Women in Management: The Case of Australian Business

Abstract

The Commonwealth Government in 1986 will introduce legislation to ensure that higher education institutions and private sector companies employing more than a hundred people introduce affirmative action programs for women. Although stated as a 'phased-in' development for private sector employers, the legislation is important for personnel practitioners as business has been the last bastion concerning support programs for women. The Australian Public Service was the first organisation to be subject to such programs, primarily as the result of an investigation (Taperell, Fox and Roberts 1975) arising out of a Royal Commission into Australian Government Administration. Other investigations or surveys on the status of women have been conducted in State Public Services (Review of NSW Government Administration - 1977, Victorian Office of Womens Affairs — 1981, Equal Opportunity Unit - 1983) in tertiary institutions, notably universities (Committee on the Status of Women Academics — 1977; Cass, Dawson, Temple, Wills and Winkler — 1983; Sawer — 1984) and in particular occupation and/or professions (Mathews, 1982 and Equal Opportunity Board, 1983). However, business has managed largely to avoid attention, although some companies have been pioneers in programs for women. It appears that social change in employment has now arrived for business and personnel practitioners will be to the forefront in the implementation of this change.

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