Hegemonic Masculinity

The term “patriarchy” has been used to describe the social system of men holding the power and authority. Since the 1960s, feminist are working hard to spread the awareness of how patriarchy system related to the inequality treatment existing in both genders (Cranny, 2003). It is argued that different sectors in the world such as labour force, education, politics and more has been undergoing a domination of male, known as “hegemonic masculinity”. Since this phenomenon of hegemonic masculinity has been deemed natural, ordinary or normal (Donaldson, 1993), various actions and thinking are seen to favour masculinity characteristic, or in this case, men. Raewyn Connell describes the situation of masculinity favouring situation as “patriarchal dividend”. …show more content…
Since these sectors are seen as a male-dominated working sectors, the welfare of a woman are always been neglected. However, some industrial sectors such as public administration and safety, wholesale trade have a low gender pay gap ranged from 7.3% to 7.2%, which at the same time, reduced substantially since November 2012. On the other hand, occupation choices such as technicians and trades workers, professionals, labourers etc. has a wide gender pay gap which consists of a few hundred dollar difference for men and women. Women’s work performance are deemed to be underrated according to the statistics. Meanwhile, the older the women gets, the bigger the difference of their job payment compared to the men as it might associated to the responsibilities of family and children for women. The interesting results shown in this report is the method of setting the payment. There are three categories, award, collective agreement and individual agreement. The award payment for the woman is higher than the average weekly-payment for a man with the difference of $24, however, collective and individual agreement for men are higher than women with the percentage of 16.9 and 20.6 …show more content…
Women are always doubted or criticized on their working performance just because they are women. Stereotypes such as weak, emotional, sensitive even lacking in leadership skills are thrown at women (Hippel, Sekaquaptewa & McFarlane, 2015). Other than the discrimination, Australian government has implied a law to recruit more women employees in male-dominated working environment to solve the gender imbalance issues in work force, women are recruited for reaching the quota, not for appreciating their ability to perform the task. Since women’s gender identity are always associated with their working identity, a survey shows that issues such as reduced well-being in workplace and lesser recommendation of job opportunities for other women always happened (Hippel, Sekaquaptewa & McFarlane, 2015). Besides, women who managed to succeed in the career always hold characteristic for masculinities, showing the effect of patriarchal dividend. This cause women to suffer more compared to men who benefits from the patriarchal dividend, proving patriarchal dividend still exist in

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