Reporting framework at a glance

• increased community attitudes that reject gender inequalityTable note a
• young people rejecting gender inequality

• reinforcing positive behaviours and attitudes across the life course and in all settings, including at home, at school, in our communities and onlineNote 134
• challenging the harmful stereotypes that limit women and menNote 135
• changing the way many people think about who is responsible for care, work and decision-makingNote 136
• ensuring that no one voice dominates political and social debates, which can pose risks to certain groups including womenNote 137
• increasing media literacy so that people can critically engage with and interpret media contentNote 138

• proportion of families with a female as the primary or sole income earner in the household
• proportion of girls studying STEM in year 12
• proportion of boys studying health and arts in year 12
• men's and women's enrolments at university
• agreement with statements supportive of shared care and paid work
• agreement with statements enforcing traditional gender roles

• ensuring early childhood, school and tertiary education reinforces that anyone can be interested in and study anythingNote 139
• ensuring workplaces are free of discrimination, harassment and stereotypingNote 140
• ensuring facilities are appropriate for all people and enable them to study or work where they choose, regardless of genderNote 141

Note: Indicators relating to the outcome 'employers support an end to gender discrimination, and sexual harassment and violence in the workplace' are detailed under Outcome 3.3

1. 1.1.1
   A reduction in female victims of intimate partner homicideTable note a
2. 1.1.2
   An increase in community attitudes that reject violence against womenTable note a
3. 1.1.3
   A reduction in the rate of family violence and abuse against Aboriginal and Torres Strait Islander women and childrenTable note c
4. 1.1.4
   Percentage of people who have experienced sexual violence
5. 1.1.5
   Percentage of people who have experienced sexual harassment
6. 1.1.6
   Percentage of people who have experienced physical violence
7. 1.1.7
   Percentage of people who have experienced stalking
8. 1.1.8
   Percentage of people who have experienced technology-facilitated abuse
9. 1.1.9
   Percentage of people who are safe in their homes (physical and/or sexual partner violence)
10. 1.1.10
    Percentage of people who are safe in their homes (partner emotional abuse)
11. 1.1.11
    Percentage of people who are safe in their homes (partner economic abuse)
12. 1.1.12
    Percentage of people who are safe at work (physical violence)
13. 1.1.13
    Percentage of people who are safe at work (sexual harassment)
14. 1.1.14
    Percentage of workplaces with policies, strategies and actions in place to support employees experiencing family and domestic violence
15. 1.1.15
    Percentage of people who are safe at school (sexual and physical abuse)
16. 1.1.16
    Percentage of people who are safe in the community (sexual harassment)
17. 1.1.17
    Percentage of people who are safe in the community (physical violence)
18. 1.1.18
    Percentage of people who are safe online

• addressing gender inequality and other forms of discrimination, which create the social context for violence against womenNote 142
• investing in and coordinating efforts across the spectrum of violence, including primary prevention and early intervention, response, recovery and healingNote 143
• implementing effective perpetrator interventions, including services for men using violence, and holding these men to account; and, where possible, supporting them to change their harmful behaviourNote 144

1. 2.1.1
   Average number of hours of unpaid work done each week for women and men
2. 2.1.2
   Average number of hours of unpaid child care done each week for women and men

• changing gender attitudes and stereotypes around caringNote 145
• ensuring workplace relations settings enable flexible work for all employees, regardless of genderNote 146
• employers supporting flexible working hoursNote 147
• changing societal expectations around 'normal' working arrangementsNote 148
• ensuring reforms to the tax and transfer system take gendered impacts into considerationNote 149

1. 2.2.1
   Parent and carer access to early childhood education and care
2. 2.2.2
   Early childhood education and care is affordable and high quality

• increasing availability and affordability of early childhood education and careNote 150
• attracting and retaining early childhood educators and teachersNote 151

1. 2.3.1
   Women and men working part-time
2. 2.3.2
   Women and men accessing flexible work arrangements
3. 2.3.3
   Organisations supporting flexible work arrangements
4. 2.3.4
   Organisations encouraging men's use of flexible working arrangements

• establishing parental leave settings that incentivise men and partners to take paid parental leaveNote 152
• implementing workplace entitlements, such as flexible workplace policies, part-time work and job-sharing arrangementsNote 153
• ensuring workplaces support people to balance work and careNote 154

1. 2.4.1
   Women and men accessing the Australian Government's Paid Parental Leave Scheme
2. 2.4.2
   Organisations providing employer funded paid parental leave
3. 2.4.3
   Weeks of employer funded paid parental leave provided
4. 2.4.4
   Organisations that report offering gender neutral parental leave policies (without using primary or secondary carer definitions)
5. 2.4.5
   People accessing employer paid parental leave

• establishing parental leave settings that incentivise men and partners to take paid parental leaveNote 155
• implementing workplace entitlements such as flexible workplace policies, part-time work and job-sharing arrangementsNote 156
• ensuring workplaces support people to balance work and careNote 157

1. 2.5.1
   Average earnings of men and women in the care and support workforce
2. 2.5.2
   Men represented in the care and support workforce
3. 2.5.3
   Men represented in health and education fields of study in tertiary education

• improving status, pay and conditions in care and support jobs to value current workers and attract new onesNote 158
• changing gender attitudes and stereotypes around caringNote 159

1. 3.1.1
   Gender pay gap
2. 3.1.2
   Share of top quartile earners who are women

• improving gender balance across industries and occupationsNote 160
• more equally shared caring responsibilitiesNote 161
• reducing gender discriminationNote 162
• creating greater workforce opportunities for womenNote 163

1. 3.2.1
   Industry gender segregation in current male-dominated and female-dominated industries
2. 3.2.2
   Gender balance in emerging industries and occupations
3. 3.2.3
   Gender segregation by occupation
4. 3.2.4
   Women represented in STEM-related industries and occupations
5. 3.2.5
   Working conditions in feminised and male-dominated industries

• changing gender attitudes and stereotypes about 'men's and women's work'Note 164
• implementing flexible work and education and training systemsNote 165
• higher valuing of feminised workNote 166
• using safe and inclusive recruitment processes and workplacesNote 167
• focusing on how emerging industries can be built as gender equal from the ground upNote 168

Note: outcomes relating to gender-based violence at work are detailed under Indicator 1.1

1. 3.3.1
   Percentage of organisations with policies, training and processes in place on discrimination and sexual harassment
2. 3.3.2
   Percentage of organisations with policies to support gender equality in employment processes

• creating more secure workNote 169
• reducing industry and occupational gender segregationNote 170
• ensuring workplaces have clear expectations for behaviour, including policies and codes of conductNote 171
• creating greater accountability for perpetrators and improved reporting mechanismsNote 172

1. 3.4.1
   Women's workforce participation
2. 3.4.2
   Median superannuation account balances
3. 3.4.3
   Women's personal income at retirement
4. 3.4.4
   Women's reliance on their partner's income at retirement
5. 3.4.5
   Personal superannuation income
6. 3.4.6
   Personal investment income
7. 3.4.7
   Recipients of the age pension
8. 3.4.8
   Age at retirement
9. 3.4.9
   Employers paying superannuation on parental leave

• reducing the gender pay gap
• developing superannuation-system supports for people to catch up after time out of the workforceNote 173
• implementing a strong safety net provided by the social security systemNote 174

1. 3.5.1
   Women and men's access to homelessness services
2. 3.5.2
   Access to social housing
3. 3.5.3
   Proportion of women and men living in housing owned outright, owned with a mortgage, rented, or under other tenure arrangements
4. 3.5.4
   Affordability of housing for women and men
5. 3.5.5
   Women's and men's satisfaction with social housing services
6. 3.5.6
   Women's and men's experiences of homelessness and other marginal housing

• increasing housing supplyNote 175
• improving housing affordabilityNote 176
• supporting access to safe and appropriate housing and housing servicesNote 177

1. 3.6.1
   Proportion of women owners of small businesses

• investing in women-led and owned businessesNote 178
• increasing availability of relevant banking productsNote 179

1. 4.1.1
   Empower and support all men and boys to optimise their own and each other's health and wellbeing across all stages of their livesTable note b
2. 4.1.2
   Aboriginal and Torres Strait Islander people enjoy long and healthy livesTable note c
3. 4.1.3
   Aboriginal and Torres Strait Islander children are born healthy and strongTable note c
4. 4.1.4
   Aboriginal and Torres Strait Islander people enjoy high levels of social and emotional wellbeingTable note c
5. 4.1.5
   Women and men who delayed or did not use health services when needed due to cost

• reducing gender bias in health practicesNote 180
• ensuring gender equitable clinical care and diagnosisNote 181
• developing tailored health services for women and girlsNote 182
• managing the varied needs of people as they ageNote 183
• addressing the health and related impacts of violence against women and girlsNote 184
• providing safe and accessible servicesNote 185
• strengthening research and policy responses on health issues that disproportionately impact womenNote 186
• ensuring appropriate, culturally responsive health services and wrap-around maternity supports exist for First Nations womenNote 187
• specialised support for culturally and linguistically diverse women, including culturally responsive health servicesNote 188

1. 4.2.1
   Increase access to sexual and reproductive healthcare information, diagnosis, treatment and servicesTable note b
2. 4.2.2
   Women's access to contraception
3. 4.2.3
   Women's access to abortion
4. 4.2.4
   Women's access to fertility support
5. 4.2.5
   Women's access to antenatal care

• improving access for all women to information, diagnosis, treatment and services for sexual, reproductive and maternal healthNote 189
• improving health promotion and service delivery for preconception, perinatal and maternal healthNote 190
• strengthening research and policy responses on the impact of sexual and reproductive healthNote 191

1. 4.3.1
   People's own assessment of their mental wellbeing
2. 4.3.2
   Access to consultations with health professionals for mental health
3. 4.3.3
   Rates of self-harm
4. 4.3.4
   Rates of suicidal thoughts or behaviours
5. 4.3.5
   Women's mental health after sexual assault
6. 4.3.6
   Women's and children's mental health impacts from family and domestic violence

• improving access to mental health awareness, education, and preventionNote 192
• improving access to intervention and careNote 193

1. 5.1.1
   Women continue to hold 50 per cent of Australian Government board positionsTable note d
2. 5.1.2
   Women represented in the Federal Parliament
3. 5.1.3
   Women represented in state and local governments
4. 5.1.4
   Women represented across Australian Public Service and Senior Executive Service roles
5. 5.1.5
   Women are represented in the judiciary

• reducing all forms of discrimination for women in leadershipNote 194
• addressing barriers to work such as unequal balance of unpaid work and lack of workplace flexibility (as outlined in priority areas 2 and 3)Note 195
• changing norms and stereotypes around what makes a good leaderNote 196
• increasing visibility of diverse leadersNote 197
• target-setting, including for First Nations women, women with disability, and culturally and racially diverse womenNote 198
• creating culturally safe workplacesNote 199
• reducing online abuse directed towards women in leadership positionsNote 200

1. 5.2.1
   Women represented in CEO positions
2. 5.2.2
   Women represented in executive leadership team roles (pipeline roles to CEO positions)
3. 5.2.3
   Women represented on boards
4. 5.2.4
   Women represented in chair positions
5. 5.2.5
   Rates of gender balance in management roles
6. 5.2.6
   part-time in management roles

In addition to the above actions under outcome 5.1:

• implementing Safety by Design principles to ensure inclusive design in consultations, data and designNote 201

1. 5.3.1
   Women and girls participating in sport
2. 5.3.2
   Gender pay gap in sports
3. 5.3.3
   Women in paid non-player roles in sport, including as administrators, coaches and in leadership positions

• ensuring sport clubs are supportive and safeNote 202
• delivering pay equity in professional sportsNote 203
• shifting stereotypes about what it means to be a sportspersonNote 204
• increasing representation of women's sports in the mediaNote 205
• investing in women-specific sports researchNote 206

1. 5.4.1
   Women recipients of the Order of Australia (General Division)

• increasing awareness of the honours nomination processNote 207
• challenging stereotypes about who and what deserves recognitionNote 208
• aiming for gender balance in nominations across all categoriesNote 209

1. 5.5.1
   Quoted women experts and sources in media
2. 5.5.2
   Women's by-lines in media
3. 5.5.3
   Women represented on boards for publicly owned broadcasters
4. 5.5.4
   Public interest in male and female representation in sports coverage

• increasing by-lines for women in under-represented areas such as sportsNote 210
• increasing representation of women in news mediaNote 211
• increasing gender diversity in media leadershipNote 212