Women, superannuation and work

According to Office for Women, it is estimated that by 2019, women will have on average half the amount of superannuation that men will have. The average retirement payout for women in 2006 was only $63,000 compared to $136,000 for men.

Why is this?

- Work patterns: while in the workforce, women are more likely to take time off work to care for sick children, or other family members.
- Breaks in work: Taking time off work for long periods of time to have a child, care for children or others, lessens a person’s opportunities in the job market and therefore the ability to earn superannuation.

Let's face reality; divorce and death happens. It is important that people maintain workplace skills so they are able to earn an income and achieve financial security.

What are some possible solutions to this growing problem?

- The provision of paid maternity leave has the potential to increase women’s superannuation balances. Where women receive an income during maternity leave, they will continue to accumulate superannuation.
- More family friendly workplaces to increase women’s participation in the workforce. Job sharing, flexible hours, child care facilities, and working from home arrangements are all measures which support men and women to balance work and family responsibilities.
- Encouraging father-friendly practices in the workforce to lessen the sole burden of caring on women.
- Speaking to a financial planner about superannuation so spouses who are carers are clear on the latest superannuation laws.

For more information, view the brochure published by the Australian Government on Women and Superannuation at the following web address:

http://ofw.facs.gov.au/publications/publications_list.htm

CareerMums joins forces with Westfield in ‘We Are Family’ campaign

Kate Sykes, founder of www.careermums.com.au, will be providing back-to-work advice for parents in Westfield shopping centres around the country as part of Westfield’s inaugural ‘We are Family’ campaign.

‘Parents need to know that they are a wanted resource in the workforce. As the national skills shortage kicks in, there are fast becoming more opportunities to work flexibly. And many employers are targeting return to work parents because of their skills, experience, loyalty and maturity. For some parents who have been out for longer than 2 years, it may mean some re-skilling, a confidence boost, and a game plan to get the ball rolling. We are here to help.’ Said Kate Sykes.

Between June 16 and August 10, ‘We Are Family’ will host approximately 160 free, interactive events on a diverse range of topics at 32 Westfield centres across the nation for mums to learn, share and meet other mums in the community.

Some of the topics include:
• Working Mums Club
• DIY Make Over
• Toddler Tantrums
• First 12 Months
• Mum Coach

For more details, check out the new ‘We Are Family’ website at www.westfield.com.au/wearefamily.

Where do you look for flexible employment?

The question on every parent's lips!

If you are currently employed, ask your manager. Request your organisation's flexible workplace policy. if they don't have one, find out why!

If you are not currently employed, we suggest you visit the following websites to locate flexible employers who have been recognised or rewarded for being flexible:
- www.eowa.gov.au
- www.workplace.gov.au
- www.breastfeedingfriendly.com.au
- www.hotemployers.com.au
If you see an employer you would like to work for, be proactive and call them. Good employees are in high demand so they may be relieved to hear from you.

If you are keen to contact recruiters, but have had a bad experience because they don't know how to deal with candidates seeking flexibility, contact one of the following - they specialise in flexible roles:
- www.priorities.com.au
- www.daretwoshare.com.au
- www.nine2three.com.au
- www.seedrecruitment.com.au

If you have any other channels you would like to share, please let us know.