and business and industry peaks) in the capital cities of every state and territory across Australia, as well as in some regional areas. Both the quantitative and qualitative data demonstrate that discrimination towards pregnant employees and working parents remains a widespread and systemic issue which inhibits the full and equal participation of working parents, and in particular, women, in the labour force. In addition to the negative impacts of discrimination on individual women and men, the National Review found that discrimination has a tangible impact on The National Prevalence Survey revealed women’s workforce participation. 32% of all mothers who were discriminated against during pregnancy, parental leave or on return to work went to look for another job or resigned. Such discrimination, particularly where it results in job loss or the withdrawal from the workforce, can have significant long-term effects. Discrimination places an economic impost on employers, industries and individual organisations and on the Australian economy, particularly to the extent that it contributes to under-participation or withdrawal from women’s the workforce. It has been estimated that increasing workforce participation in women’s Australia by 6% could increase the national GDP by $25 billion. Increased participation of women and greater gender diversity at senior levels in an organisation has tangible benefits in terms of better efficiency, performance and innovation, as well as increased access to the female talent pool and improvements to organisational reputation. The National Review also identified the structural barriers that women and men face. These include the limited availability, affordability and accessibility of early childhood education and care services, as well as the underlying stereotypes and assumptions about childbearing, parenting and the roles of women and men in the home and in the workplace. Workplace cultures that are informed by the existence of pervasive harmful stereotypes about pregnant employee with family or ‘the employee’, ‘the and stereotypes about the caring responsibilities’, ‘the flexible worker’ ‘ideal contribute to this discrimination. worker’ Many employers also shared the difficulty they encountered in understanding their legal obligations from the multiplicity of legislation with which they must – comply, through to challenges in implementing their obligations. This was particularly evident in relation to accommodating the specific needs of pregnant employees, managing return to work for parents after parental leave (such as managing flexible work), and shifting ingrained stereotypes and attitudes that can impede the successful implementation of policy for, and management of, working parents. Although the existing legal framework is reasonably comprehensive, better protection against discrimination could be provided by strengthening it in a
and business and industry peaks) in the capital cities of every state and territory across Australia, as well as in some regional areas. Both the quantitative and qualitative data demonstrate that discrimination towards pregnant employees and working parents remains a widespread and systemic issue which inhibits the full and equal participation of working parents, and in particular, women, in the labour force. In addition to the negative impacts of discrimination on individual women and men, the National Review found that discrimination has a tangible impact on women’s workforce participation. The National Prevalence Survey revealed 32% of all mothers who were discriminated against during pregnancy, parental leave or on return to work went to look for another job or resigned. Such discrimination, particularly where it results in job loss or the withdrawal from the workforce, can have significant long-term effects. Discrimination places an economic impost on employers, industries and individual organisations and on the Australian economy, particularly to the extent that it contributes to women’s under-participation or withdrawal from the workforce. It has been estimated that increasing women’s workforce participation in Australia by 6% could increase the national GDP by $25 billion. Increased participation of women and greater gender diversity at senior levels in an organisation has tangible benefits in terms of better efficiency, performance and innovation, as well as increased access to the female talent pool and improvements to organisational reputation. The National Review also identified the structural barriers that women and men face. These include the limited availability, affordability and accessibility of early childhood education and care services, as well as the underlying stereotypes and assumptions about childbearing, parenting and the roles of women and men in the home and in the workplace. Workplace cultures that are informed by the existence of pervasive harmful stereotypes about ‘the pregnant employee’, ‘the employee with family or caring responsibilities’, ‘the flexible worker’ and stereotypes about the ‘ideal worker’ contribute to this discrimination. Many employers also shared the difficulty they encountered in understanding their legal obligations – from the multiplicity of legislation with which they must comply, through to challenges in implementing their obligations. This was particularly evident in relation to accommodating the specific needs of pregnant employees, managing return to work for parents after parental leave (such as managing flexible work), and shifting ingrained stereotypes and attitudes that can impede the successful implementation of policy for, and management of, working parents. Although the existing legal framework is reasonably comprehensive, better protection against discrimination could be provided by strengthening it in a