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Factsheet:
Laws to address sex discrimination and promote gender equality
Sex discrimination remains a harsh reality for many Australian women. Many women continue to experience unfair treatment in the workplace and other spheres of life.
The Sex Discrimination Act (Cth) (SDA) has now been in place for nearly a quarter of a century. It is timely to review its effectiveness in preventing sex discrimination and promoting gender equality.
For example, currently a person can only make a complaint under the SDA on the grounds of discrimination because of family responsibilities if they have been sacked. This leaves the door wide open for other forms of workplace discrimination against people with family responsibilities.
The Senate Legal and Constitutional Affairs Committee are currently holding a review of the SDA. This presents an opportunity to examine new ways of reducing sex discrimination, harassment and violence. This will be the first review of the legislation in over a decade.
Commissioner Broderick will contribute to the review of the SDA to ensure that the law is effective to address sex discrimination and sexual harassment experienced by individuals, as well as promoting gender equality in Australian society.
Statistics
- The number of complaints under the Sex Discrimination Act 1984 (Cth) has risen over recent years:
- In 2005/06 HREOC received 347 complaints.
- In 2006/07 HREOC received 472 complaints.
- To date in this financial year, the number of complaints is in excess of 420.
- 27 percent of the total number of complaints received by the Human Rights and Equal Opportunity Commission in the 2006-07 reporting year came under the Sex Discrimination Act 1984 (Cth).1
- The majority of these complaints, 81 per cent, related to employment. 19 percent of complaints alleged sexual harassment and 17 percent of complaints alleged pregnancy discrimination.2
Quotes from Listening Tour participants
- “I have a daughter-in-law who works for a call centre. She fell pregnant and had a baby. At this time her boss said that if she wanted to come back she could. After six months, he gave her a hard time and said she had to work full-time if she wanted to work. He did this because he thought women should be in the home. She ended up leaving. She knew it was discrimination but he is the boss.”
Hobart community consultation participant
[1] Human Rights and Equal Opportunity Commission, 'Annual Report 2006-2007' (2007)
[2] Human Rights and Equal Opportunity Commission, 'Annual Report 2006-2007' (2007)
