Essay On Structural Gender Inequality In Australia

The purpose of the article is discussed in relevance to diversity issues and  gender issues in workplace in Australia. The progress in local contexts has been observed in terms of Australian companies where disadvantaged groups include women who are working hard to experience social change that will implement progress. According to the 1986 affirmative action act in Australia, gender equality is a basic right for all genders however even after 20 years the Australian labour market has been disappointing. The strengths in the article or the use of statistics in terms of identifying women’s representation on the boards of 200 largest ASX-listed companies, gender diversity targets, Australian Institute of company directors and others (Kulik, 2021). The statistics brings to the forefront the actual representation of women in Australian workplace as well as decreased opportunities as leadership. The weaknesses in the article have been identified in the form of limitations of acquiring primary data and drawing on specific example instead of percentage of women representation.

 

The methodology used for the research in the article is qualitative  research that is based on secondary research on scholarly articles in journals. Academic researchers, their interpretation and evaluation of outcomes has been compared and stated to establish a detailed understanding in the inequality that the policymakers, external stakeholders, managers and others implement in the workplace. The information provided by the article was collected through evaluation of journals, scholarly articles, books and others. The information and the knowledge that has been collected from these resources has contributed to identification of three good intentions and their influence on gender diversity and inclusion in Australian workplace (Kulik, 2021).

 

The most significant findings of the research in the article are that Australian organisations are still slow in terms of implementing gender equality even though equal opportunity for women in the workplace act has been enacted in 1986. According to Kulik (2021), even after 20 years, gender diverse leadership and flexible workplace practice for both men and women are still hard to find in Australia. Based on the evaluation of academic researchers, the outcome confirms that the performance of both genders and not evaluated on same terms. The outcome of the writings in the article is that women are still facing challenges and barriers to reach leadership roles as well as receive attention in terms of social change. The author is clearly drawing attention to the need for Australian labour market to undergo a change where progress in gender balance is a necessity. The practises of inclusion and diversity in Australian workplace is an immediate strategy that must be implemented so that sexism, gendered violence and gender inequality can be put to rest.

 

In conclusion, the article’s importance can be discussed in relevance to the evaluation of the information presented in the article with support from evidence and data. The evaluation of the journal brings to the forefront the shortage in evidence of Australian women on boards as well as organisations still thinking about appointing a woman at the head of a management team. There are clearly reports on gender pay gap that is observed in terms of individuals working in the same position without receiving equivalent earning. Summarising the review, it can be stated the author of the journal is focusing on the need for social change in terms of equal opportunities for all genders when it comes to workplace treatment, representation and leadership.

 

Kulik, C.T., 2022. Gender (in) equality in Australia: good intentions and unintended consequences. Asia Pacific Journal of Human Resources, 60(1), pp.97-115.