Women and work Positive action needed now

Press, 25 November 1982, Page 16

Women and work Positive action needed now

By

JACQUELINE STEINCAMP

“The position of women could go back 50 years if we do not take steps to prevent it happening,” according to Mrs Barbara Mabbett, chairman of the National Advisory Council on the Employment of Women.

Mrs Mabbett was in Christchurch recently on council business. She discussed the effects of the economic squeeze and changing technology in relation to female school leavers in the lower academic streams. A large majority of these girls, she has found, hold very traditional views about life and career choice.

“Their aspirations have moved remarkably little from what they might have been in the time of their parents and grandparents. “Their career aspirations go no further than a short stint in one of those halfdozen traditionally femaledominated areas, all of which are under threat from new technology and structural changes in employment.” The council which Mrs Mabbett leads is committed to affirmative action programmes for women, leading to equal opportunity in the workforce.

Set up in 1967, it is responsible to the Minister of Labour. Members are drawn from organisations such as the Combined State Unions, the Federation of Labour, the Departments of Labour and Education, and the Employers’ Federation.

Two South Island members are Mrs Anne Maclean, of Chirstchurch, and Mrs Dorothy Moon, of Ashburton.

N.A.C.E.W.’s present secretary is Susan Shipley, who works in the Wellington head office of the Department of Labour.

In the past ten years, N.A.C.E.W. has been closely involved in the planning and discussions which led to the Equal Pay Act of 1972, the Human Rights Commission

Act of 1977, and the Maternity Leave and Protection Act, 1980. .

These laws prohibit sex discrimination in all aspects of employment, including pay, and protect the jobs of women who are pregnant or about to adopt a child.

Now that the principles of equal pay and opportunity for women are established in law, N.A.C.E.W. is looking towards positive action to promote equal opportunity in employment. Employers, unions, and other groups will be encourged to take positive steps to make sure that women are able to achieve an equal place in the workforce.

Mrs Mabbett says that this programme will be implemented firstly by a pamphlet for employers outlining specific steps they should take to promote equality of opportunity within their own businesses. Advisers would be then available from N.A.C.E.W., from the Human Rights Commission, and from the Department of Labour to assist interested firms in mounting their programmes. Part-time work The council is also committed to improving parttime work provisions. It believes that part-time workers should enjoy the same benefits as full-time workers; These include permanent employment, promotion, union membership, pro-ratio holiday pay, sick leave, and superannuation, equal opportunities for training and retraining, and annual increments.

“Part-time workers should see themselves as important contributors to the economy. They should not be afraid, to make full enquiries into their conditions of employment,

their rights and their responsibilities.” Mrs Mabbett may have some surprises for those who think that most present awards discriminate against part-time work. She says that if there is no ruling against it, part-time workers should receive exactly the same rewards and benefits as do full-time workers, but on a pro-ratio basis. She says that women parttime workers, in particular are not aware of the benefits to which they are entitled. “They neglect to join the unions. Nor do they find out what their awards provide. “By statute, holiday pay and entitlement to sick leave are pro-ratio, while about 50 per cent of company superannuation schemes do have provision for part-time workers.”

Nevertheless, Mrs Mabbett believes that even when part-time work is made more attractive, workers will not flood into it, because most require full-time jobs to “keep their heads above water.”

Education priority

Since the demise of the National Advisory Committee on Women and Education as a result of economy measures, Mrs Mabbett believes that her. committee may have to move back into the education area.

She says that the council has made a number of recommendations designed to reduce the high percentage of unemployed female school leavers:

The pilot programme proposed by the Minister of Labour (Mr Bolger) for unemployed young women, embodies the council’s recommendations.

It aims to widen job horizons for young women with a five-pronged campaign. This includes working with the

women themselves, with employers, with schools and parent groups, and with special training efforts in non-traditional areas. Fathers influence A pressing need exists, she says, to encourage school girls to look at job alternatives. Parents must be included in this. “Research shows that parental influence is crucial here. While it’s possible to run formal programmes to make school counsellors and others aware of these issues, it’s even more important to reach the parents—and particularly the fathers.”

Mrs Mabbett considers it highly significant that the young women interviewed for the Society for Research on Women leaflets about non-traditional jobs had

fathers who encouraged their sense of confidence, and their physical skills. “How to create these positive attitudes is far more important than being concerned about subject choice.”

Mrs Mabbett admits to being frustrated by the excruciating slowness of changes in attitudes, compared to the actual changes that are taking place in the workplace, and in the nature of society.

She believes that adults have a duty to help young people to come to terms with this changed world. “There is a responsibility of adults—whether employers, parents, or older members of the work force—to help the next generation so that our young people can enjoy worth-while and profitable lives.”