Inequality in pay rates is an act of sexual discrimination . Historically it was assumed that women had either their fathers or their husband to financially support them. If a woman worked it was decided by the men in positions of power that they required less to live on. The idea that the male bread winner worked full time to provide for the family remains today, no matter how irrelevant. Because male dominated unions have been larger and stronger than unions for jobs performed predominantly by women, women workers have often been treated less favourably under awards and agreements than male workers. Discrimination of this type, is now unlawful, under the “Sexual Discrimination Act” and “Industrial Relations Reform Act” of 1984. Yet even today woman working full time currently average about 2/3 of men’s earnings overall in Australia. The major factor contributing to this is the traditional undervaluing of woman’s skills and the part time nature of work opportunities available to women. Also because woman’s career paths may be interrupted for motherhood, to bear and raise children, a job grossly undervalued by society as a whole.
Up until 1969 it was the law in many occupations that women doing the same job as men got 25% less pay. During 1966 a “marriage bar” in the Commonwealth Public Service was lifted, this allowed married women access to permanent employment in the public service, teaching and banking positions. Thus our almost exclusively male elected representatives were at last considering equality between the sexes in the workforce. It has taken a lot longer to go from a position of consideration to action.
Today public servants continue to enjoy higher wages on average than private sector workers at $61,500.00 compared to $54,200.00. The Australian Bureau of Statistics have found on average, the full time earnings of men is $10,000.00 per annum more than women. Of the 16 industrial categories in the latest survey of 2007, women continue to earn less than men at every level. The inequality continues with 56% of all women are in the labour force, while in the overall labour force 45% are female.
The picture is far worse for indigenous women and women from other ethnic backgrounds, as not only may their own culture discriminate against them so does the financial sector. Culturally and linguistically diverse women and those less educated can be easily exploited in the workplace by unscrupulous employers using cheap labour in the manufacturing industry. Sweat shops, production line factory work and piece meal jobs are all such places where minority groups of females are used and abused.
The battle for equal pay in the workforce for women continues today.
REFERENCE
Haralambos, M(1996) “Sociology: Themes and Perspectives”
Addison, Wesley,Longman. Melbourne
Summers, Anne(1975) “Damned Whores and God’s Police”
Penguin. Camberwell Vic
http://www.worksite.actu.asn.au
http://www.aar.com.au/about/women/art.htm
Compiled by Avril Moores
Sunday, August 26, 2007
Sexual Harassment
Sexual Harassment is a form of sex discrimination. It is against the law.
Sexual Harassment can be defined as a verbal or physical behaviour that has a sexual element, is unwelcome and non-reciprocated and can be understood to offend, humiliate or intimidate. Sexual harassment affects all women in Australian Society.
Sexual harassment comes in many forms this may include:
Sexual harassment comes in many forms this may include:
- unwelcome jokes and comments of sexual nature
- leering and whistling
- displaying of offensive pictures and publications
- subtle or explicit requests for sexual activity
- unwanted and unnecessary physical contact;
such as touching, patting, stroking, pinching. - offensive messages by email, telephone, faxes, notes
- staring or leering
- unnecessary familiarity such as deliberately brushing up against you
- intrusive questions about your private life
- insults or taunts based on your sex
The Federal Sex Discrimination Act makes it unlawful to sexually harass another person in many circumstances, including at work.
It can effect work performance and opportunities, create a hostile or unpleasant environment, make employees feel insecure and anxious, reflect on the reputation of the company, be costly for employers in terms of time, money and other resources when having to deal with and resolve complaints.
Federal Sex Discrimination Commissioner Pru Goward said there was a high personal cost for the victims, who were 95% women.
By the time they report the offence to the Human Rights & Equal Opportunity Commission 67% have already left the employer through dismissal,
redundancy or resignation.
A further 10% are on unpaid or sick leave or workers compensation.
The following links provide further information about sexual harassment.
Anti discrimination Board NSW
http://www.lawlink.nsw.gov.au/lawlink/adb/ll_adb.nsf/pages/adb_harassment
Anti Discrimination Commision, QLD
http://www.adcq.qld.gov.au/pubs/sexharr.html
Compiled by Christine Hamilton
It can effect work performance and opportunities, create a hostile or unpleasant environment, make employees feel insecure and anxious, reflect on the reputation of the company, be costly for employers in terms of time, money and other resources when having to deal with and resolve complaints.
Federal Sex Discrimination Commissioner Pru Goward said there was a high personal cost for the victims, who were 95% women.
By the time they report the offence to the Human Rights & Equal Opportunity Commission 67% have already left the employer through dismissal,
redundancy or resignation.
A further 10% are on unpaid or sick leave or workers compensation.
The following links provide further information about sexual harassment.
Anti discrimination Board NSW
http://www.lawlink.nsw.gov.au/lawlink/adb/ll_adb.nsf/pages/adb_harassment
Anti Discrimination Commision, QLD
http://www.adcq.qld.gov.au/pubs/sexharr.html
Compiled by Christine Hamilton
Sunday, August 19, 2007
Domestic Violence
Domestic Violence is a behaviour within a domestic relationship which involves an abuse of power. It encompasses a range of behaviours including intimidation, coercion, emotional abuse, financial abuse, sexual abuse, physical abuse, isolation and psychological manipulation.
Domestic violence is sometimes called “family violence” and when a person needs protection from another person they can apply for an Apprehended Violence Order.
There are many psychological and practical barriers faced by women who are victims of domestic violence when dealing with domestic violence services and the legal system.
These may include:-
· Fear of reprisal
· Feelings of shame
· Responsibility for children
· Concerns about financial consequences
· Lack of knowledge of the legal system
The Women’s Domestic Violence Court Assistance Schemes and other domestic violence services have Access and Equity Policies to assist:-
· Aboriginal and Torres Strait Islander women
· Immigrant and refugee women
· Lesbian or bisexual women
· Women with disabilities
· Older women
· Younger women
· Geographically and socially isolated women
Some forms of domestic and family violence include:
Psychological Abuse: Threats of violence or death, emotional and verbal abuse which threatens, degrades or insults you.
Sexual Abuse: Being forced to have sex (rape) or being forced to participate in other sexual acts.
Physical Assault: Punching, hitting, kicking, pushing, slapping, choking or the use of weapons.
Social Abuse: Being stopped from seeing friends and family.
Economic Abuse: Having no access to, or control over money and other resources.
If you are experiencing domestic or family violence you may feel:-
· Constantly fearful and anxious, feeling “on edge”.
· Like you have lost belief in yourself and who you are.
· Isolated and alone.
· Pain and suffering from physical injuries.
Domestic Violence is not a private matter. It is the responsibility of the whole community. The attitudes which allow criminal behaviour to pass unnoticed must be overcome. Most important is to ensure that men accept responsibility for the attitudes and behaviour that lead to violence and they work actively to change these.
The early 1980s saw an increasing awareness of the issue of violence in the home within both the community and governments across Australia.Perhaps the most difficult area of social change is attitudinal. Attitudes are shaped by socialisation processes and constantly reinforced by our culture.
Thus it can be shown that domestic violence has its roots in a power imbalance between the genders. Only when an attitudinal change takes place within our society will the issue of domestic violence diminish.
REFERENCE:
Crawford V. & Neville M.(2004) – “Hot Topic No. 47” Library Council of NSW.Family Violence Professional Education Taskforce (1994)
“Family Violence Everybody’s Business Somebody’s Life” The Federation Press Pty. Limited, Leichhardt,NSW.
Tweed Shire Women's Servic Inc. Information for Women.
TO SEEK HELP: The numbers and websites below can link you to information sources and advice.
24 Hour Crises Line: NSW 1800 656 463 QLD 1800 811 811
http://www.reachout.com.au/
http://www.tswomen.org.au/contact.html
http://www.well-spring.com.au/communityservices.html
http://ofw.facsia.gov.au/womens_safety_agenda/australia_says_no.htm
Compiled by Jenny Lynch
Domestic violence is sometimes called “family violence” and when a person needs protection from another person they can apply for an Apprehended Violence Order.
There are many psychological and practical barriers faced by women who are victims of domestic violence when dealing with domestic violence services and the legal system.
These may include:-
· Fear of reprisal
· Feelings of shame
· Responsibility for children
· Concerns about financial consequences
· Lack of knowledge of the legal system
The Women’s Domestic Violence Court Assistance Schemes and other domestic violence services have Access and Equity Policies to assist:-
· Aboriginal and Torres Strait Islander women
· Immigrant and refugee women
· Lesbian or bisexual women
· Women with disabilities
· Older women
· Younger women
· Geographically and socially isolated women
Some forms of domestic and family violence include:
Psychological Abuse: Threats of violence or death, emotional and verbal abuse which threatens, degrades or insults you.
Sexual Abuse: Being forced to have sex (rape) or being forced to participate in other sexual acts.
Physical Assault: Punching, hitting, kicking, pushing, slapping, choking or the use of weapons.
Social Abuse: Being stopped from seeing friends and family.
Economic Abuse: Having no access to, or control over money and other resources.
If you are experiencing domestic or family violence you may feel:-
· Constantly fearful and anxious, feeling “on edge”.
· Like you have lost belief in yourself and who you are.
· Isolated and alone.
· Pain and suffering from physical injuries.
Domestic Violence is not a private matter. It is the responsibility of the whole community. The attitudes which allow criminal behaviour to pass unnoticed must be overcome. Most important is to ensure that men accept responsibility for the attitudes and behaviour that lead to violence and they work actively to change these.
The early 1980s saw an increasing awareness of the issue of violence in the home within both the community and governments across Australia.Perhaps the most difficult area of social change is attitudinal. Attitudes are shaped by socialisation processes and constantly reinforced by our culture.
Thus it can be shown that domestic violence has its roots in a power imbalance between the genders. Only when an attitudinal change takes place within our society will the issue of domestic violence diminish.
REFERENCE:
Crawford V. & Neville M.(2004) – “Hot Topic No. 47” Library Council of NSW.Family Violence Professional Education Taskforce (1994)
“Family Violence Everybody’s Business Somebody’s Life” The Federation Press Pty. Limited, Leichhardt,NSW.
Tweed Shire Women's Servic Inc. Information for Women.
TO SEEK HELP: The numbers and websites below can link you to information sources and advice.
24 Hour Crises Line: NSW 1800 656 463 QLD 1800 811 811
http://www.reachout.com.au/
http://www.tswomen.org.au/contact.html
http://www.well-spring.com.au/communityservices.html
http://ofw.facsia.gov.au/womens_safety_agenda/australia_says_no.htm
Compiled by Jenny Lynch
The Glass Ceiling
The issue of the “glass ceiling” was brought on by women feeling that they had little chance of reaching high executive positions because of their perception that they are less knowledgeable and qualified than men.
It has taken almost three decades for women, after starting business careers to finally climb the corporate ladder, mainly due to lack of facilities, inflexible work arrangements, insufficient facilities for childcare and often unsupportive partners.
Women only occupy 12% of top managerial jobs in Australia, despite making up 45% of the workforce.
The main problem is that there is a prevalent notion of a “committed employee” – that is a person who can work long hours, travel and be accessible twenty four hours, seven days a week. Sadly, this does not match many women’s lives.
Although women possess unique talents and are hard working, they also have to deal with the “pull” factors unlike their male counterparts, such as the demands and caring of young children, ageing parents and partners. These factors can reduce their opportunities to challenge climbing the corporate ladder or smash the perceived “glass ceiling”.
Australia’s workforce is actually among the world’s most culturally and linguistically diverse. More than 85% of our workplaces are filled with people from more than four nationalities and 28% contain people from more than eleven nationalities. Australia has learned to tolerate, respect and learn from cultural differences.
The growth of Australia’s future in the labour force is going to be in countries with non-caucasian populations. Therefore, Australian Managers, working both in Australia and abroad will be dealing with labour forces which are quite different from those in the past.
I believe that most Australian employers don’t realize that they are pushing some very valuable women out of the workforce due to their, (the employer’s), inflexibility and also to their lack of acknowledgement and the understanding of Australian women’s needs.
I would like to see ongoing strategies such as worker attitude friendly programs implemented. If some of these changes take place, then both family and partners would be more likely to provide more emotional support to their women in their quest to break through the “glass ceiling”. And if the general public’s mindset could make changes, (including women) and start doing things differently to provide and encourage more opportunities for intelligent, committed and hard working women, then, maybe, at last women can finally achieve their long sought after goals in order to obtain the success they deserve. These days, we are not alone.
Links:
http://www.careerone.com.au/jobs/job-search/glass-busters
http://www.womensnetwork.com.au/
Zonta Club: www.zonta.org
http://www.bpw.com.au/
Compiled by Jeanette Cousins
It has taken almost three decades for women, after starting business careers to finally climb the corporate ladder, mainly due to lack of facilities, inflexible work arrangements, insufficient facilities for childcare and often unsupportive partners.
Women only occupy 12% of top managerial jobs in Australia, despite making up 45% of the workforce.
The main problem is that there is a prevalent notion of a “committed employee” – that is a person who can work long hours, travel and be accessible twenty four hours, seven days a week. Sadly, this does not match many women’s lives.
Although women possess unique talents and are hard working, they also have to deal with the “pull” factors unlike their male counterparts, such as the demands and caring of young children, ageing parents and partners. These factors can reduce their opportunities to challenge climbing the corporate ladder or smash the perceived “glass ceiling”.
Australia’s workforce is actually among the world’s most culturally and linguistically diverse. More than 85% of our workplaces are filled with people from more than four nationalities and 28% contain people from more than eleven nationalities. Australia has learned to tolerate, respect and learn from cultural differences.
The growth of Australia’s future in the labour force is going to be in countries with non-caucasian populations. Therefore, Australian Managers, working both in Australia and abroad will be dealing with labour forces which are quite different from those in the past.
I believe that most Australian employers don’t realize that they are pushing some very valuable women out of the workforce due to their, (the employer’s), inflexibility and also to their lack of acknowledgement and the understanding of Australian women’s needs.
I would like to see ongoing strategies such as worker attitude friendly programs implemented. If some of these changes take place, then both family and partners would be more likely to provide more emotional support to their women in their quest to break through the “glass ceiling”. And if the general public’s mindset could make changes, (including women) and start doing things differently to provide and encourage more opportunities for intelligent, committed and hard working women, then, maybe, at last women can finally achieve their long sought after goals in order to obtain the success they deserve. These days, we are not alone.
Links:
http://www.careerone.com.au/jobs/job-search/glass-busters
http://www.womensnetwork.com.au/
Zonta Club: www.zonta.org
http://www.bpw.com.au/
Compiled by Jeanette Cousins
Sunday, August 12, 2007
RU486
Until recently in Australia the only option for women seeking an abortion is surgical abortion. This involves anaesthetic and the use of vacuum extraction. This method has risks like most surgical procedures, but is generally carried out with no problems.
However there is an alternative called a medical abortion. A medical abortion is performed using the drug RU486. This drug blocks the receptors of progesterone which is needed to sustain a pregnancy. Then prostaglandin is used to cause the uterus to contract and expel it contents (much like a miscarriage). RU486 is usually used before 9 weeks gestation.
RU 486 is still not generally available in Australia. Only two doctors in the whole of the country have been granted the right to use the drug. One of them is Dr Caroline De Costa, Professor of Obstetrics and Gynaecology at James Cook University who also runs a Cairns based practice. RU486 is endorsed by countries such as US, UK, Finland, Ireland Germany, NZ, Sweden and China.
There have been controlled trials of the drug and many studies done on its effectiveness and safety and more studies are currently being undertaken. But it has effectively been banned from Australia because of the “red tape” created by parliament. The cost and effort for a drug company to apply for a licence to bring it into Australia is prohibitive and so none have applied.
For more information on RU486, go to the following links:
http://search.abc.net.au/search/search.cgi?query=ru486&sort=&collection=abcall&form=simple
www.aph.gov.au/LIBRARY/pubs/rn/2005-06/06rn19.htm
www.abc.net.au/health/thepulse/s1246252.htm
However there is an alternative called a medical abortion. A medical abortion is performed using the drug RU486. This drug blocks the receptors of progesterone which is needed to sustain a pregnancy. Then prostaglandin is used to cause the uterus to contract and expel it contents (much like a miscarriage). RU486 is usually used before 9 weeks gestation.
RU 486 is still not generally available in Australia. Only two doctors in the whole of the country have been granted the right to use the drug. One of them is Dr Caroline De Costa, Professor of Obstetrics and Gynaecology at James Cook University who also runs a Cairns based practice. RU486 is endorsed by countries such as US, UK, Finland, Ireland Germany, NZ, Sweden and China.
There have been controlled trials of the drug and many studies done on its effectiveness and safety and more studies are currently being undertaken. But it has effectively been banned from Australia because of the “red tape” created by parliament. The cost and effort for a drug company to apply for a licence to bring it into Australia is prohibitive and so none have applied.
For more information on RU486, go to the following links:
http://search.abc.net.au/search/search.cgi?query=ru486&sort=&collection=abcall&form=simple
www.aph.gov.au/LIBRARY/pubs/rn/2005-06/06rn19.htm
www.abc.net.au/health/thepulse/s1246252.htm
Compiled by Debbie Flaherty
Abortion
This short article is intended to inform women about abortion, it is not for abortion or against it, it will provide a few facts about abortion and some useful website links and other avenues for finding out more information or getting help.
SOME FACTS ON ABORTION IN AUSTRALIA
- 80 000 to 100 000 abortions are performed every year, representing one abortion for every four pregnancies.
- Around one in three Australian women will undergo an abortion.
- Studies show that between half to two thirds of all women presenting for abortion were using contraception at the time.
- The Health Insurance Commission funds most abortions through Medicare.
- Only a limited number of hospitals will perform abortions as they tend to follow the law stringently, whereas freestanding clinics tend to interpret the law more broadly.
The typical profile of a woman receiving an abortion is;
* In her 20’s
* Single
* Childless
* Well educated
* Employed
A major obstacle for Australian women facing the decision of having an abortion is the discrepancies in the abortion legislation from state to state.
In most states abortion is still considered a criminal act, it is only lawful if certain criteria are adhered to, for example;
A doctor who performs an abortion is excused (from criminal prosecution) if two doctors agree that:
- the continuance of the pregnancy would involve greater risk to the life, physical or mental health of the woman or
- the wellbeing of existing siblings is under threat if the pregnancy were to continue;
- or that there is a substantial risk that any child born would be seriously physically or mentally handicapped.
There is also a provision excusing abortions performed by doctors in emergencies.
SOME USEFUL SOURCES FOR INFORMATION AND HELP
http://www.ncahs.nsw.gov.au/womens-health/index.php?pageid=555&siteid=180 this is a link to the Tweed Valley/ North Coast Area Health Service. Really useful for obtaining help in your local area.
HEALTH INFORMATION FOR WOMEN including Pregnancy Counselling and Family Planning:
· Tweed Heads (07) 55067540
· Murwillumbah (02) 66709400
· Kingscliff (02) 66749500
For further information contact:
Women’s Health Nurse, Tweed Heads Community Health
Florence St, Tweed Heads 2485 NSW
Ph (07) 55067540
Compiled by Fiona King
Subscribe to:
Posts (Atom)