Defence

Wordsmith

Ric Smith, Secretary

Women @ work in Defence

Since 1899 and the establishment of the first Army Nursing Service in New South Wales, women have played an ever-expanding and important role in Defence. While I have touched on the subjects of equity and diversity in previous Wordsmith columns, the celebration of International Women's Day on 8 March provides the perfect opportunity for me to expand on these issues.

Defence is regarded as a progressive organisation within the Australian Public Service (APS). According to the Australian Public Service Commission State of the Service Report 2004–2005, our employees consider us as highly supportive in helping them to achieve work–life balance. We are also providing greater opportunities for career advancement. Women can now be employed in approximately 90 per cent of employment categories in the Australian Defence Force (ADF) and, in 2004–2005, held 19 per cent of Defence APS Senior Executive Service (SES) positions. This last figure has increased substantially from less than 10 per cent in 1994–95.

Like their male counterparts, our female employees are integral to our provision of operational capability and effectiveness. Women are excelling in many areas of Defence and are making a significant contribution to the efficiency of our organisation.

Despite the success of our female personnel and our good record in supporting the work–life balance, our organisation lags behind government agencies generally when we compare actual figures of female employees. While women nowadays make up 51 per cent of the Australian population, and 54.9 per cent of the total APS employee population, they are largely under-represented in Defence, with only 13 per cent of the ADF and 37 per cent of the Defence APS workforce being women.

The career development of our entire workforce is crucial to Defence's future success and progress. Our ability to deliver real outcomes and maintain a "knowledge edge" over our competitors is the direct result of the skills and intellect of the people in our organisation.

Combined with the realities of Australia's demographic situation—that is, our small and ageing population—it is more important than ever for Defence to access all the skills available in the country to acquire the workforce we need for the future. Simply put, if we are not drawing on the entire 100 per cent of the population to fill positions in our growing organisation, we risk missing out on highly capable and productive personnel.

I realise the attraction and retention of female staff comes down to supporting their individual needs and their career development. Through new and ongoing initiatives, we hope to address these issues, and ensure that our female employees have the fullest possible access to challenging and rewarding job opportunities in Defence and are not subjected to discrimination.

Since July 2005, the Defence childcare program has been enhanced through a new contract with ABC Corporate Care Pty Ltd, and the construction of new childcare facilities at RAAF Williamtown (New South Wales), Puckapunyal (Victoria) and East Sale (Victoria). To assist employees in managing their work and family responsibilities, the Defence Science and Technology Organisation (DSTO) has also introduced family/children rooms at a number of their sites.

From 1 February this year, maternity leave entitlements for women in our Defence Force were also enhanced to provide greater flexibility and financial support, and further encourage the retention of female employees.

More generally, Defence's philosophy of "Results through People" also draws our attention to our people as the centre of our excellence, to expanding our intellectual capital, and applying it effectively to maintaining and maximising success. As a progressive government organisation, we attempt to provide all our personnel with the chance to progress on ability, performance, merit and potential. We also aim to offer a competitive work environment that provides personal recognition and job satisfaction.

Finally, we are committed to creating a workplace free from harassment, discrimination and other unacceptable behaviour. Through the Defence Equity Organisation, we promote the principles of equity and diversity through the development of policies and strategies that are appropriate to the needs of our organisation.

These initiatives reflect our commitment to workplace diversity, and are representative of our role as a leading government organisation in the provision of family-friendly policies and support to our female employees.

They do not stand alone. The coordination of programs across all levels of Defence is vital to our success and progress. Senior managers can play a vital role in establishing a supportive and professional culture, and securing gender integration. I also strongly believe that we all have a personal responsibility in promoting equity in the organisation and upholding such values as fairness, impartiality and courtesy.

If you would like to learn more about what Defence is doing for women, or about our Equity and Diversity Programs, visit the Defence Equity Organisation website at http://defweb2.cbr.defence.gov.au/dpeequity/.

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