Our research into work and organisations shows that there is still a long way to go to #breakthebias. Prior studies, including our own, show that:
- Australian women still earn, on average, $25,800 less per year than men for full-time work.
- More women work in industries where jobs are under-valued and lower paid.
- There are fewer women than men in senior roles in all industries.
- Women are less likely than men to understand and fully access employee benefits, including ways to maximise their superannuation.
- Women, especially those engaged in part-time or flexible work, are less likely than men to access work-based training and promotions.
- Women working in the gig economy are also earning less than men working in the gig economy.
- Women usually take on more unrewarded and unrecognised roles and tasks in the workplace and at home.
- More women than men lost their jobs during the COVID-19 pandemic and women faced additional caring responsibilities while schools and childcare facilities were closed.
- During the pandemic, there have been frequent articles and social media posts offering women tips for managing their work-life balance, such as ‘be more organised’, ‘wake up earlier’, ‘think positively’ or ‘focus on self-care’. This type of advice places the onus on individual women to address problems that result from historic and systemic gender inequalities.
Gender equity must stay at the top of the agenda for governments and organisations. The good news is that there is evidence to support changes to work and organisational systems and structures to improve gender equity. We can #breakthebias by:
- Ensuring adequate and affordable access to childcare.
- Addressing pay inequality by analysing pay gaps in organisations to ensure that men and women doing the same or comparable work are paid the same amount.
- Ensuring organisational support through policies that encourage gender equity in pay, reward and career opportunities.
- Reducing the stigma of flexible working through genuine manager/supervisor support for flexible work for all workers (men and women).
- Providing greater access to more flexible work options at senior management levels.
- Improving and de-stigmatising access to paternity leave, carer’s leave and flexible work for men so they can fully participate in family life without fear of negative career consequences.
- Encouraging more women to enter traditionally male-dominated industries and professions and addressing the barriers to participation in these workplaces.
Research being undertaken through the Australian Cobotics Centre is investigating how new forms of collaborative robotic technology can improve gender diversity by improving jobs, opening new career paths, and providing opportunities for more women to enter industries such as advanced manufacturing. Click here to learn about the Australian Cobotics Centre Program 5 (Human-Robot Workforce).
By Dr Melinda Laundon and Dr Penny Williams, Australian Cobotics Centre, Human-Robot-Workforce Program
