INDEPENDENTVOICE INDEPENDENT EDUCATION UNION - NOVEMBER 2021 VOL 10 NO 4 - MYIEU
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Independent November 2021 Vol 10 No 4
Education
Union
Queensland and Northern Territory Branch
IndependentVoice
The union making a difference for more than 17,000 education professionals across Queensland and the Northern Territory
www.ieuqnt.org.au
R T O F T H E
R E M A I N PA
D
RENEW AN 14
F E R E N C E
IEU DIF
Independent Voice is the official
This issue:
publication of the Independent November 2021
Education Union of Australia
– Queensland and Northern
Territory Branch (IEU-QNT)
4 Reports
ISSN 1446-1919
5 $2.3 million recovered for members
TIME TO BE BOLD
IEU-QNT
346 Turbot Street, Making a difference on compensation 16 Our
union’s Building our
Spring Hill, QLD 4000 and underpayments
PO Box 418, Leadership Development
Fortitude Valley QLD 4006 6 Members’ voice heard on NCCD (BOLD) program for women
Toll Free: 1800 177 937 (QLD) Survey reveals fundamental issues
Toll Free: 1800 351 996 (NT) 17 In conversation with two
www.ieuqnt.org.au 8 Secure jobs: worth fighting for BOLD leaders
Time for action on insecure work crisis
20 The shadow pandemic:
Editor: Terry Burke,
IEU-QNT Branch Secretary
12 Respect@Work violence against women
Watered-down harassment laws failing and girls
Managing Editor: Laura Wise,
working women
Communications Manager
22 Reproductive health is a
Design: Elise Cuthbertson, 14 IEU member awards
Communications Officer workplace issue
Our activists recognised
u i s e a n d Jake Editorial Team: Laura Wise,
o
24 Mind
the gap: more to be
ke, L
31 Flexible work and job share
o o
Elise Cuthbertson, Jessica Willis,
Be l i k e B r Emily Campbell Supporting work-life balance done on equity at work
e w w i t h IEU! 2022 32 Talent shines in 2021 26 In the footsteps of giants:
...re n Renew for
Editorial/Advertising enquiries to
Toll Free: 1800 177 937 Art and Literary Competition winners the history of union women
Email: lwise@ieuqnt.org.au
Disclaimer: Advertising is carried
34 Renew in 2022 28 Every mind matters
in Independent Voice in order to Remain part of the IEU difference
minimise costs to members and
is paid at commercial rates. Such
advertising does not in any way
WHAT IS THE IEU DIFFERENCE? reflect endorsement or otherwise
of the advertised products and/or
services by IEU-QNT.
Copyright: All articles remain the
copyright of IEU-QNT. Permission
Expert workplace and industrial advice MyIEU: member-only must be obtained before reprinting.
with no hidden fees communication and news ABN: 74 662 601 045
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Exclusive professional development November 2021 | 3
REPORTS OUR UNION @ WORK
Being BOLD for change $2.3m recovered for IEU members in last
If leadership is defined as “…the practice
of mobilising others to tackle tough
challenges and thrive” (Heifetz et al, 2009),
Our union has a reputation for being
BOLD in support of our members.
or Branch. I take the opportunity to
congratulate these inspirational members
and commend their stories to you.
two years alone
This has been particularly evident
it is clear that across more than one Across 2020-21, our union has
through the changing landscape of In a world of uncertainties, our union is
hundred years, our union has consistently future-focused, looking for opportunities continued to make a difference
educating during the pandemic and the
and persistently shown exceptional to be BOLD as we proactively protect our for IEU members – recovering
associated work to ensure members are
leadership in mobilising members to fight working conditions and rights. compensation, underpayments
supported and safe in their workplace.
for contemporary working conditions.
Our union continues to be a voice in the and allowances.
Recently, our union has focused on
Some of these challenges have been ACTU campaign for secure jobs and is
several issues of particular importance IEU Branch Secretary Terry Burke said
tough and taken persistence and closely watching the changing political
for women including the Building of the outcome of a total of $2.3 million
insistence to affect lasting change, landscape ahead of the federal election.
Leadership Development (BOLD) program. to members was a direct result of the
especially for our women members.
At its core, the BOLD program aims to Our union is built on the strength of our work of our expert industrial team and
From women in girls’ schools mobilising members, so let us continue to use our
empower women members to become IEU organisers.
to form their own union in the 1920s, collective voice to safeguard what we
leaders within our union community.
through to securing equal pay in the have and be BOLD for change. “IEU membership means always having
1970s, achieving professional conditions This comes at a time when some the support you need when facing any
for our school officers in the 1990s and organisations are looking at equity of Our challenge is to support, recognise
and mobilise others to build the next challenges at work,” Mr Burke said.
winning professional rates of pay in the leadership appointments given the
2010s, our union has long been BOLD disparity between numbers of females in generation of union leaders to ensure that “That includes assistance with ensuring
for change. leadership comparative to the number in those who come after us you are receiving the correct wages and
the workforce. are in a better position
As we look back on our history to inform than we are today. entitlements.
our present and future direction, there is a Each year, our union recognises “Your IEU organiser and our • $1.5k in unpaid super and long “No other organisation understands the
clear indication of the impact of the many outstanding activists who work for Aleisha Connellan
experienced industrial team are here service leave non-government education sector the
unionists who have come before us. the collective good of their IEU Chapter President way we do.
to help when you need it and what we • $18k recovered in a wages
have recovered for members in the last underpayment. “That’s the difference IEU membership
two years is testament to that. makes,” Mr Burke said.
Making a difference “You are never alone when you are a
Mr Burke said our union’s experienced
industrial team reviews each case and
Always here to help
IEU member – that’s what makes it Our union remains committed
A second year of COVID and a second The provisions in these Awards are well The mischief of employers in this the course of action to be taken.
such an important investment in your to making a difference in the lives
year in which schools, staff and out of touch with the standards set in space has been highlighted by surveys career and your future,” he said. “Every situation is assessed on a case by of members.
students have dealt with the exigencies collective agreements yet regulate the conducted by the IEUA branches across case basis,” Mr Burke said.
the nation including our own. Making a difference for members At the first sign of any issue related
of health measures, lockdowns and in work conditions of many.
Major outcomes for members in the “This means every course of action to the payment of your wages and
some instances quarantine of whole Those who work in education know that
Perhaps recognising this disparity, there last year alone have included: and outcome is specific to that entitlements, contact our experienced
school communities. what makes a good school is leadership.
are occasional developments. member’s situation. industrial services team for advice and
• $135k in enhanced severance pay
In the midst of this, our members have Where there is direction, purpose and assistance: FREECALL 1800 177 938
Notably, amendments to Awards to “We’ve been assisting members in this
yet again demonstrated a resourceful where things happen, then that is a • $43k in an unfair dismissal (QLD) or 1800 351 996 (NT) or email
recognise the situation of casualised
and resilient response – maintaining school which makes a difference. compensation case way for over 100 years. industrial@ieuqnt.org.au
workers and long overdue recognition
positive educational environments and, That quality leadership is not leadership
of the pernicious impact of sexual
in many instances, enhanced pedagogy of an individual but is a shared
harassment in the workplace.
and curriculum delivery. leadership inherent in a group having
However, these developments are at common purpose and understanding.
Against that background and amidst
the margins – far deeper and more
the many challenges, our union and its For our union, our leadership is
significant change is needed.
members have made a difference. found fundamentally in our
The real issues of workload in schools membership from whom we draw a
Foremost of these achievements is the
especially fall on deaf ears. common sense of purpose and from
negotiation of collective agreements whom we draw our school, branch and
ranging from single site schools to Even more troublingly employers governing body leaders.
whole of sector. respond to government requirements
and processes not only with We can be well confident that with
Our dysfunctional industrial relations the depth of that member leadership,
acquiescence (perhaps understandable)
system provides little substance we are well placed to
but with a troubling tendency to ask
to encourage wide-scale use of engage the future – no
even more of staff.
collective agreements and sadly an matter its character or
ever-increasing number of Australian The Nationally Consistent Collection its challenges.
workers are reliant on the minimalist of Data (NCCD) process for funding of Terry Burke
‘Modern National Award’ system. students with needs is a clear example. Branch Secretary
4 | Independent Voice November 2021 | 5
TEACHING: IT’S OUR PROFESSION TEACHING: IT’S OUR PROFESSION
Members’ voice heard on NCCD: 92% of respondents stated that
undertaking NCCD tasks resulted in the
Whilst PD is provided in most
situations, 30% of respondents
found the PD “not useful”; 44%
Too long, too much and too little
erosion of Planning Preparation and
Correction Time (weekly 44%; daily 29% found it “somewhat useful”
and monthly 19%). but only 27% found it “very” or
“extremely” useful.
Assistant Secretary/Treasurer Paul No consistency in collection
Giles reflects on the recent survey processes Only 36% of respondents (80
undertaken by our union regarding Another alarming finding (even though sites) were satisfied or very
the implementation of Nationally a minimum of 10 weeks data collection satisfied with the PD provided.
Consistent Collection of Data (NCCD) only is required and necessary) was that
across Queensland and Northern IT inefficiencies
47% of respondent schools collect data There were a wide variety of IT
Territory schools during 2021.
for 40 weeks per year and only 17% platforms for managing NCCD
The results of our union’s survey of collect data for a 10-week minimum data collection and submission
IEU Chapters reinforces members’ period with other collection periods and very mixed responses
concerns that the level of demands being 20 weeks (14%) and 30 weeks (6%). regarding the efficacy and
associated with the NCCD collection
and presentation of data are both The major data collection and recording reliability of the platforms in use.
unrealistic and becoming more task over the data collection period is There were; however, significant
demanding each year. usually or always undertaken by teachers issues for 44% of respondents
Members also used the survey to in 161 (75%) of the survey responses. indicating that “always” or
raise concerns that these demands Whilst half of the respondents indicated “usually” they were required to
and expectations not only appear to there was a team who coordinates submit the same or similar data
be inconsistent between sectors and the NCCD submission process at the on other platforms as well as the
regions but even within sectors and platform used for NCCD data
school level, 76 respondents (34%)
within the same employing authority. submission.
indicated the submission of data is
The insights of the survey are such the primary responsibility of one staff Only 29% of respondents
• delegated responsibilities; and time required to complete the data
that school employing authorities member – usually the Learning Support indicated that this “rarely” (15%)
must revisit and amend their • professional development (PD) and collection and recording is excessive
and frequently undertaken in teachers’ Coordinator (44%) or STIE (34%). or “never” (14%) happened.
expectations and processes regarding support provided.
NCCD, which clearly go beyond the own time (outside of school). The vast majority of respondents Next steps for members
IT availability and efficacy, and the
government requirements. structural and social impact of NCCD on There is also evidence of very limited (over 80%) indicated the team The survey has provided a large
schools generally and staff specifically support at a school level to undertake communicates regularly with staff amount of quantitative data as
Representative of sector
was also surveyed. the associated NCCD reporting tasks about expectations of the NCCD well significant qualitative data
In total, there were 259 IEU Chapter
responses to the survey comprising of and where PD is provided (some IEU process but only 61% agree the school representing members’ lived
The responses reflect the variations experience of the NCCD process
113 primary, 58 P-12 and 70 secondary Chapters report none being provided in manages the NCCD process effectively.
in schools across Queensland and the in their school.
schools across Queensland and 18 Northern Territory. the last two years) it is often viewed as Even less (58%) agreed their school
responses from schools in various “not useful” or only “somewhat useful”. It is obvious from the data that,
21 (9%) of the respondent schools had had clear and consistent expectations
sectors across the Northern Territory. for the majority of teachers
less than 110 students; 33 (13%) schools Counterproductive to classroom aims regarding data collection and reporting
The majority of responses were from For many teachers the collection of from the beginning to the end of the across Queensland and the
had more than 1200 students and
Catholic systemic schools followed by collection and reporting period. Northern Territory, the NCCD
the greatest number of respondents’ NCCD data is counterproductive to their
independent schools then religious process at the local level is more
schools – 63 (26%) had enrolments of efforts and availability to students in PD problematic
institute schools. demanding than it needs to be,
between 200-400 students. the classroom. Whilst the majority of respondents
The survey’s method of collection is under-resourced timewise Such best practice measures include:
These schools also had differences Most schools (63%) do not provide any (75%) indicated they had PD provided and is placing unreal and unfair
also allows for future rigorous review • a limit on the data collection
in the number of students identified extra time for staff to complete data in the last 12 months, there were also expectations on teachers regarding
of the data at sector, school type and period;
and included in the NCCD submission collection, analysis and recording and significant concerns regarding the PD time demands outside normal hours of
location level.
ranging from less than 10 (3%) to provided to teachers and school officers. • significant time release
a significant number of respondents duty.
The survey sought information greater than 100 (32%). commensurate with the number of
regarding: (40%) indicated the typical teacher Over half of the respondents (52%) Furthermore, the IT platforms used for students being involved in the data
Excessive workload in own time spends between three (3) and nine indicated school officers were not collection;
• the time required to complete and recording and reporting are problematic
Overall, the results are quite alarming, (9) plus hours per week (every week) provided with relevant PD and almost and protocols set up in many schools • suitable and effective PD for school
record data collection for NCCD demonstrating very mixed conditions outside of normal school hours one third (32%) of respondents have teachers entering and re-entering officers and teachers;
submissions; around the collection of NCCD data
involved in the NCCD process. indicated their school or system didn’t the same or similar data multiple times. • greater involvement of school
• the time provided by the school to and a substantial negative impact on
staff in schools. provide relevant PD for teachers in officers to assist teachers in the
undertake these tasks; A significant majority (79%, 177 schools) Our analysis of the responses will
regard to NCCD processes. data collection and recording
• the time outside normal hours of The results indicate that for many indicated that undertaking NCCD continue at sector and site level and, as process; and,
duty to meet the requirements for schools, the length of the data tasks impacted negatively on their Of concern is the report that 11% of a union, members will identify and seek • greater transparency in regard
submission; collection period is too long – far availability for teaching and learning respondents (representing 24 schools) the implementation of best practices to the direct funding benefits
• the length of time that data exceeding the basic requirement of in classroom, with 59% stating this had never received PD related to the when it comes to NCCD processes achieved by accurate NCCD
collection occurs in sites; ten weeks and that the amount of happened daily or weekly. NCCD reporting process. across our non-government schools. reporting at the school level.
6 | Independent Voice November 2021 | 7
SECURE JOBS: WORTH FIGHTING FOR SECURE JOBS: WORTH FIGHTING FOR
cases where their employer has looked
to reduce their weekly part-time hours.
Services staff working in support roles
in boarding schools and specialist
Our union members
sports coaches are often employed on a are fighting back to
Such cuts in hours, often repeated casual basis, despite their critical role in
providing student care and shaping the
make a difference
over consecutive school years, can
have a devastating impact on an extra-curricular success of their schools.
Union members have been leading the
employee’s income. 5. Independent contractors fight back against insecure work in two
who need their own ABN critical ways:
Some members have been forced to
take secondary jobs outside of the The Uber/Deliveroo model of engaging
Making a difference in the workplace
school to try and supplement cuts in workers as independent contractors
their part-time pay. requiring their own Australian Business 1. Members have won important new
Number (ABN) already exists in our sector. job security protections in their
Our school communities must have 4. Casual jobs paid by
the hour
Instrumental music teachers, IT support
roles and Voc Ed staff are just some
collective agreements.
2. Limits on the use of fixed-term
secure and reliable jobs Our members in English Language
Colleges (ELICOS) and Registered
of the roles that have been classed as
‘contractors’ rather than employees in
our schools.
contracts and casual positions,
outsourcing protections and
Training Organisations (RTO) know all certainty of hours for part-time
For the first time in Australian Five threats to job security 2. Rolling fixed-term contracts staff are now in place in many of
workplaces, permanent full-time happening right now in our sector too well the reality of casual work. This model denies these workers basic
jobs now make up less than 50% Unnecessary fixed-term contracts entitlements such as superannuation, our workplaces – talk to your IEU
The casualisation of jobs and the continue as the biggest single threat to Such workplaces are dominated by Organiser about how your next
of the workforce and the creep workers’ compensation, severance
growth of the “gig economy” are job security in our sector. casualisation with few opportunities for collective agreement can protect
of insecure work continues in our pay, unfair dismissal protections and
sector, writes IEU-QNT Assistant well documented. permanent positions. leave entitlements. and promote secure jobs.
Secretary Brad Hayes. Some employees have been working
The reality of these employer “flexibilities” under year-to-year “temporary”
We know our school communities is the denial of basic minimum contracts for decades.
benefit from employees having secure entitlements and job protections. Members report the real financial and
In their own words...
and reliable jobs.
Employees in our sector are not immune.
personal stress they suffer at the end of The professional and personal toll of insecure work
It ensures educational continuity, each contract when they wait to hear if for IEU members:
staff wellbeing and confidence in the they still have a job.
1. Outsourcing of permanent
capacity of a school to deliver high “Insecure about financial holiday. This has meant that I difficult… trying to apply
quality outcomes. jobs to contractors Critical life decisions such as applying
for a loan, moving house or even situation, stressed at work and have sometimes come to work for a loan/mortgage is
Unfortunately, the continued creep IEU Chapters have long dealt with starting a family are often put on hold sick when I really should have virtually impossible.”
due to such stress and uncertainty. home about whether I’ll have
of insecure jobs into our sector employers seeking to outsource – Part-time youth worker
a job next year. This, in turn, been home.”
undermines our collective efforts to various services staff roles to external
build strong education communities
3. Unpredictable part-time – Casual music tutor
contractors. hours that continue impacts family relationships.” “Waiting each year to find out
and fairer workplaces.
to fluctuate – Fixed-term teacher “Because of new contracts, the what hours you may be offered
Not only does outsourcing abolish
In its various forms, insecure work denies Even “permanent” part-time staff can pressure to renegotiate and fight for the following year means
employees important entitlements and permanent jobs, but many IEU suffer the effects of insecure work as “In the 13 or 14 years I have been for more hours or better pay planning… [is] very stressful –
hard-fought conditions. members and school communities employers claim the need for more
flexible hours.
on these contracts – I have never is almost impossible. It makes nothing is permanent for us.”
have witnessed reduced work quality
A lack of job security can have had a paid sick day, or a paid planning for the future really – Part-time school officer
devasting effects on employees and where onsite staff are replaced by Our union has represented many school
their ability to plan their financial future. ever-changing external contractors. officer and services staff members in
8 | Independent Voice November 2021 | 9
FEDERAL ELECTION 2022 FEDERAL ELECTION 2022
Federal agenda puts super futures at risk
The Australian super system is, at
its heart, an enduring victory for
workers, something the current
federal government has done its best
to undermine.
The current federal government’s
controversial Your Super, Your Future bill,
which passed the Senate in June of this
year with support from the crossbench,
purported to save workers $17.2 billion
over the next decade.
The reality was, in fact, one of the biggest
Fighting for our future: why current
attacks on the retirement system won by
Australian workers.
IR policy needs to change Australian Council of Trade Unions
(ACTU) Assistant Secretary Scott
Connolly described the Your Super, Your
Despite rising levels of insecure work, “The federal government urgently Failing Australian workers Future reforms as an ideological attack responsible for the gender retirement 30% of those earning between $25,000
Australians working multiple jobs needs to address the insecure jobs ACTU President Michelle O’Neil said on industry super funds. gap that sees women over 50 and $50,000 were also underpaid.
to survive and collective bargaining crisis plaguing this country and instead the federal government should be Industry funds are run only to profit becoming the fastest growing cohort
taking the opportunity presented by of homeless Australians. Mr Connolly said the $5 billion in
legislation that continues to provide ensure working Australians have the members, while for-profit (retail)
quality of life that all people should be the recovery from the pandemic to superannuation stolen from workers
employers with the balance of power, funds return profits as dividends to Rising inequity
able to rely on. create secure jobs and boost wages, but was enabled by the federal government
the current federal government shareholders. Mr Connolly said that after eight
instead was encouraging more insecure which refused to close loopholes.
shows little intention to consider “More than half of those with two or “Any changes to superannuation years of stagnant wages and with $36
work and a record-breaking stretch of
industrial relations (IR) policy which more jobs are women. legislation should apply to all billion withdrawn from super during “Workers and their union representatives
low wage growth.
would address this reality. products and funds; instead, the the federal government’s destructive must be empowered to recover stolen
“As usual women are left worse off,” “Rather than acting to address the early access scheme – this year’s SGC super by putting superannuation into
Nearly 900,000 Australians currently federal government has staged an
she said. problem, the federal government has increase to 10% was the first step the National Employment Standards
ideological attack on industry funds
work multiple jobs – the highest actively contributed to it – legislating among many to achieving retirement (NES),” Mr Connolly said.
Central Queensland leads country in and is running protection for the
number since the ABS began tracking to make it easier for employers to class income adequacy for working people.
insecure jobs banks,” Mr Connolly said. “Additionally, workers cannot claim
secondary jobs in 1994. workers as casual simply to cut pay
In Central Queensland, insecure work “Your Future, Your Super [could] staple “Despite this rise, there remain many gaps their lost superannuation if a company
and avoid providing basic workplace
Worse yet, there are now a record is at crisis levels with nearly 4 in 10 workers to dud funds for life, which will and inequities in the superannuation
entitlements,” Ms O’Neil said. goes bust.
number of Australians working three or workers (38.7%) in casual work, well allow predatory bank-run super to leech system,” Mr Connolly said.
more jobs - 209,100 – a shocking 10.8% above the Australian average of 21.9%. Bargaining laws remain broken “It is unfair that workers have to pay
workers’ retirement savings to line their “Women retire with less than half
IEU Branch Secretary Terry Burke said for the failures of their employer – this
increase from June 2020. A recent Queensland Council of Unions pockets,” he said. of the superannuation of men, on
the federal government IR policy and must change,” he said.
(QCU) and ACTU report found if all Call to increase super guarantee average, and Aboriginal and Torres
A recent Australian Council of Trade current laws continue to limit the rights
forms of insecure work are included, up Strait Islander workers face even worse Action needed to stop exploitation
Unions (ACTU) report revealed that of Australian workers. continues
to half of workers in Central Queensland retirement outcomes. The ACTU is calling on the federal
workers who do work multiple jobs still Australian unions are also continuing to
do not have a permanent job. “The right to take industrial action in
earn 17.5% less than the national average. call on the current federal government “The federal government has government to stop this rampant
pursuit of our concerns as employees
Ms McManus said casual employment to abandon its campaign to repeal the continually focused on protecting exploitation by:
The surge in people working multiple remains severely restricted by onerous
remaining legislated increase, cease and expanding tax concessions for • Mandating super payments at the
gives all the power to employers, ballot requirements and unworkable
jobs is being driven by employers its undermining of the compulsory, the wealthy in superannuation and
making it difficult for workers to notice periods,” Mr Burke said. same time as wages;
offering insecure work – a trend preserved system which is delivering retirement, while forcing more workers
bargain for better pay or rights. • Increasing enforcement activities
accelerated by the pandemic. “At the bargaining table, employers for working people, and publicly into retirement income poverty,” he said.
“The federal government has know they have more power than ever commit to its election promise of the and forcing the Australian Tax
Women left worse off $5 billion in superannuation stolen Office (ATO) to issue and publicise
condemned more workers into and will use this to delay and prolong Superannuation Guarantee Charge
ACTU Secretary Sally McManus said At the same time, a recently released penalties for not paying super;
insecurity by passing laws earlier this negotiations as long as possible if it (SGC) rising to 12%.
the record number of Australians Industry Super Australia report revealed
year that ensure employers can label suits them. • Empowering workers and their
While the SGC increased to 10% in July, three million Australian workers have
working three or more jobs is a deeply any worker as a casual irrespective of union representatives to recover
“We need these laws to change to further increases to take the guarantee had $5 billion in superannuation stolen
concerning trend. the true nature of their work. ensure a better future for all Australians. unpaid super debts, by putting
to 12% are essential as workers, on by employers.
“The current federal government is “To stop the ‘uberisation’ of the average, currently run out of retirement superannuation into the NES; and,
“If the current federal government Young workers and low-income earners
overseeing the erosion of the financial Australian workforce, the federal savings 10 years before they die. • Extending the Fair Entitlement
refuses to change them in order to experienced the highest rates of theft; a
security that secure employment has government must protect workers and protect our working lives and our Liberal governments have delayed the third of those under 30 were underpaid Guarantee so workers can recoup
provided for generations of Australian pass laws ensuring ‘same job same pay’,” community, then we need to change promised rise in superannuation since and half of those earning less than their savings if a company goes bust
workers,” Ms McManus said. she said. the government,” Mr Burke said. 2014, cut the pension in 2016, and are $25,000 were missing super payments. – currently super is not included.
10 | Independent Voice November 2021 | 11
FEDERAL ELECTION 2022 FEDERAL ELECTION 2022
Respect@Work lite a failure for working women only does its work once someone
makes a complaint,” she said.
“The whole tenor of the report is
Our union represented at the March 4 Justice to actually ensure that employers
rally in Brisbane earlier this year. understand they have an obligation to Resp
prevent the sexual harassment.” Nation ect@Work:
a
Sexual l Inquiry into
H
Fight to eradicate harassment Austra arassment in
lian Wo
rkplace
continues AU ST RA LIA
N HU M
AN RI GH
s
TS CO M M
IS SI ON •
Australian Council of Trade Unions 20 20
(ACTU) PresidentKate
MicheleJenkins
O’Neil said
“by refusing to implement key elements
of their own Respect@Work report” the
Sex Discrimination
federal governmentCommissioner
had failed to deliver
Australian Human Rights Commission
preventative steps against harassment
and violence.
“Two in five women and one in four
men have experienced and will continue
to experience workplace sexual
harassment,” Ms O’Neil said.
Sex Discrimination Commissioner Kate Jenkins led the
development of the landmark Respect@Work report.
Commissioner’s
“Prime Minister Morrison had an
opportunity to back up his talk on
sexual harassment at work and violence
against women.
“64% of women have experienced
Foreword
“Instead, his government voted workplace sexual harassment, but most “Insecure work makes it harder to speak
against the very changes needed to of them don’t make a formal complaint up for fear of losing work and the
The federal government has missed An overview of these changes for one in six Australian women and one in
make a difference,” she said. because of fear of repercussions or a federal government will continue to fail
a landmark opportunity to address employers in our sector is featured on 16 Australian men.
workplace harassment following lack of support. women unless they address improving
page 29. It’s about equity
One in three Australian workers already job security,” Ms O’Neil said.
the passage of its watered-down Ms O’Neil said addressing workplace “It is critical the federal government
Significant changes ignored has access to paid leave (including in
Respect@Work legislation. sexual harassment meant addressing immediately implement all 55 Sexual assault and
While these small steps are welcomed, most non-government schools) due to
The legislation formed part of the inequality in our society. recommendations and amendments domestic violence helplines
the government failed to address unions fighting for this entitlement, but
government’s response to the Human the government’s actions have denied
Australia
was once at the forefront of tackling of thesexual harassment
Respect@Work report to address
significant legislative changes “This means fixing the massive gender • Sexual Assault Counselling
Rights Commission’s 2020 Respect@Work recommended by the report including: paid leave for the majority of workers.globally. pay gap that is at 30% if you include systematic harassment. Australia: 1800 211 028
report developed by Sex Discrimination actual working hours – not just full-time • Domestic Violence Impact Line:
Commissioner Kate Jenkins. • implementing a positive duty on What is a “positive duty” and
Women’s organisations in Australia began “Women
work,” Ms O’Neil said. to press are disproportionately
for the legal 1800 943 539
employers to take reasonable why is it important? represented in insecure work where
That report made 55 recommendations steps to prevent workplace sexual
and social recognition
“A positive duty requires organisations of sex
“Effective enforceable paydiscrimination
equity laws in the
sexual early is1970s.
harassment This –
more prevalent • LGBTIQ+ Violence Services:
to address sexual harassment. harassment; to be proactive in addressing the movement built
are alsoon Australia’s ratification of
needed. two key
especially international
in retail and health. 1800 497 212
The government’s legislation disadvantages and discrimination conventions:
• introducing a quick and easy
addressed only six of the report’s women experience at the workplace in
complaints process in the Fair
order to promote equality,” according
recommendations. Work Act; • the International Labour Organization’s Discrimination
to University of NSW Senior Lecturer
Changes introduced by the law include: • broadening powers for the Sex in Human Resource Management, Sue (Employment and Occupation) Convention in 1973
• “stop sexual harassment orders” Discrimination Commissioner to Williamson (via The Conversation).
investigate inquiries; • the UN Convention on the Elimination of All Forms of
available in the Fair Work In effect, such a duty would require
Commission (FWC); • develop a WHS Code of Practice
Discrimination Against Women (‘CEDAW’) in 1983.
employers to take proactive steps
• making sexual harassment a on preventing sexual harassment to prevent sexual harassment,
at work. discrimination and victimisation.
States including South Australia, New South Wales and Victoria
sackable offence;
The government also voted down an
enacted anti-discrimination laws covering the ground of sex in the
• extending the timeframe for Commissioner Jenkins told the
employees lodging a sexual amendment that would have provided ABC the implementation of a late 1970s.
harassment complaint with the 10 days’ paid family and domestic positive duty is essential to “shift
Human Rights Commission from violence leave within the National the culture to prevention”. In 1984, the Australian Government introduced the Sex
“This was central to the report. The Discrimination Act 1984, which specifically prohibited sexual
six to 24 months; and Employment Standards (NES).
• recognising sexual harassment as Paid leave makes a crucial difference Sex Discrimination Act (1984) – which harassment at work and established the role I currently occupy,
a workplace health and safety for workers seeking to escape family is currently the only act that outright as Australia’s Sex Discrimination Commissioner.1 Since that time,
(WHS) issue. and domestic violence, which affects prohibits sexual harassment – really
successive Sex Discrimination Commissioners have identified the
12 | Independent Voice elimination of workplace sexual harassment as a key priority. November 2021 | 13
IEU MEMBER AWARDS IEU MEMBER AWARDS
Member contributions celebrated
Our union’s annual Excellence Awards were presented to recipients at the 2021 IEU-QNT AGM,
recognising the contributions of some of our most active members.
John (Max) MacDermott contribution made by a union member rectifying timetabling errors that saw
Union Activist Award who holds a senior leadership position. members’ overloaded.
John (Max) MacDermott was a Lea Martin – Catholic Education St Philips College Chapter
respected teacher at Mercy College, Services (Cairns) (Alice Springs)
Mackay. This Award honours his strong As a senior leader, Lea Martin has met The St Philips Chapter has worked St Philips College Chapter Reps Unity College Chapter
advocacy and union activism. the daily challenges of the position diligently and acted in solidarity to
Mark Harris – Unity College while maintaining her contribution to achieve excellent and progressive remarkable teacher and unionist, Vonnie Burke – providing
a collective union culture. outcomes during their recent collective a female early career member with the opportunity to
(Caloundra) undertake union-related professional development.
A diligent and motivated member of bargaining negotiations.
Lea promotes a positive working
the Unity College Chapter Executive, Elizabeth McCall Award Mary May – St Thomas More College (Sunnybank)
environment founded on dignity and As Chapter Wellbeing Representative at her school, Mary
Mark has been instrumental in The Elizabeth McCall Award is presented
mutual respect. has a strong commitment to union values.
assisting school officers in his Chapter, to a female union activist who is
who were employed on rolling Ruth George Award committed to unionism and the pursuit As part of the Award, Mary will undertake funded studies in
fixed-term contracts (some for over a The Ruth George Award honours the of social justice issues. union activities.
decade), to secure ongoing positions memory of Ruth George who played a
at the school. key role in re-establishing Award wages Heather Grundy – St Columban’s Beginning Educator Member Award
College (Caboolture) The Beginning Educator Award recognises the efforts of a St James College Chapter
during the Great Depression era. beginning educator who is committed to building a better
Unity College Chapter Executive As Professional Issues Chapter
(Caloundra) and St James College Gaylene Sutton – St Columba’s Representative and a participant of the future for our members. This year’s Teacher Education Bursary recipients are:
Chapter (Spring Hill) Primary School (Wilston) IEU Mentoring Program, Heather has Darcy Fitzgerald – MacKillop Catholic College • Luke Harris - University of the Sunshine Coast
This year, there are two winners Gaylene has been a knowledgeable been a go-to member for early career (Palmerston, NT)
of the John (Max) MacDermott leader for school officers at St teachers who need support. As a new staff member and early career teacher, Darcy • Isabella Bundesen – Central Queensland University
Chapter Award. Columba’s Primary School for over expressed interest in taking on a formal role within • Caetlen Tooley – Queensland University of Technology
21 years. Heather was instrumental in the Chapter and has successfully recruited others into
Members of the Unity College Chapter forming a Chapter Executive and is • Darna Gardiner – Central Queensland University
Chapter leadership positions.
Executive provide a great sense of From speaking up on behalf of a valued member of the IEU-QNT John Nash Bursary
support to their colleagues, building colleagues to promoting awareness of Education Committee. Life Membership
In 2021, the John Nash Bursary of $3,000 is awarded to
their Chapter to over 100 active entitlements and conditions, Gaylene • Lynette Byrnes – St Mary’s College (Ipswich)
Thersa Nunn First Nations Mikaela Casey, a first-year university student undertaking a
members who always feel their voice tirelessly advances members’ interests.
is heard.
Member Award • Michael Moy – All Hallows’ School (Brisbane) Bachelor of Early Childhood and Primary Education degree at
Judith Cooper Award This Award is named in honour of • Elizabeth Kriesch – St Columba’s Primary School, Australian Catholic University.
The St James College, Spring Hill Judith Cooper played the instrumental Aunty Thersa (Ther-esa) Nunn, a proud (Wilston)
Chapter has been a mainstay of role in the establishment of a union Noonuccal Woman, Quandamooka Elder
TUH Future of Teaching Bursary
union values for many years and in the non-government sector in and long-standing IEU-QNT member. In 2021, three members have been honoured with Established in 2020 by TUH Health Fund, the Bursary provides
IEU-QNT Life Membership in recognition of their $5000 to an IEU and TUH member to recognise and encourage
their commitment to the collective the Northern Territory. This Award long-standing commitment to our union.
Jessica Endean – Hymba Yumba innovative teaching solutions and to support educators
as the forum to advance and protect recognises a member or Chapter’s
Independent School (Springfield) All three recipients have been members for many through professional development.
member interests is well recognised. outstanding contribution to building a Jessica has been a deadly activist and
strong union. decades and have held numerous positions including
In particular, the challenges faced voice for First Nations members. Chapter Representatives, SBU Representatives and Hannah Brennan-Silwood –
by many young teachers are Liza Bowers – O’Loughlin Catholic Branch Executive membership. St Aidan’s Anglican Girls School (Corinda)
She is committed to improving Hannah is a secondary English teacher who believes in
well-understood by the more College (Darwin)
experienced on staff, and through
working conditions and campaigns Teacher Education Bursaries championing the integral need for literacy to be accessible,
A long-term enthusiastic unionist, whilst volunteering her own time and The Teacher Education Bursaries encourage those who
mentoring, early career staff see the Liza is always front and centre at engaging and celebrated.
knowledge of culture and Country. display an early passion for the profession to continue to
benefits of joining their union. union events. strive for excellence. She will be using the Bursary funds to undertake further
Vonnie Burke Memorial Award
Senior Leader Award In the Chapter Representative role, and Scholarship Students who have a parent, partner, guardian or study in a Master of Education (Teacher Librarianship) with the
The newly established Senior Leader Liza works through collective issues The Vonnie Burke Memorial Award and grandparent who is a current or retired financial member intention of eventually creating a digital space centred on how
Award recognises the outstanding – most recently assisting in Scholarship honours Life Member and of IEU are eligible to receive a bursary. to embed a greater focus on critical literacy across all subjects.
Mark Harris Lea Martin Gaylene Sutton Liza Bowers Jess Endean Heather Grundy Mary May Darcy Fitzgerald Mikaela Casey Hannah Brennan-Silwood
14 | Independent Voice November 2021 | 15
TIME TO BE BOLD TIME TO BE BOLD
In conversation:
two BOLD leaders
IEUA Acting Federal Secretary
Christine Cooper and IEU-QNT
Assistant Secretary Rebecca Sisson
are two leaders carving their own
paths in the union movement.
They talk to each other about their
journey to leadership positions,
finding their voices as leaders and
what good leadership is.
CC: So, first of all, we both found In conversation: IEU-QNT Assistant Secretary Rebecca Sisson
unionism in different ways. As a (left) and IEUA Acting Federal Secretary Christine Cooper (right).
graduate teacher, my school had a
strong union culture and it was there CC: I don’t think anyone is ever women and it’s a major challenge to
I learnt the power of the collective – really prepared to step into leadership. careers in general, let alone pursuing
Time to be BOLD
what we can achieve when we stick I’ve been in various leadership leadership positions.
together and raise our voices. positions at the IEU for over two
decades and sometimes I still don’t CC: I have only learnt this recently, but
RS: Yes. I wouldn’t say I came from a feel prepared. How do you approach the best piece of advice I’ve received
As a union comprised of a which supported IEU members “The past 18 months have been a union family; however, at university to overcome some of the challenges
your leadership role and do you have
majority of women members, from across Queensland and the challenging time for everyone and I was introduced to some pro-union of leadership is to let yourself make
times when you struggle?
IEU-QNT is passionate about Northern Territory to engage with particularly for our school communities,” lecturers and I developed a passion mistakes. Own them, don’t hide from
empowering women at work and the BOLD program. Caryl said. for unionism. I knew I wanted to work RS: It’s hard, particularly as a mother. them and learn from them. Build
in the broader community. within the movement. In February 2005 Over time I’ve learnt not to beat myself structures, processes from them to
The conference was an important “The BOLD Conference was a significant up and try my best to balance all my
When they join together in their union, opportunity to bring members together I applied for a graduate position as a support you.
opportunity for members to talk, learn responsibilities and obligations. I’ve
women are a powerful voice for change. for important conversations about Research Officer for our union, then
and reflect on the workplace issues that accepted that I can’t do everything at RS: Absolutely. A piece of advice I live
making change at work.” known as the QIEU, and I’ve been here
However, women face a range of matter most to women. the level I would want to all the time. by is: you don’t have to turn up to every
in a variety of roles ever since. I now
barriers to their wellbeing and BOLD next steps fight you are invited to. I used to think
The keynote address was delivered occupy a role you once held here. Did Finding my voice as a leader has helped
advancement in the workplace, Caryl said despite only being in its I had to get involved and resolve every
by workplace wellbeing expert Thea you aspire to be a leader? though. I did this by identifying my
including underrepresentation in fourth year, the BOLD program already strengths and owning those things. I’m problem. Now, unless it’s urgent, I let the
O’Connor, focussing on women’s
leadership, caring and retirement gaps, has a strong legacy of empowering and CC: No, not in a direct or deliberate not a necessarily loud voice but I aim to problem sit, collect my thoughts and
reproductive health in the workplace.
health and wellbeing challenges and inspiring women to take action. sense. However, my mother taught be a confident and strong one. then act if I need to. Most of the time,
gender-based violence. Thea highlighted that many women me a valuable lesson that stays with resolutions occur without intervention
“Because of their involvement in CC: I agree. You don’t have to be 100%
struggle to balance their working me to today: ‘if not me, then who?’. or are very simple to fix with a bit of
In 2017, the IEU-QNT Equity Committee BOLD, women members have been perfect; you just have to do it. In saying
lives with health conditions such In the beginning, someone needed time and space.
launched its Women and Leadership, encouraged to accept promotions at that though, I believe there are unique
as menopause, perimenopause or to step into a Chapter Rep role – we
Building Our Leadership Development work, take a more active role in their challenges for women in leadership CC: On that note, what do you think
(BOLD) Program to help address the reproductive health concerns and said had issues that needed solving and I
union, undertake further professional positions. We are criticised not just for any good leadership is?
challenges facing women at work. there is much more that can be done to development, commit to volunteer thought I could make a change. From
decisions we make but for our physical RS: Collaborative leadership. Any leader
support employees facing these issues programs or even be more aware of there, my journey into union leadership
Within the BOLD Program, women appearance, the way we speak and what
(see page 22 for more on reproductive the choices they are making in their went from Rep, to Queensland Branch who thinks they have all the skills and
members are encouraged to become we wear to an extent that men aren’t.
health, including an interview with everyday life,” Caryl said. President, then Organiser, then Assistant knowledge they need is going to have
active in their union by networking Secretary/ Treasurer to, finally, my role RS: Because of that level of scrutiny, I a tough time. I always see leadership as
Thea O’Connor).
with colleague members, attending Caryl said all women members in the IEUA Federal Office as Assistant feel women leaders have extra pressure a team effort, and I don’t ask my team
professional development, connecting Other program highlights included were encouraged to engage with the Secretary. Currently I’m Acting in the to do all and be all in their jobs. But to do something I wouldn’t do myself if
online and driving what their leadership workshops on the impacts of BOLD program. Federal Secretary position. it’s just not possible, we have to start needed. What is good leadership to you?
development will look like. coercive control, building safe and normalising the idea we cannot be
“We regularly invite members to RS: I didn’t specifically aspire to CC: I agree with you about collaborative
BOLD was launched at an inaugural respectful workplaces and supporting training and professional development perfect and we will make mistakes, but
leadership either. It took a lot of that doesn’t mean we are not capable leadership – after all it focusses on our
conference in Canberra in 2017, the mental health of teachers and opportunities via the BOLD network consideration about whether I was leaders. As I mentioned before, I also union values of solidarity and collective
which united 100 women from IEU school support staff. and we also facilitate online networking ready to step out of my comfort zone. feel the pressure and expectations action, doesn’t it? I also strongly
branches across Australia, and has IEU-QNT Organiser and Equity through the private BOLD Facebook believe that leadership isn’t about just
I also had a really young family and of motherhood on top of those as a
continued to grow. Committee member Caryl Rosser said group,” Caryl said.
I was only 30; I felt I didn’t have the leader. I’m lucky, in a sense, that having a position. It isn’t a noun, but a verb. It
Be BOLD for change the conference was a timely professional Find out more about BOLD or experience. While it was hard, I feel it children hasn’t set me back at work and is about action and taking people with
In August this year, we held an online development and networking join the Facebook group at was the right move and I’ve since made that my husband and I are a team. But you on that journey. So yes; if not us,
conference titled Be BOLD for Change, opportunity for women members. www.ieuqnt.org.au/bold the Assistant Secretary position my own. unfortunately, that isn’t the case for all then who? If not now, then when?
16 | Independent Voice November 2021 | 17
Australia used to have the most
stable, reliable jobs in the world.
Whether it’s fixed-term contracts, casualised jobs with less rights or part-time
work without meaningful guaranteed hours: insecure work is a serious
problem for our community.
People in insecure work can’t plan their lives, struggle to pay their rent or
mortgages, always worrying if they’ll have enough to pay the weekly bills.
Having a secure job is connected to so many basic things – mental health,
food, housing.
When people don’t have stable or secure jobs, they have less money to spend
in their local economy. This holds us all back and harms small business.
It didn’t happen by accident, and
it doesn’t need to be this way.
Together we can make a difference
It didn’t happen by accident, and
More than 1 in 4 Australian workers are now in insecure work.
it doesn’t need to be this way.
The current federal government can change laws to make
jobs more reliable and secure. But instead, they’re choosing
Together we can make a difference
to support big business and employer flexibility.
More than 1 in 4 Australian workers are now in insecure work.
The current federal government has provided billions in
support for big business The current
without requiring government
federal them to createcan change laws to make
jobs more reliable and secure. But instead, they’re choosing
reliable jobs with fair wages.
to support big business and employer flexibility.
The government can take action to help turn this around.
The current federal government has provided billions in
Stronger laws protecting workers is one way to stop the
support for big business without requiring them to create
spread of unreliable and insecure work.
reliable jobs with fair wages.
The government can take action to help turn this around.
Stronger
JOIN YOUR laws protecting workers is one way to stop the
spread of unreliable and insecure work.
UNION TODAY
SCAN ME Find out more via MyIEU:
JOIN YOUR www.myieu.org.au
UNION TODAY
SCAN ME
Authorised by Sally McManus for the Australian Council of Trade Unions, Melbourne. MNo. 13/2021
It didn’t happen by accident, and
it doesn’t need to be this way.
Together we can make a difference
More than 1 in 4 Australian workers are now in insecure work.
The current federal government can change laws to make
jobs more reliable and secure. But instead, they’re choosing
Authorised
Authorised by Sally McManusT Burke, IEUA-QNT,
for the Brisbane.
Australian Council of Trade Unions, Melbourne. MNo. 13/2021
to support big business and employer flexibility.You can also read
