Sun Haocheng s8079570

Fu Zhengyi s8122908

Li Xingyang s8079427
Zhao Fanshu s8122999

Li Zijia s8123022

We acknowledge the Ancestors, Elders and families of the Kulin who are the Traditional Owners and Custodians of University land. As we share our own knowledge practices within the University may we pay respect to the deep knowledge embedded within the Aboriginal community and their ownership of Country.

We acknowledge that the land on which we meet is a place of age-old ceremonies of celebration, initiation and renewal and that the Kulin people’s living culture has a unique role in the life of this region. VU is committed to building better relationships and fostering greater understanding between the wider Australian community and Aboriginal and Torres Strait Islander peoples.

Target 8.6 states that by 2024, one-fifth of young people worldwide (aged 15-24) will be not in employment, education or training (NEET), missing out on opportunities to gain skills or work experience. Young women are more than twice as likely as young men to be NEET. This shows that workplaces are extremely unfriendly to women, highlighting the acuteness of gender discrimination. To promote sustained economic growth and ensure full employment, gender discrimination is an issue that needs urgent resolution.

Clearly, the social status of men and women has never been so close as it is now compared to the past. However, although women's employment rate has increased and women's right to education has received greater attention than ever before, gaps still exist in other areas. Women are denied the right to work, and sexual violence and exploitation remain major barriers for women – barriers we must break down.

clan controlled by the father or eldest male or group of males, and in feminist theory to describe a broader social structure in which men as a group dominate society.

Sociobiologists compare human gender roles to sexed behavior in other primates and argue that gender inequality originates from genetic and reproductive differences between men and women. Patriarchal ideology explains and rationalizes patriarchy by attributing gender inequality to inherent natural differences between men and women, divine commandment, or other fixed structures.[4] Social constructionists among sociologists tend to disagree with biological explanations of patriarchy and contend that socialization processes are primarily responsible for establishing gender roles.[5] They further argue that gender roles and gender inequity are instruments of power and have become social norms to maintain control over women.

The study found that although the female labor force participation rate in India has increased significantly, gender discrimination in the workplace has not yet been eradicated. Compared with overt hostile sexism, benevolent sexism is more difficult to identify and criticize because it wears the cloak of care. Gender stereotypes have become invisible shackles, imposing unnecessary presuppositions and discipline on women. These combined factors make women's career development arduous: their promotion is often hindered, they are prone to being blamed for minor mistakes, there is gender differentiation in task allocation, and they need to make extra efforts to prove their competitiveness. Organizations lack inclusiveness and support: enterprises have insufficient transparency in key processes such as salary and promotion, making it difficult for women to judge whether they have encountered gender discrimination; there are also hidden offenses such as appearance-based comments and exclusive communication. Women's demands and experiences are often ignored.

This article expands the application of gender discrimination theory in the Indian cultural context, makes the issue of benevolent sexism in the workplace explicit, helps women identify hidden discrimination, and also provides specific directions for relevant institutions to carry out gender equality training.

However, the hidden issue of benevolent sexism still persists in the workplace, where women face different professional evaluation criteria than men: managers require women to be "more friendly and proficient in interpersonal interactions," while having no such requirements for men. Gender discrimination is prevalent in the workplace, and leadership positions are dominated by men. The lack of gender equality complaint mechanisms in organizations and insufficient pay transparency further exacerbate gender inequality, highlighting that organizations have failed to fulfill their responsibility of "creating an equal workplace environment" as mandated by SDG5.

Meanwhile, the article reveals the contextual barriers that hinder women's participation in decision-making. Although there is no inherent difference between women and men in terms of work competence, in some countries with acute gender conflicts, the public still tends to voice negative opinions about companies where female senior executives are in the majority.

All the articles point out the acute gender issues that still exist in the workplace and focus on addressing or improving these problems.

The articles collectively point out the career dilemmas faced by women. Women’s mistakes are more likely to be amplified, and they struggle to obtain constructive feedback. Such an environment violates the requirements of decent work. Compared with women, men are more likely to be assigned core business tasks. This distribution model leads to a waste of talent: women’s professional capabilities cannot be applied to core business areas, enterprises miss out on the innovative potential brought by diverse perspectives, and ultimately hinder the sustainable growth of industries. At the same time, to prove their capabilities, women generally face the phenomenon of "overworking". Although women are more competent than men in some aspects of work, gender discrimination prevents them from exerting their abilities, which in turn leads to a decline in work efficiency.

All the papers collectively point out that the issue of gender discrimination against women restricts women’s abilities, thereby hindering economic development.