Discrimination against Women in Australia-Free-Samples for Students

Question: What is being done in Australia to decrease gender discrimination against women in the workplace? Answer: Introduction Workplace discrimination against the women is prevalent and found to be the major issue in Australia. Hence, it is suggested that in Australian workplaces, there are different institutions working on gender pay gap where women continue receive 17.5% less in the average weekly earnings than men. There is some under representation of the women in the leadership positions in the public and the private sectors. The gender gap is set with the retirement income and the savings which includes how the children, people with the disabilities are there due to frailty. This question will investigate about what is being done for the decrease of workplace discrimination in Australia. There are some of the evaluated measures that have been taken by the Government of Australia which are discussed below. Workplaces could be a key setting to prevent any violence against the women but there is a need of prevention program where the report focus on 15 workplaces and the organizations from the corporate, community and the recreation. It has been seen that workplaces are contributing towards improving the gender equity but has not been able to cover the pay gap of 17.9%. The individual staff and the managers need to be trained for the signs to respond appropriately to the women, and refer to support services only. The example is like how CEO Challenge Australia and White Ribbon Workplace Accreditation Program is working with the employers to raise the awareness through proper staff training along with the practical change in the policy like the leave for domestic violence. (Australian Human Rights Commission, Annual Report 2011, 2012). To make a move, it is suggested that the National Employment Standards work on the protection from the grounds of discrimination with the setup of the fami ly and better responsibilities for the women and men, in regard to employment. (Australian Government, Department of Human Services). Hence, programs like Gender Equality project are becoming popular in the workplaces for the women inorder to decrease the gender discrimination ad to raise awareness of the gender basing with the transformation of the structural barriers. The evaluation is based on how the programs are tailored for the workplace. For example, to ensure the prevention activities, the organizations like Darebin City Council have worked on appointing a dedicated position to oversee the work. (Australian Government, 2013). The success of the decrement in the gender discrimination could be evaluated through the survey from the staff with planning all the prevention activities and promoting equity, respect across the race, sexuality and the ability. The equity in the private sector, in 2011, with ASX Corporate Government Council works on the implementation of the diversity policy which requires to list the companies and then set a particular target based on the report of the explanations. (Fair Work Ombudsman) The ASX is based on the increase of the senior executive management positions with the oversight of the progress. The report from KPMG has been able to evaluate the gender pay gap improvement which includes the skills, experience, edu cation level and the tenure. There has been a shift in the global conversations with the issues related to the change in attitude for the pay equality. The important development is for the equal remuneration along with encouraging the Australian Government to expand the right to request to a broader range of workers. Conclusion There are different organizations which need to work on holding and stopping the treatment of the gender equality as an issue rather it should be considered as a birth right for every individual. The gender equality in education and at work allow the society to work with the full human potential in a productive manner. (Australian Government, 2013). Australia is working on the women education and how it is possible for them to increase the womens economic participation with better workplace opportunities. The major challenge is about the lack of workplace, flexibility or the inequity in pay which leads to the less number of women who works on career potential mainly due to the social and the structural limitations. References Australian Human Rights Commission, Annual Report 2011 (2012) p135. Athttps://humanrights.gov.au/about/publications/annual_reports/2011_2012/index.html Australian Government, Department of Human Services, Paid Parental Leave Scheme for Employers. Athttps://www.humanservices.gov.au/business/services/centrelink/paid-parental-leave-scheme-for-employers/ Australian Government, Department of Families, Housing, Community Services and Indigenous Affairs, Paid Parental Leave: Dad and Partner Pay. Athttps://www.fahcsia.gov.au/our-responsibilities/families-and-children/programs-services/paid-parental-leave-scheme/paid-parental-leave-dad-and-partner-pay Fair Work Ombudsman, Flexible Working Arrangements. Athttps://www.fairwork.gov.au/employment/flexible-working-arrangements/pages/default.aspx Australian Government, Fair Work Act amendment broadens right to request workplace flexibility, 13 February 2013. Athttps://deewr.gov.au/news/fair-work-act-amendment-broadens-right-request-workplace-flexibility