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The Weekend Neos Kosmos : 5 March 2016
NEWS 4 THE WEEKEND NEOS KOSMOS | SATURDAY 5 MARCH 2016 DIGITAL.NEOSKOSMOS.COM Empowering women, empowering humanity HACCI International Women’s Day event for 2016 NELLY SKOUFATOGLOU The Hellenic Australian Chamber of Commerce and Industry (HACCI) will be marking International Women's Day with another event hosted by three inspirational Hellenic Australian women. On Wednesday 9 March, HACCI will celebrate the enormous contribution of women in the Hellenic Australian community with a joint discussion entitled ‘Empowering women, empowering humanity: picture it’. The evening will focus on the importance of prioritising gender parity and women's empowerment in the social, economic, cultural and political realms. "We are running a panel this year instead of having a one speaker presentation," HACCI secretary and director of the HACCI Internship Program Fotini Kypreos says, explaining the chamber's aim to engage more with the audience. "The three women are going to speak about their experiences in a discussion in a heightened format and we'll also have audience participation via a Q&A session at the end." These three women of Hellenic background, who in their own right have been extremely successful in their chosen careers, come from diverse industries but they are connected in terms of the challenges they faced, the choices they made and how they empowered themselves in order to succeed. Author and researcher Pro- fessor Joy Damousi, former Victoria Police officer Calliope Kwas and entrepreneur Kathy Tsaples will be the main panellists. Joy Damousi is Professor of History at the School of Historical and Philosophical Studies at the University of Melbourne and an accom- plished, internationally-renowned author and researcher. Joy was the first woman to receive the prestigious Australian Laureate Fellowship at the University of Melbourne in recognition of her ambassadorial role in promoting the role of women in research. Calliope Kwas was the first female Greek Australian member of Victoria Police. Joining the force at the age of 24, she yearned for the blue uniform, which to her was a symbol of justice. She retired only last year after an astounding 34 years of service. Kathy Tsaples is the founder and owner of one of Melbourne's most prized market specialty food stores, Sweet Greek. Kathy started her career as a high-flying financial executive who climbed the ranks in the professional advisory to the top. After conquering breast cancer, she pursued her dream and became a hugely successful businesswoman and entrepreneur. "They all have very interesting stories to tell about how they chased their respective dream, excelling in industries that were mainly male-dominated," Mrs Kypreos emphasises. "We are looking forward to positively inspiring younger generations in achieving their goals and aims. That includes not only people in university or graduate level but also women in their 30s and 40s. It's all about standing up and making the choices you want rather than waiting for someone to come along and give you the opportunity." * Tickets: $65 for HACCI/ HYPN members and $70 for guests. Tickets can be booked online via Trybooking or the HACCI office on (03) 9602 2977, or by emailing rsvp@ hacci.com.au When: 6.30 pm, Wednesday 9 March Where: Kosmopolitan, Level 1, 14 Star Circus, Docklands Drinks and finger food will be provided and there will be door prizes and a gift bag for all attendees, valued at over $150. It is important attendees book their tickets prior to the date of the event for the HACCI team to make the arrangements. Migrant women a hidden economic asset Australia is missing out on the skills and experience of tens of thousands of highly qualified women who arrive as the spouses or partners of skilled migrants because they struggle to find work, new research has found. A qualitative survey canvassing the views of 63 new migrant women arriving on a partner visa, as well as employers and service providers by settlement agency AMES Australia, found significant barriers to these women getting into employment. The research paper, titled 'Hidden Assets: skilled migrant women and the Australian workforce', concluded that early intervention to help migrant women find work could help Australia harness what is a "hidden asset". Lead researcher Dr Lisa Thomson said migrant women were not considered in economic terms as valuable and skilled assets but rather regarded as "trailing spouses". "With assistance from government-funded services and input from employers via early intervention programs, these women can become job ready and available to enter the labour market, fill job va- the skilled and family migration streams are degree qualified. Upon arrival in Australia, many partner migrant women experience re-domestication, de-skilling and disrupted careers, the study found. Dr Thomson said support and buy-in from employers was essential in getting migrant women into work. "Employers need to be in- cancies and meet skill shortages," Dr Thomson said. "This not only provides them with financial security and autonomy, it enriches the settlement process, mitigates the risk of social isolation and makes the transition into life in Australia much easier," she said. The study, funded by the federal government's Office for Women, was aimed at understanding the experience of skilled migrant women from non-English speaking backgrounds entering Australia as partners under the skilled and family streams who are seeking employment. Dr Thomson said Australian government policy had long prioritised skilled migration but had ignored the disparity between men and women in relation to how they transition to life in Australia. "The women in this study demonstrated resilience, ingenuity and initiative in their approach to job searching and the challenges of navigating the labour market in a new country," Dr Thomson said. "They did not expect handouts, and had a strong desire to work and contribute to the community. Most wanted to work in a professional job but settled for lower status jobs to gain local experience. "Many experienced significant changes in career trajectory in terms of downgrading or having to move into another area of employment outside their training and expertise," Dr Thomson said. She said women in rural areas were the most disadvantaged because of limited or no job vacancies. "Their first priority was to be with their partner and to keep the family together. This meant that they either had to remain unemployed or take low level jobs if they were available," Dr Thomson said. She said unemployment or underemployment had a significant impact on the mental health and wellbeing of a number of respondents. "With support these women felt that they could more easily navigate the Australian labour market and secure employment," Dr Thomson said. The study noted that be- tween 2010 and 2015, more than 157,000 women aged over the age of 18 migrated in the family stream - the majority were partners or spouses. More than 181,000 women migrated in the skilled stream and more than 70 per cent of these were married or partnered. The study identified barriers to finding work including employers not understanding about temporary visas and work rights and a lack of knowledge of Australian workplace culture and recruitment practices among migrants. Lack of local experience, domestic responsibilities, access to transport and proficiency in English were also recognised as barriers to employment. The study found migrant women from non-English speaking countries tended to have: low labour force participation rates; higher unemployment and underemployment; lower earnings relative to their skills and qualifications and; a high proportion of those in both volved in the development of an intervention to assist skilled migrants and skilled migrant women into the Australian workforce," she said. Dr Thomson said some em- ployers were more proactive than others in employing skilled migrants and that organisations needed to embrace diversity in their workforce. "A diverse workforce is good for business - organisations are better at innovation, problem solving and finding solutions," she said. "An organisation's workforce should reflect the cultural diversity of the community in which it operates and/or is located. "Having people from CALD backgrounds in senior leadership roles enhances diversity in an organisation," Dr Thomson said.
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