Employee Case

Previous 19th century, main culture of society is patriarchal system. Such as, man and women have different role and different position. In detailed, man have responsibility about family supporter otherwise, women's main duty is house care carers and bearers (Loundon, McPhail & Wilkinson 2009). Also, the society has gender inequality and women indirect discrimination. Accordingly, the last half century ago, Australia had a system of institutionalised wage difference for men and women. (Loundon, McPhail & Wilkinson 2009). In the late 1960s, Australia's commonwealth and state Arbitration Tribunals formalized equal pay for women (Reiman 2011). Also, Anti-Discrimination legislation Act 1997 (NSW) has made it unlawful to discriminate against about their sex, pregnancy and parental status (McCrudden, 2004) and equal employment opportunity legislation started at 1986 by federal Affirmative Action (Scutt ,1990). These are becoming on the basis of women can be participate in society and labour department statistics shown a rapidly rise up in the proportion of female workers in the labour market. (Loundon, McPhail and Wilkinson 2009). However, Australia experienced a persistent gender wage gap in the range of 15.5 to 17.5 per cent between 1990 to 2009.(Cassells et al 2009).The gender wage gap can be defined as the difference between the amounts of money paid to women and men, often for doing the same work. It is called statistical discriminations (Cassells et al, 2009). Ellen K and Empar (2012) insisted that difference of personality and behavior between male and female related to gender wage gap and Baron and Cobb-Clark (2010) stated that major factors of the gender wage gap is occupational segregation. This essay argues that why gender wage gap still persists at Australia even though dramatically increase in the portion of female workers in the labor market. Also critically evaluates and analyze each of occupational segregation and gender personality two