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- 首页 >> Python编程 The University of Sydney WORK3203: Gender, Diversity & Inclusion at
Work Lecture 3: Gender in Organisations Lecturer: Christine Han, PhD The University of Sydney I acknowledge the tradition of
custodianship and law of the Country on
which I live and work - the Gadigal Lands
of the Gadigal People of the Eora Nation. I
pay my respects to those who have cared
and continued to care for Country. Map of Indigenous Australia:
https://aiatsis.gov.au/explore/map-indigenous-australia Acknowledgement of Country Page 3The University of Sydney – Gender in Organisations –Women at Work –Men at Work – Diverse genders at Work (Week 9) Questions? Agenda The University of Sydney Lecture 3: Gender in Organisations – Men and
Women at Work Page 6The University of Sydney “Using a gender lens brings many issues to the fore,
but none more frequently than work patterns that create
painful conflicts between work and personal life for
both men and women” (Rapoport et al 2002:11) Why look at gender in organisations through a
gender lens? Page 7The University of Sydney – Paid work: work done for pay, part-time, full-time, contract,
self-employed – Unpaid work: housework and caring work, done without pay,
and usually by women.
– Inequality markers (Baird & Heron 2019): working hours gap,
gender pay gap and superannuation gap
– Gender pay gap: measures the difference between the
average earnings of women and men in the workforce
Concepts Page 8The University of Sydney – Superannuation (‘Super’): Retirement savings in Australia,
paid by employer, 10% of salary – Occupational Gender Segregation: describes how the
workforce in Australia is segregated by gender.
– Female dominated industries = healthcare, social assistance,
education and training –Male dominated industries = construction and transport,
mining, electricity, gas, water Concepts continued Page 10The University of Sydney Inequality markers (Baird & Heron, 2019) ? Working Hours Gap: More
women work part-time hours
than men ? Gender Pay Gap: Australian
women earn less than
Australian men ? Superannuation Gap:
Australian women retiring
with less Superannuation than
men Photo by Wesley Tingey Page 11The University of Sydney 1. Working Hours Gap Women’s Workforce Participation (WGEA 2022) – 59.5% of tertiary education enrollments are women – 47.9% of all employed persons in Australia are women – Yet women make up 68.5% of all part-time employees – Some choose to work part-time – Childcare costs high – Tax incentive structures – Workforce participation rate = 62.1% women and 70.4%
men Inequality Markers (Baird and Heron 2019) Page 12The University of Sydney 2. Gender Pay Gap: measures the difference between the
average earnings of women and men in the workforce
– Equal Pay: equal pay for work of equal or comparable value – Calculated yearly by WGEA using ABS data
13.8 % National Gender Pay Gap (WGEA 2022) – Women’s average weekly ordinary full-time earnings across
all industries and occupations = $1591.20 vs men’s at
$1846.50 (difference of $255.3 per week) Inequality Markers (Baird and Heron 2019) Page 19The University of Sydney We will explore more on this topic in tutorials What factors may be contributing to the gender pay
gap? Page 24The University of Sydney Link between men’s contribution to unpaid domestic work and
gender equality: – Women can work more hours in paid work – Decreases within household gender pay gap – Shifts societal norms around gender roles – Benefits to children, girls, fathers, organisations and society – Daughters of mothers who worked more likely to earn higher
incomes
– Father benefits: health, wellbeing, better relationships with
children –Organisations: productive employees, satisfied with worklife
balance Women’s disproportionate share of unpaid domestic
and caring work Page 25The University of Sydney – Workplace flexibility and paternity leave encourage men’s
participation in unpaid domestic work
– And, recent research in Australia has found that young men have
a desire to be involved fathers (Hill et al 2019) –Workplace flexibility – Paternity leave is time men take off upon the birth of the child
– Yet uptake of both workplace flexibility and paternity leave by
men are low in Australia (Borgkvist et al 2018; Moran &
Koslowski 2019, WGEA 2020) Men’s access to and uptake of workplace flexibility
and paternity leave Page 26The University of Sydney – Men face barriers when they try to access due to: – Ideal/Universal worker norm (Acker 1990) – Co-worker/managerial perceptions (Borgkvist et al 2018) – Flexibility stigma (Coltrane et al 2013) – Reserved for women (Crabb 2019, Borgkvist et al 2018,
Coltrane et al 2013; Rehel 2014). – Men, the gig economy, flexible work and gender roles Men’s access to and uptake of workplace flexibility
and paternity leave Page 27The University of Sydney 1. Working Hours Gap 2. Gender Pay Gap 3. Superannuation Gap Back to the Inequality Markers… (Baird & Heron
2019) Page 28The University of Sydney 3. Superannuation Gap Superannuation (‘Super’): Retirement savings in Australia, paid
by employer, 11% of salary Superannuation gap = 20.5% (WGEA 2020) – More elderly women living in poverty
– Increase over 30% in homelessness of elderly women – Lower levels of financial literacy make money management
difficult
One more gap: Leadership Gap
Inequality Markers (Baird and Herson 2019) Page 29The University of Sydney – Inequality markers perpetuated by policy, gender norms and
organistions that favour the ideal/universal worker – Women do more unpaid caring and domestic work than men – There is a link between men’s participation in domestic and
caring work and gender equality – When men try to access enablers of this (flexible work and
parental leave) they face barriers – Recent research finds that young Australian men want to
participate in unpaid work; organisations shifting policies around
this – helps both men and women! – But the current state still plagued by inequality markers: hours
gap, gender pay gap and Superannuation gap – …And leadership gap! To conclude men and women at work Page 40The University of Sydney Questions? The University of Sydney Thank You!
Work Lecture 3: Gender in Organisations Lecturer: Christine Han, PhD The University of Sydney I acknowledge the tradition of
custodianship and law of the Country on
which I live and work - the Gadigal Lands
of the Gadigal People of the Eora Nation. I
pay my respects to those who have cared
and continued to care for Country. Map of Indigenous Australia:
https://aiatsis.gov.au/explore/map-indigenous-australia Acknowledgement of Country Page 3The University of Sydney – Gender in Organisations –Women at Work –Men at Work – Diverse genders at Work (Week 9) Questions? Agenda The University of Sydney Lecture 3: Gender in Organisations – Men and
Women at Work Page 6The University of Sydney “Using a gender lens brings many issues to the fore,
but none more frequently than work patterns that create
painful conflicts between work and personal life for
both men and women” (Rapoport et al 2002:11) Why look at gender in organisations through a
gender lens? Page 7The University of Sydney – Paid work: work done for pay, part-time, full-time, contract,
self-employed – Unpaid work: housework and caring work, done without pay,
and usually by women.
– Inequality markers (Baird & Heron 2019): working hours gap,
gender pay gap and superannuation gap
– Gender pay gap: measures the difference between the
average earnings of women and men in the workforce
Concepts Page 8The University of Sydney – Superannuation (‘Super’): Retirement savings in Australia,
paid by employer, 10% of salary – Occupational Gender Segregation: describes how the
workforce in Australia is segregated by gender.
– Female dominated industries = healthcare, social assistance,
education and training –Male dominated industries = construction and transport,
mining, electricity, gas, water Concepts continued Page 10The University of Sydney Inequality markers (Baird & Heron, 2019) ? Working Hours Gap: More
women work part-time hours
than men ? Gender Pay Gap: Australian
women earn less than
Australian men ? Superannuation Gap:
Australian women retiring
with less Superannuation than
men Photo by Wesley Tingey Page 11The University of Sydney 1. Working Hours Gap Women’s Workforce Participation (WGEA 2022) – 59.5% of tertiary education enrollments are women – 47.9% of all employed persons in Australia are women – Yet women make up 68.5% of all part-time employees – Some choose to work part-time – Childcare costs high – Tax incentive structures – Workforce participation rate = 62.1% women and 70.4%
men Inequality Markers (Baird and Heron 2019) Page 12The University of Sydney 2. Gender Pay Gap: measures the difference between the
average earnings of women and men in the workforce
– Equal Pay: equal pay for work of equal or comparable value – Calculated yearly by WGEA using ABS data
13.8 % National Gender Pay Gap (WGEA 2022) – Women’s average weekly ordinary full-time earnings across
all industries and occupations = $1591.20 vs men’s at
$1846.50 (difference of $255.3 per week) Inequality Markers (Baird and Heron 2019) Page 19The University of Sydney We will explore more on this topic in tutorials What factors may be contributing to the gender pay
gap? Page 24The University of Sydney Link between men’s contribution to unpaid domestic work and
gender equality: – Women can work more hours in paid work – Decreases within household gender pay gap – Shifts societal norms around gender roles – Benefits to children, girls, fathers, organisations and society – Daughters of mothers who worked more likely to earn higher
incomes
– Father benefits: health, wellbeing, better relationships with
children –Organisations: productive employees, satisfied with worklife
balance Women’s disproportionate share of unpaid domestic
and caring work Page 25The University of Sydney – Workplace flexibility and paternity leave encourage men’s
participation in unpaid domestic work
– And, recent research in Australia has found that young men have
a desire to be involved fathers (Hill et al 2019) –Workplace flexibility – Paternity leave is time men take off upon the birth of the child
– Yet uptake of both workplace flexibility and paternity leave by
men are low in Australia (Borgkvist et al 2018; Moran &
Koslowski 2019, WGEA 2020) Men’s access to and uptake of workplace flexibility
and paternity leave Page 26The University of Sydney – Men face barriers when they try to access due to: – Ideal/Universal worker norm (Acker 1990) – Co-worker/managerial perceptions (Borgkvist et al 2018) – Flexibility stigma (Coltrane et al 2013) – Reserved for women (Crabb 2019, Borgkvist et al 2018,
Coltrane et al 2013; Rehel 2014). – Men, the gig economy, flexible work and gender roles Men’s access to and uptake of workplace flexibility
and paternity leave Page 27The University of Sydney 1. Working Hours Gap 2. Gender Pay Gap 3. Superannuation Gap Back to the Inequality Markers… (Baird & Heron
2019) Page 28The University of Sydney 3. Superannuation Gap Superannuation (‘Super’): Retirement savings in Australia, paid
by employer, 11% of salary Superannuation gap = 20.5% (WGEA 2020) – More elderly women living in poverty
– Increase over 30% in homelessness of elderly women – Lower levels of financial literacy make money management
difficult
One more gap: Leadership Gap
Inequality Markers (Baird and Herson 2019) Page 29The University of Sydney – Inequality markers perpetuated by policy, gender norms and
organistions that favour the ideal/universal worker – Women do more unpaid caring and domestic work than men – There is a link between men’s participation in domestic and
caring work and gender equality – When men try to access enablers of this (flexible work and
parental leave) they face barriers – Recent research finds that young Australian men want to
participate in unpaid work; organisations shifting policies around
this – helps both men and women! – But the current state still plagued by inequality markers: hours
gap, gender pay gap and Superannuation gap – …And leadership gap! To conclude men and women at work Page 40The University of Sydney Questions? The University of Sydney Thank You!