3GENDER INEQALITYIntroductionGender inequality within a workplace is referred to the discrimination of an employeebasing their gender on one or several grounds. This can be payment or rewards, position in theorganization or anything that differentiate a woman basing on their gender (Yang & Aldrich,2014). Australian government had passed Equal Opportunity for Women in the WorkplaceAmendment Act in 2012. The expected results of the act were to abolish the gender biasness thatexists in the organizations within Australia. However, the impact of imposition such law is farfrom expectation. The current discrimination rate in the workplace depending on the genderrecorded by Workplace Gender Equality Agency (WGEA) reflects a figure of 15.3% in the paygap around the nation. This report studies the gender inequality present in Bendigo bank thatreflects a gap of 33% in the salary of men and women (Browne, 2018). Despite of the fact thatthe organizations are taking actions for minimizing this gap, the effort are insufficient forincreasing the pace of change. This report focuses on the identification of the issues reducing thepace of change supplemented with the related theories and recommends actions necessary forbringing change. Case AnalysisThere is a clear negligence of the human resource development within the organizationsof Australia in mitigating the gender inequality related to the payment offered to its employees.The statement can be supported with the figures identified in the annual report of WGEA thatrepresents a gap of 15.3%. It means that the women within the organizations on an average arepaid 15.3% lesser than the male coworkers for performing similar task. The Bendigo bank iscurrently practicing salary pay discrimination between male and female workers. Report ofAustralian Bureau Statistics reflects a gap of 33% in the pay scale of the selected bank (Browne,

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