Why the Gender Wage Gap Persists in Australia Term Paper

Why the Gender Wage Gap Persists in Australia - call Paper ExampleIn different words, gender pay spread is a phenomenon in which fe manlys tug lower salaries comp ared to their male counterparts in similar professions in the same organization. It is seen across the world and no country seems to be free from it. Even in advanced countries equivalent Australia, America and Great Britain, gender pay fissure is a fact rather than a myth. Gender wage hurly burly is severe in Australia despite the fact that Australia succeeded recently in appointing its first woman prime minister. The gender pay gap is experienced at every level in the rub downplace in Australia, the land of the great bewitching Go. In 2010, on average, women lag some 17 per cent behind in pay for tinct bat or work of same value and in some sectors, like finance and indemnification this gender pay gap expands to a ripping 32 per cent. It is regularly reported that the top cc companies listed on the Australia n Stock Exchange pay their female Chief Financial and Chief run Officers on average 50 per cent less than their male equivalents (Dr. Stone, 2010). In Australia, any effort make to decrease the gender wage gap would be significantly associated with an increase in womens hours of work (Vidyattama et al, 2009, p.13). In other words, organizations force the women employees to work more hours if they demand for more wages. Many of the Australian organizations are of the view that the productiveness of men and women are different and therefore it is difficult for the women to deliver same results if they work same hours as that of men. There are many reasons cited for the widespread gender wage gap in Australia. However, gender factor and industry segregation are two of the major reasons for the gender wage gap in Australia. Gender factor as a reason for the persistence of gender wage gap in Australia An artifact of economic, industrial relations, social and cultural factors, combined w ith the biological and psychological attributes of all knobbed in decisions before and in the workplace. As much as action is taken in the levelheaded and political arena to create pitity, the players in the industrial relations system, consciously or not, both male and female, say that they have helped to (re)construct the gender wage gap (Christine, Ph.D, 2006). According to a report released by field Centre of Social Economic Modeling (NATSEM) in 2010, the gender factor accounted for 60 per cent of the wage gap between men and women (Australias gender wage gap costs $93b, 2010). As in the case of other countries, one of the major reasons for gender wage gap in Australia is the wrong perceptions about the less productivity or fewer abilities of women employees compared to male employees. Biologically, it is believed or assumed that men are stronger both physically and mentally than women. There are many cases in which women succeeded in showing equal or more mental abilities than men. However, the general perception about women abilities in excelling in critical positions is very weak. That is why Australia forced to look till recent times to have its first woman prime minister. It should be noted that countries like Israel, India, Pakistan and Sri Lanka had women prime ministers in the twentieth deoxycytidine monophosphate. But Australia forced to wait till twenty first century to have its first woman prime minister because of the wrong perceptions of the Australian public about the capabilities of women. It should be noted that India has a woman president at present for the first time in its history. Moreover, Germany in like manner has a woman chancellor at present. In short, other countries pushed Australia far behind in recognizing the abilities of women. It should be noted that even women CEOs in Australia are not ready to pay equal salaries to men