Increase female participation rates in the workforce by 25%

Here’s the commitment made by members of the G20 following the summit in Brisbane in 2014:

“Promoting greater participation by women in the labour market and improving the quality of their employment will contribute to stronger and more inclusive growth. To achieve this we agree to the goal of reducing the gap in labour force participation rates between men and women in our countries by 25 per cent by 2025, taking into account national circumstances. This will bring more than 100 million women into the labour force, significantly increase global growth and reduce poverty and inequality. We recognise the significance of this commitment and will seek the support of international organisations, led by the ILO and OECD, in measuring our progress.” Brisbane Action Plan, G20, November 2014.

Fantastic!  Bring it on!  I’m so excited!  But wait, how is this going to happen?  How will the difference in male and female participation rates be reduced at all, let alone by 25%?  It will certainly be interesting to see specifically what the federal government has in mind.

Perhaps the answer is increased flexibility.  We all know that despite our long and proud history of fighting for equality in the workplace and in society in general, the reality for many women (I’m going to go out on a limb here and say most women) is that the lion’s share of parenting and domestic duties fall to us.  Obviously not in all cases but in enough for this to still be an issue.  The impact of that in the workplace is that women need more flexibility to allow them to take care of their various responsibilities each day without being bound by the unnecessary and inflexible constraints which do nothing but add more stress to the situation and send us running for that second glass of wine each night.  A stressed employee is a liability (if you need to see it that way) and just won’t be as effective as they might otherwise be – not a good outcome for anyone.

Perhaps the government will legislate for this increased flexibility?  Perhaps make it an absolute right rather than simply a right to request flexible working arrangements?  Whilst that might appear to be a good thing for women, will it have the reverse affect so that businesses avoid hiring women for that very reason?

And what about the impact on men in the workplace?  It’s possible (probable in some cases) that some men will be upset that women have certain rights that men don’t.  Fair enough.  There’s lots of men out there who have primary care of children or some other legitimate reason for needing flexible working arrangements so why not extend it to men also?  There’s certainly a compelling case for doing that.

Then there’s childcare.  If more women are going to go into the workforce, who’s watching the children?  For the lucky few, benevolent grandparents are the most cost-effective way to go.  For the rest of us…it’s the dreaded childcare that on the one hand lets us get out of the house and mix with other adults while on the other, leaves us feeling financially raped on a weekly basis…but I digress.

I feel for whoever has the job of increasing female participation rates in the workforce.  Despite the expected economic (and no doubt social) benefits of doing so, it’s certainly not going to be an easy job!

At HR Business Direction we can assist with implementing flexibility in the workplace.  Contact us here.

Melissa Fitzpatrick LLB (Hons); B.Int.Bus; IRSQ
Industrial & Employment Relations Specialist
melissa.fitzpatrick@hrbd.com.au
07 3890 2066
www.hrbd.com.au