Findings from primary and secondary research prove the aim of this investigation; gender discrimination is still prevalent in the Australian workforce. The Australian Human Rights Commission inquiry into pregnancy in the workplace and return to work national review, found that little has changed in the last 15 years in Australian workplaces in regards to discrimination either during pregnancy, parental leave or on return to work (Australian Human Rights Commission, 2014). Results from the primary research indicated more than half (54%) of respondents have experienced, or have known women who have had their opportunities limited by their gender and sexual harassment in the workplace.
The survey respondent’s reasons for fewer opportunities …show more content…
A key measure of women’s empowerment in society is their participation in politics, however, 29% of all Federal Parliamentarians in Australia are women. (Australian Bureau of Statistics, 2012). A contributing factor to these statistics, which was summarised by a survey respondent is, due to social activities outside of the work environment being gender specific (i.e. pub), men unintentionally exclude women in these environments, thus restricting women with being offered opportunities to learn, network and gain information. Gender discrimination towards men can also be applied in female dominated professions. On the contrary, respondents in female dominated areas such as primary school education stated, ‘I think schools need to stop saying they need males,’ and ‘men are looked upon more favourably, especially in leadership roles in a female dominated profession.’ These comments reinforce that we still live in a patriarchal …show more content…
Interactionist theorists would suggest these behaviours would inherently continue through cultural transmission, similarly to the generational cycle of poverty. The most common form of sexual harassment in the Australian workforce is “inappropriate comments,” following indecent messages and unwanted touching (Jericho, 2015). This was clearly evidential in the survey (see appendix A). In attempting to improve the effectiveness of anti-discrimination law and organisational practices to eliminate sexual harassment, it must be acknowledged that despite increased community awareness of the problem since the implementation of the Sex Discrimination Act 1984, sexual harassment has been a persistent problem (Leadership for Women, 2013).
A small portion of women felt unfavourable in areas of appraisal, remuneration, recruitment and training and development, however the majority felt there was gender equality. The annualised full-time earnings for women are on average, 18.8%, or $295, less than men (Mercury, 2015). The fact that only 16.6% of female participants in the survey felt the gender income pay gap is inadequate was quite
The survey respondent’s reasons for fewer opportunities …show more content…
A key measure of women’s empowerment in society is their participation in politics, however, 29% of all Federal Parliamentarians in Australia are women. (Australian Bureau of Statistics, 2012). A contributing factor to these statistics, which was summarised by a survey respondent is, due to social activities outside of the work environment being gender specific (i.e. pub), men unintentionally exclude women in these environments, thus restricting women with being offered opportunities to learn, network and gain information. Gender discrimination towards men can also be applied in female dominated professions. On the contrary, respondents in female dominated areas such as primary school education stated, ‘I think schools need to stop saying they need males,’ and ‘men are looked upon more favourably, especially in leadership roles in a female dominated profession.’ These comments reinforce that we still live in a patriarchal …show more content…
Interactionist theorists would suggest these behaviours would inherently continue through cultural transmission, similarly to the generational cycle of poverty. The most common form of sexual harassment in the Australian workforce is “inappropriate comments,” following indecent messages and unwanted touching (Jericho, 2015). This was clearly evidential in the survey (see appendix A). In attempting to improve the effectiveness of anti-discrimination law and organisational practices to eliminate sexual harassment, it must be acknowledged that despite increased community awareness of the problem since the implementation of the Sex Discrimination Act 1984, sexual harassment has been a persistent problem (Leadership for Women, 2013).
A small portion of women felt unfavourable in areas of appraisal, remuneration, recruitment and training and development, however the majority felt there was gender equality. The annualised full-time earnings for women are on average, 18.8%, or $295, less than men (Mercury, 2015). The fact that only 16.6% of female participants in the survey felt the gender income pay gap is inadequate was quite