Australian Human Rights Commission Submission to the CEDAW Committee – 12 June 2018 76 Specifically, the Commission has made the following recommendations in its submission to the Finance and Public Administration References Committee inquiry into gender segregation in the workplace and its impact on women’s economic equality (2017): g) Actions supporting the reduction of gender segregation in Australian workplaces should be included as a priority in the forthcoming 2018-19 Implementation Plan for the Government Women’s Workforce Strategy. h) The Commonwealth Government should develop and commit to a strategy for becoming a model ‘industry’ in reducing gender segregation: i. as an employer (roles and occupations, management levels, flexibility, parental leave arrangements/inducements for men etc) ii. in policy and program design/development, and iii. when contracting (impose contractual terms requiring demonstrated efforts to improve gender balance to 40-40-20 in organisations engaged by Government.) i) The Government should fund a quantitative and qualitative study into the features of male and female-dominated workplaces industries and barriers to employees entering non-traditional fields. The study should build on the data held by the Workplace Gender Equality Agency, and of the relevant inquiries and reports previously conducted by the AHRC. j) Based on this study, a report should be prepared for Parliament, including: i. proposed guidelines on the use of special measures to reduce gender segregation (i.e. using special measures to support women in male dominated and men in female dominated workplaces, including in non-paid caring roles), and ii. options for facilitating relationships between employers and women’s networks to workshop solutions to segregation in male dominated industries, and similar with male workers in female dominated industries. k) Research should be conducted on whether there is higher prevalence of sexual harassment/sex discrimination in gender segregated workplaces, and if so, recommendations for change, noting that, as a first step, the Commission’s 2017 workplace sexual harassment prevalence survey, to be conducted mid-year, can examine this issue. l) The Department of Foreign Affairs and Trade should partner with the Commission to consult internationally on special measures to reduce workplace gender segregation, focusing on States comparable to Australia in this context. 77 The Commission draws the Committee’s attention to recommendations made in the following submissions and reports, insofar as they remain relevant to addressing women’s economic security, including in retirement: Submission to the Productivity Commission on the Inquiry into Paid Maternity, Paternity and Parental Leave (24 November 2008). Investing in care: Recognising and valuing those who care (2013). Supporting Working Parents: Pregnancy and Return to Work National Review Report (2014), and the relevant recommendations directed at government. Willing to Work: National Inquiry into Employment Discrimination Against Older Australians and Australians with Disability (2015). Submission to the Senate inquiry into the economic security for women in retirement (2015). Submission to the Finance and Public Administration References Committee inquiry into gender segregation in the workplace and its impact on women’s economic equality (2017). The Commission also recommends the following reforms to the superannuation system: f) Removal of the $450 superannuation guarantee threshold, g) Payment of a superannuation contribution on parental leave, family care leave and workers compensation, h) The Low Income Superannuation Contribution be extended permanently, i) The payment of superannuation on carer payments is costed with a view to implementation, and j) Encourage employers to implement initiatives aimed at reducing the gap in retirement savings. 78 The relevant recommendations are: (g) Amend the Sex Discrimination Act 1984 (Cth) (SDA) to:  extend the discrimination ground of ‘family responsibilities’ under the SDA to include indirect discrimination, and  include a positive duty on employers to reasonably accommodate the needs of workers who are pregnant and/or have family responsibilities. (h) Strengthen the ‘right to request’ provisions under s 65 of the Fair Work Act 2009 (Cth) (FWA) by: 28