Running Head: GENDER AND THE EMPLOYMENT RELATIONS SYSTEM        1
GENDER AND THE EMPLOYMENT RELATIONS SYSTEM    2
MAN6708 ASSESSMENT 3 – TEAM REPORT
PARLIAMENTARY INQUIRY INTO GENDER AND THE EMPLOYMENT RELATIONS SYSTEM
Table of Contents
Introduction    3
1) Impact of Australia’s Employment Relations (ER) Actors on Gender Equity in Australian ER    3
2) Changes to Present ER System to Improve Gender Equity in ER such as changes to--    4
i) Fair Work Act & Operation of Fair Work Commission    4
ii) Other Federal Laws Relevant to ER System    5
iii) Practices of the State as Employer    6
3) Recommendations for State Action to Improve the Situation    6
Conclusion    7
References    8
    
    
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Introduction
Inequality, whether based on cast, colour, creed or gender, is an unmoral and therefore, it should not be performed. However, Australian men, women, transgender and non-binary people all face gender inequality at work places. Here, the discrimination is not done because of work efficiency; instead, people are being kept under distinct categories based upon their gender. Therefore, pay variations, workload imbalances and many other issues are common in Australian work places. Government though have implied numerous acts in order to eradicate this issue and maintain a sense of equality however, all of them may or may not have been proved successful.
1) Impact of Australia’s Employment Relations (ER) Actors on Gender Equity in Australian ER
Australia has been facing the gender inequality issues from long span of time and these have also persisted among the workplaces and employment relations. Gender inequality is basically the discrimination in the basis of gender, which can be performed during the hiring processes, pay roll deciding processes or even during the distribution of work. It has been found that most of the workplace gender discrimination has been found among the above-mentioned 3 areas (The Australia Human Rights Commission, 2011). There are several actors or carriers that may promote or limit the gender equity in employment relations and these include state, employers, workers and unions.
The country has always been found associated with the promotion of the gender equity at the workplace and this is because the states always want to maintain a sense of peace and harmony among the resident and these issues create a sense of biasness as well as can even promote violence among the residents. Therefore, in order to promote gender equity there has been numerous acts and legislations implied by the government.
    However, Dockery and Buchler (2016) mentioned that employers and workers themselves have been found to be associated in the creation of gender inequality in employment relations. Employment areas such as the construction and mining areas have been found to incorporate more males as compared to females. A similar statistic have been observed from the industrial occupational segregation however, areas like healthcare, social care, educations and training have been found to incorporate more females than males.
Therefore, an occupational segregation has been created among male and female dominated working areas. Further, unions have also been found to be indulged with the promotion of gender biasness by raising issues related to percentage of members within the union such as if a union contains ore male members they are found to have demands, which are more focused around the male category despite of the total workers at the work area. Charlesworth and Macdonald (2015) supported this with the view that a similar pattern has also been found among the legislative decision makers of the state while making employment laws.
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