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
Thursday, June 26, 2008
Monday, June 23, 2008
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.
‘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.
Wednesday, June 4, 2008
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.
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.
Thursday, May 29, 2008
Budget 2008-09 offers small businesses support in creating a flexible workplace
I think small to medium sized businesses are doing a great job in offering work flexibility. it certainly helps that they are small enough to make decisions more quickly and they have less red tape to contend with.
The recent Federal budget has delivered a $12 million package over three years to help small businesses introduce flexible working hours and other measures to improve retention and productivity.
Small businesses will have access to grants of up to $15,000 to help meet the costs of family friendly policies.
In addition, small business will soon be on a level playing field with big business in terms of their ability to offer assistance with child care costs. Everyone will now be entitled to a 50% child care rebate paid by the Government every quarter.
I will keep you up to date on the small business grants for boosting flexible work policies when more information comes to light.
The link below outlines other budget boosts in the workplace:
http://www.aph.gov.au/budget/2008-09/content/bp2/html/expense-09a.htm
The recent Federal budget has delivered a $12 million package over three years to help small businesses introduce flexible working hours and other measures to improve retention and productivity.
Small businesses will have access to grants of up to $15,000 to help meet the costs of family friendly policies.
In addition, small business will soon be on a level playing field with big business in terms of their ability to offer assistance with child care costs. Everyone will now be entitled to a 50% child care rebate paid by the Government every quarter.
I will keep you up to date on the small business grants for boosting flexible work policies when more information comes to light.
The link below outlines other budget boosts in the workplace:
http://www.aph.gov.au/budget/2008-09/content/bp2/html/expense-09a.htm
Monday, May 26, 2008
20 cheap and easy family friendly ideas for your business
Becoming family friendly does not have to be an expensive process. Here are some ideas to implement straight away:
1. Schedule meetings within normal working hours;
2. Ensure your staff take their annual leave in the year that it is due;
3. Negotiate flexible start and finish times;
4. Allow staff to have a say in rostering arrangements;
5. Introduce make-up time so staff can make up hours if they need to attend an appointment;
6. Allow your staff to use their sick leave entitlements to care for family members;
7. Broaden the definition of 'family' (to include more distant relatives) for the purposes of bereavement leave;
8. Provide information on local contacts to help staff find child care, school holiday care and elder/respite care;
9. Provide an emergency phone for employees to contact family members (eg an older child sick at home);
10. Allow staff to take annual leave in single days;
11. Allow staff to use work mobile phones for emergency family reasons;
12. Discourage weekend work and staying back late in the office except in exceptional circumstances;
13. Introduce a 'keep in touch' plan for staff on maternity leave;
14. Hold a 'Bring your Child to Work' day or a family picnic day;
15. Allow leave without pay for cultural purposes;
16. Extend social events such as happy hours to families and partners;
17. Consider the needs of partners and families in any relocations and movements;
18.Introduce a workplace policy for breastfeeding employees;
19. Include a summary of your company's work and family policy in a letter of offer to new employees;
20. Put work and family issues on the agenda to discuss at the next round of negotiations for your workplace agreement.
(Source: DEEWR website)
1. Schedule meetings within normal working hours;
2. Ensure your staff take their annual leave in the year that it is due;
3. Negotiate flexible start and finish times;
4. Allow staff to have a say in rostering arrangements;
5. Introduce make-up time so staff can make up hours if they need to attend an appointment;
6. Allow your staff to use their sick leave entitlements to care for family members;
7. Broaden the definition of 'family' (to include more distant relatives) for the purposes of bereavement leave;
8. Provide information on local contacts to help staff find child care, school holiday care and elder/respite care;
9. Provide an emergency phone for employees to contact family members (eg an older child sick at home);
10. Allow staff to take annual leave in single days;
11. Allow staff to use work mobile phones for emergency family reasons;
12. Discourage weekend work and staying back late in the office except in exceptional circumstances;
13. Introduce a 'keep in touch' plan for staff on maternity leave;
14. Hold a 'Bring your Child to Work' day or a family picnic day;
15. Allow leave without pay for cultural purposes;
16. Extend social events such as happy hours to families and partners;
17. Consider the needs of partners and families in any relocations and movements;
18.Introduce a workplace policy for breastfeeding employees;
19. Include a summary of your company's work and family policy in a letter of offer to new employees;
20. Put work and family issues on the agenda to discuss at the next round of negotiations for your workplace agreement.
(Source: DEEWR website)
Thursday, May 15, 2008
2008-09 Women's Budget Statement
The 2008-09 Women's Budget Statement highlights measures in the budget that will assist women and their families.
Find out how the latest budget will benefit you. One of the key items is of course the 50% child care rebate paid quarterly.
Copy and paste the following URL link into your browser:
http://www.careermums.com.au/uploads/2008-2009%20Women's%20Budget%20Statement.pdf
Find out how the latest budget will benefit you. One of the key items is of course the 50% child care rebate paid quarterly.
Copy and paste the following URL link into your browser:
http://www.careermums.com.au/uploads/2008-2009%20Women's%20Budget%20Statement.pdf
Wednesday, May 14, 2008
CareerMums welcomes child care rebate announcement in Budget 08
PRESS RELEASE - 14 MAY 2008
Kate Sykes of www.careermums.com.au welcomes the Government’s decision to implement a 50% child care rebate paid every three months. ‘Workplace flexibility and cost of child care prove to be a continual barrier in parents returning to work sooner. With a national skills shortage, women accounting for nearly half of the workforce, and child care costs rising by more than 12% per year, the spotlight on the cost of child care is long overdue.’
In a recent survey conducted by www.careermums.com.au, over 60% of respondents said that the introduction of a 50% child care rebate would make some difference or a huge difference in terms of re-entering the workplace or working more days.
‘So many women want to return to work but have found that the cost of care, particularly after their second child, creates a situation where it is not worth it financially. This child care rebate will certainly make a difference. No doubt the government will need to monitor child care rate increases as a result of the rebate.’
‘The next step is a national paid maternity leave scheme currently being reviewed by the Productivity Commission. Australia and the USA are the only 2 countries in the group of OECD countries that do not have a formal parental leave payment system. Therefore we should be looking to other countries to understand what works successfully. Australia is where most OECD countries were 10 years ago. Meanwhile, the more advanced countries are debating if their current policies, including paying parents 26 or more weeks of paid parental leave, are enough.’
Kate Sykes of www.careermums.com.au welcomes the Government’s decision to implement a 50% child care rebate paid every three months. ‘Workplace flexibility and cost of child care prove to be a continual barrier in parents returning to work sooner. With a national skills shortage, women accounting for nearly half of the workforce, and child care costs rising by more than 12% per year, the spotlight on the cost of child care is long overdue.’
In a recent survey conducted by www.careermums.com.au, over 60% of respondents said that the introduction of a 50% child care rebate would make some difference or a huge difference in terms of re-entering the workplace or working more days.
‘So many women want to return to work but have found that the cost of care, particularly after their second child, creates a situation where it is not worth it financially. This child care rebate will certainly make a difference. No doubt the government will need to monitor child care rate increases as a result of the rebate.’
‘The next step is a national paid maternity leave scheme currently being reviewed by the Productivity Commission. Australia and the USA are the only 2 countries in the group of OECD countries that do not have a formal parental leave payment system. Therefore we should be looking to other countries to understand what works successfully. Australia is where most OECD countries were 10 years ago. Meanwhile, the more advanced countries are debating if their current policies, including paying parents 26 or more weeks of paid parental leave, are enough.’
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