This article was written by Managing Human Resources Consultant, Kerry-Anne Shaughnessy.
When it comes to the global workforce in the health and education sectors, women and men are nearing or currently experiencing equality. However, women continue to fall behind men in economic presence and opportunity by 12.5 per cent even in gender-impartial countries.[1]
In Australia, the rate of female workforce participation is 46.2 per cent, compared to men at 53.8 per cent.[2] Out of that percentage, 21.2 per cent of women are working part-time, in comparison to men at 9.5 per cent.
The underemployment rate for women in Australia is currently at 10.8 per cent, compared to 6.9 per cent for men[3]. These statistics prompt an interesting debate about employment opportunities for females and whether women are experiencing workplace discrimination[4].
Speaking from a personal story, I have always enjoyed working and the opportunities working has provided. I found after having my daughter in 2015 that my career options became limited. I experienced numerous comments from colleagues along the lines of, “you’ll never want to work again” and “why have you returned to work full time”.
I have met so many talented and capable working mothers over the years who can’t find flexibility in the early years of their children’s lives, so they end in opting out of paid work for a few years. This then compounds as they lose their confidence and current skills. When their children are older, they then find it even harder to return to the workforce. So, it’s a long-term economic problem and we miss out on great contributors and role models.
I did not want to be one of those women so with the support from Jody Rowe at Rowe Advisory, I have been able to fulfil my personal and professional goals enabling me to work for a management consultancy. Rowe Advisory has shifted attitudes from the old-fashioned idea that a productive employee must be in the office and visible, to a flexible working model that provides a supportive passionate environment. Jody believes a diverse workforce provides out of the box thinking and enthusiastic resources in exchange for flexible working conditions, it is a recipe for success.
Rowe Advisory set a target for 2017 of increasing female consultants to 30%, I am excited to announce we have achieved this target by Q2 2017.
If your organisation is looking for ways to incorporate a diversity and inclusive strategy within your organisation or would like more information on how Rowe Advisory could help your business, please contact Jody Rowe at Jody@roweadvisory.com.au or Kerry-Anne Shaughnessy at Kerry-Anne@roweadvisory.com.au.
[1] Source: OECD (2016), Labour force participation rate (indicator). doi: 10.1787/8a801325-en (Accessed on 28 March 2016)
[2] Source: ABS (2016), Labour Force, Australia, Detailed, Quarterly, Feb 2016, cat. no. 6291.0.55.003, viewed 4 May 2017, http://www.abs.gov.au/ausstats/abs@.nsf/mf/6291.0.55.003
[3] Source: ABS (2016), Labour Force, Australia, Detailed, Quarterly, Feb 2016, cat. no. 6291.0.55.003, viewed 4 May 2017, http://www.abs.gov.au/ausstats/abs@.nsf/mf/6291.0.55.003
[4] Source: Australian Human Rights Commission, Pregnancy Facts Sheet, viewed 4 May 2017, www.humanrights.gov.au/publications/pregnancy-fact-sheet