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Pregnancy and Return to Work Discrimination: National Review
In 2011 to 2012, 21% of complaints under the Sex Discrimination Act received by the Commission related to pregnancy discrimination and family responsibilities. Similarly, 21% of the complaints investigated by the Fair Work Commission in 2011-12 related to an allegation of pregnancy discrimination.

In December 2014 the PSA surveyed members to hear their views and experiences of pregnancy and return to work discrimination.
The number of responses to the survey was overwhelming – as was the information in the responses. Nearly 78% of respondents indicated they had experienced some form of discrimination in relation to their pregnancy or their carer responsibilities when returning to work.

Based on the results of the survey, "the PSA made a submission to the HREOC inquiry."

Read a summary of the submission "Supporting Working Parents: Pregnancy and Return to Work National Review"

PSA Women’s Council Committee elections 2013
Women’s Council Committee Elections
2013 to 2015 (2 year term)

Candidates recommended by the Progressive PSA

Electorate 1
Please place a (1) next to the Recommended candidate's name: MACEY, K
Attorney General and Justice – 1 delegate to be elected
Attorney General’s; Law & Justice Foundation of NSW; NSW Crime Commission; Corrective Services NSW; Office of the Director of Public Prosecutions; NSW Police Force; Judicial Commission of NSW; Information and Privacy Commissioner; NSW Rural Fire Service; Juvenile Justice NSW; Ministry for Police and Emergency Services; State Emergency Service; Legal Aid NSW; Fire & Rescue NSW

Electorate 2
Please place a (1) next to the Recommended candidate's name: MACEY, L
Please place a (2) next to the candidate's name: SULLIVAN, S
Education and Communities – 2 delegates to be elected (1 position reserved for school education)
Department of Education & Communities; Aboriginal Affairs; Office of Communities; Early Childhood Education & Care; Aboriginal Land Council; Sport and Recreation; NSW Institute of Teachers; Commission for Children and Young People; Sydney Olympic Park Authority; Schools; Community Relations Commission; Venues NSW; TAFE; Office of the Children’s Guardian; Youth NSW

Electorate 3
Please place a (1) next to the Recommended candidate's name: GOSBELL, L
Family & Community Services – 1 delegate to be elected
Aboriginal Housing Office; Community Services; NSW Businesslink Pty Ltd; Ageing, Disability & Home Care; Housing NSW; Women NSW

Electorate 4
Please place a (1) next to the Recommended candidate's name: KRISTIDIS, K
Finance and Services – 1 delegate to be elected
Department of Finance and Services; Lifetime Care Support Authority; State Records Authority; Land and Property Information; Motor Accidents Authority; WorkCover NSW; NSW Land and Housing Group; PILLAR; Royal Botanic Gardens and Domain Trust; Teacher Housing Authority; SAS Trustee Corporation; Waste Assets Management Corporation; FSS Trustee Corporation; State Property Authority

There are 9 electorates, please note that other electorates may not be contested.

Read more "PSA Women’s Council on PSA web site."
Read more below about the controversy surrounding the previous Women's Council Committee

PSA Women’s Council made undemocratic
Women’s Council attacked by PSA leadership

  • Women’s Council no longer consists of all PSA women. It is restricted to a faction dominated group of delegates.
  • PSA President Sue Walsh moved a resolution of Women’s Council Committee to extend the term of current Women's Council delegates to 4 years, and to postpone the election due this year by 2 years.
  • Eligibility to attend Women’s Council Annual General Meeting now excludes all PSA women except Women’s Council delegates and Central Council women delegates.
  • Women’s Council could meet as few as 4 times per year instead of nine at present.

    Resolution Carried at Women’s Council Committee, March 2012
    3. That the elections for the member’s of Women’s Council be held every four years and the next Women’s council election be held in 2014. Further, that the term of the current council be extended to 2014.
    MOVED: S Walsh
    SECONDED: J Sternbeck

    Read more detail and what you can do: "PSA Women’s Council made undemocratic."
    Visit the Progressive PSA Blog and have your say - leave a comment: PPSA Blog

    Victory for Women in Equal Pay Case
    In May 2011 a historic ruling by the federal industrial court, Fair Work Australia, acknowledged in law that the work of women is underpaid compared to that of men. The court found that, “for employees in the SACS industry there is not equal remuneration for men and women workers for work of equal or comparable value…. We consider gender has been important in creating the gap between pay in the SACS industry and pay in comparable state and local government employment.”

    Read more about this win from union activism: "Victory for Women in Equal Pay Case."

    PSA Women’s Council elections October 2010: beware of anonymous emails
    Women members of the PSA have received or are about to receive voting papers for the Women’s Council elections for electorates where there are more candidates than positions.

    PSA Women’s Council is an advisory and campaigning group of women PSA delegates which is elected each two years by PSA women members. Women’s Council has worked successfully to advance causes such as pay equity, paid parental leave, protection against the victims of domestic violence and many more issues. Past elections to Women’s Council not have been driven by internal PSA factionalism. That appears to have changed with the Women’s Council election currently being conducted.

    Anonymous factional emails have been appearing in Women’s Council electorates where the ballot is being contested. The emails are individually addressed to seemingly thousands of PSA women at their work address. The emails support faction based teams of candidates who belong to either the “Rank and File or “Members First” groups. These emails come from spam-like email addresses such as They contain attachments or web links to “How to Vote” documents apparently authorised by PSA Executive members such as Sue Walsh (PSA President) and Shane O’Brien (PSA Assistant General Secretary). These individuals happen to be leaders of the “Rank and File” and “Members First” factions respectively.

    Candidates who do not belong to the factions mentioned above are placed last in the list of candidates in these glossy, professionally produced “How to Vote” leaflets. Supporters of the two factions mentioned appear to have been given preferential treatment in the provision of election information normally available to all candidates. Clearly some candidates had access to PSA member’s contact details, lists of the other candidates’ names, sample ballot papers and the order of candidates on the ballot paper while others did not.

    While the “How to Vote” leaflets claim that no PSA ‘funds used to produce or distribute this leaflet’ this is contradicted by numerous reports of PSA staff distributing these factional materials.

    PSA women should beware of anonymous spam-like emails and give serious consideration to voting for the candidates NOT advocated by the emails mentioned above. Contact the candidates in your electorate and ask serious questions about the behaviour described above. Make up your own mind who is best placed to represent your interests at Women’s Council. Most importantly be sure to vote and encourage other PSA women members to vote.

    How the PPSA recommends women to Vote
    NB The following is the order of preferences but not the order of names as they appear on the ballot papers. The Progressives are recommending a vote for candidates who work closely with us as well as some who simply want to see Women's Council to be non-factional - as does the PPSA. What you see below is not strictly the names of members of a "PPSA ticket".

    ELECTORATE 1 (Two representatives to be elected)
    Supporters of the Progressives in Universities can find out about Women's Council candidates Michelle Price and Katie Callanan here.

    ELECTORATE 5 (Three representatives to be elected
    Housing and Business Link
    1. Philippa Skinner
    2. Rissie Martin
    3. Tina Te Aho-Wilson
    4. Michelle Bogatyrov
    5. Annie McCabe
    6. Maria Vainio

    ELECTORATE 7 (Three representatives to be elected)
    NSW Treasury, WorkCover Authority, Pillar Administration, Motor Accidents Auth, SAS Trustee Corp
    1. Kerrie Kristidis
    2. Nicole Scott
    3. Keryn Barnett
    4. Cassandra Coleman

    ELECTORATE 9 (Eight representatives to be elected)
    Ageing, Disability & Homecare Community Services Dept of Juvenile Justice
    1. Belinda Sugden (Chair of Women's Council 2008-2010)
    2. Sharny Whittaker
    3. Renee Kinimaka
    4. Heather Graham
    5. Janelle Goodwin
    6. Caroline Heads
    7. Val McKinnon
    8. Melinda Miante
    9. Wynette Sheather
    10. Heather Shields
    11. Cheryl Griffiths
    12. Pam Stein
    13. Linda Barclay Hales

    ELECTORATE 11 ( Four representatives to be elected)
    Supporters of the Progressives in the Law related electorate( AGD, Legal Aid, DPP etc) can find out about Women's Council candidate Kirsten Cameron and other independents here.

    ELECTORATE 15 (One representative to be elected)
    Dept of Health NSW Medical Board Health Care Complaints Commission Ministry for Science & Medical Research
    1. M Jarosz
    2. Westacott, Julie

    ELECTORATE 17 (2 representatives to be elected)
    DET Head Offices
    1. Johnson, Sabrina (Women's Council delegate 2008-2010)
    2. Anota, W.
    3. Kearney, J.
    4. Crawford, J.

    ELECTORATE 19 (Four representatives to be elected)
    Education and Training - TAFE
    1. McLoughlin, Margaret
    2. Nethery, Patricia
    3. Blackwell, Lynette
    4. Kelly, Patricia
    5. Law, Sue
    6. Kirkman, Debbie
    Women in TAFE who support an independent Women's Council can find out who the Progressives support here.

    The recommendations above do not constitute an official PSA publication under PSA Rule 82. Authorised by Margaret McLoughlin-Fullick and Adrianne Harris on behalf of PPSA and independent women.

    UNSW brings Domestic Violence Clause to Enterprise Bargaining
    Members of the UNSW PSA/CPSU Branch have introduced a historic clause into the 2010 round of enterprise bargaining. This clause, if agreed to, will be the first Enterprise Agreement in Australia that provides industrial support for people dealing with issues of domestic and family violence. The clause aims to introduce:

  • 20 days paid leave;
  • Support at the workplace – e.g., security escorts, changing phone numbers, not being listed in the phone directory and access to a workplace employee assistance provider;
  • Training for Human Resource practitioners on how to deal with the issue.
    The aim of the clause is to help people dealing with domestic violence keep a job and to deal with the impact of domestic violence.

    The UNSW PSA/CPSU Branch hosted a public forum on Thursday 14 March to introduce the clause to university management and to discuss the impact of domestic and family violence on people in the workplace. The forum was attended by the Executive Director, UNSW University Services, Tanya Plibersek (Minister for the Status of Women), Elizabeth Broderick (Federal Sex Discrimination Commissioner) and Ged Kearny (Federal Secretary of the Australian Nursing Federation and next President of the ACTU). Speaking at the forum Branch Vice President, Adrianne Harris said “it’s vital our enterprise agreements deal with issues such as domestic violence, so all employees can access assistance when and if required and feel less pressure to resign.”

    The clause will be discussed during the next enterprise bargaining meeting.

    The Progressive PSA supports the development of clauses for industrial instruments that mean that people don’t have to leave their life at the gate before entering the workplace. We congratulate the delegates and members for their work in developing this proposal.
    See article in an ABC news report.

    Pay gap grows
    November 05 In the year to August 05 full time average male earnings rose 6.5% to $1081.80 a week but female earnings only grew 5.7% to $912.20 ie 84% of men's pay. This is a set back from what has been a slow decade long climb from 82% to 85%. These figures only deal with full-time workers, the situation is worse if the effect of women's over-representation in lower-paid part-time positions is considered. See our Wage Watch page for similar stories.

    Women on AWAs get 11% less
    Women employed under Australian Workplace Agreements are paid 11 per cent less, on average, than if they were on an award and almost half have no entitlement to annual leave, a Senate inquiry has been told (SMH November 2005).

    IR changes bad for equal pay and gender equity
    Meg Smith has analysed the implications for equal pay and gender equity of Howard's IR plans. What is at stake, she says, are the institutional measures required to guarantee women's economic independence. Unchecked, low wages and the undervaluation of feminised work means successive waves of lost earnings, lower levels of savings and lower levels of superannuation. (August 2005)

    ACTU wins enhanced family leave provisions
    The ACTU has succeeded in securing up to 24 months unpaid parental leave after the birth of a child as a consequence of its Work and Family Test Case. The decision applies to federal awards. Unions NSW and the NSW Minister for Industrial Relations will ask the NSW Industrial Relations Commission to flow the decision on to NSW award employees (including most PSA members). The Commonwealth Government hasn't guaranteed that working families will have these rights in its proposed new minimum employment conditions due to become law in October. The Commission has awarded the following new rights for employees that have carer responsibilities:
    1. The right for employees to request up to 24 months unpaid parental leave after the birth of a child. This represents a doubling of the current 12 month entitlement.
    2. The right for employees to request part-time work on their return to work from parental leave and before their children are at school.
    3. A new Personal Leave entitlement that allows up to ten days of paid leave a year for the purpose of caring for family members or for family emergencies -- double the current five day provision.
    4. A new right for all employees, including casuals, to take up to two days unpaid leave for family emergencies on each occasion such an emergency should arise.
    5. A duty on employers to not unreasonably refuse an employee's request for extended parental leave or return to work part-time.
    (August 2005)

    SA wins big improvements to paid maternity leave
    Members of our sister union in South Australia have won 12 weeks paid maternity leave through the state industrial relations commission. It is an 8 week improvement on their current arrangement and 3 times what the employer was offering. The case highlights one of the benefits of the state system. Under the Federal system the employer could make a 'take it or leave it' offer. (May 2005)

    Tassie considers a year's unpaid leave
    53,000 state award workers could be entitled to a year’s unpaid leave after the birth of their child if proposed changes to Tasmania's Industrial Relations Act are accepted. The proposal is contained in a discussion paper prepared as part of a review of the Act. It proposes that basic maternity or parental leave be included in the Act, with new mothers and their spouses entitled to the leave. The discussion paper also comments on the right of access to workplaces by unions, and the determination of casual, part-time and probationary employment. The discussion paper is available from the Department of Premier and Cabinet's Industrial Relations 03 6233 6687. Public comment on the discussion paper will be accepted until 31 August.

    See also Public Servant seeks paid leave for fathers. "If we acknowledge some sort of paid parental leave for those first weeks or days, it would go some way towards taking away the stereotype that looking after children is women's business".

    See also 1st bid for paid public service paternity leave fails . The public servant argued that it was discriminatory for male State Service employees to not be be entitled to the 12 weeks' paid maternity leave that females have access to but the Anti-Discrimination Tribunal turned down his case on the grounds that the purpose of paid maternity leave was to safeguard the health of the mother both before and after birth.

    Kate (on the right) with Library delegates

    Women not only make up a majority of PSA membership but have historically initiated leading campaigns and union reforms that have been of benefit to the whole PSA membership and labour movement. The recent historic Librarians and Archivists pay equity win brings to fruition much of what Jean Arnot struggled to achieve.

    Who was Jean Arnot & What is the Award?
    Jean Arnot (1903-1995) worked at the Mitchell Library, was a PSA delegate and one of Australia’s equal pay pioneers. She was the Chair of the PSA’s Women’s Auxiliary and was awarded the PSA Gold Medal in 1937.

    The Jean Arnot Award recognises PSA women who have demonstrated a commitment to advancing the causes of women members of the PSA. The award, determined by the PSA Executive, is a simple certificate.

    Nominations close on Friday, 7th February 2003. You can download a nomination form here.

    Who is Kate Burnham & why should I nominate her for the Prize?
    Although there were many PSA members without whom the historic pay equity case would not have come to fruition (see the article How to Win) there can be no doubt that Kate as a delegate has been the key driving force. Her contribution to progressing award conditions for library workers and participation in the fight for equal pay has been enormous.

    Kate meets all the Award’s selection criteria. That is, she has been a delegate for more than 10 years, has actively participated in a specific campaign or action to advance the causes of women in the workplace; or has actively participated in a specific campaign by way of either giving evidence or preparing evidence in an application before the Industrial Relations Commission; or has demonstrated an outstanding achievement which has advanced the industrial interests of women in the PSA.

    Download nomination form now.

    Follow this link for more info about the Pay Equity Case.

    How to fill in the form
    Nominee’s Name: Write Kate Burnham

    Nominee’s contact details: Write 9228 7506 (w)or

    The above member is nominated by: Write [Your name]

    Nominator’s position in PSA: Write PSA member, delegate, or Departmental Committee Member etc.

    Contact Address: Write [Your Address]

    Then cut and paste a few of the following reasons for nominating Kate onto a second page. Feel free to use your own words and if you know Kate add your own reasons.

    Kate was instrumental in the creation of the first Librarian Award.

    Kate conducted research and gave substantial information to the pay equity inquiry that was the precursor to the formation of the pay equity principle (the pay equity case applied the new pay equity principle).

    Kate co-ordinated witness statements for the Pay Equity Librarian’s case.

    Kate has been a Delegate in a variety of workplaces including Sydney Institute, The Anti-Discrimination Board and the Attorney General’s Department where she currently works.

    Kate was elected Chair, Library Industry Working Party 1996-2002, charged with rewriting and combining the Crown Employees Librarians Award, Crown Employees Archivists Award and Library Technicians Agreement to reflect industry, training and member demands for a better career and wage structure for library workers.

    The Working Party successfully pursued this claim first by being a group considered by the NSW 1998 Pay Equity Inquiry and then successfully pursued a new award under the Equal Remuneration Principle. This was the first case under this principle in NSW and achieved average wage increases of 16% across the classification and an award containing grade descriptors and the inclusion of professional recognition of qualifications as determined by the industry professional body ALIA.

    ·         General Division Council Delegate, Library Technicians Vocational Branch (LTVB)

    ·         Member, Executive Committee LTVB preparing Library Technicians Agreement 1983

    ·         Chair, LTVB

    ·         Secretary, General Division Council

    ·         Central Councillor

    ·         Secretary, Women’s Council

    ·         Chair, Women’s Council

    ·         Annual Conference and Women’s Conference Delegate

    ·         Member, PSA Executive

    ·         Labour Council Delegate

    ·         General Secretary’s (PSA) alternate to Labour Council Executive

    ·         Member, PSA Committees on Technical Change, Structure, Public Policy, Superannuation, Traineeships.

    ·         Chair, Librarians Vocational Branch

    ·         Delegate Professional Division Council

    ·         Librarians Delegate, Professional Officers Award Committee


    In Attorney General’s Department Kate represented the PSA on the:

    ·         Bench Marking Committee,

    ·         Job Evaluation Committee,

    ·         Job Evaluation Panels (Cullen, Egan and Dell) 1994 to present,

    ·         Job Analysis Committees; and

    ·         Was a Workplace Delegate, Anti-Discrimination Board 1988-1997.

    Since the successful completion of the Libraries award Kate has addressed a number of forums including the NSW Women Lawyers Association, ALIA Biennial Conference Panel and will address the American Public Libraries Association Biennial Conference in Seattle next year.

    Kate has been published in TOUR (the ejournal for One Umbrella Library Consultants) and Incite, the newsletter of ALIA.


    On behalf of the Attorney General’s Dept she prepared the brief forwarded to Treasury regarding funding for the implementation of the new award.

    Kate has also advanced the interests of PSA members and women workers in a number of other forums since commencing as a Library Assistant in 1973. These include:

    ·         Being a founding member, Committee for recognition of Library Officers, ALIA 1974

    ·         Being an Executive Committee member first special interest group for Library Technicians, ALIA, 1975-1976

    ·         Speaking at numerous Australian and Library Information Association (ALIA) meetings and conferences, ( Brisbane 1984, Sydney 1988) on the Role of the Library Technician, Award restructuring, Job Evaluation, proposed Professional Officers Award (NSW) etc.

    ·         Was a Committee Member, Government Libraries Information Network to restructure and rewrite the Constitution of the Group 1994.

    ·         Speeking at meetings of the above group on the proposed Professional Officers Award, Award restructuring, Job Evaluation

    ·         Sat on numerous recruitment panels for library and clerical positions in various departments and authorities

    ·         Membership coordinator and mailing list officer for the Libraries of the Social Sciences Network (LOTSS) (NSW)


    See also the story Casuals win right to carer's leave and potentially long service leave.

    Family payments still biased towards 'male breadwinner' households
    The budget changes to family payments are an improvement on the failed baby bonus and designed to trump Labor's baby care payment. However they retain a disincentive for men to play a greater role in caring and for women to return to work. Family Tax Benefit Part B is not means-tested on the primary earner's income yet it starts to cut out as soon as the secondary earner, typically the mother, earns more than $1800 per year. For John Howard to move beyond his white picket fence view of families he needs to ditch Family Tax Benefit Part B.

    Childcare, not benefits, help women participate in workforce says OECD study
    An OECD working paper says child benefits decrease women’s participation in paid work but childcare subsidies, paid parental leave and the availability of part-time work increase women’s participation. Education, low unemployment and cultural attitudes were identified as the major determinants of female participation. The report analysed trends from 17 OECD countries, including Australia. The report argues that increasing the number of women in paid work would be the preferred way to improve gender equity, reduce poverty and address the ageing workforce.

    ILO Guide Pregnancy and Work
    The International Labor Organisation has produced a detailed guide on how to protect women workers during and after pregnancy. Healthy Beginnings: Guidance on Safe Maternity Work focuses on the handling of maternity in the workplace where a woman is working during pregnancy, has recently given birth, returning to work after pregnancy, and breastfeeding.

    The guide contains checklists that you can use to identify hazards and workers most at risk. It will help you identify action needed to avoid the risks. The Maternity Protection Recommendation 2000 (No. 183) replaces previous ILO Conventions and sets out minimum standards for workplace maternity and health protection such as 14 weeks’ maternity leave, cash benefits during leave of at least two-thirds of earnings, additional leave for pregnancy-related illness.

    The Maternity Protection Recommendation 2000 (No. 191) gives provides details on health protection from Convention number 183. These include informing the woman worker of any risks to her own or her child’s health and avoiding compulsory night work where it presents a problem with pregnancy or breastfeeding. Click here for the Guide.

    Work & Family Test Case
    “Parents of pre-school children who want to work part time should not have to give up good full time jobs for insecure casual work,” said ACTU President Sharan Burrow as the ACTU lodged its Work and Family test case with the Australian Industrial Relations Commission.

    The ACTU is seeking the following changes to federal industrial awards:
    o the right to part-time work for full-time employees returning from parental leave;
    o ‘buying’ six weeks extra leave through salary adjustments;
    o the right to request more flexible hours;
    o the right to emergency family leave; and
    o extending unpaid parental leave from 12 months to 24 months.

    Pay Equity Win
    In a historic win the PSA has secured pay rises of up to 26% for Senior Library Technicians and 25% for Senior Librarians and Senior Archivists. The results of the pay equity case handed down on 28 March are a tribute to the work of the delegates committee. However the hard work isn't over yet. Negotiations with the employer will continue over the coming months before a final award is made.

    See also the story from the Sydney Morning Herald.

    Women & Work
    To inform and foster the debate on women and unions we are making the Discussion Paper from the ACTU Congress 2000 on "Women and Unions" available. Their research shows:

    • Women now make up 40 per cent of the Australian workforce, with 44 per cent of these employed part-time and 32 per cent employed as casuals. Women make up 72 per cent of all part-time workers and 62 per cent of casual workers.
    • Women earn two thirds of male earnings. Even when part-timers are excluded, full-time female workers earn 80 per cent of male earnings. Women earn 89 per cent of non-managerial male full-time earnings and 91 per cent of base award or certified agreement wage rates.
    • Twenty three per cent of female workers are union members, compared to 28 per cent of men. While union membership is declining for both genders, the rate of decline amongst women in lower than that of men. Consequently, in August 1999 women made up 41.2 per cent of union members, up from 40 per cent in 1997.
    • A 1998 national survey of unions found that women were under-represented at almost all levels of union structures. Women were under-represented on 27 of 30 union federal executives, and on 21 of 22 federal union councils, with a gender gap of 11 per cent.
    Read the full paper at Women and Unions - Discussion Paper - ACTU Congress 2000

    Maternity & Parental Leave

    Maternity Leave Investigation
    Australia’s Sex Discrimination Commissioner has commenced an investigation into paid maternity leave. The investigation comes as the New Zealand Government announced introduction of 12 weeks paid maternity leave.

    View the Australian Catholic University General Staff Agreement

    Women & job security

    Job security was the number one electoral issue for working women according to an ACTU survey. The survey of 1,100 women revealed that 45% of working women were most concerned with job security, 39% with healthcare, aged care and community services, and 38% with access to quality education. A further 24% highlighted other job concerns including lack of promotional opportunities, the need for flexible hours and job sharing, sub-standard casual and part-time working conditions and inadequate redundancy and superannuation.

    In a major blow to the Howard government's assault on the industrial relations system, the Federal Court has invalidated regulations under the Workplace Relations Act (WR Act) saying that there is no evidence that unfair dismissal laws inhibit employment. Read Big Win for Casuals

    Women employed in the NSW Public Sector

    We reproduced a summary of recent research on women in the public sector as a contribution to discussion at PSA Women's Conference.

    Progressive PSA brings together rank and file trade union activists in the Public Service Association of New South Wales and the CPSU (SPSF Branch).

    We work for

    • improved and more equitable pay
    • greater job security
    • sustainable jobs in a sustainable environment
    • a democratic and strong union

  • March 2012: PSA Pay Equity Anniversary.
    27 March 2012 marks the 10th anniversary of a hard won PSA victory. This was the day that public service librarians, library technicians and archivists gained the fruits of over 6 years of developing and negotiating a pay equity claim. Among the leading activists who wrote, developed and argued the case with management and before the Industrial Relations Commission were supporters of the Progressive PSA.

    Women in the PSA & CPSU
    The Progressive PSA has always supported the right of autonomous women's organisation within the PSA.

    In the 1980's, the Progressives successfully defended the right of women in the PSA to organise autonomously in Women's Council and have direct representation onto the PSA Executive and Central Council.

    During the 1990's restructure of the PSA we were the only group within the PSA to advocate direct representation for women elected by women to the Central Council of the PSA and accountable to women through Women's Council.

    Recently, Progressive women have resisted attempts to downgrade and silence women's self-organisation within the PSA.

    Contact us at:

    In the last CPSU (SPSF Group) elections & PSA elections, ONLY the Progressive list of candidates promoted gender equality for the NSW Branch Council.

    Details of Progressive CPSU SPSF Branch Councillors.

    Workplace Bullying

    Workplace Bullying and harassment is a serious occupational health and safety issue as well as an equal employment opportunity issue. See our Bullying and Harassment page for resources & information.

    This is not an official PSA publication

    This is not an official PSA publication
    Contact us at: