COMM11108 BLOG #3

Published on Friday 26th August 2016

Workplace Gender Equality

equality

Figure One: Gender Equality, Source: Google Images

According to Stamarski et al. (2015) workplace gender equality is the philosophy of receiving equal opportunities, rights, advancements and responsibilities for both men and women within the operations of any organisation.

In today’s current workplace structure, workplace gender inequality can be identified in any organisation’s structure, processes and practices where occupations are segregated amongst genders (Stamarski et al. 2015). According to Andoh & Bangura (2012) men normally dominant an organisation’s employment structure. Consequently, it has been reported that some women have been receiving unequal rights, responsibilities and opportunities within their profession (Ruohan & Xueyu 2016). This has resulted in the limited availability of job advancements, resulting in the lack of qualification and potentially restricting the individual’s progression within their profession (Ruohan & Xueyu 2016).

The below graph clearly illustrates the current proportion of the management roles available to women in 2014-15. The graph also represents the current unequal balance of job opportunities in managerial professions. gender equality graph.png

 Figure Two: Proportion of women by management category in 2014-15, Source: news.com.au

According to Andoh & Bangura (2012), some women in today’s workplace are paid less than men regardless of their qualifications and level of experience. According to the Australian Government Workplace Gender Equality Agency, women typically earn 13.9% less than a man’s average full time hourly rate (The Australian Government 2016). Findings also revealed that women currently hold approximately 15.4% of all CEO professions and 27.4% of all key managerial professions (The Australian Government 2016).

The Australian law saw a significant alteration in early 2012 with The Workplace Gender Equality Act 2012 replacing the Equal Opportunity for Women in the Workplace Act 1999 (The Australian Government 2012). The Workplace Gender Equality Act 2012 predominantly aimed to further strengthen, promote and to improve equality for both men and women within the workplace (The Australian Government 2012).

The Minister for Women and Minister for Employment Michaelia Cash commented that ‘there’s a long way to go before we can reduce workplace gender inequality in modern workplaces’ (Scott 2016). Ms Cash further proclaimed that harnessing women’s participation and involvement in the workplace is an integral part of the Turnbull Government’s agenda in securing our economic future (Scott 2016). According to Scott (2016) the 2016 government budget was built on the Turnbull Government’s strong efforts to boost women’s workforce participation and to strengthen women’s economic security within their profession (Scott 2016).

The United States (US) President Barack Obama further commented that ‘households and work arrangement come in all shapes and in all combinations and yet, our workplace policies still looks like they’re straight out of Mad Men’ (Siddiqui 2016).

I strongly believe that workplace equality should be at the core of every organisation and be reflected upon in its workplace structure. Stamarski et al. (2015) suggests that those organisations who embrace gender equality will ensure that all employees receive equal rights, advancements, opportunities and responsibilities within his or her profession. I believe that employment opportunities should not be categorised on gender or ethnic background, it should be based on an individual’s qualifications and level of experience (Ruohan & Xueyu 2016). The Australian media has framed the argument that the Turnbull Government is working towards reducing the current imbalance of workplace gender employment opportunities (Scott 2016).

This video (below) clearly emphasises and addresses the benefits and importance for all organisations to foster workplace gender equality within their organisational structure.

 

Reference List

Andoh, HS, & Bangura, AK 2012, ‘The Ghanaian Woman’s Quest for Equality in the Workplace: Discrimination against Ghanaian Women Resulting in Their Under-representation in the Non- traditional Labour Force of the Economy’, Journal of International Diversity, vol. 2012, no. 3, pp. 114-125.

Burke, L 2015, ‘workplace gender equality scorecard puts Australia to shame’, news.com.au, 26 November, viewed 17 August 2016, http://www.news.com.au/finance/work/careers/workplace-gender-equality-scorecard-puts-australia-to-shame/news-story/c9113875f1b0ce7d8e0d41c646c23370

Ruohan, W, & Xueyu, C 2016, ‘Gender equality in the workplace: The effect of gender equality on productivity growth among the Chilean manufacturers’, Journal of Developing Areas, vol. 50, no. 1, pp. 257-274.

Scott, E 2016, ‘Long way to go to pay equality’, News.com.au, 8 September, viewed 11 September 2016, http://www.news.com.au/national/breaking-news/long-way-to-go-to-pay-equality-minister/news-story/816ce0994707ba245054f57a38799fe6

Siddiqui, S 2016, ‘Obama sets tone at United States of women and renews calls for equality’, The Guardian, 15 June, viewed 14 August 2016, https://www.theguardian.com/us-news/2016/jun/14/obama-speech-united-state-women-summit-gender-equality

Skill Boosters, 2013, what is equality and diversity in the workplace?, video, 11 December, viewed 13 August 2016, https://www.youtube.com/watch?v=tp5MkhejHGo

Stamarski, CS, & Son Hing, LS 2015, ‘Gender inequalities in the workplace: The effects of organizational structures, processes, practices, and decision makers’ sexism’, Frontiers in Psychology, vol. 6.

The Australian Government, 2016, gender workplace statistics at a glance, viewed 11 August 2016, https://www.wgea.gov.au/sites/default/files/Stats_at_a_Glance.pdf

Image Reference List

Figure One: http://www.hcamag.com/files/image/gender-quotas.jpg

Figure Two: http://www.news.com.au/finance/work/careers/workplace-gender-equality-scorecard-puts-australia-to-shame/news-story/c9113875f1b0ce7d8e0d41c646c23370

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