Relationship between Paid and Unpaid Work Principle. Employment and pay practices recognise and account for different patterns of labour force participation by workers who are undertaking unpaid and/or caring work. Women and men have different patterns of participation in the paid workforce, primarily because women spend a greater proportion of their time on unpaid and/or caring work. As a result, women are disadvantaged in areas such as pay, progression, security of employment and retirement income. When women’s skills and experience are not recognised, they are underutilised and undervalued in the workforce. This means › Employees, unions and agencies recognise that women currently undertake a greater share of unpaid and/or caring work in society which has negative impacts in the workplace › Agencies take active steps to ensure that time out of the workforce for unpaid and/or caring work does not result in disadvantage in pay or barriers to progression › Decision makers scope jobs and allocate work in a way that positively recognises different patterns of participation › Skills and experience gained through unpaid and/or caring work are utilised and rewarded › Agencies normalise flexible and part time working arrangements for all positions and employees without adversely affecting security of employment › Employees, unions and agencies create workplace environments that support and encourage men’s participation in unpaid and/or caring work.
Relationship between Paid and Unpaid Work Principle. Employment and pay practices recognise and account for different patterns of labour force participation by workers who are undertaking unpaid and/or caring work.
