Page 2802 - Week 10 - Wednesday, 6 October 2021
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Embedding flexible work arrangements has created more opportunities for workforce participation, including for women at a different life and career stage. Where possible, we have removed barriers for staff to work from home. For office workers we have moved away from desktop computers to mobile devices to maximise options for staff to choose the working location that best supports their task.
Women in the ACT public service have access to a wide range of flexible working options across various sectors. For many, the ability to work remotely or from a location of their choosing means that there is much more flexibility in when and how women can engage with work.
The implementation of the hub-and-spoke office model across the territory, and the creation of flexi-offices in our regional town centres, presents further opportunities by providing fully equipped working locations in the regions where our employees live. Combined with access to remote working, the accessibility of these flexi-offices can reduce the time spent commuting and better manage combinations of work, school, caring and other responsibilities.
For those who are unable to undertake flexible working arrangements, such as those working in health care, education and other frontline services, we are committed to ensuring that workplaces are as accommodating as possible and that women are given equal opportunity to succeed.
The government also recognises that secure employment is crucial in ensuring women’s economic security. The ACT government has an ambitious program of reform designed to implement more secure employment within the ACT public sector.
The government is committed to providing a secure employment framework, which is a key deliverable of the government’s election campaign commitments regarding the use of privatised services and plays a role in shaping how we deliver the work of the ACT public sector into the future. This complements the work of the Insecure Work Taskforce within the ACT public sector enterprise agreement, favouring internal employment. I am incredibly proud of the work we have already achieved through the Insecure Work Taskforce, and I am looking forward to delivering this key legislative commitment of a Labor government.
Across the Australian workforce, women are disproportionately affected by insecure work. This work is crucial in addressing the gender pay gap. Work undertaken by the government to reduce the gender pay gap is, of course, not limited to the ACT public service. This government is working across the community to decrease gender inequality.
The Second Action Plan 2020-22 of the ACT Women’s Plan includes a number of actions focused on increasing workforce participation, particularly in traditionally male-dominated industries. Supporting more women in construction roles is currently a major focus. Data from the last census tells us that women made up only 2.4 per cent of people working in carpentry, plumbing, electrical, automotive and telecommunication trades in the ACT. Data like this is why increasing the
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