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Order of Australia nominations do not reflect our diversity

By Anne Summers AO | June 26th, 2017

Some years ago, I declined to provide a reference for a well-known public figure who was being nominated for an Order of Australia. I had not been a referee for this woman’s initial nomination, but the office at Government House in Canberra that administers the awards had sought my views as to her suitability.

Rather than put in writing my low opinion of this particular person, I simply replied that I would prefer not to comment. Whether my refusal to endorse her amounted to an effective veto I cannot say. All I know is that she has never received an award and while she would be none the wiser, since nominations are supposed to be confidential, whoever put her name forward must wonder why on earth the nomination did not succeed.

We keep being told by Sir Angus Houston, who runs the advisory council to the awards, and by Sir Peter Cosgrove, the Governor-General, that the only way to increase the paltry number of women receiving awards each Australia Day and Queen’s Birthday is for us all to nominate more.

The numbers of women honoured has never exceeded a patently unjust 30-odd per cent (after being much lower until very recently), and there are no signs of this changing, especially at the most prestigious upper levels of Companion of the Order (AC) and Officer of the Order (AO).

And it is not going to be fixed by increasing the number of nominations.

Apart from the implied insult that it is somehow our fault – for not nominating more – that so few women are apparently deemed worthy of being honoured by their country, this is simply not a practical or realistic way to change the system.

Nominations can fail – as my anecdote illustrates – but the biggest flaw in the system of deciding who will succeed and at what level is that it is capricious, secretive and hypocritical.

There is no transparency to the system. If your nomination fails, you are not told, let alone given a reason. If you try to probe you will be told, in the nicest officialese, that it is none of your business. Freedom of Information laws do not apply to the awards, a decision upheld by the High Court in 2013 after a concerted campaign by a Queensland woman, Karen Kline, to access the documents used to assess her several failed nominations of a man she felt was eminently deserving.

We are told that no one is honoured who has not been nominated, and that the process from nomination to being honoured generally takes 18 months to two years.

If that is true, how is it that John Howard received an AC in the 2008 Queen’s Birthday honours, just seven months after he lost the prime ministership, whereas Julia Gillard had to wait 3½ years, until the 2017 Australia Day awards, to get hers, and Kevin Rudd is still waiting?

Why is it that Adam Goodes in 2014 and Rosie Batty in 2015 were deemed worthy to be Australian of the Year but neither has received an Australian honour?

It’s not just women who are under-represented in our honours system. No count is made of Indigenous or people of CALD (culturally and linguistically diverse) backgrounds so officially we don’t know, but a quick scan of the lists each six months gives you a pretty good idea.

This is not going to change until we have the courage to be assertive, to rely less on nominations, and reserve at least a portion of each set of honours for people who are actively sought out for consideration. Call it quotas or call it affirmative action. It’s what the British do, and their recent lists have been 50 per cent women, more than 9 per cent from a BAME (Black, Asian or other minority ethnic) background, and 8 per cent had a disability. Plus, they honour recent heroes such as Olympic champions in the same year as they won gold for their country.

We don’t do that. But we could.

We could ensure that our lists of honorees look like the Australia that exists, where a wide range of people of both sexes excel as citizens and deserve our recognition, not just the usual safe white bread parade of businessmen and academics.

It won’t happen under the current highly selective and secretive vice-regal system.

We could emulate the British and move the process to the Cabinet office in the Prime Minister’s Department. We could also set up small committees of experts in areas such as sport, the arts, science etc, and empower them to recommend worthy people for consideration and implement fast-tracking to supplement those nominated by the community. And to be mindful of gender and other overlooked backgrounds.

It shouldn’t just be former Liberals PMs who get such special treatment, nor those – and I know people who have done this – who’ve figured out how to game the system to get AOs and ACs.

This article was originally published at the Sydney Morning Herald.


Sectors: Government

Naseema Sparks in Company Director Magazine

By Naseema Sparks | May 15th, 2017

Sectors: Business

Three ways to stay focused on diversity

By Amy Poynton | January 19th, 2017

By Amy Poynton and Mithran Doraisamy

The issues of inclusiveness and diversity have had a significant and encouraging level of attention since 2010 through initiatives such as the recommendation by the ASX that companies disclose gender objectives in their annual reports and the establishing of the Male Champions of Change group by Sex Discrimination Commissioner Elizabeth Broderick.

However, 2016 proved a challenging if not backwards year; despite a good level of policies, guidelines and awareness of inclusiveness and diversity, we can’t seem to sustain the change.

The most startling examples played out in the extraordinary prejudice and hate showed by the US president-elect including the rhetoric of building walls, vilifying and sexually harassing women, and religious registration and segregation. These thoughts and actions are seemingly acceptable by some parts of our society.

In Australia, there was a recent example on social media regarding a simple photo of two senior leaders meeting Ita Buttrose. All three people in the photo are women. All three are senior leaders in their fields. However, the comments about the post were about the attractiveness of one woman, the fashion choice of another and lastly that Ms Buttrose was the subject of one commentor’s sexual fantasy. There were zero comments about event or the achievements of the women.

No doubt Ms Buttrose has dealt with this sort of attention throughout her successful media career, however it struck us that such commentary that would have been unlikely had she been a man. Sadly, we can just hear the response of social media commentators to this observation: “Geez, they were just kidding. Can’t you take a joke?”.

Renewed focus

We have seen businesses being formally recognised and awarded on the success of their advances in inclusion and diversity in the workplace, yet too often the individual experience can be different.

We came across a woman who was returning from parental leave after having twins. She needed more time allocated to family commitments and asked if she could work four-days a week. She was given redundancy because it was deemed that the role had to be full-time.

Rather than being distracted by such stories, there are three things leaders can do to renew their focus on meeting their business inclusiveness and diversity objectives.

First, what you pay attention to gets the attention of your people. It is imperative that leaders role-model the importance of the strategy and goals by incorporating it into the way you work every day.

Secondly, you need to ensure your leadership team and the board strongly support the inclusiveness and diversity agenda.

Finally, you need to measure and monitor the progress of your goals.

Right now, there is a real risk of disconnection between what you meant to say and what is heard as your corporate message bumps against the tsunami of different (and sometimes fact-free) external messages.

We recommend that you remain vigilant about what you say and how you say it. Then, consistently do what you say.

Amy Poynton is an executive and consultant specialising in performance improvement and transformation. Mithran Doraisamy is an executive, consultant and board member specialising in strategy, digital and transformation.

This article was originally published in the AFR. Read the original here.


The environment and energy superportfolio can deliver real action – here’s how

By Anna Skarbek | July 21st, 2016

When Victorian Premier Daniel Andrews reshuffled his cabinet in May, most of the headlines were about Wade Noonan’s return after suffering mental health issues, and Lisa Neville who became the state’s first female police minister.

But from an environmental perspective there was another significant change. Energy and resources, long regarded as twin portfolios, were split. Instead, the energy brief was partnered with climate change and environment under a single minister, Lily D’Ambrosio.

On Monday, Prime Minister Malcolm Turnbull followed suit, creating a new super-portfolio of environment and energy, with Josh Frydenberg as the minister.

Linking policy development and decision-making for the energy and climate change portfolios makes sense. As a result of the historic Paris Agreement struck last year, the world – including Australia – is committed to achieving net zero emissions by 2050.

This calls for a major transformation, shifting the world’s energy away from fossil fuels and towards renewable sources like solar and wind, newer technologies such as wave and geothermal energy, and innovations like battery storage and energy demand management.

In that sense, energy and climate (and therefore the environment) go hand in hand. Decisions about energy sources have direct implications for our ability to deal with climate change. Conversely, decisions taken to reduce emissions will invariably impact on the energy portfolio. The two sectors have been crying out for better integration.

Many of the technologies needed to decarbonise our electricity system are already available. But we need to move faster. Our research at ClimateWorks Australia shows we will need at least 50% renewable electricity by 2030 if we are to decarbonise the electricity sector in time to avoid the worst effects of climate change.

This means we need policies that will push harder to help large-scale clean energy technologies reach the necessary level of commercialisation and integration.

Within these broad portfolios, there are particular policy areas that also need to be linked more closely with one another. In particular, renewable energy policy needs to be combined with measures to promote energy efficiency.

There is a natural synergy between renewable energy and energy efficiency, yet the two have never been systematically linked at either a national or state level. The better our energy efficiency performance, the less investment we need in new renewable energy sources to replace carbon-intensive ones. This in turn helps to lower the overall network costs and can protect households against rising power bills.

While unit prices of electricity are expected to rise as we modernise and decarbonise the energy system, household bills need not. If governments promote energy efficiency at the same time, households can reduce their energy use to offset the rising energy costs, keeping bills flat or even reducing them.

The lack of joined-up thinking between these two areas has led to missed opportunities. Some 1.5 million Australian homes have solar panels, thanks in part to the federal incentive scheme. Meanwhile, there are separate state-based incentive schemes for household energy efficiency. Why have these two never been linked? If solar panel installers could also provide household energy efficiency audits, householders could kill two birds with one stone and further reduce their demands on the electricity grid.

Household battery storage technology provides the next key opportunity to link installation incentives with renewable energy and energy efficiency. But this opportunity will again be missed if policies are not better integrated within the portfolio.

The National Energy Productivity Plan is a new policy with 34 measures aimed at improving energy efficiency. Frydenberg led this process when he chaired the COAG Energy Council last year. He has retained these responsibilities within his expanded portfolio, giving him a golden opportunity to take a truly integrated approach.

In the meantime, D’Ambrosio has taken the opportunity to review Victoria’s upcoming action plans on renewable energy and energy efficiency, to take advantage of the opportunity in her joint portfolio to ensure energy and climate policies have the close integration they need.

Of course, integrating the energy and climate portfolios is not the whole solution. Cabinet support will still be needed to introduce integrated policies in other areas that are critical to hitting Australia’s emissions reduction targets. Examples include: putting specific regulations on emissions-intensive industries; creating market enablers for low-carbon technologies; ratcheting up green standards for buildings, vehicles and infrastructure; and ensuring planning approval systems are designed to take account of these targets.

The real work will need to happen in the federal government’s 2017 review of policies to achieve Australia’s Paris emissions target of 26-28% below 2005 levels by 2030. A recent Pricewaterhouse Coopers report found that “Australia will need to nearly double its historic rate of decarbonisation, to 4.4% annually”, if it is to meet even the lower end of this goal.

Ministers often talk about taking a “whole-of-government approach” to major issues. Yet plenty of silos still need breaking down if we are to achieve meaningful action on climate change.

The moves in both Canberra and Spring Street to bring environment, climate and energy under a single umbrella are a positive step towards better policy and real action. But, as ever, there is still plenty of hard work ahead.

Anna Skarbek is CEO of ClimateWorks. 

This article was originally published at The Conversation


What Australia’s Leaders Are Saying About #Budget2016

By Women For Media | May 4th, 2016

Nicki Hutley, Chief Economist, Urbis

“This budget is a case of fiscal groundhog day. We are seeing the Government move the pieces on the chess board but not actually make significant inroads into the budget deficit.”

“There’s nothing in here that inspires a vision that is going to fundamentally change the Australian economy for the better.” ABC News

“There’s very little here to get excited about. The economic predictions are ridiculously optimistic. We live in an uncertain world and you have to build on conservative forecasts. …as Australians we have to ask, what is it we want from policy and then how are we going to pay for it, because we can’t have increased expenditure and reduced taxes.” World Today, ABC Radio

Andrea Staines, Non Executive Director, QIC, Transport for NSW, SeaLink

“The government’s plan to encourage asset recycling is on the right track with its focus on proper cost benefit analysis for new projects. It was also terrific to see the scope of the program expanded from roads to also include public transport.” Sydney Morning Herald

Professor Miranda Stewart, Director, Tax and Transfer Policy Institute, Australian National University

On the income tax cut for earners over $80,000: “It’s basically a tax cut that benefits the top 20% of female taxpayers and top 35% of male taxpayers by taxable income.”

“If the government was serious about addressing real tax disincentives to work it would have looked at the high effective marginal tax rates facing many women.”

Su-Lin Ong, Head of Australian Economics, RBC Capital

“An improvement in the budget trajectory remains the central forecast but the underlying budget remains firmly in the red.” Sydney Morning Herald

Romilly Madew, CEO, Green Building Council of Australia

“We are pleased to see a renewed national focus on Australian cities, with more than $3.4 billion allocated to urban rail projects. Only then will Australian taxpayers know they’ve invested in infrastructure that is resilient and that delivers the best value for decades to come.”

“It is disappointing that the budget announces no new funding to assist Australia to reach its international commitments for emissions reductions and to transition to a low-carbon economy.”

“The built environment represents significant opportunities for emissions reductions at relatively low cost, but there are no new incentives or support for the property and construction industry, or any other industry for that matter, to make the most of these opportunities.”

“…investment in urban forests is important, but we’d like to see the development of a national green infrastructure policy that goes further than being just about trees, and include boosting biodiversity, enhancing the public domain and building more resilient cities.” The Fifth Estate

Pauline Vamos, CEO, Association of Superannuation Funds of Australia

“We do not support the reduction of annual concessional caps to $25,000.”

“While today less than two per cent of people with superannuation make contributions above $25,000, a significant number of such individuals that have low balances are attempting to catch up. For instance, around 36,000 women with balances less than $200,000 in 2013/14, were making contributions in excess of $25,000.” SMSF Adviser

Belinda Robinson, CEO, Universities Australia

On cuts to the Higher Education Participation and Partnerships Programme (HEPPP): “Cutting such a program means we could be denying talented students a chance at higher education just because of their background. That is not only unfair but it robs Australia of future highly skilled graduates and innovators.”

“To build the highly skilled contemporary workforce of the future Australia needs all Australians – regardless of their background – to have the opportunity to gain the skills required by employers.”

“Improving equity in higher education is not only fair, but an essential platform for building the diverse, skilled workforce of the future.” Guardian Australia

Catherine Robson, CEO, Affinity Private

“There were some welcome incentives, such as the Low Income Superannuation Tax Offset (replacing Labor’s Low Income Super Contribution) and the ability to effectively average concessional contributions over five years, which will assist the self-employed with lumpy incomes and those in the early stages of their career.

However, the reality is that those who have periods out of the paid workforce, or work in low-paid or not-for-profit industries, will continue to find accumulating retirement savings challenging. These people are at a much higher risk of ending their working lives without the security and dignity of independence.” Canberra Times

Dana Fleming, Tax Partner, KPMG

“We strongly support the Government’s measures to allow those with broken work records, often women, to make top-up payments. This is a very fair and important move which will go some way to ensuring those individuals have a decent retirement package.”

“Retaining the Low Income Super Contribution for low earners and allowing tax deductions for all contributions into superannuation are also welcome.” ABC Radio

“Paring back some current concessions – bringing down the 30 per cent tax threshold from $300,000 to $250,000 seems to strike a reasonable balance between equity and incentives for people to fund their own retirement.” Sydney Morning Herald

Being Green is no longer a tick the box exercise

By Romilly Madew | March 21st, 2016

Most of us can recall the early green beacons that sent shockwaves through the sector.

Think 30 The Bond in Sydney, with Australia’s first application of chilled beam technology, or Council House 2 in Melbourne, with its iconic yellow wind turbines.

We remember these buildings because, at the time, they were rare gems.

However, a green building, once a disruptive force in the industry, is now business as usual.

Australia has been recognised as the world’s green leader by the Global Real Estate Sustainability Benchmark for five years in a row.

A massive 600,000-plus Australians work in Green Star-rated offices; that’s 4.5 per cent of the nation’s workforce.
In an industry always looking for that first mover advantage, what are the disruptive forces shaking things up again?

As we chalk up our hottest global temperatures on record, we must move from “low carbon” to “no carbon”.

The Green Building Council of Australia is working on a new “net zero” label to recognise buildings, fitouts and communities that are energy, carbon or water neutral. Expect net zero to become the new 7 Star Green Star.

“Wellness” is another trend reshaping the industry. Green Star kicked off the conversation by rewarding design and construction choices that enhance indoor environment quality and minimise the use of hazardous chemicals, for example.

However, what happens if the cleaners use harmful products, or the office cafe serves unhealthy food? Organisations are looking at everything from workplace fitness programs to how lighting affects circadian rhythms to help them capitalise on their most important asset: people.

Our understanding of “resilience” is also changing. We can’t adapt to climate change without thinking about how we access fresh food and water, limit urban sprawl, create diverse employment and foster social equity. Melbourne and Sydney have chief resilience officers. And when both cities are expected to double in size over the next 15 years, it’s easy to understand why.

Social sustainability is increasingly in the spotlight as property companies recognise their obligation and opportunity to influence the communities within which they operate. The Homes 4 Homes project, for example, encourages home buyers to donate 0.1 per cent of their sale price to fund social housing for homeless people.

Finally, with workplace equity champion David Morrison named Australian of the Year, expect to see the property industry embrace diversity not because it’s the right thing to do, but because it’s the smart thing to do.

This article was originally published at the Sydney Morning Herald, read the original article here.

Sectors: Business