Women's Economic Security: What the major parties are promising

Women’s Economic Security: What the major parties are promising

Who are the women running for election in 2022? Check out Women Elect, our page tracking female candidates.

There are a lot of policies that can and should come under the banner of Women’s Economic Security.

Everything from climate change to childcare, aged care and safety – it all factors into women’s financial security and retirement.

In the below, we’ve looked at a number of areas to identify relevant policies from the major practices, including

WHAT WE KNOW SO FAR: Our 2022 election policy pages are live, and updated as we learn more from each of the major parties.

COALITION

$438 billion was invested from this year’s Women’s Budget Statement for various measures that aim to support women in leadership and remove barriers to workforce participation
Raise household eligibility test on period parental leave, and enable both parents to access the combined 20 weeks
A $38.6 million initiative to offer support – including mentoring – to women in non-traditional trades
$18.5 million to further resource the Workplace Gender Equality Agency
Has not committed to paying superannuation on top of government-funded paid parental leave.

LABOR

Has announced plans to increase pay for women, particularly those in caring jobs, by strengthening the ability of Fair Work Commission to order pay increases for those in female-dominated industries
Legislate for 250 largest companies to publicly report gender pay gaps
Address gender pay gaps across Australia’s Public Service
Promised to pass laws imposing “positive duty” on employers to stop sexual harassment and discrimination
Make pay equity a Fair Work Act objective
Has not committed to pay superannuation on top of government-funded paid parental leave
$24 million to fund Working Women’s Centres in all Australian states and territories.

THE GREENS

$24.5 billion over ten years to provide 26 weeks of paid parental leave, paid at the carer’s replacement wage up to $100,000 annually. Provide a “use it or lost it” mechanism to encourage parents to share care with more equity
Require workplaces to consider flexible working arrangements
Increase transparency of pay date, give WGFEA more power to act when employers fail to take action on closing gender pay gaps
Require a Women’s Budget Impact Statement to consider gender impacts of budget allocations
Implement all recommendations of the Respect@Work and Set the Standard reports.