Examining Women and Workplace Discrimination in Australia

This essay explores the pervasive issue of workplace discrimination against women in Australian organizations, highlighting the challenges they face in terms of pay, promotion, and overall treatment. It addresses the gender pay gap, the underrepresentation of women in leadership positions, and the societal biases that contribute to these inequalities. The research objectives include understanding the problems faced by working women, examining fairness in appointments and compensation, and discovering solutions to overcome discrimination. The study uses research questions to investigate the balance between work and family life, workplace challenges, and organizational fairness. Ultimately, the essay aims to provide insights and recommendations for policymakers and organizations to create more equitable and inclusive workplaces for women in Australia, and students can find this essay along with other resources on Desklib.

Women And Workplace Discrimination 1
Women and Workplace Discrimination in Australian Organizations
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Women and Workplace Discrimination in Australian Organizations
Introduction
There is growing concern over women discrimination in the workplace all over the world. The
proliferation of discrimination against women rests of the thriving of biased perception of
women and the perceived weaknesses of the female sex by their male counterparts. In the words
of Strong (2016), gender differences are deep-rooted in many cultures and have been for a long
time ignored and denied individuals the right to articulate and themselves in the social context
(31). Indeed, the exemplification of gender biases is a historical projection of the social
construction and perception of women. The social denial of gender equality has surpassed the
historical boundaries and entered into the contemporary society leaving horrible experiences
among women (Kira et al., 2015, p.2042). The job market appears to be one of the most affected
sectors by the isms of male dominance and women have seen themselves take the second spot
regarding pay and skills development. Notably, most organizations appear to see women as not
deserving equal pay with men. Notwithstanding, influential positions seem to be a reserve of
men as women have not been socialized to becoming leaders of men and men are not ready to
follow orders from them (Denissen and Saguy et al., 2014, p.384). The Australian job market
appears not to be immune to the inimical exercise of authority against women making them
submerged under the wings male authority. It is essential to examine the relationships of power
among men and women in the workplace and the effects it has on gender power and relations in
Australian labor market.
Problem Statement
While many women still face gender bias and discrimination, in the past few decades, the
number of women thriving in business, politics and technology etc. is certainly on the rise.

Women And Workplace Discrimination 3
Society has started appreciating the role of women and is now viewing them in a different
perspective. Today, women work as nurses, doctors, lawyers, social workers, secretaries,
teachers, officers and managers etc. There is not a single profession currently where women are
not employed (Pagan, 2018). Nonetheless, it is true that working women still face hitches by
virtue of their gender. At work place for instance, women commonly face, sexual harassment,
mental stress, safety and security issues discriminatory practices, etc.
It is noble to celebrate how far Australia has advanced concerning women and work issue, but
policymakers have got a long way to go to streamline workplaces policies towards incorporating
women fully (Sun, 2009). For instance, although more women in Australia are working
nowadays, they are still worse paid than men with this kind of discrimination against women at
workplace being accused for the 16.2% gap in wages (Hodgson and Schlager, 2017).
Revealingly, gender pay gaps in favor of men are understood to rise abruptly in companies where
the management ranks are greatly dominated by female employees (over and above 80%
women). This replicates the fact that not only do female employees in female-dominated
companies are paid lower but also that in workplaces which are heavily dominated by female
management teams, there are great gender pay gaps in favor of men (O’Loughlin et al., 2017).
This is so true in Australia to the extent that the disparity in pay starts right at the first job, with
young graduate women pocketing 2.8% less on base salary and 2.1% less on total remuneration
(Hodgson and Schlager, 2017). The gap increases with seniority.
While the employment discrimination against women in Australia is a serious issue, it has not
been acknowledged as such throughout society. Consequently, it is a problematic task to
eradicate gender discriminations in in a short term. In the existing legal system of Australia, even
though there are some provisions shielding equal working rights for women, they are still

Women And Workplace Discrimination 4
unsystematic and dispersive. Furthermore, these regulations are too theoretical and general to
offer effective protection for women. Learning such experience would help Australia to offer
effective protection on women and improve the rank of women in the entire society.
Research Objectives
Main Objective
This paper seeks to understand the perceived gender-based discrimination in Australia as
experienced by female employees in workplaces.
Specific Objectives
Other research objectives that this study attempts to address include:
1. To gain understanding about the challenges and problems that are faced by Australian
working women at the workplace.
2. To examine the level of fairness in appointment, promotion and compensation of women
in Australia.
3. To discover possible solutions that could women to overcome the several kinds of
discrimination they face in the workplace.
Research Questions
The study evinces the following research questions for the survey at hand allied to harm and
challenges that Australian working women encounter with in the workplace:
1. How do women balance between paid employment and family life?
2. What challenges and problems do Australian working women face at the workplace?
3. Do different organizations in Australia exercise fairness in appointment, promotion and
compensation of women in Australia?

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4. What are the possible solutions that could women to overcome the several kinds of
discrimination they face in the workplace?
Justification for the Study
The issue about to the rights of working women in Australia is not only a common research topic
among Australian scholars, but also fascinates scholars from other countries. An increasing
number of cross-country comparative surveys have been piloted. Nonetheless, most of these
research focus on explanations and reviews of the discrimination state, instead of theoretical
examination and feasible recommendations. On the basis of the current research, this paper will
pay a close emphasis on the legal structure of antidiscrimination against women in workplace in
Australia, uniting description on occupation discrimination against women and examination of
the motives. Understanding the drivers of the gender inequality with a key emphasis on the pay
gap in Australian organizations is pivotal to designing interventions that will facilitate
organizations to close such gaps. Studying the experience of working women in Australia is a
new arena, and it will make considerable contributions to the contemporary comparative studies
on working women discriminations in the workplaces. Another unique feature of this paper is
that about the recommendations for Australia to develop and implement effective protection on
equal rights for working women, it will propose sophisticated and systematic measures from
economic, social, legal, and cultural perspectives.
Implication of the Study
This research is important as it would help the policymakers in understanding the contemporary
status of women in Australia and what kind of challenges they go through on a daily basis in
their places of work and find possible solutions for such. Some solutions can be presented for
improvement of Australian working women in the work place. Besides, the results of the study

Women And Workplace Discrimination 6
can be used to raise awareness among the society regarding the equal importance of men and
women thus supporting in implementation of measures to improve the current security and status
of the women.
Limitations of the Study
All scientific studies are subjected to few limitations, even though these may vary in regard to
the size of limitations. The researcher expects the findings of the current study to be subject to
the number of limitations. First, the fact that the study area will be limited to two small township
could highly imply that the results of the research are pertinent only to comparable kind of
situation analysis. Second, the study will relate to a particular time. Thus, the findings may not
be valid for over a longer duration because of fast changing socio-cultural and socio-economic
setting in this research area. As a consequence of limitation of time and other resources that are
involved in any particular study, the current study will be confined to few samples.
Consequently, the result that could be obtained from this research might have limited use i.e., it
cannot be expected to offer data, capable of generalization over other areas and could have
regional biasness, but certainly the broad resemblances specific to a specific gender, will give
some discernment to the research.
Research Hypothesis
The study evinces the following research hypothesis for the research at hand about challenges
and problems that are faced by Australian working women ta their places of work:
 H (1) Null Hypothesis: There exist great gender pay gaps in favor of men to their
women counterparts in Australian organizations among other forms of discrimination at
workplaces.

Women And Workplace Discrimination 7
 H (2): Alternate Hypothesis: There does not exist gender pay gaps in favor of men to
their women counterparts in Australian organizations among other forms of
discrimination at workplaces.
Conceptual Framework
There are several advancements made towards women discrimination in the workplace. Most of
the elements presented are overwhelmingly historical in context. In the words of Leskinen et al.,
(2015), all societies have social roles that create a chasm of women and male responsibilities
(201). These divisions are then anchored under cultural beliefs and norms. Therefore, it is
impossible to alienate culture from discrimination of women. Indeed, the majority of societies
perceive gender diversification in connection with the discrimination against women
(Okechukwu et al., 2014, p.582). The trajectory of the social relations of gender depicts a
deliberate process to bring women under male dominance disguised under the hypothetical belief
that women are weaker sex compared to their male counterparts. For example, the admittance of
women to study specific types of studies came a few years ago as the society held that women
could not make it in them. Moreover, women have been perceived as domestic workers whose
roles are to take care of the family outside the public domain. Unfortunately, there have been
deliberate efforts by social institutions to bar women from accessing the public sphere even in
the modern society. In the words of Connerley and Wu (2016), the edifice of the contemporary
society draws much of its philosophy from dominant male opinions making it hard to
conceptualize a case of a woman rising above men in all social institutions. Instead of seeing
women as the potential change in the dynamic world, men have continued to see them as a threat
in the labor market.

Women And Workplace Discrimination 8
Practicing discrimination without substantial gender power differences would be impossible.
According to a study conducted by Cole (2013), inequality in holding power is critical in
affecting the level of organizational, financial, and cultural resources owned by a population
(238). The dynamics of power relations appear to be the most domineering element that defines
the level and rules of engagement while developing and influencing policies. Indeed, the more
power an individual yields, the more they can raise their influence over others and take the lead
over others. Therefore, the subjugation of women makes it impossible for them to elevate their
standards in the workplace. Another study conducted by Cunningham and Paradies (2013),
showed that people in influential positions within organizations could influence the decision-
making process helping develop policies that favor their sides (65). Others who have little
contribution will always be at the receiving end condemning them to receive orders and
executing procedures on behalf of their masters while little trickles down into their pockets. The
marginalization of women in leadership among organizations polarizes their efforts to affect
policy development for their welfare. According to Denissen and Saguy (2014), gender
discrimination and power imbalance consolidate the existing division of power and power
distance between male and females. Therefore, the interplay of power relations strengthens the
discriminating denying the discriminated the opportunity to access resources and services. Thus,
there is a reduction in social, political, and economic roles performed by the victims of the social
determinism.
Discrimination of women in the workplace among organizations stems from many overlapping
and mutually enhancing processes. According to North (2016), men have already asserted their
influence in the organizational ladder and challenging them is a difficult task (361). The position
held by men in the corporate ladder helps define the rules in the sector making it impossible for

Women And Workplace Discrimination 9
women to air their concerns. Despite feeling threatened by the accession of women into the
cooperate ladder, men have the social and political advantage in influencing the decisions made
at policy development level (Duguet, Looc and Petit, 2017). The trend makes it inevitable for
women to make constructive engagement while formulating rules and regulations in the
industries. According to Cunningham and Paradies (2013), women in Australia receive an
average of &251.20 less compared to men every week (43). The statistics beg the question of the
justification for the biases against women despite engaging in similar tasks with men. The
lingering truth of discrimination against women in organizations continues to elicit several
concerns. It is absurd that the new millennium still records sexual segregation among the
cooperate world. Sexual harassment appears a growing vice in most organizations as women
have been forced to give in to the demands of their employers for them to secure employment
(Strong, 2016, p.54). The growing disparity in remuneration among men and women in the
cooperate world continues to subjugate them and hamper efforts to empower them economically
and politically.
Men find it hard to empower women in the contemporary organizational environment. The
thriving of evil practices against women rests on the inability to change the old perception that
women are weak and deserve easy tasks with fewer paybacks (Denissen and Saguy 2014, p.391).
Unfortunately, puppet women who believe that the things held against them are justified have
supported the continuation of the vices against women. The notion that women should stay away
from the public sphere rests on their willingness to challenge the social order (Okechukwu et al.,
2014, p.582). However, these efforts must come with a bold step to deny the edifice that
characterizes women and men as different entities. Indeed, there are apparent disparities that
require no challenging. Nonetheless, the cooperate world must recognize the need to treat all

Women And Workplace Discrimination 10
people with dignity their without using unfounded claims to assert that specific gender possesses
weakness. In the words of Cole (2013), it is essential to lay a new foundation form the
elementary level that will ensure that the prior perception of women in the organizations thrives
no more (246). The government may also intervene to help redefine the boundaries of gender by
establishing cooperate regulations that will create an equal platform of participation and
deliberation. Indeed, without rules to define participation boundaries, it will all end in vain, and
women will continue suffering under male-dominated ideals. People must realize that the old
notion of men superiority is gone and it is time to reward and treat people because of what they
can offer rather than what predetermined rules give them.
Figure 1: Conceptual Framework
Research Methodology
This study is exploratory in nature and seek out to identify the challenges and problems that are
faced by Australian working women in various professional sectors like public sector enterprises,
Male and female
access to resources
Easiness used to
define women in
organizations
Social perception
of women in
organizations
Gender power
inequality in
organizations
Discrimination
against women in
organizations
Codification of
perceptions of gender
differences in
organizations

Women And Workplace Discrimination 11
hospitals, schools and colleges, banks commercial institutions etc. Additionally, the research also
aims also at establishing the organizational backings for women workers so that they are able to
deliver effectively to their organization and are capable to realize their full potential. The present
study will survey only town women staffs in white collar-jobs who have been in their jobs for
not less than five months. The research will piloted within Melbourne city. Melbourne city is a
multi-ethnic, multi-linguistic, multi-cultural and multi-religious city (Aguinis and Vandenberg,
2007). This diversity makes it more fascinating for this study. The places that will be covered in
the study include the local colleges, schools, hospitals, banks, Public Sector enterprises,
Commercial organizations, Engineering services, etc. Primary data will be gathered from 120
working women of the systematized sector using a mixed-methods research design that will
include questionnaire, face-to-face-interviews and Focus Group Discussions (FGDs). The data
collection period will range a one month time from June 2018 to July 2018.
Methods Triangulation:
The research will adopt methods triangulation to establish the reliability and validity of the study
(Fernandez, 2013). Data will be collected using face-to-face interviews and through three focus
group discussions. The questionnaire will consist of five open-ended and 18 close-ended
questions
Data Collection
The investigator will take into consideration both quantitative and qualitative aspects for this
study. A questionnaire-based survey will be conducted among the city working women of the
chosen localities, on top of face to face interviews and FGDs. The questionnaire will consist of
23 items on different aspects of the study over and above the demographic particulars of the
participants. The researcher will initially conduct a pilot study among 15 of different working

Women And Workplace Discrimination 12
women of Melbourne city to test the validity of the survey instrument. Consequently, certain
items will be dropped while others will be revised for improved elicitation of results. For data
collection, the researcher will use the personal contact method. Questionnaires will be issued to a
sample of 120 working women situated in Melbourne. The researcher will interact with each of
these women and interview then face-to-face. Some connected questions will be inquired of them
and the comments will be noted down. Besides to face-to-face interviews, the researcher will
conduct three focus group discussions with 10 women in each group. These deliberations are
also expect to elicit data and information that will have been discussed in the previous chapter.
Different methods will also be employed to collect data on the working women. The
questionnaire will consisted of 5 open-ended and 18 close-ended questions to achieve the
purposes of the survey. The items in the survey tool will include the issues of urban working
women and related parameters such promotion matters, mental and sexual harassment, family
care matters, discrimination on the basis of sex, safety and security issues and prejudices and
discrimination at workplace, etc (Fernandez, 2013). The items/statements for the survey
instrument will be formed after reviewing relevant literature and some preliminary surveys that
have been done around this study area. In addition the attitude scale, the survey instrument will
also include a part to capture the general profile of participants. The researcher will ask them
about their demographic details including age, marital status, education level, years of
experience, profession, type of organization they work for etc.
Data Analysis
The researcher will scrutinize thoroughly the data and information that he will collect from
observations, questionnaire, interviews, and reviewing literatures on the study topic using mixed
methods i.e. quantitative and qualitative data analysis methods.

Women And Workplace Discrimination 13
Quantitative Data
Numerical data or quantitative will be collected from survey questionnaire to quantify opinions,
attitudes, character of the female workers etc. The researcher will use descriptive data analysis
method to analyze quantitative data. A series of investigations and interpretations on the obtained
data will be performed systematically to conclude on the prevalent forms of discriminations that
working women in Australians organizations are subject to.
Qualitative Data
Non‐numerical or qualitative or data will be collected through literature reviews, observations,
and interviews and will be used to gain knowledge of underlying opinions and reasons why
women discrimination at workplaces is still rampant in Australia despite the Australian
government having made great strides towards reducing the vice. Predictive data analysis
methods such as frequency, Pearson’s correlation chi‐square and Analysis of variance
(ANOVA), will be carried out to determine the degree of relationship between the study
variables.
Milestone and Schedule
Gantt chart
The following table evinces the timeframe for the whole project to be accomplished

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Task Name Start Day End Day Duration (Days)
Project Proposal 20/05/2018 25/05/2018 13
Literature Review 26/05/2018 31/05/2018 5
Data Collection 02/06/2018 20/06/2018 18
Data Analysis 21/06/2018 25/06/2018 4
Final Report
Submission
26/06/2018 30/06/2018 4
Milestones and Deliverables
25/05
31/05
20/06
25/06
30/06
20/05 26/05 2/6/2018 21/06 26/06
Literature Review Data Analysis
13
5
18
4
4
Budget
In summary, the budget of this study will be as follows
Purpose Estimated Amount to be Spent
Literature Review 100 Inr
Data Collection 200 Inr
Data Analysis 100 Inr

Women And Workplace Discrimination 15
Total Budget Estimated 400 Inr
Organization of the Project
The organization of the project is as follows:
 Chapter One will be the introduction and background, research problem, research
objectives, justification for the study and the hypothesis of the study topic.
 Chapter Two will detail the literature review.
 Chapter Three will include the details of methodology i.e. data collection methods, face-
to-face-interviews, observations
 Chapter Four will evince data analysis methods and the results and of the proposed
survey.
 Chapter Five will summarize the significant findings and deliberate on necessary
interventions that should be adopted by policymakers, government and the society at
large, to end discrimination of working women in workplaces in Australian
organizations.

Women And Workplace Discrimination 16
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