Gender Inequality in Workforce

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The roles and characteristics related to males and females vary according to time and culture (Keating 2003). A concept of male breadwinner model gave important impacts on the Australian economic, politics, culture and social field in early twentieth century (Broomhill and Sharp 2005). However, in the past few decades, there has been gradual changes occurred in the Australian gender order (ibid.). Even though men are the dominant gender in the workforce, due to globalization, women gained more opportunity to have jobs in the workforce (Jones 1983). In addition, there are increasing number of women in Australian workforce after World War 2 (Broomhill and Sharp 2005). But still gender inequality has been ongoing debate in the workforce for many years (Lannin 2009). Many people argue that there are inequality in earnings and glass ceiling (ibid.). Therefore, this essay will analyze the gender inequality in the Australian workforce and it will also suggest solutions. Wage Discrimination

There is no doubt that income inequality has increased in the last two decades (Hiau 2005). According to the Australian Bureau of Statistics (ABS, Cat 6203.0) showed that on average hourly earnings of full time males and females are $28.83 and $23.40 respectively and it indicates that the earning ratio of eighty one per cent. Then, why does the gender wage gap exist? There are three main factors contributing to women earning less than men. Firstly, a lack of permanent part time jobs and limitation in flexible working arrangements restricts the ability to combine quality employment and family care responsibility (Wooden 2001). This leads women who have children are have fewer opportunity to participate in the paid workforce (ibid.). Moreover, this can extensively decrease women’s earning potential both in short and long term (ibid.). Furthermore, it also gives negative impacts on their capacity to accumulate superannuation and retirement savings (ibid.). Secondly, due to caring...
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