REPORTS and research Papers

2018
  • Women in Work Index: Closing the Gender Pay Gap PwC Research
    The 2018 Women in Work Index takes a look at the drivers of the pay gap across the OECD. Findings suggest stronger policy focus on enhanced social support to women and families to encourage participation in work, as well as improving opportunities for working women in higher-paying, higher-skilled roles through flexibility. 
  • Small Claims, Large Battles Women's Legal Service Victoria
    Executive Officer, Sandra Buckley was part of the Advisory Committee for the Women’s Legal Service Victoria Small Claims, Large Battles project which investigated the barriers to fair financial outcomes in the family law system for vulnerable and disadvantaged women, many of whom had experienced family violence. 
2017
  • Work Well; Retire Well - 'Ageing Agenders' Project 2017 Australian Research Council
    A three year Australian Research Council research project conducted in partnership with Women in Super, Australian Institute of Superannuation Trustees, the Workplace Gender Equality Agency and three industry superannuation funds Cbus, HESTA and CareSuper. The project aims to analyse how Australians can retire well, taking account of their key resources and corresponding demands in the context of an ageing population and a more feminised workforce.
  • Improving the Financial Literacy of Self Employed Women Edith Cowan University
    This study follows on from previous research which found that self-employed women were less prepared for retirement, and had fewer strategies in place than their male counterparts. It aims to answer the key question of how well are self-employed women prepared for retirement? Also, what effect will a targeted training program have on the financial literacy of self-employed women?
  • Understanding the Unpaid Economy PwC Research
    The PwC study measures unpaid work and highlights not only its value, but also the gender split and its impact on female workforce participation.
  • Women in Work Index: Closing the Gender Pay Gap PwC Research
    The 2017 Women in Work Index results show that the OECD has continued its gradual progress towards greater female economic empowerment. Iceland, Sweden and Norway remain in the top three positions, with New Zealand ranked just behind them. Australia dropped further, from 15th to 16th position, due largely to the entrenched gender pay gap and low rate of female full-time employment, the third lowest in the OECD.
2016
  • Women's Super Summit Report - November 2016 Women in Super / AIST
    AIST and WIS combined to hold the inaugural Women’s Super Summit on 18 November 2016, inviting representatives from Government agencies, universities, research organisations, superannuation funds and other key stakeholders to participate.
  • 'A husband is not a retirement plan' | Achieving economic security for women in retirement report Economic References Committee

    The Senate Inquiry into the Economic Security of Women in Retirement has found that if action is not taken now, women currently aged 25-29 will still face a less secure retirement than men of the same age when they retire in 2055. The Inquiry’s final report provides 19 recommendations that, if implemented, would narrow the gap between men and women’s retirement security.

  • AIST Mercer Super Tracker: How the super system stacks up on fairness, adequacy, and sustainability AIST / Mercer 
    AIST and Mercer have developed the Super Tracker to assess the progress of Australia’s retirement income system based on the available evidence and to make important contributions to the discussion about the system’s ongoing development including the fairness of taxation arrangements. This paper focuses on how the Australian super system stacks up on fairness, adequacy, and sustainability.

2015
  • Meeting members' advice needs AIST / Industry Super Australia
    Australians increasingly recognise the need to save for their retirement, and the risk that they will not have enough super. However, with the system likely to contain $7 trillion in assets within 20 years, it is clear that members’ advice needs will need to be met. This survey, conducted in conjunction with Industry Super Australia shows the growth in the advice offerings of not-for-profit super funds and they rise to embrace this new challenge.
  • Superannuation in the post-retirement phase AIST research developed by Australian Centre for Financial Studies
    The Financial System Inquiry recommended that trustees develop a pre-selected option for members to receive their superannuation in retirement. But how might trustees go about developing these? Funds do not necessarily have homogeneous memberships, so there is no ‘one-size fits all’ solution. This paper, developed by the Australian Centre for Financial Studies for AIST examines a series of hypothetical members to ascertain what needs trustees will need to consider.
  • Super reality check - busting the $1 million myth AIST
    AIST and VPR have considered the value of superannuation to members facing retirement with relatively low balances. We aim to debunk the myth that $ 1 million is necessary for a dignified retirement and provide much-needed clarity about how even small amounts of super can make a big difference in retirement.
  • Modelling of superannuation tax proposals AIST / Mercer
    This paper models 21 different proposed policy changes using the AIST-Mercer Super Tracker and forms an attachment to our final supplementary submission to the tax discussion paper.
  • 2025: What will the superannuation industry look like in a decade AIST / BNP Paribas Securities Services
    AIST in conjunction with BNP Paribas Securities Services, undertook research to identify key longer-term issues the superannuation industry may face. By asking where you think the industry will be in 2025 we sought to consider how to best shape our industry, overcome challenges and maximise opportunities for asset owners, managers and investor.
  • Indigenous Super Summit Report 2015 AIST
    The AIST Indigenous Super Summit - an initative of the Indigenous Superannuation Working Group - was a forum for the superannuation industry, Indigenous organisations, consumer bodies and government agencies to collaborate and debate the issues central to improving retirement outcomes for Indigenous communities. This event was held in National Reconciliation Week.
  • When Women Thrive, Business Thrive Report AIST / Mercer
    Renee McGowan, Partner at Mercer, showcases the 'When Woman Thrive' report findings. Despite overwhelming evidence that engaged female talent is a key driver of competitive advantage, workplace diversity remains a challenge. It’s time for tangible solutions, not just talk. It’s time for programs and policies that consider and support the career, health, and financial well-being of women across every phase of their professional journey. Employers need to ask themselves — when will women thrive?
    Watch Renee McGowan's presentation.
2014
  • Women's Super Summit Report - February 2014 Women in Super / AIST
    AIST and WIS combined to hold the inaugural Women’s Super Summit on February 3rd 2014, inviting representatives from Government agencies, universities, research organisations, superannuation funds and other key stakeholders to participate.
  • The PwC Women in Work Index published in March 2014 shows that Australia ranked 9th out of 27 OECD countries in 2012 across a wide range of gender based employment statistics. Australia ranks 24th (4th from the bottom) on female full-time employment in the labor force.
2013
  • Male Champions of Change: Accelerating the advancement of women in leadership
    The Male Champions of Change was established in April 2010 by Elizabeth Broderick, the Sex Discrimination Commissioner and comprises a group of 21 CEOs, department heads and non-executive directors from across business and federal government. Tapping into the full talent pool will give us a diversity advantage, creating commercial, societal and economic value. The group had identified four key themes for leaders wanting to attract and advance more women and captitalise on the advantages of a gender-balanced organisation - stepping up as leaders, creating accountability, disrupting the status quo and dismantling the barriers for carers.
 

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