0880fe1e_ralian_Human_Rights_Commission__Objective
[Recommendations] Recommendation 21: Implementing the recommendations of the SDA Review The Australian Government should implement the recommendations of the 2008 Report of Senate Standing Committee on Legal and Constitutional Affairs Inquiry into the Effectiveness of the Sex Discrimination Act 1984 (Cth).[11] In particular, the SDA should be amended to: Ensure equal coverage for both women and men; Extend protection from discrimination in employment on the grounds of family and caring responsibilities to cover responsibilities across the life-cycle, including creating a positive obligation on employers to reasonably accommodate the needs of pregnant workers or workers with family or carer responsibilities; Place a positive obligation on employers to eliminate discrimination and promote gender equality; Strengthen legal protection from sexual harassment in Australian workplaces; Empower the Commission, where appropriate acting through the SDC, to: undertake formal inquiries in relation to the elimination of discrimination and promotion of gender equality; intervene, or appear as amicus curiae, as of right in relevant proceedings, including proceedings under the FWA; commence proceedings for breaches of the SDA, without requiring an individual complaint; and certify Special Measures, upon application by EOWA, or an employer. Require the SDC/Commission to notify the EOWA and the FWA/Ombudsman where action above is taken in relation to gender equality in the workplace; and Require the Commission, acting through the SDC, to independently monitor progress in achieving gender equality in Australia, and to report to Parliament at a minimum of every two (2) years, including regarding gender equality in Australian workplaces, against National Gender Equality Benchmarks and Indicators Recommendation 22: Coordinating action between the FWA/Ombudsman and the SDC/Commission The FWA/Ombudsman should be required to notify the EOWA and SDC/Commission if: it commences an application under s 682 of the FWA which relates to adverse action against an existing or prospective covered employee because of a relevant protected attribute, being sex, marital status, family or carer’s responsibilities and pregnancy; a Fair Work Inspector issues a compliance notice where the Inspector reasonably believes that a person has contravened relevant provisions of the FWA[12] or a Fair Work Instrument, including amongst other things, relevant provisions of the National Employment Standards,[13] or an equal remuneration order Recommendation 23: Reporting of Data by the FWA/Ombudsman The FWA/Ombudsman should be required to report annually to the SDC/Commission disaggregated data and analysis required by the SDC/Commission to report on progress to achieve gender equality in Australian workplaces, in accordance with the National Gender Equality Benchmarks and Indicators. [Objective] 
Associated reforms
Inquiry into the Equal Opportunity for Women in the Workplace Act 1999 and Equal Opportunity for Women in the Workplace Agency (2009) | Australian Human Rights Commission
Objective