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Why feminism still matters to young people

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It’s been 100 years since women over 30 won the right to vote in Britain. But that didn’t solve gender injustice – and young people today need feminism more than ever.

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Since the Andrew W. Mellon Report came out we have been ruminating on what the findings indicate about inclusion in museums. We also wrote a recent piece which explored some of the current issues related to museum employment and labor. The Mellon report showed that museum staff have become 60% female over the last decade (women make up about 50.9% of the US population according to the 2012 census.) The Mellon report also states that:

"... job categories, including the subset of Curators, Conservators, Educators, and Leadership, are approximately 70% or more Female." "By decade born, museum employees appear to be growing comparatively more Female, as shown in Figure 11. For the job category subset of Curators, Conservators, Educators and Leadership, Males remain approximately 35- 40% of museum staff regardless of decade born." "With close attention to equitable promotion and hiring practices for senior positions, art museums should be able to achieve greater gender equality in their leadership cohorts within the foreseeable future."

The Mellon Report uses the word "equality" as a benchmark for successful gender inclusion and focuses on data as sorted into binary gender categories of "male" and "female." Equality, in this context, would mean that each defined gender group has the same share of the field. But the museum field needs a benchmark for successful gender inclusion that acknowledges the ways in which women and non-binary gender folks have been historically and systematically excluded through sexism and cissexism (oppression of individuals that do not identify with the gender assigned to them at birth.) "Equity" is the word we will be using in this article to refer to this needed benchmark for successful structural change. Equity, is when each group gets what they need to be successful in the field. This means groups may need different (not equal) structural changes to be successful.

What we would like to ask is: in what way does parity for women and men in the field, even a disproportionately high number of women in the field, indicate that we have made sufficient structural changes to support gender inclusion in museums? We would like to consider the following two statements, which are appearing frequently in current discourse on gender and museums, in order to explore this question in depth. 1) We have more gender inclusion in museums because there are now more women represented in the field than men.

There have been many women-dominated fields of practice throughout history, today these fields are sometimes referred to as "pink-collar jobs". These fields were/are comprised of practices and spheres of influence that society has deemed to be associated with "women's work": caregiving, community building, social services, teaching etc. This work also has a history of being low-wage work or, at times, going uncompensated. Having women-dominated spaces and fields has historically been the result of gendered assumptions about work that essentialized women's experiences. Therefore, parity in a field or even more women in a field than men does not equate to more power or more freedom. On the contrary, women dominated fields can be a function of the ways that gender-based bias and oppression structure society.

It is interesting that the rise of women in the museum workplace has also correlated with a rhetorical (and often actual) shift in the dominant role museums propose to play in society: from cultural authorities and arbiters to heightened interest in informal learning and community engagement goals. The latter group of functions have been traditionally associated with the women's sphere. Also, why are there fewer men entering the field? In a recent blog post on museum employment contributor Joseph Gonzales states:

We get very few male students (roughly 8-15% from year to year) in our programs. This says something about the perception of the work in museums, as well as I am assuming the levels of pay in our field. It's not to say there aren't males looking to work in museums, but they seem to take different tracks than museum studies, like becoming area experts, a la curators, which have the perception and often reality of possessing more prestige, more decision-making autonomy, access to greater social capital, and better starting wages.

Are traditional gender roles and spaces actually being reinforced as museums adopt an increasing number of relatively lower paid positions with job duties traditionally perceived as "women's work"? Does this, the perceived feminized nature of museum work, dissuade men from desiring to pursue museums as a career? Are men of color, like women, finding it harder to enter the field due to double standards that they hold more advanced degrees in order to compete with white men in hiring and salary?

We cannot view these shifts and trends in museum work without understanding them in context of historical precedents for the ways oppression has played a role in constituting spheres of work. The challenge is to dig deeper than the numbers into how gender norms underpin our institutional structures and practices. There needs to be a new framework wherein the word "gender" is unlinked from cissexist gender binary assumptions. For example, the field needs to stop using "gender" as a synonym for "women" and "gender equality" as a synonym for "equality between men and women." Designing surveys and studies of the field where transgender and non-binary folks have opportunities to self-identify and represent their experiences, and how these experiences intersect with other privileges and oppressions, is one way to start collecting data that really reflects gender in the the field. 2) We have more gender inclusion in museums because the trend is that women are increasingly filling high level executive leadership positions in museums. Though there are more women in leadership in the field that does not necessarily a gender equitable field make, as discussed above. However, this fact does not discount the reality that women's leadership in the field does mean more women have a voice in decisionmaking and have the opportunity to speak on their own behalf. It should be noted that currently the women who are represented in the field and in leadership roles are disproportionately white, and so any changes in the field that are currently affording more "women" opportunities are still structured in such a way that they are benefiting white women over women of color. This is just one example of how demographic shifts like "more women in the field" should be examined closely to understand who these changes benefit and what structures remain in place that are actively inhibiting a move toward equity. If we always have to talk about the "growing group of women in leadership" with caveats that this group is not representative of our cities actual populations, can we really say this fact is an indication of an ideal vision for gender equity?

Yet, as we have discussed here in examining the museum field's relationship to women's work, structural changes won't happen by virtue of the of women, even women of all backgrounds. Rather it will take the intention and work of the field and leadership from women, transgender and non-binary gender folks across race, class, ability, and sexuality to challenge current gender norms and the ways in which these are reinforced by our institutions, including museums.

Demographic studies, such as the Mellon Report, are starting to collect and analyze information about gender's intersections with race and class. If more demographic and data-oriented studies gave respondents an opportunity to name experiences as informed by their experiences of race, class, gender, sexuality and ability the field would be highly impacted in its understanding of equity broadly in museums and how to measure successful inclusion. Current research about museum staff does not account well for non-binary gender individuals or make them visible. Without visibility/acknowledgement (and data) how can we work to address the ways museums reinforce cisgender privilege and the oppression of non-binary gender individuals and transgender people? We have more questions than we do answers about museums and gender equity. We also do not feel satisfied by research in the field that shows us a gendered shift in museum work. There is still much work to be done toward achieving gender equity in museums.

Aletheia Wittman is cocreator of the Incluseum.

Margaret Middleton is the exhibit designer for Boston Children's Museum. She is an artist and craftsperson with a passion for designing and creating playful learning environments. She writes the blog On Exhibit. Recently, she developed and shared an Family-Inclusive Language Guide, which you can view here and purchase here.

is a web developer, composer and activist. He works at an art museum in Chicago developing web-based software in Java, PHP and Drupal. After hours, he creates music and art using a number of tools: guitar, sitar, composing noise, sound, and through collaborations with other artists. He's a volunteer medical advocate for Rape Victim Advocates, and participates in movements to end oppression. When none of that's happening, he likes to hike, make herbal medicines, and drink warm glasses of chai. He is cocreator of the Visitors of Color project. Visit his website and follow him on Twitter at @nikhiltri.

Erin Bailey-Sun is an independent museum professional working across cultural institutions in both fundraising and educational roles. Currently she is a Special Events and Fundraising Coordinator at University of Washington in Seattle, WA. Previously she has held positions with the Woodland Park Zoo, the Henry Art Gallery, Boys and Girls Club, and Seattle Art Museum. Outside of the office she continually looks for opportunities to rethink inclusion and engagement in relationship to contemporary culture and the politics therein. Additionally she is the co-founder of Queering the Museum project, an online platform aimed to dialogue and bring awareness to LGBTQ awareness in museums. Most recently Bailey-Sun presented her work in St. Petersburg, Russia at the International Council of Museums (ICOM) conference, Museum, Politics, Power and in Atlanta, GA at the Alliance of American Museums (AAM) Annual Meeting. Bailey is a 2013 alum of the Graduate Museology Program at the University of Washington and is preparing applications for PhD.

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Since the Andrew W. Mellon Report came out we have been ruminating on what the findings indicate about inclusion in museums. We also wrote a recent piece which explored some of the current issues related to museum employment and labor. The Mellon report showed that museum staff have become 60% female over the last decade...

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The question of how we might achieve gender equality in business is a crucial one, and it is at the senior leadership and c-suite levels that alarmingly low proportions of women persist.

To address this gap, many look to business schools and the MBA - a qualification designed to prepare emerging leaders to advance their careers. It stands to reason that achieving gender equality in the MBA cohorts of leading business schools can help set the tone for breaking down further barriers when students graduate and make their way in the business world. For this reason, a good amount of attention is paid to the proportion of female students business schools enroll each year.

The table below shows the proportions of female students enrolled in the MBA class of 2018 across a selection of 20 top business schools in the US.
Sources: Class profile information from business schools' official websites
The average proportion of female students to be found across the 20 cohorts above is 37%. Eight schools have reported MBA class proportions that are 40% or higher, yet none are higher than the 44% proportions seen at Wharton and the Tuck School of Business this year. Seven schools, meanwhile, report MBA class of 2018 cohorts in which female students number less than one third. On the whole, these latest class figures are largely consistent with those seen among the MBA class of 2017 and this means that, as a group, leading business schools in the US seem to be no closer to achieving gender equality in their flagship MBA programs.

GMAC finds "lack of parity" between MBA programs and non-MBA business master's

"The data suggest that the number of women applying to full-time MBA programs has hit a plateau," reads a line from a new GMAC white paper, entitled What Women Want: A Blueprint for Change in Business Education. The paper finds that 36% of MBAs graduating around the world in the academic year 2015/16 were female. In addition, the global proportion of female applicants to full-time, one-year MBA programs in 2016 came out as 36%. Female applicants to two-year MBA programs last year represented 37% of the total - the very same as the average proportion enrolled across the 20 US schools above. However, perhaps the most perturbing finding here is that GMAC finds no real difference between 2016's application proportions and those of the previous four years.

In contrast to the lack of progress seen among female MBA application and graduation rates, gender equality can be found in non-MBA business master's degrees. Citing data from the AACSB, GMAC reports that, across 2015/16, 51% of graduates of these management degrees worldwide were female. The paper also points to a survey sample of 10,000 prospective students among which greater proportions of women were found to consider and prefer non-MBA master's programs (as well as part-time, online, and flexible MBA formats to a slightly lesser extent) when compared to men.

"Women have made phenomenal progress in attaining business master's degrees, yet they have not yet caught up with men in the share of MBAs earned," said Sangeet Chowfla, president and CEO of GMAC. The new white paper investigates a number of underlying reasons for this, "lack of parity," as Chowfla terms it, before concluding that MBA programs still need to present an effective value proposition for women if they are to address their continuing lack of gender equality.

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The question of how we might achieve gender equality in business is a crucial one, and it is at the senior leadership and c-suite levels that alarmingly low proportions of women persist. To address this gap, many look to business schools and the MBA - a qualification designed to prepare emerging leaders to advance their careers.

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By Heather Cameron

"Gender parity is shifting into reverse" - this was the finding of the World Economic Forum's (WEF's) most recent annual Global gender gap report, published last month.

This is the first time progress, albeit slow, towards gender parity has stalled since the WEF started measuring it in 2006.
Widening gap
On current trends, the overall global gender gap can be closed in exactly 100 years, compared to 83 years reported in last year's report.

The economic situation is even worse.

Last year, we reported on the gender pay gap, which highlighted the WEF's 2016 findings that the global economic gender gap will take 170 years to close. This year's WEF report indicates that women may now have to wait over 200 years to achieve equality in the workplace:
"given the continued widening of the economic gender gap already observed last year, it will now not be closed for another 217 years."
According to the report, the gaps between women and men on economic participation and political empowerment remain wide. Just 58% of the economic participation gap has been closed - a second consecutive year of reversed progress and the lowest value measured by the Index since 2008 - and about 23% of the political gap, unchanged since last year against a long-term trend of slow but steady improvement.

For the other indicators, the 144 countries covered in the report have closed 96% of the gap, on average, in health outcomes between women and men, unchanged since last year, and more than 95% of the gap in educational attainment, a slight decrease on last year.

Overall, an average gap of 32.0% remains to be closed worldwide in order to achieve universal gender parity, compared to an average gap of 31.7% last year.

The most challenging gender gaps remain in the economic and health spheres.
Country-level
The situation is more nuanced at the country and regional level, however. And the report highlights that a number of regions and countries have crossed "symbolic milestones" for the first time this year.

Countries that improved the economic gender disparity included France and Canada. The UK was one of the most improved this year in general, up five places on last year to 15 th place. The report also notes that the UK has made notable progress on political empowerment and women in ministerial positions.

Despite this, the UK still performed more poorly than many other developed countries in a number of categories and things still need to be improved on economic and political participation in the UK.

The lack of any of the G20 nations within the top 10 has also been noted, suggesting that economic power does not necessarily equate to better gender equality. The WEF estimate that the UK could add $250bn to its gross domestic product (GDP) by achieving gender parity.
Final thoughts
Clearly, the importance of gender parity cannot be ignored, not only because it's unfair but because it can also lead to better economic performance.

The WEF report argues that a key avenue for further progress is the closing of occupational gender gaps, which will require changes within education and business sectors and by policymakers.

It still appears to be the case that higher earning jobs are more commonly held by men. And with recent research suggesting that there is gender bias in job adverts across the UK, such changes can't come soon enough.
If you enjoyed reading this, you may also like our other posts on the gender pay gap and the place of women in the 'changing world of work'. Follow us on Twitter to see what developments in public and social policy are interesting our research team.

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"Shifting into reverse" - the global gender gap

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By Heather Cameron "Gender parity is shifting into reverse" - this was the finding of the World Economic Forum's (WEF's) most recent annual Global gender gap report, published last month. This is the first time progress, albeit slow, towards gender parity has stalled since the WEF started measuring it in 2006.

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After investigating if French TGV trains were always late, we have decided to confront gender equality in Europe. From Olympe de Gouges' Declaration of the Rights of Woman and the Female Citizen to the 1954 Rome treaty, gender equality is at the heart of the European debate. But how could one tell the difference between mere political intentions and true resolution? With an Open Data investigation, of course!

In 2013, the European Institute for Gender Equality published a dataset along a complete study on European gender equality in 2010. This dataset, which is available on the European Union Open Data portal, compiles results for all 27 (at the time) European member states. Six core domains were took into account for this study: work, money, knowledge, time, power and health.

These six core domains were then broken into thirty-eight sub-domains as varied as life expectancy, political representation and time dedicated to children. A score from 1 (flagrant inequality) to 100 (complete equality) was then given to each member state.

Gender equality in Europe - No overall flagrant inequality?

After cleaning up the dataset, we uploaded it to our public Open Data portal and started playing around with it. Our first move was to pass our dataset through our Cartograph tool. Cartograph makes highly-readable interactive map creation very easy. To get a better picture of gender equality throughout Europe, we gave each country a color based on its ranking. We defined three categories:

Red: flagrant inequality (general index from 1 to 33)

Orange: moderate equality (general index from 34 to 66)

Green: significant equality (general index from 67 to 100)

First thing we see, is that no country was flagged by an overall flagrant inequality. This is why there are no red zone on our map.

We observed that all 27 member states were split between the top two categories: moderate equality and complete equality. But let's see what happened when we dug deeper underneath this relative homogeneity.

The first graph reveals each member state's score in 2010. Romania, with a general index of 35,3, was the last on the list. At the other end, Denmark, Sweden and Finland were leading the way towards complete gender equality with indexes scoring more that 73. What about exploring a few core domains: work, money and time?

Gender equality in Europe - Work

The work index consisted in eight sub-domains : participation, FTE employment, duration of working life, segregation and quality of work, sectoral segregation, flexibility of working life, health and safety, and training at work.

First observation, this core domain was generally better off than the general index. Bulgaria was still behind with a mere 50. France barely joined the top category with a 67 score. Finland remained a good student with 82.

Gender equality in Europe - Money

Even with progress in closing the gender gap, money disparities between men and women were still very strong in 2010. Eastern Europe countries clearly paid women less than men for doing the exact same job. For example, Romania, Bulgaria and Latvia scored between 39 and 42. On the other hand, Luxembourg and the Netherlands are the most egalitarian of the 27 member states.

Gender equality in Europe - Time

This core domain focused on unpaid activites such as household activities, leisure and charitable deeds.

Domestic, childcare and household activities showed strong disparities. In Finland, Sweden and United-Kingdom, parents were taking a more equal part in household activities than in childcare. In France, gender equality issues never sank in household and domestic tasks, with a mere 35 (same as Lithuania).

Gender equality in Europe - Power

In the end, we focused on gender equality in the political arena through three sub-domains: ministerial, parliamentary and regional representation. Comparing French and Swedish situations was enlightening. Let's stress on the fact that in July 2008, the first article of the French Constitution had been modified to read " the law favours the equal access of women and men to electoral mandates and elective functions ". In 2010, facts were very clear:

Regional representation showed a strong tendency toward equality (91,3). However, ministerial (62,2) and parliamentary (33,7) functions were still the appanage of men. Sweden was better in all three sub-domains.

This was a brief example of some key features offered by OpenDataSoft SaaS solution. You can now easily explore complex datasets and share your conclusions with a few clicks. Embedded graphs and maps are synchronized with the data portal and will be automatically updated if datasets are modified.

With OpenDataSoft, it has never been that easy to let your data talk.

Start small. Stay flexible. That's the mantra coming out of recent smart city initiatives in Pittsburgh and Boston. To which we...

"Who are the people that voluntarily want to work with our data?" That is a question many managers in both local...

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Weekly Open Data: Gender equality in Europe - OpenDataSoft

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After investigating if French TGV trains were always late, we have decided to confront gender equality in Europe. From Olympe de Gouges' Declaration of the Rights of Woman and the Female Citizen to the 1954 Rome treaty, gender equality is at the heart of the European debate.

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The case for gender equality is strong. Why is progress so slow?

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“With as many issues as feminist have succeeded in adopting, many of us seem to have not accepted the fact that police brutality and race issues are our issues too.”

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“With as many issues as feminist have succeeded in adopting, many of us seem to have not accepted the fact that police brutality and race issues are our issues too.”

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—Rowan Blanchard

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Back to main Face the Facts page
In recent decades, women in Australia have made significant strides towards equality with men. At universities, in workplaces, in boardrooms and in government, a growing number of women have taken on leadership roles, forging pathways for other women and girls to follow.

In 1984, the Sex Discrimination Act came into force, making sex discrimination and sexual harassment across various parts of public life against the law.

The Act, which gives effect to Australia's international human rights obligations, has played an important role in changing community attitudes and helping advance gender equality in this country.

Despite this progress, women and girls continue to experience inequality and discrimination in many important parts of their lives, which can limit the choices and opportunities available to them.

About gender equality in Australia

Women and girls make up just over half (50.7 per cent) of the Australian population.

While women comprise roughly 47 per cent of all employees in Australia, they take home on average $251.20 less than men each week (full-time adult ordinary earnings).. The national gender "pay gap" is 15.3 per cent and it has remained stuck between 15 per cent and 19 per cent for the past two decades.

Australian women account for 68% of primary carers for older people and people with disability.

95% of primary parental leave (outside of the public-sector) is taken by women and women spend almost three times as much time taking care of children each day, compared to men.

In 2017, Australia was ranked 35th on a global index measuring gender equality, slipping from a high point of 15th in 2006. While Australia scores very highly in the area of educational attainment, there is still a lot of progress to be made in the areas of economic participation and opportunity and political empowerment.

Barriers to gender equality

The Australian workforce is highly segregated by gender and female-dominated industries - such as aged care, child care and health and community services - have been historically undervalued. Australian women are over-represented as part-time workers in low-paid industries and in insecure work and continue to be underrepresented in leadership roles in the private and public sectors.

More than half of women aged 18 or older have experienced sexual harassment in their lifetime.

On average, women spend 64 per cent of their working week performing unpaid care work. They spend almost twice as many hours performing such work each week compared to men.

In 2015-2016 the average Australian woman was reaching retirement with an average of $113,660 less superannuation than the average male. As a result, women are more likely to experience poverty in their retirement years and be far more reliant on the Age Pension.. [14]

More than one in three Australian women has experienced physical or sexual violence in her lifetime and one in two experiences sexual harassment.

It is estimated that violence against women and their children cost the Australian economy $22 billion in 2015-16.

Positive developments

The number of women on the Boards of ASX-listed companies grew from 8.3 per cent in 2009 to 26.2 per cent in 2017 due in part to a diversity policy implemented by the ASX Corporate Governance Council in 2010. Increasing the number of women in corporate leadership positions is likely to significantly increase financial returns.

Australian men and women overwhelmingly believe (90 per cent) that men should be as involved in parenting as women. However, while a significant number of fathers, and in particular young fathers, would like to be able to access better workplace flexibility arrangements, men are much more likely than women to have such requests denied.

As of 2016, over one million Australian workers are able to take leave and enjoy other protections because of domestic violence clauses in their workplace agreement or award conditions.

Did you know?

On average, Australian women have to work an extra 56 days a year to earn the same pay as men for doing the same work.

Our role

The Commission helps people resolve complaints of unfair treatment under the Sex Discrimination Act, including discrimination on the basis of sex, marital (or relationship) status and pregnancy and potential pregnancy. The Act also protects workers with family responsibilities and makes sexual harassment against the law.

The Sex Discrimination Commissioner works in partnership with a broad range of groups to promote gender equality and counter discrimination, sexual harassment, violence against women and other barriers to gender equality. She also undertakes major research projects and provides policy advice to government and others to bring about positive change.

Find out more about our work in this area.

Find out more

Australian Bureau of Statistics, Caring in the Community, 2012 (updated June 2014)

Australian Bureau of Statistics, Gender Indicators, Australia (latest update 2017)

Australian Human Rights Commission, Working without fear: Results of the Sexual Harassment National Telephone Survey (2012)

Australian Human Rights Commission, Unleashing Gender Equality (2017)

Australian Human Rights Commission, Supporting Working Parents: Pregnancy and Return to Work National Review - Report (2014)

Our Watch, Change the Story: A shared framework for the primary prevention of violence (2015)

Australia's National Research Organisation for Women's Safety, Publications.

Workplace Gender Equality Agency, Gender pay gap statistics (February 2018)

Workplace Gender Equality Agency, Gender workplace statistics at a glance (February 2018)

World Economic Forum, Global Gender Gap Report 2017 (2017)

Australian Bureau of Statistics, 2071.0 - Census of Population and Housing: Reflecting Australia - Stories from the Census, 2016, Snapshot of Australia (June, 2017).
Australian Bureau of Statistics, 6202.0 - Labour Force, Australia, Table 01: Labour force status by sex (December 2017).
Workplace Gender Equality Agency, Gender pay gap statistics (February 2018) p 1.
Workplace Gender Equality Agency, Gender pay gap statistics (February 2018) p 3.
Australian Bureau of Statistics, 4430.0 - Disability, ageing and carers, Australia: Summary of Findings, 2015 (October 2016).
Australian Bureau of Statistics, 4125.0 - Gender Indicators, Australia, Table 10.1: Total number of hours and minutes per day spent on work (employment related and unpaid) (September 2017).
[7] World Economic Forum, Global Gender Gap Report 2017 (2017) p 10.
Australian Human Rights Commission, Women in male-dominated industries: A toolkit of strategies (2013), p 3.
9 For example: approximately 45 per cent of women in the workforce are employed part-time compared with around 16 per cent of men. See: Australian Bureau of Statistics, 4125.0 - Gender Indicators, Summary - Economic Security (September 2017); women make up only 5 percent of CEOs and only 20 per cent of executive management in ASX 200 companies (see: Chief Executive Women, Senior Executive Census 2017) and, despite making up almost 60 per cent of all Commonwealth public servants, they comprise only 43 per cent of the Senior Executive Service (see: Australian Public Service Statistical Bulletin, Tables 8 and 12 (31 December 2016).
Australian Bureau of Statistics, 4906.0 - Personal Safety, Australia, 2016, Experience of Sexual Harassment (2017).
Workplace Gender Equality Agency, Unpaid care work and the labour market (November 2016) p 4.
Workplace Gender Equality Agency, Unpaid care work and the labour market (November 2016) p 4.
Association of Superannuation Funds of Australia Ltd., Superannuation account balances by age and gender (October 2017) p 5.
R Tanton, Y Vidyattama, J McNamara, Q Ngu Vu & A Harding, Old Single and Poor: Using Microsimulation and Microdata to Analyse Poverty and the Impact of Policy Change Among Older Australians (2008) p 15.
Australian Bureau of Statistics, 4906.0 - Personal Safety, Australia - Key findings (2016).
KPMG, The Cost of Violence against Women and their Children in Australia (May 2016) p 4.
Australian Institute of Company Directors, Appointments to ASX 200 Boards (updated online resource).
Deloitte Access Economics, Toward Gender Parity: Women On Boards Initiative (Research Report) (October 2016).
A Evans and E Gray, 'What makes an Australian family?' in S Wilson, G Meagher, R Gibson, D Denemark & M Western (eds), Australian Social Attitudes: The first report (2005), pp 12-29, p 27.
Workplace Gender Equality Agency, Engaging men in flexible workplace arrangements (August 2013) p 2.
L McFerran, Domestic violence is a workplace issue; Australian developments 2009-2016 (June 2016).
Equal Pay Day marks the additional number of days that the average woman must work in a year to receive the same amount of pay as the average man. Equal Pay Day is calculated using the following formula: 365 days x gender gap estimate ÷ 100. Workplace Gender Equality Agency, Gender pay gap statistics (March 2014) p 4; Workplace Gender Equality Agency, Gender pay gap statistics (February 2018) p 3.

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Back to main Face the Facts page In recent decades, women in Australia have made significant strides towards equality with men. At universities, in workplaces, in boardrooms and in government, a growing number of women have taken on leadership roles, forging pathways for other women and girls to follow.

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these images connect to my quote of feminism  because it shows that there's issues that involve everyone and should be able make changes as feminism has.

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these images connect to my quote of feminism  because it shows that there's issues that involve everyone and should be able make changes as feminism has.

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“In a country that can achieve marriage equality, shouldn’t gender equality be next?”

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“In a country that can achieve marriage equality, shouldn’t gender equality be next?”

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-Rowan Blanchard

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The  marriage equality showed how we can  improve our society standards having the same opportunities.

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The Women's March on Washington truly became a national, and international, movement, with hundreds of thousands of people marching across the United States and around the world in support of women's rights. In downtown Los Angeles alone, 750,000 people marched and one of those was actress and activist Rowan Blanchard, who took to the podium after marching to address the crowd. And though she regularly educates and informs her millions of followers on social media, there's something about addressing almost a million faces IRL that would probably spook anyone just a little bit - but not Rowan.

Although she began her speech by addressing the initial despair she felt after Donald Trump's election win, she then eloquently explained why she won't let fear impede her work as an activist in these next four years. "I believe in art," Rowan told the crowd after reading a passage on hope from a Rebecca Solnit text, "but more than that, I believe in the ineffable power of community." She went on to note that the strength of marginalized communities is what teaches us that organizing works: "If women, if queer people, if people of color have survived this long in a world that refuses to represent them, that must amount to a force much greater than one man with nothing more to invest in but his ego." Make no mistake: Her speech is definitely a must-watch.

Since the work of making change doesn't end with protesting, Teen Vogue spoke to Rowan after the march to talk more about how we can all stay vigilant year-round. The 15-year-old force unpacked the important themes and questions that make her speech so inspiring: how to confront your and your friends' personal biases, how young people who can't yet vote are still powerful, why we need intersectional feminism now more than ever, and what Rowan reads before she speaks up.
Teen Vogue: In your speech, you talked about how white women have to do the work of learning instead of making marginalized people do the work for them. How does that look for you personally? What is the work to you?
Rowan Blanchard: The work to me is really being careful with the sources that we choose to read. A lot of that, in my experience, is learning to read bell hooks and Audre Lorde rather than generic versions of feminism that I was getting about white women. Also, making sure my money was going where my mouth is: going to see movies that represented something I believe in, rather than paying to see a movie that was all white people.
TV: For anyone who's inexperienced in activism, or for anyone who hasn't confronted their personal biases: How do you think people can begin to learn from women of color in a constructive way as allies?
RB: I think one thing that we can all start doing - anybody - is just listen to what everybody has to say. I noticed that in this climate, especially with the drama with the Women's March. It was being called the Million Woman March, which was already a [previous, historically important] march ... that was specifically for black sisterhood. The response to that was a lot of white women were posting, "I see how it is. You guys are just trying to divide us again." All of that.

But if white women really were to study where those things come from - how somebody can move others to be greater - then I think we're able to kind of have a better peripheral vision of what we're able to do. I think a lot of it, too, is being quiet until you totally know what you're going to say: there's a lot of rushed kind of activism that can happen where you're just trying to generate a response and I think that's where we can skip intersectionality.

I think celebrities, out of all people, are most guilty of that. If we were to kind of slow down our responses and make sure that they include the group - that we're not talking for the group - and to get behind it, that's better.
TV: You spoke about not having a legal say in the election - because you're not yet of voting age - but you noted that young people are doing so much more than just voting. What resources do you consult over and over again?
RB: What I'm doing a lot right now is I'm spending a lot of time at the bookstore actually, and reading through these sections, looking at authors that maybe I wasn't directed to in elementary school, and just kind of picking up and seeing what their thoughts are. I notice the more and more I read, the more my perspective gets more inclusive and less singular. So that's how I approach a lot of it. I want to read Audre Lorde poetry that is radical and I can learn from that. That's where people can start: reading these things by people that maybe they otherwise would have been scared by, or watching movies that are independent, made by women about radical topics. It's really important to be conscious of what you're putting in your system.
TV: How do you confront a racist or sexist bias with a friend, instead of just not doing it to avoid conflict? What's your advice on confronting biases you find in other people?
RB: I totally understand that feeling of somebody saying something and you not wanting to upset that person further. Recently, I had a friend who said something along the lines of "I don't want to drive by the hood today," or something. It's that weird moment where you're like "Wait, am I really friends with this person? Should I be doing this?" But I think, when something like that happens, you can just say, "Hey, what do you mean by that?"

Because then the person might realize the thing they just said was not acceptable and I think people kind of respond to that. When they get a quick response that's like, "What do you mean by that? Can you just elaborate on what you were trying to say?" I've found the person will usually not be able to come up with a response because they realize how racist or sexist the thing that they're trying to actually initiate is.

The other thing that I try to do [to educate] inadvertently with friends or family members [is by saying], "Well, let's go see this movie instead of this movie," with me knowing that the movie is more [education] about the topic that I'm trying to educate that person on.

I feel like that's how I use my social media: I'll post if I see a film that I really want people to see, and that's my way of suddenly putting that into their head.
TV: What movies do you think people should see right now?
RB: I feel like a lot of people have seen Moonlight... but if people haven't seen Moonlight they need to!

The other thing that I loved this year that came out earlier in the year is American Honey. It really explains that kind of middle America mentality that can feel very alien. It sort of explains how the people who voted for Trump did so, and how they think. It did such a good job of explaining that, in a way where people can't really deny it. That doesn't get shown on screen. If people hear stories about racism, they always hear it in the '60s or '50s, in times where, I guess, people considered it more blatant. I thought American Honey showed really, really well just how that patch of racism - that isn't as obvious - is still here.

Also, 20th Century Women! I don't usually feel super happy after the movies because I'm too busy in my head thinking. After I saw that, I felt really, really good for the next two days.
TV: That's kind of how a lot of people felt leaving the march yesterday, just buoyed hope. How do you speak to people to encourage them to move that feeling into action?
RB: I think the majority of people know how to use the internet; they know how to tweet out links to a donation page or how to Instagram about it. That's definitely one of the first steps you can take. From what I understand, activism is such a learning process. You're constantly rediscovering and reevaluating your personal politics and then you might look at outdated activism you did a year ago. Which is how I feel about a lot of the things I'd done before mid-last year! But I guess that's a good thing; it shows that you're progressing into a different direction.

So start engaging in the discourse that you see, start engaging in these conversations. Even if you're not 100% right, that's how you learn. Even if you're on the wrong side of things, or even if you're engaging it in a way that's not as inclusive as it should be, I think that's better than not doing anything at all, or having an attitude that's like "Well, the world's going to end anyway."
TV: Are there any contemporary writers of color and/or LGBTQ writers who you're reading or who you follow that you would direct other people to?
RB: I just follow so many women and I'm just like "Oh my god, you guys are cool!" I love Jenny Zhang! She's a really amazing writer and I think she writes for The New Inquiry, which is one of my favorite websites for radical words from really amazing writers. I really love reading anything on The New Inquiry: it's really intelligent and makes you think about things maybe you wouldn't have taken into account before.

I just got this one poetry book called Salt by Nayyirah Waheed because I follow her on Instagram. It's really, really amazing and I'm so grateful to have it and been telling my friends to get it.

Related: Rowan Blanchard and Sabrina Carpenter Have BIG Things Planned After Girl Meets World

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Rowan Blanchard Gets Real About Intersectional Activism After the Women's March

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The Women's March on Washington truly became a national, and international, movement, with hundreds of thousands of people marching across the United States and around the world in support of women's rights. In downtown Los Angeles alone, 750,000 people marched and one of those was actress and activist Rowan Blanchard, who took to the podium after marching to address the crowd.

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The crowds are not expected to be as large as last January, when more than 1 million people marched across the globe to protest the presidency of Donald Trump, who was inaugurated a day earlier. Still, if all goes according to plans hatched by a variety of activist groups, protests will unfold this weekend in all 50 states and several foreign countries.

"I think they will be smaller, but I think they will be more focused," said Linda Sarsour, one of the co-organizers of the 2017 Women's March on Washington. That march was among the largest in American history, and protesters flooded the National Mall and streets throughout the capital.

Last year's marches often reflected discontent, if not anger, and "resistance" was a common theme. This year the focus is on amassing electoral power. In Los Angeles, where organizers last year rallied supporters with the cry "Hear our voice!", the call to action in 2018 is "Hear our vote!"

March organizers are facilitating bus transport from Los Angeles and Oxnard, and American Sign Language interpreters will be on hand at the event.

In California, marches have been organized up and down the state, with crowds expected in Los Angeles, the Bay Area and Sacramento.

Organizers are encouraging participants to arrive by bus, metro or ride-share. With some 200,000 people expected by the organizers, Metro will be adding train service and security for the event and is recommending that travelers buy and load TAP cards in advance to avoid massive lines.

Food trucks and restrooms will also be set up for the event.

In Washington, D.C., the Virginia chapter of the Women's March is sponsoring a rally with musicians and civil rights activists at the reflecting pool in front of the Lincoln Memorial at 11 a.m. on Saturday. At 1 p.m. the group will march to the White House.

The number of participants will be nowhere near the estimated half-million last year. As of Friday afternoon, about 10,000 people had indicated on the event's Facebook page that they would attend.

In New York, where more than 400,000 people marched last year from a plaza near the United Nations to Trump Tower, the Women's March Alliance is organizing a rally and march beginning at Central Park and 61st Street.

Speakers at the rally, which will begin at 11:30 a.m. on Saturday, will include Miss Native American USA Autumn Rose Miskweminanocsqua Williams, Muslim educator and activist Debbie Almontaser and two "surprise guests," according to the event's website.

Marchers will step off in places large (Houston) and small (Dothan, Ala.), and the names of the events or their organizers capture the mood of this year's protests, such as the Feminist Action Collective in Duluth, Minn. In Arvada, Colo., there's Arvadans for Progressive Action and in Bloomington, Iowa, the Bloomington Resistance March.

Some names are straightforward, like March on Maryland in Annapolis. And up in New England, the protest in Bangor is sponsored by a group with a rather gentle name, the Maine Common Good Coalition.

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Women's March redux: What you need to know

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The crowds are not expected to be as large as last January, when more than 1 million people marched across the globe to protest the presidency of Donald Trump, who was inaugurated a day earlier. Still, if all goes according to plans hatched by a variety of activist groups, protests will unfold this weekend in all 50 states and several foreign countries.

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Project Co-ordinator in Ukraine | Gender equality | OSCE

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The Co-ordinator helps amend domestic violence and gender-related legislation, runs awareness-raising campaigns and training for social service providers.

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London: Men in Britain are stronger supporters of gender equality than women themselves, with 86 percent believing women in their lives should have the same opportunities as they do, compared to 81 percent of women who think so, a survey showed today.

Although seven out of 10 men believe a more equal society would be better for the economy, only 39 percent think they would personally benefit if men and women in Britain were equal, the survey by women's rights charity the Fawcett Society, said.

Seven percent of men think they would lose out if society was more equal.

"We won't achieve equality without engaging and persuading men," Sam Smethers, the Fawcett Society's chief executive said in a statement.

"We have never had a better opportunity to create a more equal society. But despite this, stubborn barriers remain."

Women make up 47 percent of Britain's workforce, but only 34 percent of managers, directors and senior officials are women. Only 7 percent of engineers and one fifth of IT technicians are women, according to official data.

According to the survey, 16 percent of recruitment managers are against gender equality and 14 percent believe they would lose out if men and women had equal opportunities.

"Whether it is conscious or unconscious bias, this is discrimination in action," Smethers said.

"This is bad for individual employers, because they are not recruiting or promoting the best people, and bad for the economy as they are holding women back, failing to use their skills and expertise."

According to the survey 6 in 10 people believe that men who hold top positions wouldn't make room for women unless they had to.

"This is at the heart of it. Despite the fact that men are overwhelmingly pro-equality a majority of people clearly believe that when it comes to the crunch, men won't move over unless they have to," Smethers said.

British Prime Minister David Cameron vowed in July to end the country's gender pay gap in a generation, calling it a "scandal" that a woman in Britain earns only 80 percent of a man's pay.

Large firms in Britain will be required to publish the average pay of their male and female employees in an effort to pressure them to pay women more.

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British Men Are Bigger Supporters Of Gender Equality Than Women: Survey

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Men in Britain are stronger supporters of gender equality than women themselves, with 86 percent believing women in their lives should have the same opportunities as they do, compared to 81 percent of women who think so, a survey showed today.

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Rowan Blanchard Speaks at Women's March LA