More than one in three workers in Australia usually work from home at least some of the week. Working from home has become an established working arrangement for many employees in jobs where it is possible to work remotely. Yet, there is strong opposition from some employers to working from home and regular reports of

The Centre for Future Work’s research team has analysed the Commonwealth Government’s budget. As expected with a Federal election looming, the budget is not a horror one of austerity. However, the 2025-2026 budget is characterised by the absence of any significant initiatives.  There is very little in this budget that is new other than the

The Australian Public Service (APS) is responsible for delivering some of the most crucial social services to all Australians. The APS workforce includes employees who deliver frontline services like in Medicare and Centrelink, those who administer the National Disability Insurance Scheme (NDIS), and those who assist service personnel and veterans via Veterans Affairs. These are

It is generally reported that NDAs can benefit victim-survivors by providing anonymity and privacy where that is the victim-survivor’s choice. However, it is also reported that power imbalances between victim-survivors on the one hand and perpetrators and employers/organisation on the other have left workers feeling they had little choice but to sign NDAs. NDAs have

The Fair Work Commission’s Review of Modern Awards 2023-24 is considering the impact of workplace relations settings on work and care. This submission argues for good quality, secure part-time jobs to achieve more gender-equitable sharing of care and to support women’s full economic participation.

This paper presents the case for an aged care worker registration and accreditation scheme

This joint submission by the Centre for Future Work and the Nordic Policy Centre argues for immediate further reform to bring Australia’s Paid Parental Leave (PPL) scheme up to international best practice standards.

The gigification of care is creating insecure work, undermining gender inequality and damaging workforce sustainability.

This report examines the barriers to closing the gender gap by reviewing Australia’s position within the industrial countries of the OECD. The report also uses data from the ABS and the ATO to highlight gender disparities across all levels of income, ranges of occupation and ages, as well as disparities regarding who undertakes the greater

The Australia Institute’s submission to the inquiry into parliamentary workplaces focused on the experiences of several of our senior staff in their time as parliamentary staff.

As one of its first legislative acts, the new Commonwealth government is proposing to provide 10 days of paid leave for victims of family and domestic violence, as a right enshrined in Australia’s National Employment Standards. This will provide victims of FDV with important economic security as they work to address or escape their situations. Access to such leave has been shown to be effective in reducing the subsequent incidence of violence, and assisting victims and their families in rebuilding their lives.

The Australia Institute surveyed a nationally representative sample of 1,004 Australians about their attitudes towards free and universal childcare.

Budget policy has traditionally advantaged men over women. This paper makes seven recommendations on how to improve women’s economic security and use the budget as a tool to reduce gender inequality.

This briefing note presents data on the gendered composition of the employment recovery since May. It shows women’s jobs returned on a more part-time and casualised basis than for men, and that the influx of women’s lower-earning jobs widened the gender pay gap between May and November 2020. While women were more likely to lose

A comparison of the impact on employment of child care expenditure and income tax cuts of an equivalent net cost to the budget. The clear superiority of childcare expenditure in stimulating economic activity reflects the concentration of the benefit on a cohort with much greater capacity for labour supply response.

The benefit from bringing forward personal income tax cuts would mostly go to high income men. Despite recession job losses affecting women more than men, $2.19–$2.28 of the tax cut will go to men for every $1 that goes to women.

The failure of the Commonwealth to confirm that it will maintain funding for community service organisations could threaten up to 12,000 jobs in that sector, at a moment when those services are critical to Australia’s pandemic-damaged economy. That’s the conclusion of new research on the economic importance of Commonwealth pay equity funding, conducted by the

The health response to COVID-19 has resulted in large increases in measured unemployment and underemployment as well as large falls in the total number of hours worked. While the size of these labour market effects has been widely discussed, the gender distribution of these impacts has not.

While women have made some progress in closing the wage gap and other dimensions of gender inequality in Australia, they still face daunting and persistent barriers to their full participation and compensation in Australia’s economy.

That’s the conclusion from a new factbook on gender economic inequality in Australia, released by the Centre for Future Work to coincide with International Women’s Day on 8 March.

The Centre for Future Work has partnered with HESTA, the industry super fund for workers in health care and community services, to prepare a comprehensive report on the economic and social status of women in Australia today. The report shows that while progress has been made in some key areas, women continue to confront systematic barriers to their full participation in paid work, fair pay, retirement security, safety, and recognition.

Of the tax cuts in the 2018 Federal Budget, Australian women get half the tax cut of men. New research today by The Australia Institute shows about two thirds of the benefit of the income tax cuts proposed will flow to men, while previous spending cuts have mainly disadvantaged women.

Today is International Women’s Day, a time to reflect on the continued inequality faced by women — including in the world of work.  Traditional measures of the “gender pay gap” indicate that women earn around 17 percent less than men, in ordinary pay in equivalent full-time positions.  But the situation is worse than that, because

Economic insecurity is one of the greatest factors inhibiting victims of domestic violence from escaping violent situations at home.  To address that problem unions and employers have developed paid domestic violence leave provisions which allow victims to attend legal proceedings, medical appointments, or other events or activities related to the violence they have experienced, without

This report by Catalyst Australia looks at the representation of women in leadership at companies included in the ASX50. This index lists Australia’s largest publicly-owned companies that are considered leaders in their industry. This research assesses the ASX50 companies and gender equality in four areas: boards, management, policies and practices, and the gender pay gap.

Successive governments have made large changes in taxation and spending measures that have disproportionately affected women. Men have benefitted most from tax cuts while the cuts to services have primarily impacted on women – a double disadvantage. Before the Global Financial Crisis, income tax cuts were a key feature of fiscal policy for successive Federal

The Australia Institute conducted an online survey in November 2013. Respondents were sourced from a reputable independent online panel who earn reward points to participate. Results were post weighted (n = 1404) by age and gender based on the profile of the adult Australian population. Small variations in sample size can occur from rounding errors

There is much public debate about the role of ‘choice’ when it comes to women and work in Australia – but structural factors appear to play a stronger role in shaping the labour market experience of women. The persistent gap between male and female remuneration for similar work and the gendered nature of informal care