land for an area. As such, local government plays an important role in creating well designed environments that all members of the community can enjoy. Such places are accessible, environmentally sustainable, affordable and safe for everyone. They enhance the cultural, social, physical and environmental diversity of a region and help foster healthy, socially inclusive communities. Why is gender relevant to land use planning and design? Planning policies and processes can unintentionally exclude or discriminate against groups in our community. Planning policy can ignore the fact that women and men use public space differently. It has been argued that urban and suburban spaces support stereotypically male activities and planning methodologies reflect a male dominated society.
July 2012 Fact Sheet 9 Gender equality Gender equality means equal participation of women and men in all spheres of public and private life. Gender equality is about society giving equal value to the similarities and differences between women and men, and the varying roles they play. The experience of inequality is by no means confined to women. Differences occur between both sexes on questions of race, sexuality, class, age, disability and geography. But on key questions of economic security, health, wellbeing and political participation – within and across cultures – women more commonly experience greater disadvantage and discrimination relative to men. Gender analysis Gender analysis is a method of assessing difference in the lives of women and men and the impacts that policies, programs and services may have. Implementing gender analysis therefore provides more equitable access for both groups, by also taking into account variables such as socio- economic status, age, family structure, ability and cultural and linguistic background. Gender sensitive A policy, program or service that recognises that women and men are constrained in different and often unequal ways as potential participants and beneficiaries. Gender blind A policy, program, project or service that ignores gender and therefore incorporates biases that may be in favour of existing unequal relations. World Health Organisation, Mainstreaming gender equity in health: the need to move forward, WHO regional Office for Europe, Copenhagen, 2002. United Nations, Office of the Special Adviser on Gender Issues and Advancement of Women (OSAGI), gendermainstreaming.htm Gender mainstreaming Gender mainstreaming is a process that ensures: … that gender perspectives and attention to the goal of gender equality are central to all activities – policy development, research, advocacy/dialogue, legislation, resource allocation, and planning, implementation and monitoring of programmes and projects.2 Sex disaggregated data Information that is cross-classified by sex, presenting information separately for females and males, girls and boys in order to identify, understand and respond to issues as experienced by both sexes.
Fact Sheet 10 Ten ways local government can advance gender equity Further resources The fact sheets, Ten ways local government can advance gender equity, are part of a resource package designed to build the capacity for local governments to consider gender equity in their planning, policy and service delivery. Local government plays an important role in creating and supporting environments that enable community to achieve optimal health and wellbeing. Reducing gender inequity for women is a key strategy in achieving this goal, as it allows for a more just, inclusive and fair society for both women and men. The fact sheets include practical information and practice examples of ways local government can advance gender equity for women. The ten fact sheets are: Why gender matters Gender analysis Infrastructure Land use planning and design Promoting women in leadership Workplaces Sports and recreation Access to services Key concepts and definitions Further resources Whether your council is beginning to consider gender or is well advanced in creating a just, inclusive and fair community, there is a wide range of resources available to support this work. International Policy Frameworks Ministry of Women’s Health Affairs. 1996. The Full Picture, Guidelines for Gender Analysis. Government of New Zealand: Wellington. pubs/publications/gender.html Women’s Health Bureau. 2003. Exploring Concepts of Gender and Health. Health Canada: Ontario. National Policy Frameworks Department of Health and Ageing, Australian Government. 2010. National Women’s Health Policy 2010. Commonwealth of Australia: Australia. womenshealthpolicy Australian Human Rights Commission. 2010. Gender Equality Blueprint 2010. Australian Human Rights Commission: Sydney. sex_discrimination/publication/blueprint Department of Families, Housing, Community Services, and Indigenous Affairs. 2011. National Plan to Reduce Violence against Women and their Children. Commonwealth of Australia: Australia. http://www.fahcsia. gov.au/sa/women/progserv/violence/nationalplan/ Documents/national_plan.pdf