using networks of champions; and providing childcare options through the workplace. Clear guidelines, policies and procedures: Clear guidelines for both businesses and individuals about their rights and responsibilities, including information about legislative protections for pregnant women, parents on paternity leave and parents looking to re-enter or remain in the workforce are important. The EOC resolves approximately half of the complaints that fall within Equal Opportunity Act 1984 (SA) through conciliation. The EOC often finds that through bringing the parties together in a conciliation conference, relatively minor adjustments and compromise can result in a positive outcome for both employers and employees. In the experience, a EOC’s more flexible mindset, and better internal avenues for negotiation within workplaces, can play a significant role in improving employment outcomes and workplace equality. Summary The EOC through its role in administering the Equal Opportunity Act 1984 (SA) and in promoting equality in the workplace, comes into contact with a number of people who allege workplace discrimination as a result of their pregnancy or caring responsibilities. The enquiries and complaints received by the EOC indicate that discrimination cuts across all stages of a working life, and has serious effects both for the individual, and for the person’s broader goal of gender equality in the workforce. This discrimination has continued despite a growing body of legislation enacted to prevent such behaviours, indicating that there remains a need to do more in this area. Supporting working parents to participate in the workplace requires a “whole-of-working-life” approach. There is also a continued commitment to raise awareness and acceptance of pregnancy, and caring responsibilities in the workplace, and to changing the discourse around child rearing from a issue to a whole of work issue. women’s
using networks of champions; and providing childcare options through the workplace. Clear guidelines, policies and procedures: Clear guidelines for both businesses and individuals about their rights and responsibilities, including information about legislative protections for pregnant women, parents on paternity leave and parents looking to re-enter or remain in the workforce are important. The EOC resolves approximately half of the complaints that fall within Equal Opportunity Act 1984 (SA) through conciliation. The EOC often finds that through bringing the parties together in a conciliation conference, relatively minor adjustments and compromise can result in a positive outcome for both employers and employees. In the EOC’s experience, a more flexible mindset, and better internal avenues for negotiation within workplaces, can play a significant role in improving employment outcomes and workplace equality. Summary The EOC through its role in administering the Equal Opportunity Act 1984 (SA) and in promoting equality in the workplace, comes into contact with a number of people who allege workplace discrimination as a result of their pregnancy or caring responsibilities. The enquiries and complaints received by the EOC indicate that discrimination cuts across all stages of a person’s working life, and has serious effects both for the individual, and for the broader goal of gender equality in the workforce. This discrimination has continued despite a growing body of legislation enacted to prevent such behaviours, indicating that there remains a need to do more in this area. Supporting working parents to participate in the workplace requires a “whole-of-working-life” approach. There is also a continued commitment to raise awareness and acceptance of pregnancy, and caring responsibilities in the workplace, and to changing the discourse around child rearing from a women’s issue to a whole of work issue.
Equal%20Opportunity%20Commission%20of%20South%20Australia%20Submission.docx