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Diversity and Leadership in Australia

   

Added on  2020-03-04

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Running head: AUSTRALIAN WORKPLACE CULTURAL DIVERSITY 1Australian workplace cultural diversity NameInstitution
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AUSTRALIAN WORKPLACE CULTURAL DIVERSITY 2Australian workplace cultural diversityIntroductionThis paper is centered on cultural diversity within Australian workplace context. Firstly, the case study will examine workplace cultural diversity on gender related issues and actions to overcome this problematic element. Secondly, the study will investigate gender inequality in leadership within Australia organizations and finally establish the source of gender inequality at workplace (Kerwin, 2010).Reasons attributed to existence of gender inequality in AustraliaDiversity refers to the differences that distinguish groups of people from one another. Australian organizations exhibit gender inequality in leadership through mileages such as gender parity and task segregation. Gender parity is further categorized as underrepresentation of femalein leadership positions and selective task allocation and recognition (Fisanick, 2011)Underrepresentation of female in leadership positions. In Australia, cultural diversity inorganizations is manifested through female discrimination, underrepresentation of female inleadership positions and unconscious biasness. According to Australian National University(2010), cultural diversity within an organization impacts on organizational behavior byencouraging motivation. However, this assumption has created more disparity levels betweenmale and female workers hence gender diversity. Most employers are resilient to women when itcomes to promotion and raises. Women are perceived as non-performers thus not given criticalmanagerial positions as compared to their male counterparts. In such like environments, womenare limited in terms of showcasing their efforts, will and capability. In conclusion, men havebeen framed as superior in terms of managerial skills thereby limiting competitive growth. Such
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AUSTRALIAN WORKPLACE CULTURAL DIVERSITY 3cases lead to unfair completion, poor enumeration scales and low representation of femalepersonalities within a busy working environment (McDonald, 2013).Selective task allocation and recognition. The study further shows that there is discriminationin task allocation and recognition of efforts expressed by female personalities. Men are taskedwith technical duties whereas women are tasked with less skillful duties. In addition Toshi &Center for Asian American Media (2014) also argue that gender discrimination at workplace is acommon activity in Australia since women are under-represented in leadership and recognition.Study shows that only 32% percentage representation of women in Australia receivedrecognition and awards. For example in the most recent Queen’s award, only 15% of total honorswere female recipients. The stated proponents reflect under representation of cultural diversity(Foss, 1988). However, discrimination is not easily noticed at workplace since factors such aspromotion or advancements are not easily tracked. In such cases where discrimination isunnoticed, unconscious bias prevails. Therefore, cultural diversity in an organization may hindereffective workplace motivation due to gender discrimination, poor promotional scales, andunconscious biasness. Australian National University ( 2010) argues that to overcome thecultural diversity within the work place, leaders should adopt constant scale of promotion basedon performance rather than gender. The move limits efforts by female. Why gender diversity inequality within Australia organizations?Gender diversity is un equal within Australian work environment due to two major factors whichare; social changes and integration and generational gap.Social changes and integration. Social changes due to migration account for the presence ofgender diversity inequality within Australia organizations. Traces of cultural diversity can be
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