GENDER EQUITY

Gender Equity

The below is based on information from the Australian Bureau of Statistics, the Workplace Gender Equality Agency, the Australian Human Rights Commission and the NSW Public Sector Commission.

What is gender equity?

Gender equity is achieved when people are able to access and enjoy the same rewards, resources and opportunities regardless of their gender. This means that people of different gender experiences can achieve broadly equal outcomes, but not necessarily exactly the same outcome.

To achieve this, we are required to:

  • Provide equal pay / reward for work of equal or comparable value
  • Remove barriers to the full and equal participation of women
  • Provide access to all roles, duties and positions, including leadership roles, regardless of gender; and
  • Actively eliminate discrimination on the basis of gender, particularly in relation to family and caring responsibilities

Gender equity is not just about women! Research suggests that gender equity in the workplace and in society benefits men as much as it benefits women. Increasing women’s participation has positive impacts on organisational culture and on operations. A diverse and inclusive Club, regardless of size, generates tangible benefits for everyone, such as increased efficiency, productivity, innovation, creativity and improved engagement.

Achieving gender equity is important not only because it is “fair” and “the right thing to do”, but because it is also linked to our Club’s values.

Why is gender equity important?

Equitable treatment and fair and equal access to opportunities is a human right. Almost every human rights treaty in the world includes the prohibition of gender discrimination. Yet it remains a reality for many women and girls all over the world.

Along with many countries worldwide, Australia has made significant progress towards gender equity in recent decades, particularly in education, health and female workforce participation. However, the gender gap in the Australia society is still prevalent. The Australian workforce is highly segregated by gender, and female-dominated industries – such as aged care, childcare, and health and community services – have been historically undervalued. Australian women are over-represented as part-time workers in low-paid industries and in insecure work and continue to be underrepresented in leadership roles in the private and public sectors. Women continue to earn less than men, are less likely to advance their careers as far as men, and accumulate less retirement or superannuation savings. At the same time, men have less access to family-friendly policies such as parental leave or flexible working arrangements than women.

Diverse teams are associated with greater innovative capacity for an organisation. International research examining gender diverse teams suggests that more gender-balanced teams are better in promoting an environment where innovation can flourish compared to teams of one particular gender.

A study by McKinsey & Company found that companies in the top quartile for gender diversity on their executive teams were 21% more likely to experience above-average profitability. The study also found that executive teams that were high-performing had more women in revenue-generating roles. This is significant as women are generally underrepresented in these roles.

When places are equally appealing to women and men, organisations understandably have access to a larger talent pool. People value positive cultures and environments that offer gender equity policies and practices, flexible arrangements and support for employees with family and caring responsibilities. In addition, places that support gender equity are a better position to retain talented and valued members.

Gender Equity at New Lambton FC Juniors

As at 2023, approximately 30% of our members identified as women.

New Lambton FC Juniors Female Consultation Group

We are currently in the process of setting up a Female Consultation Group to provide a welcoming and inclusive environment for women and allies across NLFCJ to connect and build a sense of belonging and community. It will be an effective platform to contribute to a positive Club environment. Anyone at NLFCJ who wishes considers themselves an advocate for gender equity (regardless of their own gender identity) is welcome to join the FCG. Please contact a committee member if you would like to find out more or to join the FCG.

Key statistics and facts

  • Women make up 65% of the NSW Government sector workforce and 40.3% of senior leadership
  • Men dominate higher paid roles in the NSW Government sector, but are less able to access flexible working and caring support arrangement
  • Women’s full time adult average weekly ordinary time earnings were 86% of that of men
  • Women are five times more likely to be the victims of sexual assault than men
  • 1 in every 2 mothers experiences discrimination during pregnancy, on parental leave or when returning to work.
  • Women do nearly twice as much unpaid work as men
  • Women retire with half the superannuation savings of men
  • 1 in 3 Australian women over 15 has experienced physical violence
  • Gender stereotypes affect behaviour, study choices, ambitions and attitudes about relationships. For example, girls are less likely to take part in organised sport and they are less likely to do advanced maths subjects in their final years of school
  • Gender stereotypes affect children’s sense of self from a young age. For example, boys receive 8 times more attention in the classroom than girls, and girls receive 11% less pocket money than boys

Gender and intersectionality

  • Aboriginal and Torres Strait Islander women’s experience of gender inequality is made worse by the impacts of colonisation and violent dispossession. For example, they are 11 times more likely to die from family violence than other women
  • Trans and gender diverse women may feel forced to hide their gender identity when using services, at school or at work. They are at greater risk of mental illness, verbal and physical abuse and social exclusion
  • Women with disability are more likely to experience family violence and sexual assault. They are more likely to be un- or underemployed. They are paid less than men with disability and women without disability
  • Women from culturally and linguistically diverse background often experience racism on top of gender inequality. For example, women from multicultural communities often work in insecure, low-paid jobs or work they are overqualified for. They may also face additional language barriers which may make it hard for them to understand their rights or access resources
  • Research tells us that gender equity is linked to national as well as organisational economic performance and social cohesion and is associated with:
    • Improved national productivity and economic growth
    • Future-proofing the Australian economy
    • Increased organisational performance
    • Enhanced ability of companies to attract talent and retain employees
    • Enhanced organisational reputation
    • Increased inclusion, connectivity and greater health and wellbeing