# data[].attributes.body
Equality - the state or quality of being equal and correspondence in quantity, degree, value, rank, or ability. (Dictionary.com, 2019)

Reproductive - The process of reproduction, example relevant to gender equality is a female's reproductive organs. (REPRODUCTIVE | Meaning in the Cambridge English Dictionary, n.d.)

Gender-responsive budget - A budget that works for everyone (women and men, girls and boys) by ensuring gender-equitable distribution of resources and by contributing to equal opportunities for all. Gender-responsive budgeting is essential both for gender justice and for fiscal justice. (A Guide to Gender-Responsive Budgeting, n.d.)

Sexism - any form of prejudice or discrimination based on sex or gender, usually against women and girls. (Masequesmay, 2022)

Discrimination - when a person, or a group of people, is treated less favorably than another person or group because of their background or certain personal characteristics. This is also known as ‘direct discrimination’. Personal characteristics can include:

·       Age

·       Disability

·       Race, including color, national or ethnic origin or immigrant status

·       Sex, pregnancy, marital or relationship status, family responsibilities or breastfeeding

·       Sexual orientation, gender identity or intersex status.
(Australian Human Rights Commission, 2020)

Pay gap - The difference between the average pay of two different groups of people. The most common example of a pay gap is the gender pay gap between men and women. (Cambridge Dictionary, 2019)

Disparities - A lack of equality or similarity, especially in a way that is not fair. (Disparity, n.d.)

Diversity - the condition of having or being composed of differing elements, especially the inclusion of people of different genders or racial groups. (Merriam-Webster, 2022)

Gender mainstreaming - a policy approach that takes into account both male and female interests. It was established as a strategy in international gender equality policy through the Beijing Platform for Action, adopted at the 1995 Fourth United Nations World Conference on Women. (Council of Europe, 2014)

Inclusion - when a diversity of people (e.g. of different ages, cultural backgrounds, genders) feel valued and respected, have access to opportunities and resources, and can contribute their perspectives and talents to improve their organization. (Diversity Council Australia, 2019)

Structural Change - A dramatic shift in the way an industry or market functions, usually brought on by major economic developments. A change that effects the entire industry. (Ganti, 2021)

Intersectional disadvantage - A form of discrimination, sometimes referred to “intersectionality". It explains how people may experience overlapping forms of discrimination or disadvantage based on attributes such as:

·       Aboriginal

·       Age

·       Disability

·       Ethnicity

·       Gender identity

·       Race

·       Religion

·       Sexual orientation

(Applying Intersectionality | Commission for Gender Equality in the Public Sector, n.d.)

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Immanuel Kant's Ethical Theory priorities the humanity of people as well as the rules of a society of which people live, and places the upmost moral value on those established rules even if they may vary from different cultures, locations and civilizations. In simple terms, Kant's belief on what behaviour is ethical is whatever the rules of the certain place are, and if one breaks those rules even if believed to be for a morally virtuous reasoning, it is deemed unethical.

Kant's ethical theory is both of benefit and disadvantage to the United Nation's Sustainability Development Goal of Gender Equality. In the cases of sexual harassment in the workplace, roughly 74% of countries in the world - including Australia - have laws prohibiting sexual harassment (The World Bank, Global and Regional trends in Women's legal protection against Domestic Violence and Sexual Harassment, 2018). This means that when following Immanuel Kant's ethical theory, it can be concluded that the sexual harassment of women in the workplace is inherently wrong and unethical as it is deemed illegal and punishable. However, according to the UN's SDG website, currently only 57% of women aged 15-49 are making their own informed decisions on sex (sdgs.un.org, 2021), which is directly contradictory to Kant's ethical theory in the case where everyone's humanity should be respected, not violated. In regard to the discrimination of women, the UN has stated that at the world's current pace, it would take approximately 40 years for men and women to be represented equally in National Leadership jobs (sdgs.un.org, 2021), which is in direct contradiction to current job regulations which suggest that anyone and everyone has a fair and equal chance to attain a job they are qualified for.

Whilst Laws, rules and regulations are largely beneficial factors towards minimising sexist discrimination and sexual harassment, as previously stated there are still many situations where those laws are violated and the victims are left with the consequences.

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The ethics of care is an ethical framework that places a strong emphasis on developing relationships, having empathy, and being receptive to the needs of others. It challenges traditional ethical theories that put emphasis on impartial principles or universal laws and instead emphasise the specific connections and situations in which moral judgments are created. The ethics of care acknowledges the connections between people and the significance of interpersonal connections in determining ethical standards. It emphasises the significance of appreciating and respecting the experiences, viewpoints, and needs of people based on their gender in the context of gender equality. It encourages empathy and understanding while refuting outdated gender norms and assumptions that could otherwise support inequality. The importance of interactions and circumstances in making ethical choices is emphasized by the ethics of care. It recognises that supportive connections are necessary for people to be happy and grow. It argues for acknowledging and resolving the social structures, institutional prejudices, and power discrepancies that lead to inequality in the context of gender equality. It emphasises the necessity of developing welcoming and compassionate communities that encourage the independence and empowerment of people of all genders. According to the ethics of care, caring for others should always be prioritised as a core moral principle. This includes taking care of oneself and others. It emphasises the significance of protecting the rights and well-being of people of all genders, promoting equality of opportunity, and catering to the special requirements and difficulties experienced by women, girls, and gender minorities in the context of gender equality. The ethics of care emphasises the uniqueness and complexity of relationships rather than objective standards and principles. It questions the idea that a "one-size-fits-all" approach to gender equality and emphasises the significance of recognising the particular experiences and vulnerabilities related to gender. It promotes the development of considerate and situationally suitable solutions for achieving equality as well as an informed awareness of gender issues. In relation to ethics of care to the UN's goal of gender equality, it provides a valuable perspective in four ways. The first is recogniton as it recognises the complex structure of relationships, dynamics of power, and social institutions that drive gender inequality and negative consequences. Ethics of care also help improve empathy emphasising empathy as responsiveness, and care for others, especially by recognising and attending to the unique needs and concerns of women, girls, and people of colour of different genders are promoted by the theory. Additionally this theory advocates for policies that encourage work-life balance, affordable childcare, and social support networks while acknowledging the value and significance of care work and challenging established gender norms. Moreover this also encourages group efforts and cooperation amongst people, groups, and organisations in order to minimise gender roles, advance gender equality, and develop welcoming and empowering environments for people of all genders.

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An important issue in relation to gender equality is the previously mentioned lack of access to education for girls in some parts of the world. According to estimates, there are 129 million girls out of school in developing countries. Year 12 (Secondary) graduation is only 36% for girls and 44% for boys. (The World Bank, 2022)

Potential solutions can be to build schools, provide supplies and train teachers. There are hundreds of organizations that work with intergovernmental organizations and dedicate themselves to improving education in developing countries. An example of which is buildOn, an organization which creates learning programs in poor communities in the U.S. and builds schools in developing communities globally. Another example is The Global Partnership for Education (GPE), it supports education, supports and mobilizes others to participate in teacher-training programs. (Solutions to Gain Education Access in Developing Countries, 2017)

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Lack of education

A significant ethical issue in education is gender-based inequality. Keeping discrimination alive and limiting both individual and societal progress is denying girls and women access to education. Equal access to education is an ethical obligation that encourages autonomy and independence for every individual, regardless of gender. Equal educational opportunities help society uphold its principles of justice, fairness, and respect for all people. In addition, education gives women the power to participate in decision-making processes, make educated decisions, and improve society. Girl's and women's power is compromised and their ability to conduct their basic human rights is limited when education is denied to them. In terms of ethics, it is crucial to understand that education has wider implications for the economy and is not only an individual affair.

Sexism

Eliminating sexism is a particularly essential ethical duty in the fight for gender equality. Regardless of gender, everybody should be treated with respect and dignity, according to ethical principles. The values of fairness and justice are jeopardized by the damaging assumptions, discriminatory practices, and unequal treatment that are promoted by sexism. The interconnected nature of gender inequality must be taken into consideration in ethical analysis, and it must be acknowledged that women from marginalized areas may face aggravating discrimination because of things like colour, class, or other social identities. A detailed and inclusive strategy for eliminating gender inequality must take into consideration and address these interconnected forms of oppression. Moreover, change that is sustained requires confronting and altering society as a whole and attitudes. Dismantling cultural and gender stereotypes, developing inclusive cultures that celebrate diversity, and promoting equality of opportunity and treatment for all people are all necessary components of ethical action. We can build a society that respects each person's independence, encourages gender equality, and does away with sexism by promoting cultural change.

Disparities in government

Equal representation of all genders in governing and decision-making organisations is encouraged by ethical ideals. Since policies and decisions might fail to consider marginalised groups' needs and viewpoints into consideration, a lack of representation reinforces gender inequity. Governments fulfil their moral obligation to uphold justice, fairness, and inclusivity by encouraging equal representation.  Another moral requirement for resolving inequalities in governance is the inclusion of gender. In order to ensure that the effects of actions on all genders are assessed and addressed, governments must incorporate gender considerations into all policies and procedures. With the goal of achieving greater equity in results, this strategy allows for an equal distribution of resources, opportunities, and benefits between genders. Last but not least, overcoming discrimination based on gender through ethical governance requires accountability and openness. Governments must live up to their promises to promote gender equality, and procedures for tracking results and reporting should be put in place. Transparent practises promote trust and improve society by ensuring that gender inequities are recognised and addressed.

Cultural change

The lack of cultural change has made gender equality more difficult to achieve by maintaining social prejudices, limiting opportunities, and upholding old gender roles and stereotypes. Cultural norms that divide responsibilities and standards based on gender hinder the development of equality. Men may be discouraged from straying from stereotypically masculine expectations, whereas women can face challenges to pursuing careers outside of caring for others. This social stagnation discriminates against gender minorities and normalises harmful practises like discrimination based on gender. The consequences of this stagnation are broad and have an impact on social and economic advancement. Organisations lose the benefit of the abilities and contributions of women and gender minorities by restricting the potential of a significant percentage of the population, which inhibits innovation and economic growth. Inequality in power and decision-making, especially for women receiving little representation in positions of power, is further aggravated by the lack of cultural change. This disconnect restricts various points of view and could reinforce laws that promote inequality. Additionally, people's mental health and well-being are badly impacted by the lack of cultural change since they may feel under pressure to conform and conceal their true selves. Overall, a more inclusive and equitable society must be established to achieve gender equality.

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In today's society, women face many challenges in what is usually a systemically sexist environment. These challenges vary from day-to-day confrontations such as sexual harassment and discriminatory treatment by co-workers, to a more encompassing issue of a pay gap/unfair pay.

Women are already facing a disadvantage in society in a cultural sense, being forced to deal with unrealistic beauty standards, pre-conceived societal roles as a carer for their husbands and children as well as the fear of being preyed upon by men when outside the comfort of their own home. When it comes to the workplace, their situation is quite similar.

Discrimination of Women in the Workplace

In most organisations, there remains an ongoing issue of discrimination, where women are denied roles of authority more often than not, even in the case where women are more qualified for the job than their male counterparts. According to the Australian Workplace Gender Equality Agency, women represent only 19.4% of CEOs, 34.5% of Key Management personnel, 31.2% of Directorships and 17.6% of Chair Positions (wgea.gov.au, 2021). These statistics demonstrate a clear prejudice against women in favour of men, reserving overall higher paying and more authoritarian 'power' in comparison to women.

One of the more common beliefs in regard to women being overlooked for management positions is that they are seen as 'too emotional' (Brescoll, Leading with Their hearts? How Gender Stereotypes of Emotion Lead to Biased Evaluations of Female Leaders, 2016) for the responsibility of managing others, an outdated and inherently sexist viewpoint that doesn't take into account the person's skill set, work ethic, experience, etc. This stereotype has been deeply rooted in the world's history, with even such figures as former United States of America President Richard Nixon stating, "I don't think any woman should be in any government job. The main reason is because they are erratic. And emotional." (Clymer, 2001). Furthermore, former U.S Presidential Candidate Hillary Clinton has spoken out in regards to the effect these biases and stereotypes have had on her, her career and other women around her, stating "As a woman, you will have to be aware for how people will judge you for being, quote, 'emotional'. So it's a really delicate balancing act." (Clinton, 2016).

There is also clear evidence where women are overall being paid less than men due to discriminatory barriers preventing them from being able to find and secure a job on the basis that they are a woman. The Workplace Gender Equality Agency reports that the national gender pay gap is 13.3%, meaning that for every $1 a man makes, a woman will only make 87 cents. On a larger scale, the average woman working full-time makes $1,653.60 per week, which is $253.50 less than men who on average will earn $1,907.10 cents based purely off their gender (wgea.gov.au, 2023).

Sexual Harassment in the Workplace

Women have long been the targets for Sexual Harassment, and in worse cases, Sexual Assault, in both society and the workforce. Sexual Harassment is defined as, 'Sex-based harassment, such as verbal put-downs, abusive remarks and marginalising or exclusive behaviours on the basis of gender.' (McDonald, 2012). Evidence gathered over the years has clearly concluded that women are subject to more counts of Sexual Harassment than men, with American estimates revealing that 40-75% of women experience or have experienced sexual harassment in comparison to a much lower percentage for men being 13-31% (Aggarwal and Gupta, 2000).

The right to one's body and the right to give or refrain from giving consent is a fundamental human right, one that is statistically often violated and disrespected for women by men. Such a violation of a human right is universally deemed as unethical unless one is of a hedonist philosophy where it is acceptable to disregard the rights and wants of another for one's own personal gain.

The mental scarring that women are susceptible to when confronted with sexual harassment is traumatic and can lead to a variety of short-term, long-term and ongoing consequences. The Australian Institute of Family Studies suggest that in the short term, women can suffer from "Anxiety, intense fear and insidious trauma", and in the long-term may experience "Feelings of low self-esteem, PTSD and Suicide Idealisation" (aifs.gov.au, 2011). The trauma suffered may also cause  significant social side-effects for women affected by Sexual Harassment, with reports of interpersonal relationships and work-life balance becoming increasingly difficult for victims, as well as feelings of vulnerability and avoidance of men entirely (aifs.gov.au, 2011).

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A moral and ethical theory known as utilitarianism places a priority on maximising the general pleasure or well-being of the largest number of people. It suggests that the best course of action is the one that results in the most enjoyment or benefit for everyone in society. Utilitarianism can offer a useful viewpoint when it comes to the Sustainable Development Goal (SDG) of gender equality. Equal rights, opportunity, and treatment for people of all genders are the primary objectives of gender equality. Societies are able to benefit from advancing gender equality in a number of ways. The first being studies have shown that gender equality can have a favourable effect on development and economic progress. Economies can gain from higher production, creativity, and competitiveness by empowering women and ensuring their equal participation in the workforce. Gender equality also contributes to social stability by reducing gender-based discrimination, violence, and inequalities. When people feel respected and have equal opportunities, social cohesion, and harmony can be enhanced. Additionally, social cohesion and peace can be improved when people feel valued and have equal access to opportunities.

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Training and Development Officer

https://www.seek.com.au/job/67671671?type=standard#sol=e4bef6915166dd6da68e96dc8e72d379aaf45283

Zonta House Refuge Association is a provider of family and domestic violence services. The role is training and development officer for gender equality and FDV awareness. The applicant will be responsible for providing engaging training for organisations for community groups and the public, continuing improvement of training, participation in national and state committees to improve prevention strategies, create and build existing networking and manage training schedules. Overall, you have the chance to develop educational interventions, increase awareness, and enable people and organisations to fight gender inequality as a training and development officer for gender equality. You can actively support the UN's development goal of gender equality and build a more just and inclusive society by encouraging knowledge and understanding while also addressing the ethical issue of a lack of education around gender equality.

Manager - Inclusion & Diversity

https://www.seek.com.au/job/68066303?type=standout#sol=3fc2a3ccb1b3b7d7b8b46939655315894fc59437

The Queensland Government is looking to hire a manager for inclusion and diversity. The role involves coordinating with internal and external stakeholders to promote the creation and application of practical initiatives and strategies for workplace culture enhancement across the state. In addition to this, directing and managing large-scale, complicated work programs while giving the project team and diversity experts guidance, direction, and support. The applicant will also need to develop specialised cultural change materials, training programs, events, and conferences to promote workplace cultural change efforts throughout the state, while also managing project outcomes within time and budget constraints, which includes managing resources, technologies, and essential systems and procedures that maximise efficiency, effectiveness, and the delivery of high-quality services. Moreover, they will also be required to compose complex submissions, papers, reports, and communications related to attempts to increase diversity and inclusion. By working in this role, you may help your organisation actively advance the UN's aim of gender equality by putting these tactics and initiatives into practice. You may help create an inclusive and equitable workplace that celebrates diversity, respects people, and offers equal opportunity for all employees, regardless of gender, by tackling the moral issue of gender inequality.

Senior Advisor Diversity

https://www.seek.com.au/job/68135679?type=standout#sol=825a324bf20c3ffb9fb4aca063295cd190454f6b

The Australian Sports Commission is seeking applications for the role of senior advisor diversity, equality and inclusion. They are government agencies responsible for supporting sport at all levels and are looking to increase involvement in sport and enable leadership and development in the sector while increasing financial sport. Successful applicants will need to have excellent communication and networking skills so that they can build and maintain close relationships with stakeholders and community groups, especially those from disadvantaged backgrounds. The employee will lead and focus on the ASC Gender Equality Strategy while designing and delivering a wide range of programs from other initiatives. As a senior adviser for diversity and gender equality, you have the power to direct projects that directly address biases and a lack of representation through influencing organisational culture and shaping policy. You support the larger UN objective of attaining gender equality globally by promoting gender equality inside your organisation or institution.

Inclusion & Diversity Coordinator

https://au.indeed.com/Lgbt,-Gender,-Diversity,-Inclusion-jobs-in-Melbourne-VIC?vjk=e510b14ac442dc6f

Stantec is looking for applications for the job of inclusion and diversity coordinator. This role will require you to help implement regional inclusion, diversity, and equity planning. They will also need to assist with employee resource groups and committees while collaborating with business leaders with campaigns. The successful candidate will also be required to support the development of metrics to provide a guide for decision-making and ensure accountability while networking with local corporate partner organisations to deliver initiatives, update programs, and provide training. The employee will help drive organisational change, address prejudice, and increase representation which in turn will fulfil the responsibilities of an inclusion and diversity coordinator and support the UN's aim of gender equality. These activities will contribute to the development of a more varied, equitable, and inclusive workplace that honours and respects people of all genders.

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Shontell, A. (n.d.). 15% Of Women Have Slept With Their Bosses -- And 37% Of Them Got Promoted For It. Business Insider. Retrieved June 16, 2023, from https://www.businessinsider.com/sex-is-killing-the-workplace-2010-8

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The article above writes about how there is a portion of women who rely on sexual favours to please their boss and earn promotions, further demonstrating a sexually exploitative system that preys upon women and the discriminatory biases they face and are forced to deal with to rise through the ranks or even keep their jobs in their own workplace.

Reddy, R (2019) Liberal gender equality and social difference: an institutional ethnography https://www.emerald.com/insight/content/doi/10.1108/IJSSP-06-2019-0114/full/htmlhttps://www.emerald.com/insight/content/doi/10.1108/IJSSP-06-2019-0114/full/html

The author of the journal article above aims to assess the real-life experiences of women in the workforce who have been victims of systemic sexist discrimination, finding that they suffer from effects such as feeling disengaged from their work, being degraded for their role and in some cases an end to their careers.

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Heidenreich, V. (2012). Chapter 5 Why Gender Quotas in Company Boards in Norway – and Not in Sweden? 147–183. https://doi.org/10.1108/s0195-6310(2012)0000029009

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Alam, Md. M., Aliyu, A., & Shahriar, S. (2019). Presenting Women as Sexual Objects in Marketing Communications: Perspective of Morality, Ethics and Religion. SSRN Electronic Journal.
https://doi.org/10.2139/ssrn.3595655

Cuthbert, D., Barnacle, R., Henry, N., Latham, K., Sidelil, L.T. and Spark, C. (2023), "Barriers to gender                                   equality in STEMM: do leaders have the gender competence for change?", Equality, Diversity and Inclusion, Vol. ahead-of-print No. ahead-of-print.

https://doi.org/10.1108/EDI-09-2022-0267

Benefits for STEM. (n.d.). The GiST. https://www.thegist.edu.au/families/why-stem-matters/benefits-for-stem/

Dictionary.com. (2019). the definition of equality. Www.dictionary.com. https://www.dictionary.com/browse/equality

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REPRODUCTIVE | meaning in the Cambridge English Dictionary. (n.d.). Dictionary.cambridge.org. https://dictionary.cambridge.org/dictionary/english/reproductive

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A Guide to Gender-Responsive Budgeting. (n.d.). Oxfam Policy & Practice. https://policy-practice.oxfam.org/resources/rough-guide-to-gender-responsive-budgeting-620429/

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Masequesmay, G. (2022). Sexism. In Encyclopædia Britannica. https://www.britannica.com/topic/sexism

Australian Human Rights Commission. (2020). Discrimination | Australian Human Rights Commission. Humanrights.gov.au; Australian Human Rights Commission. https://humanrights.gov.au/quick-guide/12030

Cambridge Dictionary. (2019, September 25). PAY GAP | meaning in the Cambridge English Dictionary. Cambridge.org. https://dictionary.cambridge.org/dictionary/english/pay-gap

disparity. (n.d.). Dictionary.cambridge.org. https://dictionary.cambridge.org/dictionary/english/disparity

Merriam-Webster. (2022). Definition of DIVERSITY. Merriam-Webster.com.
https://www.merriam-webster.com/dictionary/diversity

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Council of Europe. (2014). What is gender mainstreaming? Gender Equality. https://www.coe.int/en/web/genderequality/what-is-gender-mainstreaming

Diversity Council Australia. (2019). Inclusion. Diversity Council Australia. https://www.dca.org.au/topics/inclusion

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Ganti, A. (2021, January 14). Structural Change Definition. Investopedia. https://www.investopedia.com/terms/s/structural_change.asp

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Applying intersectionality | Commission for Gender Equality in the Public Sector. (n.d.). Www.genderequalitycommission.vic.gov.au. https://www.genderequalitycommission.vic.gov.au/applying-intersectionality

Tardi, C. (2022, June 10). Utilitarianism: What It Is, Founders, and Main Principles. Investopedia. https://www.investopedia.com/terms/u/utilitarianism.asp

D’Olimpio, L. (2019, May 13). Ethics Explainer: Ethics of Care - The Ethics Centre. The Ethics Centre. https://ethics.org.au/ethics-explainer-ethics-of-care/

Training and Development Officer - Gender Equality and FDV Awareness Job in Bentley, Perth WA. (n.d.). SEEK.  https://www.seek.com.au/job/67671671?type=standard#sol=e4bef6915166dd6da68e96dc8e72d379aaf45283

Manager - Inclusion & Diversity Job in Brisbane QLD. (n.d.). SEEK.
https://www.seek.com.au/job/68066303?type=standout#sol=3fc2a3ccb1b3b7d7b8b46939655315894fc59437

Senior Advisor Diversity, Equity and Inclusion Job in Sydney NSW. (n.d.). SEEK.
https://www.seek.com.au/job/68135679?type=standout#sol=825a324bf20c3ffb9fb4aca063295cd190454f6b

Brescoll, V. L. (2016). Leading with Their hearts? How Gender Stereotypes of Emotion Lead to Biased Evaluations of Female Leaders. The Leadership Quarterly, 27(3), 415–428. https://doi.org/10.1016/j.leaqua.2016.02.005

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McDonald, P. (2012). Workplace Sexual Harassment 30 Years on: A Review of the Literature. International Journal of Management Reviews, 14(1), 1–17. https://doi.org/10.1111/j.1468-2370.2011.00300.x

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Boyd, C. (2011, April). The impacts of sexual assault on women | Australian Institute of Family Studies. Aifs.gov.au. https://aifs.gov.au/resources/practice-guides/impacts-sexual-assault-women

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Gender segregation in Australia’s workforce | WGEA. (n.d.). Www.wgea.gov.au. https://www.wgea.gov.au/publications/gender-segregation-in-australias-workforce#pay-gaps-gender-seg

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Gender equality workplace statistics at a glance 2022 | WGEA. (n.d.). Www.wgea.gov.au. https://www.wgea.gov.au/publications/gender-equality-workplace-statistics-at-a-glance-2022#:~:text=Latest%20results%20from%20the%20Agency

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Bader, B., Stoermer, S., Bader, A. K., & Schuster, T. (2018). Institutional discrimination of women and workplace harassment of female expatriates. Journal of Global Mobility: The Home of Expatriate Management Research, 6(1), 40–58. https://doi.org/10.1108/jgm-06-2017-0022

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Tavares, P., & Wodon, Q. (2018). ENDING VIOLENCE AGAINST WOMEN AND GIRLS GLOBAL AND REGIONAL TRENDS IN WOMEN’S LEGAL PROTECTION AGAINST DOMESTIC VIOLENCE AND SEXUAL HARASSMENT 1 | ENDING VIOLENCE AGAINST WOMEN AND GIRLS: GLOBAL AND REGIONAL TRENDS IN WOMEN’S LEGAL PROTECTION AGAINST DOMESTIC VIOLENCE AND SEXUAL HARASSMENT | GLOBAL AND REGIONAL TRENDS IN WOMEN’S LEGAL PROTECTION AGAINST DOMESTIC VIOLENCE AND SEXUAL HARASSMENT BACKGROUND TO THIS SERIES. https://pubdocs.worldbank.org/en/679221517425064052/EndingViolenceAgainstWomenandGirls-GBVLaws-Feb2018.pdf

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Media Release: National gender pay gap of 13.3% just a fraction of the real cost on women | WGEA. (n.d.). Www.wgea.gov.au. https://www.wgea.gov.au/newsroom/media-release-national-gender-pay-gap-february-2023#:~:text=Key%20facts

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Parker, K., & Funk, C. (2017, December 14). Gender discrimination comes in many forms for today’s working women. Pew Research Center. https://www.pewresearch.org/short-reads/2017/12/14/gender-discrimination-comes-in-many-forms-for-todays-working-women/

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Thomas, C. (2021, September 1). Ways to take action against sexism and sexual harassment. Students. https://students.unimelb.edu.au/student-life/policy-and-conduct/make-your-commitment/ways-to-take-action-against-sexism-and-sexual-harassment

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Hough, A. (2022, May 27). Trends in the gender composition of state and territory parliaments [Review of Trends in the gender composition of state and territory parliaments]. Www.aph.gov.au; Parliament of Australia. https://www.aph.gov.au/About_Parliament/Parliamentary_departments/Parliamentary_Library/FlagPost/2022/May/Gender_composition_of_state_and_territory_parliaments

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The purpose of this assessment is to fully investigate ethical issues related to gender inequality. This is achieved by analyzing several journal articles that look at gender inequality in the workplace and the ethical issues it presents. We are also going to look at the challenges that people and organizations who are impacted by gender inequality experience on an ongoing basis. Moreover, our research also assesses the United Nations' sustainable development goal 5 of Gender equality and how real-world challenges and ethical theories impact the progress of this global goal. Then we will discuss a variety of ethical theories while we undertake our research to develop a way of understanding and evaluating gender inequalities. We will examine the fundamental moral problems and psychological implications of gender inequality using these perspectives in theory. In addition, we will explore innovative proposals and standards of practice to look into possible solutions for gender disparities.

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A key issue, potentially the most important issue in regards to gender equality is sexism. It is prevalent in society, especially in the workplace. About four-in-ten working women (42%) in the United States say they have faced discrimination at work because of their gender. The type of discrimination ranges from earning less than male counterparts for doing the same job to being passed over for important assignments. (Parker & Funk, 2017)

A potential solution to sexism is bystanders to sexist behavior is calling out the 'offender', a method of doing this is to either in public or private. Advisable to talk in public immediately to deescalate the situation or alternatively it may be more effective to chat with the offender in private after the event as they may be more likely to listen and implement your feedback on their behaviour. (Thomas, 2021)

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Why Gender Quotas in Company Boards in Norway – and Not in Sweden? (2012) by Vibeke Heidenreich – Chapter 5.

The differences in the type of Capitalism between Sweden and Norway, while both countries’ economic development systems are highly similar, being from the same region. The Swedish business environment is more independent than the Norwegian environment. This means it is much harder for the Swedish government to enforce gender quotas on businesses than in Norway.

There are also differences in cultures concerning gender and business in both countries; in Sweden, culture was more hostile to government mandate than in Norway. Feminists in Sweden were also more active than in Norway, making the general population’s desire for quotas less due to negative connotations associated with feminist movements. (Heidenreich, 2012)

Presenting women as sexual objects in marketing communications: Perspective of morality, ethics and religion (2019) by Md. Mahmudul Alam, Ahmed Aliyu, and Shawon Muhammad Shahriar.

Since the current information age, consumer attention spans have been getting shorter. Advertisers need to develop ways to hold the audience's attention, strategy advertisers have managed to implement to do what they can to attract an audience quickly. A type of strategy, mainly to attract a young male audience, is to have attractive women with their physical beauty presented in sexually explicit postures, endorsing products or services that have no relation to the attractive women. The journal article finds that given society's views on gender equality and its adverse effects. The practice of presenting physically beautiful women in non-related ads fall short of human moral values. Therefore, the practice is considered unethical. (Alam et al., 2019)

Barriers to gender equality in STEMM: do leaders have the gender competence for change? (2023) by Denise Cuthbert, Robyn Barnacle, Nicola Henry, Kay Latham, Leul Tadesse Sidelil, and Ceridwen Spark.

Industries involved with Science, technology, engineering, mathematics and medicine (STEMM) are the leading industries and the most sought after skills for employees and can be used in a wide range of jobs. (Benefits for STEM, n.d.) However, these industries are behind in gender equality. A key factor on this issue are leaders (managers). Often, they have a commitment to improving gender equality. However, there efforts can often make the problem worse. They are a tendency to frame gender inequality in primarily numerical terms (E.g. there are 10 females and 20 males) and not look at the bigger picture for why that it is and if there is a justifiable reason for it and jump to conclusions, blaming external factors beyond their control for gender inequality. (Cuthbert et al., 2023)

Does the Achievement of Gender Equality in Society Reflect on Gender Issues in Corporate Governance: The Case of the West Balkan's Banking Sector? by Goranka Knežević, Vladan Pavlović, and Radica Bojičić (2022)

Kirsch's (2018) academic study on the financial performance of companies with more women on their boards of directors has been widely presented. Despite the inconclusive results, the study raised questions about the true impact of gender diversity on management and social, political, and economic perspectives (Knezevic et al., 2022). Overall, gender diversity on corporate boards has increased, but there is still a lack of women on the boards of 41 emerging European economies (Tyrowicz et al., 2020). The researchers concluded that female directors in the management of public and private corporations were not more likely to be associated with greater gender equality. There is a distinct correlation between gender equality at the national level and the presence of female directors on management and supervisory boards (Strom et al., 2014). The study by Knezevic et al. (2022) focused on the West Balkan banking industry for two reasons. First, the banking industry is not generally dominated by men. It should not be surprising that the highest proportion of women on the Fortune 500 company's board of directors can be found on a bank's supervisory board (43.75% female) (Deloitte, 2016, p.15). The second point is that in the Balkans, women make up the majority of graduates from economics departments, which explains why they contribute more to the gender composition of the banking industry. As a result, the study found no correlation between a country's development measures and the proportion of women on its supervisory and executive boards. It is notable that, despite the favourable ratings for development and gender equality, the banking sector is still dominated by men, raising concerns about the exclusion of women from strategic decision-making.

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Solution to gender disparities in government

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Solution to gender disparities in government

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To make sure issues surrounding gender equality are properly addressed, it is imperative that there is a close to equal representation between male and female in all branches of government. Currently in Australia, at state/territory level, 39% of parliamentarians are women. At federal level, that number is exactly the same as well. Over the past 20 years, female numbers have been closely monitored. Overall, female representation in state and territory parliaments has increased from 22% in 2001 (from the aforementioned 39% in 2022). (Hough, 2022)

Potential solutions to close the gap and make it 50-50 between men and women in government is: legal reform, strengthening gender-responsive social protection, quotas for women’s representation in governments, and support for women’s equality movements. (United Nations, 2020)