This International Women's Day, we demand action from Corporate Australia: * Disclose whether human resources and management have received training in implementing the new universal entitlement to paid family violence leave * Pledge to stop using "non-disclosure agreements" that silence women who experience workplace sexual harassment. Stop covering-up workplace hazards! * Close the superannuation gap by paying super on parental leave so we can have safe and dignified retirements! * Open your books and publish your gender wage gap data. Show us what your gender pay gap really is and fix it. * Commit to secure jobs, improved flexible work and working-from-home policies that support women workers who shoulder caring responsibilities * Back programs that support women from historically marginalised and excluded communities get into good work * Respect us and be transparent about the reproductive health leave you offer staff * Support your workers to attend International Women's Day rallies around Australia!

Providing truly flexible work arrangements engenders staff goodwill and loyalty by: a) trusting us to make conscientious, responsible decisions about when it is more productive to work remotely and; b) acknowledging that some of us may find it more productive to work fewer days on campus at different times, for example during school terms, over semester breaks, according to our health status or cultural commitments and/or depending on the type of work we are doing at the time. By enabling less commuting, more flexible remote working options also enhances our sustainability strategy and improves work/life balance. Whereas, the VC’s proposal to work more days from campus than from home contradicts The University’s: • commitment to “support flexible working arrangements where reasonably possible” in the latest EBA (Clause 215) and explicit commitment to “providing flexible working options for all staff”; • aspiration to be an “employer of choice for people with disability”; • commitment to “equity, diversity and inclusion throughout the University”. We, the undersigned University of Sydney employees reject the Vice Chancellor’s “general expectation… that colleagues will spend more of their time on campus than working remotely.” We instead demand that management honours its commitment in the clause 215 of the Enterprise Agreement to allow professional staff to work remotely where “the staff member is able to satisfactorily complete the requirements of the role” and to also trust academic staff to choose when and how often to work on campus, thus ensuring an inclusive, progressive, supportive and productive working environment for all of The University of Sydney’s highly diverse workforce.

Period poverty is the struggle people with a period face in affording menstrual products and describes the larger economic vulnerability faced due to the increasing financial burden of period supplies. Across the world, 1 in 5 people with a period experience period poverty. Period poverty affects student’s ability to attend university and can cause people to use improvised menstrual hygiene materials that can lead to infection. This causes increased risk of infection, decreased productivity and participation, reduces education outcomes, and affects the mental health of those experiencing period poverty. We want to end period poverty at JCU and remove the barriers to education that period poverty imposes on our students. Currently we do not have up to date statistics regarding abortion in Queensland, however, it is known that between 1/4 to 1/3 of Australian women will have an abortion in their lifetime. Abortion services in Townsville have only recently been made accessible to the public after previous closure. Medical terminations of pregnancy are available via GPs or a private provider up to 9 weeks gestation and after that, Townsville University Hospital offers a surgical termination service from 9-14 weeks gestation. Women further along in their pregnancy will need to travel to Brisbane to access a surgical abortion service. Abortion still carries a lot of stigma and can cause a range of emotions for those who have had to make that decision as well as a financial and time burden. We want JCU to show support to those who access abortion and provide them with appropriate leave processes and counselling services to ensure students feel supported and can have equitable access to education following an abortion. Sexual assault and harassment effects students across Australia, including students at JCU. In a national student safety survey of JCU students it was found that 22.2% of students have been sexually harassed since starting university and 9.5% have been sexually assaulted since starting university. The numbers disproportionately effect people of minority groups, including queer students, Aboriginal and Torres Strait Islanders and those with a disability. We are aiming to eradicate sexual assault and harassment on campus to make JCU a safer place for everyone.

Housing and homelessness services are at a crisis point. Services across Australia are already struggling to respond to everyone who needs help. Right now, 288 people are turned away every day. Rising rents and an inadequate supply of affordable homes is putting enormous pressure on the frontline staff and services who respond to people in need. These cuts will directly impact highly vulnerable people who are homeless or at risk of homelessness, including women and children escaping domestic and family violence and young people without homes. We call on the Albanese Government to properly fund homelessness services so people in urgent need can get help, and workers can be paid properly to provide a critical service. Don’t close the door on homelessness services!

Online options were ‘too hard’ before 2020, and then they came within a week, and then they were taken away as quickly as they were given. Many members of our community depend on these options being available such as those who are immuno-compromised and cannot risk exposure to disease, especially when universities do not have open windows, air purifiers or a mask or vaccine mandate in the classroom. Universal Design (‘UD’) — specifically, Universal Design for Learning (‘UDL’) — is a research-backed pedagogy and curriculum framework which enables equitable access to education for all students, including students with disabilities and other students from diverse, minoritised backgrounds. For disabled students, implementing UDL would ostensibly ensure that they can ‘engage with the curriculum without having to seek adjustments’ (see ‘Recommendations for equitable student support during disruptions to the higher education sector: Lessons from COVID-19,’ Mercer-Mapstone et al 2022,). Hybrid, flexible education — also known as ‘hyflex’ education, as noted in Recommendation 2.1 of the ALSA-AMSA-NUS research report — entails offering educational delivery options for both in-person attendance and Work From Home (‘WFH’). Moreover, hyflex education can facilitate educational participation for not only disabled people but also women escaping domestic family violence (‘DFV’) or sexual assault, First Nations students in regional & rural Australia, international students, and other demographics for whom in-person attendance may not be the most safe & accessible. People from diverse backgrounds have value. Contrary to what many believe, disabled people can (and do) contribute to society and to building a better world. Imagine all the setbacks if Dr Steven Hawking couldn’t come to class because he couldn’t get his wheelchair in the door! Additionally, the tertiary education regulator, Tertiary Education Quality and Standards Agency (‘TEQSA’), has announced that they will now enforce the Education Services for Overseas Students Act 2000 (Cth) (‘ESOS’). Under ESOS in s 8.19, TEQSA is mandating that no more than a third of the education delivered to overseas students can be online or by distance. This decision from TEQSA means that if international students want to access regional, globally ranked education, they must return to Australia whilst there are COVID-19 outbreaks overseas, a rental shortage of affordable, student housing and a cost-of-living crisis. This forces numerous international students into a tricky conflict between their future and their present happiness. TEQSA doesn’t take individual complaints so the regulator cannot protect international students. That is why the government must step up. Likewise, online learning can be better for university staff. University staff with disabilities also face many of the struggles that disabled students do. Likewise, staff with caring roles for children or other dependents benefit from increased access to them by providing education online. Some universities do not have child-care options after 5pm, meaning that staff cannot afford to work a 9-5 with children because they have to rush to collect them. The higher education system relies on these staff and their incredible work to upskill the next generation.

Workers at Pampas have been languishing on labour-hire contracts, working full time, for 10, 15 and up to 20 years whilst being overlooked for permanent positions. Migrant workers like those at Pampas are the backbone of our food manufacturing industry. Workers across Australia are doing it tough, they need fair wages and secure jobs to survive. Pampas needs to come to the table and offer these workers a fair deal now.

After the passing of the Justice Legislation Amendment (Sexual Offences and other Matters) 2022 Bill on 31/08/2022, affirmative consent is now law in Victoria. This amendment means that everyone has the responsibility to get active consent before engaging in sexual activity. This may include (but is not limited to) saying “yes,” as well as physical gestures like nodding and/or reciprocating removing someone’s clothes. To put it simply, there must be a “clear and enthusiastic go-ahead." The new legislation also firmly guards people from other forms of violence such as stealthing (non-consensual removal of barrier protection such as a condom) and image-based abuse (which can include, but is not limited to: deepfakes, taking, sharing or threatening to share sexual images or videos without consent). This change in law marks a crucial step in creating survivor-centered legislation, which shifts the responsibility away from survivor to perpetrator. The University of Melbourne’s Sexual Misconduct Prevention and Response Policy and their definition of consent lags behind state law. Additionally, the policy does not acknowledge stealthing as a form of violence and does not comprehensively cover the emerging issue of online image-based abuse. There is no room for victim-blaming at the University of Melbourne. Therefore, UMSU calls on the University to immediately change its policy in line with new state legislation. By doing this, it will shift the focus and burden of responsibility from the victim-survivors actions to those of the perpetrator. This change is vital to ensure we are committing to a victim-centred approach that puts justice and safety first. Support Resources: If this letter brings up any concerns for you, please reach out to the following supports: Sexual Assault Crisis Support Line (24/7): 1800 806 292 1800 Respect (24/7): 1800 737 732 UMSU Sexual Harm and Response Coordinators The UMSU Sexual Harm and Response Coordinators provide support with making complaints to the University, reporting to the police, and appropriate referrals to therapeutic services. Contact them via their webpage: https://umsu.unimelb.edu.au/support/survivors/ University of Melbourne, Safer Community Program Provides advice and support to University of Melbourne students who have been affected by sexual violence and harassment: https://safercommunity.unimelb.edu.au/

NDAs protect employers from accountability and release them from their obligations to address systems of work that allow sexual harassment to occur, enabling repeat offenders to continue and preventing workers from talking about their experiences. Victim-survivors, predominantly women, are disempowered by being forced to stay silent. To end sexual harassment at work, we need to end the silence and hold employers accountable. We need legislation to restrict the use of NDAs. They should only be used when requested by victim-survivors to protect their own confidentiality and victim-survivors should be allowed to decide to speak out later.

Unionists have campaigned to win family and domestic violence leave in our workplace - but there are many employees in this country not covered by agreements. In solidarity with every worker who needs to escape a violent relationship, we call on the Albanese Labor Government to provide for 10 days Family and Domestic Violence Leave in the National Employment Standards.

The ASU believe all staff deserve pay rises that keep up with inflation, as well as measures that promote equity and inclusion now! We call on the Brotherhood to stand by its mission of an Australia free of poverty by giving its own staff a living wage. We also call on the Brotherhood to commit to social justice by incorporating workplace conditions that aim to specifically address the concerns of their most marginalised staff.

Cost of living keeps going up while wages and conditions are continually eroded away, people receiving government support are trying to get by with just $42 a day and living in poverty. The gap between wages for men and women is still around 22.8%. The dream of owning your own home has become out of reach for too many people with rentals also becoming more unaffordable, meaning the demand for public housing is increasing.

Almost 40% of women report being sexual harassed at their workplace. And only 17% of women feel they are able to report this harassment. The Sex Discrimination Commissioner's Respect@Work recommendations made clear what needed to be done. She recommended that the Sex Discrimination Act be amended to include a positive duty on employers to take reasonable measures to eliminate sexual harassment at work. Tragically, an average of one woman each week is murdered by a current or ex-partner. Access to paid leave is a real barrier to women being able to escape family and domestic violence. There is only one way to make sure all women have this workplace right. Morrison could act today to legislate for 10 days paid family and domestic violence leave for all Australian workers, but once again he has walked away from doing so. Women deserve better. Australia deserves better. Tell Morrison he can’t walk away from women.