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Rights for marginalised women in the workforce
Women are more likely to experience exploitation, discrimination and sexual harassment at work. This is even more likely for some groups of women including:
This has a direct and detrimental impact on women’s financial independence and long-term economic security.
There are many barriers that prevent marginalised women from participating in the workforce safely, fairly and equally. These are driven by prejudice and stereotypes, systemic power imbalances and employers taking advantage of loopholes.
We’re working to change laws, systems, policies and practices that facilitate the silencing, exploitation and discrimination against women in the workplace.
All women, regardless of background or identity should be able to access safe and secure employment.
By including migrant workers in the Fair Entitlements Guarantee and expanding the Working Justice Visa and Special Reporting Protection pilots, it will be easier for migrant women to make workplace claims.
By introducing a positive duty for employers to eliminate racism and including an entitlement to paid cultural leave, we can begin making workplaces more culturally safe for First Nations women.
Implementing a federal Human Rights Act would consolidate discrimination protections under a single framework and empower marginalised individuals to challenge violations to their rights.
We’re advocating for the removal of exemptions that allow religious and private educational authorities to discriminate against LGBTQIA+ employees.
By expanding the positive duty beyond sexual harassment to cover all protected characteristics, we can prevent discrimination in the workplace.
We’re calling for better safeguards to stop discrimination against pregnant women or those who have recently returned from parental leave.
We’re advocating for a higher threshold for employers to be able to refuse requests for flexible work, particularly for women with family or carer responsibilities and women with disability.
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