While public servants have rejected new industrial relations deals dozens of times since 2014, women could be the major victims.

Canberra-based workplace academics have made submissions to the Senate's education and employment references committee, which will soon have its first public hearings of its inquiry into the bargaining round.

Public Service Commissioner John Lloyd argued in his submission that the policy was working well, despite public agencies rejecting agreements developed under the policy 66 times since 2014.

He said agreements in 16 agencies were accepted at the second or third time of asking.

“Enterprise agreements have been finalised in 65 agencies, with 69 agreements being accepted by employees. Fifty-four of these agreements have been accepted since the current bargaining policy has applied,” the Commissioner wrote.

“This demonstrates that the current policy is enabling agencies to make agreements with their employees.”

University of NSW workplace academics Sue Williamson and Michael O'Donnell have made a submission arguing that the rough-edged bargaining policy will be felt most keenly by the public service's women. 

“Gender equality or flexible working arrangements clauses have also been amended – or removed – from agreements, to the future detriment of employees,” the academics wrote.

“Some agencies have reduced important part-time working provisions.

“For example, one agency has amended the relevant clause in their agreement so that employees no longer have the right to work part-time on returning from parental leave.

“Instead, the ability to work part-time is dependent on managerial discretion.

“Yet another clause removes the requirement for managers to provide written reasons for their decision on an application for an employee to work part-time and also removes a principles-based clause that part-time employees should be considered for promotion on merit.” 

Dr Williamson and Professor O'Donnell said some agencies wanted to change part-time work provisions to the detriment of female employees.

“Research we have undertaken on APS bargaining suggests that the current round of protracted enterprise negotiations is likely to be damaging employee morale,” they wrote. 

“This may be resulting in lower productivity – and is likely to be lowering employee engagement, an important prerequisite for an efficient, creative and productive APS.

“In rather more tangible terms, however, the current bargaining round may be resulting in decreased entitlements for employees with a proportionately negative impact on female employees.”