Next page . . . . Previous page . . . . Speeches . . . . Contents . . . . Sittings . . . . PDF . . . . Video

Legislative Assembly for the ACT: 2021 Week 10 Hansard (Wednesday, 6 October 2021) . . Page.. 2793 ..


cost-benefit analysis was undertaken on behalf of government by EY, a reputable consultant, with analysis supported by workstreams including Arup, another very distinguished consultant in infrastructure, Turner & Townsend, and Veitch Lister. EY provided an economic appraisal report for light rail stage 2A, setting out the methodology parameters and results. MPC did obtain relevant technical spreadsheets in relation to the capital operating and maintenance cost estimates, and transport and land use benefits for the project.

Gender inequality—gender pay gap

MS ORR (Yerrabi) (3.10): I move:

That this Assembly:

(1) notes that:

(a) gender inequality, including inequality of pay, has been impacting women in Australia and around the world for centuries;

(b) reducing gendered inequality in the workplace and more broadly is ongoing and will require many different initiatives and responses;

(c) as a transparency and accountability tool, the gender pay gap has provided a headline measure of how equally men and women have or have not been remunerated for their work;

(d) in Australia, the national gender pay gap has reduced from a high of 18.5 percent in November 2014 to 13.4 percent in November 2020, although there has subsequently been an increase back up to 14.2 percent as of May 2021 and, in the ACT, the gender pay gap is 7.9 percent;

(e) the ACT Government has done effective work to reduce gender inequality within its own workforce which is reflected in its high female participation rates and low gender pay gap;

(f) as a result of the good work by the ACT Government and public service, the ACT Public Service (ACTPS) has an overall gender pay gap of one percent or less, with 65 percent of ACTPS employees being women;

(g) to build on the work already undertaken, starting in the 2022-23 financial year, directorates will be directed to report on gender action plans and gender impact assessments in their annual reports;

(h) while this is an overall excellent outcome, there remains a lack of reporting available on the breakdown between directorates;

(i) there is also a lack of reporting on the difference in outcomes between executive and non-executive levels; and

(j) these details are useful in identifying areas where further gains in gender equality and equal remuneration can be focused; and

(2) calls on the ACT Government to:

(a) undertake more detailed reporting on the gender pay gap in the ACTPS;

(b) include in this undertaking a breakdown of the gender gap between:

(i) directorates; and


Next page . . . . Previous page . . . . Speeches . . . . Contents . . . . Sittings . . . . PDF . . . . Video