BUSS1000 Lecture Notes - Lecture 8: Temporary Work, Luddite, Turing Test
24 Jun 2018
School
Department
Course
Professor
Evolving Workplace
1. Services
a. Mostly health care and social assistance- then education and training
2. Manufacturing
3. Agriculture
4. Mining
- Higher percentage of population ages 65+
- Mostly females not in the workforce
- Closing gap between male and female labour force participation rates
- Higher female participation rates during childbirth years
- Less people who have to support older people -> how to manage the ageing population
with a smaller population
Gender pay gap
“The national gender pay gap is currently 17.3% and has hovered between 15% and 19% for
the past two decades.” (Workplace Gender Equality Agency, 2016, p.3)
“However, there are different sources that can be used to calculate the GPG. These sources
provide different analytical opportunities, with different methodologies and strengths... Each
data source shows a double digit gender pay gap…. No matter what data you use – there’s still
a gender pay gap!” (Workplace Gender Equality Agency, 2016)
“The national gender pay gap based on AWE is a symbol for the overall position of women in
the workforce. It does not show ‘like-for-like’ pay gaps, that is employees working in the same or
comparable roles, nor determine or explain the causes of any differences in earnings between
women and men.
Eg NSW Nurses - if males are present they tend to have higher pay rates
- Men are better at asking for more money
The gender pay gap is influenced by a number of interrelated work, family and societal factors,
including stereotypes about the work women and men ‘should’ do, and the way women and
men ‘should’ engage in the workforce. Other factors that contribute to the gender pay gap
include:
● women and men working in different industries (industrial segregation) and different jobs
(occupational segregation). Historically, female-dominated industries and jobs have
attracted lower wages than male- dominated industries and jobs
● a lack of women in senior positions, and a lack of part-time or flexible senior roles.
Women are more likely than men to work part-time or flexible because they still
undertake most of society’s unpaid caring work and may find it difficult to access senior
roles
find more resources at oneclass.com
find more resources at oneclass.com
Document Summary
Evolving workplace: services, mostly health care and social assistance- then education and training, manufacturing, agriculture, mining. Closing gap between male and female labour force participation rates. Higher female participation rates during childbirth years. Less people who have to support older people -> how to manage the ageing population with a smaller population. The national gender pay gap is currently 17. 3% and has hovered between 15% and 19% for the past two decades. (workplace gender equality agency, 2016, p. 3) However, there are different sources that can be used to calculate the gpg. These sources provide different analytical opportunities, with different methodologies and strengths each data source shows a double digit gender pay gap . No matter what data you use there"s still a gender pay gap! (workplace gender equality agency, 2016) The national gender pay gap based on awe is a symbol for the overall position of women in the workforce.
