INFORMATION & COMMUNICATIONS TECHNOLOGY INFORMER
←
→
Page content transcription
If your browser does not render page correctly, please read the page content below
IT
Professionals
Australia
Respect, recognition and reward
INFORMATION &
COMMUNICATIONS
TECHNOLOGY
INFORMER
AUGUST 2021
•
PREPARED FOR MEMBERS
WHAT’S INSIDE:
• How is the tech job market looking as we emerge from the COVID-19 crisis?
• How did tech fare in the 2021 Federal Budget?
• Skills - how are university enrolments and completions shaping up?
• What was the impact of COVID-19 on the ongoing challenges in the
IT labour market?
• Has there been any movement on the under-representation of women in tech?
2
ICT Informer – August 2021
HOW IS THE TECH MARKET LOOKING
AS WE EMERGE FROM COVID?
The COVID-19 pandemic has had an In spite of a drop of around 35,000 workers at the peak of
the pandemic in 20201, the 2021 Deloitte report shows that
unprecedented impact on the Australian the Australian tech workforce grew by 33,400 overall in 2020,
labour market over the last 15 to 18 reaching a new peak of 805,525 workers - an annual increase of
months. One thing that became clear from 4.3 per cent compared to growth of 1.3 per cent in professional
industries and a contraction of 1.7 per cent of people employed
the COVID-19 pandemic was how vital generally2. This is up from the 2019 figure of 772,100, up from
ICT professionals were to contemporary 723,334 in 2018, 663,100 in 2017, 640,846 in 2016 and 628,000
in 2015.
workplaces, industries and the economy,
playing a critical role in enabling businesses, Deloitte forecasts strong overall growth in the Australian
schools, universities and a myriad of other technology workforce over the next five years with over 1.1
organisations to adapt to the crisis and million technology workers in Australia by 2026 - an average
annual increase of 5.4 per cent compared with an expected
operate effectively in the short and long increase of 1.2 per cent over the same period for the Australian
term. workforce generally. The workforce is forecast to grow to 792,000
professionals by 2024.
Employers who continue to invest in digital transformation look
set to recover more quickly and effectively than those who do Employment growth over 2020 was not unexpectedly highly
not. The next 12 months will see continuing or accelerating variable. The latest National Skills Commission figures show that
e-commerce, online product and service delivery, telehealth employment in the Information media and telecommunications
services and remote working, as well growing concerns about industry was down 4.7 per cent3. Most IT employment sits
cybersecurity, especially in critical infrastructure areas. across the Information, media and telecommunications and the
Professional, scientific and technical services industries and while
The tech workforce underpinned the accelerated digital employment in the Information, media and telecommunications
transformation brought about by the pandemic.
3
ICT Informer – August 2021
industry was negatively impacted by the pandemic, the Computer experienced a drop of 11.8 per cent following growth of 5.6 per
system design and related services sector which sits within cent over the previous five years. The growth rate in the Public
the Professional, scientific and technical services industry led administration and safety industry dropped to 2.7 per cent after
growth in this industry recording employment gains of 9.5 per experiencing growth of 5.4 per cent in the previous five years and
cent. Employment was also up for Software and applications this is of particular concern given the Government’s commitment
programmers, Other information and organisation professionals to increasing the public sector’s digital adoption and move to
and Multimedia specialists and web developers so it is clear digitise government services5.
employment growth and declines within ICT were especially
dependent on the field and specialisation and the industry in Growth in the IT workforce differed by state. There were marked
which tech professionals are working4. differences even between the two states with the largest IT
workforces - New South Wales and Victoria (with over two thirds
Deloitte confirms variability in increases and declines in the tech of the technology workforce). While the number of tech workers
workforce by industry based on whether the industry required in New South Wales grew by almost 10 per cent in the past year,
tech services to continue to provide essential services in 2020. Victoria’s IT workforce declined by 2 per cent due largely to the
They found that while there were increases in tech employment extended lockdown they experienced. Western Australia also
in the Financial and insurance services, Public administration and experienced a slight decline in their IT workforce numbers while
safety, Healthcare, Construction and Education, the Mining and the ACT’s tech workforce jumped 16 per cent last year, nearly
Agriculture industries experienced growth in overall employment four times the industry’s national growth of 4.3 per cent. Victoria
but no increase in their tech workforces. In contrast, the Retail is however forecast to be the second fastest growing state over
trade, Accommodation and food, Professional, scientific and the next five years with future growth estimates of 5.8 per cent.
technical services and Electricity, gas, water and waste services The growth forecast for Queensland’s is 5.9 per cent above the
industries decreased their total employment but increased the national prediction of 5.4%6.
size of their tech workforces. The greatest falls in the technology
workforce growth rate by industry were in Agriculture which
experienced a decline of 14.7 per cent after growing by 18.1
per cent over the previous five years and Manufacturing which
4
ICT Informer – August 2021
HOW DID TECH FARE IN THE
2021 FEDERAL BUDGET?
In our 2021-22 Pre-Budget Submission and advocacy work, Professionals
Australia argued for:
a more strategic approach to technology a workforce development plan for ICT a clear plan for technology skills
adoption as a means of driving economic that addresses the key issues in the IT development in the key emerging areas
returns, economic development, workforce. Australia’s IT workforce is of AI, cybersecurity, machine learning and
diversification of the economy, economic characterised by a shrinking core labour cloud computing
growth and productivity gains force, a lack of permanent work and
job insecurity, increasing use of labour
hire and independent contractors,
widespread underpayments and under-
award pay, offshoring of IT functions and
the widespread misclassification of IT
employees as contractors
measures to address the growing digital support for the expansion of Australia’s
divide while ensuring privacy, resilience, video-gaming industry.
and security of digital networks and
devices
5
ICT Informer – August 2021
TECH INITIATIVES ANNOUNCED IN THE BUDGET
The Treasurer announced a $1.2 billion digital economy strategy in the Budget. The initiatives
included:
• $200.1 million to upgrade myGov, the main portal for accessing Government services
• $301.8 million to expand the My Health Record system (managed by the Australian
Digital Health Agency)
• $124.1 million on an AI package with $53 million on a National Artificial Intelligence
Centre in Melbourne to be run by the CSIRO’s Data61 with a network of AI and digital
capability centres, and the remaining funds going towards pilot programs for AI-based
business solutions, the creation of an AI graduate program, and grants toward
regional AI development
• $100 million to boost digital skills including $10.7 million on a pilot program
for work-based digital skills cadetships, $24.7 million for the Next Generation
Artificial Intelligence Graduates Program, $22.6 million for the Next Generation
Emerging Technology Graduates Program and $43.8 million for the extension of the
Cybersecurity skills partnership innovation fund
• a digital games tax offset of 30% to support gaming startups and help grow the
Australian video-gaming industry
• $206.4 million patent box which will provide tax incentives for commercialising and
manufacturing patented Australian medical and biotechnology in Australia. The
new measures include changing tax rules to encourage the use of employee share
schemes. The ATO will also provide a concierge or personal assistance service to
fast-track tax advice to foreign investors. Individual tax residency rules will also be
simplified
• changes to how businesses can claim depreciation on intellectual property and
in-house software including the ability to depreciate software, patents, designs, and
copyrights more quickly
• help for small businesses to build digital capacity including $12.7 million for the
“Digital Solutions” Australian small business advisory services program to provide
independent advice to small businesses on building their digital capacities and $15.3
million to enhance the value of electronic invoicing for small businesses
• $113 billion on Consumer Data Right rollout, $40.2 million to deliver the Digital
Atlas of Australia and $16.5 million for a pilot program to make the Australian
Government’s data assets discoverable improving the management of government
data
• $31.7 million to work with business and industry on researching and developing 5G
and 6G technologies
• $16.4 million for the Peri-Urban Mobile program to improve mobile phone
connectivity in bushfire-print areas
• the development of a National Data Security Action Plan to strengthen the security of
Australian Government data and the data of individuals and businesses
• the establishment of a Government Cyber Hubs program to improve the cybersecurity
of Government agencies.
6
ICT Informer – August 2021
AVIATION TECHNOLOGY
The Government has also set out a National Emerging Aviation Artificial intelligence adoption is projected to add US$15 trillion
Technology Policy Statement to set a framework for managing to the global economy and boost enterprise profitability by an
new aviation technologies and a framework for a Drone Rule average of 38 per cent by 2035. By mid-2020, 60 countries had
Management System for the use of recreational and commercial established a national AI strategy (including Australia) but the
drone operators. They also announced the development of the AI skills crisis is recognised as the biggest barrier for wider AI
National Drone Detection Network to detect drones for security adoption. The investment in AI makes a start in addressing what
and cybersecurity purposes and $32.6 million for the Emerging is an obvious gap but the scale of assistance is regarded by many
Aviation Technology Partnerships program to support the use of industry commentators as falling well short of what would be
technology to address needs in regional Australia. required to make Australia a leader in AI capabilities and uptake.
IT PROFESSIONALS AUSTRALIA’S RESPONSE TO THE The patent box initiative is generally welcomed as a positive
BUDGET measure but with eligibility limited to medical and biotechnology,
the scope is limited and an opportunity to extend it to other ICT
areas in the future. There is also a suggestion that this kind of
Professionals Australia welcomes the measures announced in initiative has had limited success when adopted elsewhere with
the Budget even if the scale of the investment is in many ways companies shifting between jurisdictions to take advantage of
not proportionate to the scale of investment needed to make patent-box schemes. The 2016 “Three Fs” review of the Research
Australia a leader in the uptake and development of digital and Development Tax Incentive suggested a premium rate of the
technologies. Given the critical role digital tech has as a driver of incentive for collaboration between industry and researchers as
innovation and improved productivity in virtually every Australian an alternative.
industry, the Budget initiatives are a good start but further
support is needed.
We welcome the Women in STEM scholarships but note the need
to address the wide range of factors that contribute to women
We see the investment in skilling the future Australian IT leaving the tech sector with only 29 per cent of the IT workforce
workforce as critical. We need a more strategic approach to female and a gender pay gap in the IT sector of 20.6 per cent.
technology adoption as a means of driving economic returns
and economic development – and we need a plan for workforce
development - including reskilling of and continuing professional We also note the need to address some of the more serious
development for existing IT professionals - to support this aim. employment issues that affect the tech workforce which the
budget did not address. These include:
The investment in digital skills development in the form of • sham contracting which allows unscrupulous employers
cadetships, scholarships and cybersecurity skills is welcome but to shift costs and risk across to IT workers and avoid their
we note the need to ensure cadetships and graduate programs employment obligations
lead to ongoing permanent employment not just skills for initial
jobs. • poor pay levels for staff contracted to undertake less complex
IT functions
The 30 per cent digital games tax offset for the video-gaming • the Australian Public Service average staffing level cap that
industry is welcomed as an incentive for potential investors works to undermine a strong in-house IT capability
in local studios. The Interactive Games and Entertainment
• what are often unfair contracts offered to IT workers on a take-
Association forecast suggests a potential for the generation
it-or-leave-it basis
of a $1 billion games industry in Australia within a decade,
up from $144 million in 2018-19. There is however a level of • problems with shifting to new IT specialisations
disappointment at the scale of investment with some suggesting
• problems getting proper recognition when working in Australia
that tax breaks are only a fraction of the investment needed to
for a global company based off-shore
properly support the sector and take a larger share of the $250
billion global game development market. We need to ensure fair • redundancies and job losses for the Australian workforce as IT
pay and conditions for those in existing gaming studios and those functions are off-shored;
set up by investors taking advantage of the tax offset.
• the lack of links between skill acquisition including re-skilling
and career paths
• the exploitation of vulnerable skilled migrants working in IT,
and
• widespread under-Award payments.
7
ICT Informer – August 2021
SKILLS - GROWING THE UNIVERSITY-
QUALIFIED IT PROFESSIONAL SKILLS BASE
DOMESTIC IT COURSE COMMENCEMENTS
Domestic enrolments in undergraduate IT degrees at Australian universities increased in 2019, up by 6.2% from
2018 to 2019. There were a total of 33,756 undergraduate enrolments.
Post-graduate enrolments were also up with a total of 7,713 commencements in postgraduate studies.
This reflects strong growth (averaging 9%) over the past three years, and with total enrolments of over 41,000
domestic enrolments in 2019, IT was the fastest growing field of education for domestic enrolments.
DOMESTIC IT COURSE COMPLETIONS
Deloitte reports that domestic completions in IT degrees have continued to rise to nearly 7,000 students or
10.5% over the year.
OVERVIEW
The number of international students commencing and completing ICT degrees in Australia and the number
of international students who remain in Australia after completing their degrees to gain work experience are
inevitably going to be seriously impact by the pandemic and the tail is likely to be protracted.
The Government has implemented a $20 billion package of incentives to encourage greater domestic
enrolments, particularly in STEM fields including IT such as the Job-ready Graduates Package; this and easing of
border restrictions should positively impact the IT labour market and IT course enrolments and completions in
the medium term.
As well as the Job-ready Graduates Program, the Federal Government is incentivising studying of IT through
investments in short courses. This includes a commitment of $251.8 million for an additional 50,000 short
course places in 2021. Incentives are also in place to reskills IT professionals at the state level with programs like
the Victorian Digital Skills and Jobs Program that funds courses to reskill and upskill around 5,000 people.
SKILLS IN EMERGING FIELDS
While the cautious business environment and hiring restraint arising from the pandemic could affect the future
pipeline of skilled ICT workers, there is evidence that tech skills are in high demand and hiring intentions still
strong in many areas. Specialists across areas such as AI, machine learning, mobile app development, web
development, advanced data analytics, cybersecurity and transitioning to the Cloud continue to be in high
demand across Australia. As companies continue to respond to an acceleration in remote working, the demand
for IT talent in related areas is also likely to grow. The shift to online education and the continuing need for
social distancing will also see increasing demand for products and services delivered by the tech industry.
8
ICT Informer – August 2021
WHAT WAS THE IMPACT OF
COVID-19 ON THE ONGOING
CHALLENGES IN THE IT
LABOUR MARKET
A complex set of factors combine to create a complex and highly competitive Australian
ICT employment market. These include high levels of skilled migration, temporary work
visas, international students staying on to gain experience in the industry, offshoring, an
IT degree not being required for IT employment and the rapid pace of change in the skill
requirements of industry7.
The COVID-19 pandemic has impacted skilled migration in ICT with border closures
and limitations on movement across borders potentially creating skills gaps in the ICT
workforce. Skilled migration levels have dropped due to international border closures in
response to the COVID-19 pandemic but skilled migration is expected to return to its
former level over the medium-term. In September 2020, software developers and
programmers were exempted from the Federal Government’s immigration ban and
added to the Priority Migration Skilled Occupation List with projected shortages in these
areas. As highlighted in the 2019 Migrant Workers’ Taskforce Report8, migrants on
temporary visas are exposed to job insecurity and underpayments while job exploitation
is disturbingly common amongst skilled migrants generally. The COVID-19 pandemic has
the potential to exacerbate these issues.
The Australian ICT sector continues to be characterised by:
• a high proportion of workers with qualifications from overseas (30 per cent of
employed ICT professionals compared to 23 per cent of engineering professionals and
20 per cent of science professionals)9
• a low proportion of ICT professionals born in Australia with a university degree
(around two-thirds have a degree and about a quarter hold upper-level vocational
qualifications while some opt for those offered by Microsoft and Cisco)10
• a high number of ICT professionals brought in by Australian businesses on temporary
working visas11. These figures rose in 2019/20 after a sharp decline the previous year
with the replacement of the 457 visa with the 482 Temporary Skills Shortage visa but
declined in 2020/21 due to border closures. Border restrictions brought the share of
ICT workers engaged under temporary skilled visas down by more than 30 per cent
in the 2019-20 financial year - down to a total of around 1 per cent on the previous
year’s 2 per cent12 13
• a high proportion of skilled migration for ICT workers (19,600 in 2014-15, six times the
number of completing domestic bachelor graduates)14
• a high proportion of offshoring as a cheaper alternative to in-house services15 leading
to high levels of job losses/redundancies (some commentators have suggested that
we may see a level of onshoring of formerly outsourced services in response to the
pandemic)
• being a net importer of ICT services importing $2.6 billion and exporting $2.3
billion16; and
• higher monthly job vacancies for ICT workers than for other STEM fields, although
often for specific projects rather than ongoing positions17.
9
ICT Informer – August 2021
HAS THERE BEEN ANY MOVEMENT
ON THE UNDER-REPRESENTATION OF
WOMEN IN TECH?
UNDER-REPRESENTATION AI is another emerging technology area in which women are
currently under-represented. It is critical that there is diversity
in the teams behind AI because without it, there is a risk of
Women continue to be seriously under-represented in the IT embedding bias into the technologies. Current estimates suggest
workforce. Females account for only 25 per cent of those with that women comprise around 32 per cent of the global AI
post-secondary IT qualifications in Australia18. Of the qualified workforce22. It should also be noted that AI is not one field - it
IT population, 88 per cent (193,244 people) were in the labour is being deployed across industries and fields including finance,
force, either working or looking for work. Females made up 23 health, defence, education, infrastructure, mining and resources,
per cent of the Information Technology labour force, an increase manufacturing, agribusiness, law and cybersecurity so there are
of 1 percentage point since 201119. specialist roles emerging in each of these fields.
It is critical that women are part of the talent pool being
educated, training and working in emerging areas such as video
gaming, quantum computing, cryptography, robotics, blockchain,
biometrics, wearable technologies, medical digital technologies,
virtual reality technologies, analytics and data science. Without
diversity in the teams working in these areas and ensuring
women are involved in the teams developing the technologies,
WOMEN IN EMERGING there is a risk of not only critical skills shortages and gender bias
TECHNOLOGY AREAS being embedded into the technologies, but also a widening of the
gender pay gap.
Cybersecurity is a good example of an emerging area in the IT
sector that requires a greater pool of IT talent to draw on to meet If Australia is to remain competitive in this period of rapid change
Australia’s future needs. Cybersecurity Ventures estimates that as we recover from the global health crisis and fill the demand for
with cybercrime likely to triple over the next five years, around IT skills in emerging areas, we need to build a skilled, adaptable,
3.5 million job openings will be created by 2021. Their research vibrant and diverse local IT workforce - that means not only
shows that women represent only 20 per cent of the global attracting the next generation of women to IT but also addressing
cybersecurity workforce in 201820. Research also shows that a the factors that contribute to them leaving the workforce and
specific measures at the enterprise level to help address the
12 per cent gender pay gap exists in the cybersecurity field for
obstacles and barriers they may face.
Generation X women earning between $50,000 and $99,000 and
a 12 per cent gap for Baby Boomer women earning more than
$100,000 compared to Baby Boomer men21. Only then will we be fully and effectively utilising our IT talent
base as a means of meeting projected increases in demand.
10
ICT Informer – August 2021
GENDER PAY GAP
The latest WGEA Gender Equality data shows a gender pay gap of 20.6 per cent in the
Information Media and Telecommunications industry23. Deloitte figures show that
average earnings continue to be lower for women in the ICT workforce than for men,
with an average pay gap of around 20.8 per cent24.
Female ICT graduates in full-time roles at both the Bachelor and Doctorate level are
less likely to earn an income in the highest wage bracket ($104,000 and over). At the
Bachelor level, only 24.0 per cent of females reported earnings in the top pay bracket
compared to 38 per cent of males, and at the Doctorate level, 42.0 per cent of females
reported earning in the top pay bracket compared to 55.0 per cent of males25.
It is important to note that the gender pay gap is not explained by women working
part-time because the gap persists for those in full-time roles.
DIFFERENTIAL RETIREMENT SAVINGS FOR
WOMEN IN IT
The factors that result in lower retirement savings for women in general include
• their higher rates of participation in part-time and casual work
• their over-representation in roles of lower responsibility and lower pay
• their under-representation in more senior roles on higher pay
• gaps in superannuation savings during career breaks for child rearing and caring for
aging parents
• time spent out of the workforce and lack of payment of super while on parental leave
• wage “scarring” or wage penalty for women who take a career break for child rearing
with women often missing out on annual pay rises in the lead up to parental leave,
while on parental leave and in the year they return to work.
Each of these factors apply to women in the IT workforce. While many of the barriers
that face professional women in IT are not unique to IT, they can be exacerbated by:
• the historical stereotyping of IT and technical professionals as predominantly male or
masculine
• workplace cultures and unconscious bias in IT which directly or indirectly create
disadvantage for women
• the rapid pace of deskilling and the subsequent significant impact of taking a career
break for child-rearing.11
ICT Informer – August 2021
OCCUPATIONAL SEGREGATION HIGH TURNOVER OF FEMALES IN
IT WORKFORCE
Occupational segregation refers to both the industries in which
women work compared with men as well as the nature and
Encouraging greater numbers of women and girls to take on IT
responsibility levels of the roles in which women work within an
subjects at school and driving greater participation is absolutely
industry.
critical to developing a sustainable IT workforce and building
capacity for the future, but numerical equality is not a solution in
International research suggests that women can be concentrated itself - the second half of the equation is addressing the attrition
in “execution” rather than “creator” roles in the IT sector26, and of women from the IT workforce once they get there.
both Australian and international research shows that women are
underrepresented in leadership and management roles.
Due to a combination of factors including lack of pay parity, a
culture of reward for working long hours, deskilling and loss of
In Australia, the latest IT figures show that while females made confidence after a career break, lack of industry commitment to
up 22.0 per cent of the total employed population, only 19.0 training and retraining, fewer female colleagues, fewer female
per cent were managers and 12.0 per cent of executives were mentors, persistent stereotypes of IT professionals as male and
female27. International research has found that only 5.0 per cent bias in advancement and development, the IT workforce loses
of leadership positions in Silicon Valley are women28. female employees at much higher rates than it loses their male
counterparts.
ABS data show that only 14.0 per cent of managerial roles are
worked part-time29. ABS figures also confirm that for those aged Currently, the attrition rate for female technology workers is
20-74 years, employed women are almost three times more double that of males33.
likely than men to be working part-time30. With women working
part-time at a much higher rate than their male counterparts, this
International research confirms that women leave tech at
is clearly a key issue contributing to the under-representation of
higher rates than their male counterparts (an attrition rate in
women at management level.
the high-tech industry of 41.0 per cent for women compared
to 17.0 per cent for men34) “driven out by hostile work
Research conducted in 2015 confirmed that less technical roles environments, isolation, extreme work pressures and a lack of
with a greater emphasis on soft skills are over-represented in clarity surrounding career paths35”. Women generally leave at the
part-time IT work roles. Part-time work for programmers is in the mid-career stage - 10 to 20 years into their careers36.
single digits accounting for 4.4 per cent in males and 3 per cent in
females31. Sub-specialties classified as IT which enter double digits
for part-time work include ICT Trainers, ICT Sales Assistants, Media
Equipment Operators, Telecommunication Trade Workers (10.2%
Male, 0.5% Female), Telemarketers (12.2% Male, 32.1% Female),
Telephone Operators (2.3% Male, 44.8% Female), Technicians
(Gallery, Library, Museum, 4.9% Male, 56.5% Female)32.12
ICT Informer – August 2021
REFERENCES
1. Deloitte Access Economics (2020), Digital Pulse Report, p.1.
2. Deloitte Access Economics (2021). Digital Pulse Report, p.1.
3. National Skills Commission (February 2021). Employment by industry, occupation and skill level. Available
at https://lmip.gov.au/ (Employment by Industry Occupation and Skill Level Quarterly Labour Force Survey
analysis).
4. National Skills Commission (February 2021). Employment by industry, occupation and skill level. Available
at https://lmip.gov.au/ (Employment by Industry Occupation and Skill Level Quarterly Labour Force Survey
analysis).
5. Deloitte Access Economics (2021). Australia’s Digital Pulse, pp.8 and 9.
6. Deloitte Access Economics (2021). Australia’s Digital Pulse.
7. Grattan Institute (2016). Mapping Australian higher education.
8. Australian Government (2019). Report of the Migrant Workers’ Taskforce.
9. ibid, pp.94-95.
10. ibid, p.94.
11. ibid, p.95.
12. Deloitte Access Economics (2021). Australia’s Digital Pulse, p.10.
13. Deloitte Access Economics (2020). Australia’s Digital Pulse, p.16.
14. Grattan Institute (2016). Mapping Australian higher education, p.95.
15. ibid, p.95.
16. ibid, p.95.
17. ibid, p.93.
18. Office of the Chief Scientist (2016). Australia’s STEM Workforce, p.13.
19. Deloitte Access Economics (2020). Australia’s Digital Pulse, p.17.
20. Morgan, S. (2018). Cybersecurity Ventures: Retrieved from: https://cybersecurityventures.com/women-in-
cybersecurity/
21. ISC Cybersecurity Workforce Report (2018). Women in Cybersecurity. Available at
https://www.isc2.org/-/media/ISC2/Research/ISC2-Women-in-Cybersecurity-Report.
ashx?la=en&hash=270117229EA39FA1E7134CFB1C5BB1ACBDF8A88C.
22. World Economic Forum (2021). The global gender pay gap report, March 2021 Insight Report, p.61.
Available at http://www3.weforum.org/docs/WEF_GGGR_2021.pdf.
23. WGEA Gender Equality Agency (2020). Australia’s gender pay gap statistics. Available at Gender Equity
Insights series | WGEA
24. WGEA Gender Equality Agency (2020). Australia’s gender pay gap statistics. Available at Gender Equity
Insights series | WGEA
25. Office of the Chief Scientist (2020). Australia’s STEM Workforce, pp.164, 165.13
ICT Informer – August 2021
26. National Center for Women and Information Technology, 2016. Women in Tech: The Facts, p.14.
27. Office of the Chief Scientist (2020). Australia’s STEM Workforce, p.215.
28. Fenwick and West LLP (2014). Gender Diversity in Silicon Valley. Retrieved from https://www.fenwick.com/
FenwickDocuments/Gender_Diversity_2014.pdf
29. National Skills Commission (2021). Employment by occupation sub-group - Managers. Available at https://
www.nationalskillscommission.gov.au/managers.
30. Australian Bureau of Statistics (2020). Gender Indicators, Economic Security. Available at https://www.abs.
gov.au/statistics/people/people-and-communities/gender-indicators-australia/latest-release#economic-
security.
31. Hochwald, M., Zarnegar, A., McCarthy, E. and Prince, S. (2017). Unconscious and systemic bias in IT, p.3.
Retrieved from http://www.professionalsaustralia.org.au/professional-women/wp-content/uploads/
sites/48/2014/03/Unconcious-Bias-in-IT-Hochwald-Zarnegar-McCarthy-Prince.pdf
32. Hochwald, M., Zarnegar, A., McCarthy, E. and Prince, S. (2017). Unconscious and systemic bias in IT, p.3.
Retrieved from http://www.professionalsaustralia.org.au/professional-women/wp-content/uploads/
sites/48/2014/03/Unconcious-Bias-in-IT-Hochwald-Zarnegar-McCarthy-Prince.pdf
33. Deloitte Access Economics (2021). Australia’s Digital Pulse, p.3.
34. Hewlett et al (2008) in National Center for Women and Information Technology, 2016. Women in Tech: The
Facts, p.9.
35. Hewlett, S.A., Buck Luce, C., Servon, L., Sherbin, L., Shiller, P., Sosnovich, E. and Sumberg, K. (2008).
Executive summary, The Athena factor: Reversing the brain drain in science, engineering and technology.
New York: Center for Work-life Policy. Retrieved from: http://www.talentinnovation.org/publication.
cfm?publication=1100
36. ibid.IT
Professionals
Australia
Respect, recognition and reward
INFORMATION &
COMMUNICATIONS
TECHNOLOGY INFORMER
AUGUST 2021
STREET ADDRESS
152 Miller Street, West Melbourne,
Victoria, 3003, Australia
POSTAL ADDRESS
GPO Box 1272, Melbourne
Victoria 3001, Australia
TELEPHONE
1300 273 762
EMAIL
itpa@professionalsaustralia.org.au
WEB
www.professionalsaustralia.org.auYou can also read
