Managing Employment Relations

Managing
employment
relations

Contents
Introduction................................................................................................................................2
Employment relations framework..............................................................................................2
Pay gaps within the organizations..............................................................................................3
Conclusion..................................................................................................................................3
References..................................................................................................................................4

Introduction
Australia Employment relations system is known for offering unequal social-economic
outcomes for men and women. The unequal treatment based on the gender effects in unequal
social-economic outcomes for men and women. There is an unequal gender pay gap in
Australian employment. The gender pay gap at the workplace is subjective to the discernment
and prejudice in the hiring and pays decisions. Women and men are employed in several
industries in diverse jobs. The female-oriented industries attract applicants at lower wages.
There is even a dearth of workplace tractability in order to accommodate accountabilities
mainly in senior roles. Workplace gender equality agency (WGEA) is active in the Australian
organizations which analyses own pay data in several methods to expose diverse pay equity
issues. This agency takes action at all the levels of the organizations. Several resources have
been also developed to assist employers in undertaking a pay gap analysis and address gender
pay gaps.
Employment relations framework
Gender equality is overdue for a long time in the Australian employment relations
framework. Despite several efforts, women endure to be exceptionally deprived in the context
of industrialized relations. The factor leading to the unequal social economic outcome for
men and women are structural and systematic in nature. In the background of socio outcome
which undervalues the work of women are judgement interlinks with the gendered work
configurations and behaviors. The women are unnecessarily obstructed by the current trends
towards apprehensive work and decreased wages (Shields, et al. 2015).
There is a lack of framework in Australia which can centralize the equal socio outcome for
both men and women. The industry haggling and refining awards have gained the capability
to address the undervalued work of women and restrict the growing trend towards doubtful
work. The gap in pay advantaging men over the women has proved to be both insistent and
widespread. The factors of the current gender pay gap are multifaceted (Williams, 2017).
There is misappropriating wages for the females. The female-oriented occupations are also
comparatively lower than the male occupations. The employment relations system in
Australia requires enhanced transparency. It can increase assurance that the award system
does not rely on the lowest wages as a disadvantage (Cassells & Duncan, 2018).