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ABS: Australian Bureau of Statistics AIFS: Australian Institute of Family Studies ASX: Australian Securities Exchange AWALI: Australian Work and Life Index BB: Baby Bonus CEO: Chief Executive Officer Cth: Commonwealth CEDAW: Convention on the Elimination of All Forms of Discrimination against Women CALD: Culturally and linguistically diverse DaPP: Dad and Partner Pay scheme DSS: Department…

5.1 Introduction The significant role of business to respect and support our human rights is increasingly being recognised. Although the protection of human rights remains the responsibility of government, business is realising that human rights are both relevant and fundamental to their operations. In many of the conversations I have had with business and community leaders across the…

4.1 Introduction Alcohol consumption, misuse and related harm are some of the most challenging issues confronting communities across the length and breadth of Australia. These challenges are not limited to Aboriginal and Torres Strait Islander communities, but confront every demographic in Australian cities and towns. From Kings Cross to Halls Creek, St Kilda to Santa Teresa – communities…

2.1 Introduction [1] Successive Aboriginal and Torres Strait Islander Social Justice Commissioners (Social Justice Commissioners) have always shown constant leadership and advocacy in reporting on Aboriginal and Torres Strait Islander peoples’ rights to our lands and waters in the 19 Native Title Reports written between 1994 and 2012. [2] These Reports consistently show that social justice…

3.1 Introduction In chapters 1 and 2, I look back over the past 20 years that the Social Justice Commissioner position has been in place and think about the journey and our learning over this time. In this chapter, I want to explore how those lessons can take us forward to chart a confident course into the future and how the realisation of our rights can produce long term sustainable…

1.1 Introduction This year marks 20 years since the establishment of the Aboriginal and Torres Strait Islander Social Justice Commissioner (Social Justice Commissioner) role under the Australian Human Rights Commission Act 1986 (Cth). When I first started in this position I was asked if any of the previous Commissioners had left any words or notes of advice. I answered them ‘no, but they all…

Review a forward by Professor Mick Dodson on the establishment of the Aboriginal and Torres Strait Islander Social Justice Commissioner.

Australia's peak Aboriginal and Torres Strait Islander and non-Indigenous health bodies, health professional bodies and human rights organisations operate the Close the Gap Campaign. The Campaign's goal is to raise the health and life expectancy of Aboriginal and Torres Strait Islander people to that of the non-Indigenous population within a generation: to close the gap by 2030. It aims to…

The commitment to close the Aboriginal and Torres Strait Islander health and life expectancy gap by 2030 was a watershed moment for the nation. Politicians, the Aboriginal and Torres Strait Islander and non-Indigenous health sector, and human rights organisations, made a public stand in committing to this agenda. And so did the Australian public. To date almost 200,000 Australians have…

Principle 1: Strong leadership drives reform COSC agreed to the implementation of all the ADF Review’s recommendations and integrated these reforms into Pathway to Change. The most senior leadership has taken responsibility for the implementation of the ADF Review’s recommendations and COSC is updated on matters pertaining to its implementation. COSC issued a Foundation Statement which…

The ADF Review contained 21 recommendations. The Chiefs of Service Committee (COSC) agreed to 15 of these, with the further six agreed ‘in principle’. The Chief of the Defence Force stated that ‘in principle’ agreement indicates that the COSC unanimously agreed to the concept and intent of the recommendations, but practical implementation considerations require that a more detailed…

Key findings of ADF Review To support and drive the cultural reform envisaged by the ADF Review, strong, clear and consistent leadership is essential. This commitment must be widely communicated and reinforced at all levels of the organisation through policies, practices, rewards and sanctions. Progress must be monitored at the most senior levels regularly and transparently. Every member of…

Key findings of ADF Review The ADF Review stated that harnessing all available leadership talent, and employing a diversity of thought and experience, was critical to increasing capability, and to more effective problem solving. It noted that the ADF was an organisation largely comprised of white Australian men, which lacked the perspectives and experiences of women, Aboriginal and Torres…

Key findings of ADF Review The ADF Review found that the ADF’s talent pool was narrowing, while competition for workers had intensified. To enhance capability and operational effectiveness, the ADF Review found that the ADF must draw on a broader talent pool, of which women were a critical part. The ADF Review found that: There had only been a one percent increase in the recruitment of women…

Key findings of Review The ADF Review found that flexibility is imperative for many Defence members, and that a lack of flexible work options – be that real or perceived – was acting as a serious impediment to retention. The ADF Review reported that in all three Services: There is an increased propensity for women to leave the ADF at points that coincide with a typical point where personnel …

Key findings of Review The ADF Review found that sexual misconduct – including sexual harassment and, on occasion, sexual assault – existed in the ADF, particularly in male dominated areas. It also found significant underreporting of sexually based incidents from victims because of fear of victimisation; concerns about negative impact on career progression; and personal trauma. The ADF…

The Report on the Review into the Treatment of Women at the Australian Defence Force Academy (ADFA Review) was tabled in the Australian Parliament on 3 November 2011. The Review into the Treatment of Women at the Australian Defence Force Academy: Audit Report (ADFA Audit) was tabled on 23 July 2013. In releasing the ADFA Audit, the Sex Discrimination Commissioner stated that she would give…

Provide outcomes of the Establishment Review. Promote awareness of the Review and changes introduced in response. Recommendation 3 – provide evidence of effectiveness of Communications Plan. Recommendation 3 – draft a statement on ADFA’s role and purpose and place on website. More consistent communication within the RIT. Recommendation 3 – making the unique value of the tri-Service…

It is now almost three years since the Review team embarked on an extensive examination of the treatment of women at the Australian Defence Force Academy and in the Australian Defence Force. Since then we have tabled three comprehensive and broad ranging Reports. The work has been detailed, challenging, but always productive. More importantly, the process has moved beyond the ‘why’ to the …

The Review’s Terms of Reference were developed by the Australian Human Rights Commission after consultation with the ADF. The Terms of Reference requested the Review Panel, led by the Sex Discrimination Commissioner, to review, report and make recommendations on: the treatment of women at the Australian Defence Force Academy with a particular focus on the adequacy and appropriateness of…