Gender Inequality in Australia

This assignment delves into the persistent issue of gender inequality in Australia, examining its impact on various aspects of society, particularly the workplace. It analyzes factors contributing to this disparity, including salary gaps, career progression hurdles, and cultural biases. The document highlights the importance of promoting gender diversity in leadership positions and advocating for policies that address these inequalities, ultimately striving towards a more equitable future.

SEX GENDER DIVERSITY
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Table of Contents
Introduction......................................................................................................................................3
Workplace Gender discrimination...................................................................................................3
Gender Inequality and Citizenship..................................................................................................4
Conclusion.......................................................................................................................................5
References........................................................................................................................................5
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Introduction
In the past, Australia’s social framework provided with important differences and opportunity
and results among the genders which led to Prejudice and discrimination among men and
women. In the past 150 years there was a rise in women’s rights and privileges therefore
Australia turned out to be world’s prejudice and discrimination among men and women. In the
past 150 years there was a rise in women’s rights and privileges therefore Australia turned out to
be world’s initial country second nation which gave females the vote in 1902 (Gonsiorek, 2014).
With the changes in social construction of roles of men and women, women got more leverage in
fields like education, family and work place. But, there are certain factors of gender inequality
which prevailed in modern Australian community as well.
Workplace Gender discrimination
The research continues to repeat that businesses with gender diversity in the leadership teams
provide with improved and great financial outcomes. The companies where gender diversity
happens in leadership teams are seen to be profitable and extra productive than the companies
where single gender dominates. There are great economic and social factors for businesses to
promote gender diversity at every level. Worldwide study of 2360 firms in 2012 stated that the
company with at least single lady on the board did better than firms with none female on board,
by 26% over 6 years (Campbell, 2014). Similarly, 2014 Gallup research stated that with 800
firms in retail and hospitality segment, the firms having gender diversity were financially better
performers than those which had dominance of single gender (Shannon and Smith, 2017).
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Gender Inequality and Citizenship
Gender inequality is a problem which has got widespread coverage in past 20 years because
females have to struggle for overcoming cultural, social and institutional hindrances so that they
can get similar opportunities and privileges like males at their workplaces (Fuller, 2008). One
more key issue that is faced by females in labour market is that while they enter the workforce
again after maternity leaves, they’re unable to get suitable jobs. The career breaks fir to
maternity can be linked to downward shift of jobs with low skill needs and makes the employer
feel that females are not capable enough to match their male counterparts.
These inequalities are present because of many cultural and structural barriers apparent in
Australian culture, which can be seen in the place of work. So as to build gender equity in the
place of work, gender typecasts have to be removed and access to possessions should be made
equivalent to both the genders. Arrangements have to be made to lessen inequalities in career
prospects, and development, between genders.
Equality of salary in Australia is of major worry, and has been for an extended phase of time. On
no version of Australia's record, have females and males’ salaries ever been equivalent;
somewhat they have forever had a noteworthy gap among them (Headline dominating a Virginia
newspaper’s front page: “Gender disparity vexes physicists”, 2015). This has observed females
to be underestimated, leading to lots of favouritism and suffering in the workplace for females.
Males have been dominations the high salary in the place of work of all industries by getting
superior wages, over-reward imbursements, superannuation and superior likelihoods of
promotion. Laws, rewards and wage rates have been created to attempt and reduce the wage gap,
though none have had complete effect in attaining parity. Policies have to be made and applied in
the place of work; to attempt and conquer this wage disparity prior to it worsens.
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Conclusion
While there are far less instances of obvious gender-based favouritism in Australia, the
development in the direction of true substantive gender impartiality has evidently halted. The
significant barrier in Australia to achieving substantive gender oriented equality is efficient
gender –linked discrimination, described as exercises which are been taken up into the
organizations and constitution of Australian culture which have an unfair impact. Instances of
this discrimination can be seen in gap among females’ and males’ salary owing to rigid work
practices, and arrangements which disregard sex discrimination and sexual stalking (Salaries:
Gender pay disparity, 2017). In spite of the reality that Australia did lay down world standards in
accepting females as important members of society, dealing with these inequalities is the
significant technique wherein Australia can move on the way to having proper gender fairness.
The confirmation of gender favouritism is rooted in the past, practice and society. Gender
inequality is an extremely hampering disgrace and causes damages of women’s psychology of
their value and solemnity to themselves and to culture.
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References
Campbell, L. (2014). Ethical implications of complexities in diversity: Response to
Hancock. Psychology of Sexual Orientation and Gender Diversity, 1(2), pp.112-113.
Fuller, J. (2008). Review of Ccommunicating Gender Diversity. Gender and Language, 2(2).
Gonsiorek, J. (2014). The second issue of Psychology of Sexual Orientation and Gender
Diversity. Psychology of Sexual Orientation and Gender Diversity, 1(2), pp.89-89.
Headline dominating a Virginia newspaper’s front page: “Gender disparity vexes physicists”.
(2015). Physics Today.
Salaries: Gender pay disparity. (2017). Nature, 543(7645), pp.455-455.
Shannon, B. and Smith, S. (2017). Dogma before diversity: the contradictory rhetoric of
controversy and diversity in the politicisation of Australian queer-affirming learning
materials. Sex Education, 17(3), pp.242-255.
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