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... study involving sexual harassment a sixteen year old girl Ms Krohn reported that she was indecently assaulted and sexually harassed by her Co-worker Mr Stafford. In particular, Ms Krohn said that on one occasion Mr Stafford led her out of sight of the other Co-workers, grabbed her, kissed her on the mouth and placed his hand inside her clothing, touching her genital area and breasts. Ms Krohn left the employer at lunchtime that day, and was taken by a friends mother to the local police station where she reported the incident. She initiated criminal proceedings in the local court for which Mr Stafford was sentenced to weekend detention for aggravated indecent assault.
She then lodged a complaint under the federal Sex Discrimination Act. She stated that her employer had neglected to provide any sexual harassment information or training and consequently failed to provide a safe working environment. This matter was settled at a conference with Ms Krohn receiving a compensation payment of $ 16000. Mr Stafford payed $ 5500 and the employer paid $ 10500 The women of Australia have also fought for the rights of minority groups.
These groups in Australia include immigrant and indigenous Australian women and lesbians. Immigrant women are often trapped in isolation from society through their language difficulties. Despite all legislation against discrimination: the Racial Discrimination Act 1975 (Cth) and The Anti-Discrimination Act 1977 (Cth), immigrant women are still victims of indirect discrimination in the workforce. Many of these women work in under award conditions and with their lack of English skills, In many cases, they are especially vulnerable to neglect and exploitation. In recent years these women have been provided with centres which offer them information, mediation services and training, in there own languages. Indigenous women have been given the same social security rights as other women.
The 1907 referendum changed the constitution so that the commonwealth Government could make laws concerning Aboriginal people and they were made full citizens. Lesbians too are victims of specific discrimination. These women have to fight for their rights in the division of a partners estate, because The Family Provision Act 1982 (NSW) does not make specific mention of homosexual couples. They also cannot access fertility clinics, sperm banks or adoption centres.
Because of their lesbianism they often experience both verbal and physical abuse. Women still encounter disadvantages today, although there is still a limit to the amount of assistance women receive today even though things have changed considerably over time. When the Whitlam government was elected in Australia, it introduced some mechanisms for women to achieve justice. The mechanisms that were needed to resolve particular problems confronting women included: Political and economic inequality in accessing education, training and development, gaining promotion, equal pay and sexual Harassment. In terms of equality and access to womens education and training, the government has been pro-active. Since the right to enter high education was given to women early in the 20 th century, womens access to and participation on education has almost equalled that of men.
The increasing number of women going through year 12 has also increased their chance to enter tertiary education. In the area of tertiary qualifications, women have faced an up hill battle. It was not until 1967 that women were allowed to study at university in Australia, but their range of subjects was limited. Now women are given the right to enter the subject of their choice. However women are given fewer opportunities that men to under go on-the-job-training due to discrimination and childcare commitments. Due to the lack of training, women are less likely to be in a position to again promotion especially in senior managing positions.
This inability of women to gain such positions is not just because of their lack of training but the glass ceiling effect. This refers to and invisible barrier created by male prejudice, which prevents women from being promoted above a certain level. Male prejudice, male dominated work practices and the unwillingness of organisations to take into account womens career paths are all factors, which contribute to the glass ceiling. A mechanism aimed at changing this is the equal employment opportunity legislation says that large companies are required to provide more opportunities for women. The glass ceiling effect is only one reason why the pay for women is not equal to that of the pay of men. Today, women earn an, average, 79 % of the average male income.
Equal pay for equal work has been a legal reality, but the pay gap between men and women is still obviously wide. The main reason for this is that the area of work dominated by women attract lower wages, women are more frequently cast in the role of home makers, cuts in child care funding which has made it difficult for women to participate in the workforce, discrimination in being promoted, and of course the glass ceiling effect. The mechanisms used to improve management positions for women have only improved 0. 15 %p. a. At this rate, it will take approximately 177 years for women to gain equality. Federal legislation to provide opportunities for groups that have historically been the subject of discrimination is know as Affirmative Action.
Its principle is to create an employment atmosphere where equality in opportunity exits in the workplace. This principle was established by the Affirmative Action (Equal Employment Opportunity for Women) Act 1986 (Cth), which was later amended in 1999 to become the Equal Opportunity for women in the Workplace Act (Cth). This act requires higher education authorities and companies, employing over one hundred people to implement affirmative action programs. Men are not discriminated against by this legislation because the Act only promotes opportunities for advancement for women. Though affirmative action has seemed to improve the position of women in the workforce, it has still been limited in its effectiveness.
Reasons for this limitation include: legislation not applying to workplaces less than one hundred employees; lack of adequate penalties for non-compliance with the legislation; lack of redressing some fundamental problems faced by women workers; and attitudes of men towards women. State legislation, which protects women from discrimination in the workplace, is Anti-Discrimination legislation. Discrimination in this way involves sexual harassment, direct discrimination, indirect discrimination and discrimination because of pregnancy. No one can be discriminated against because he / she is single, married, divorced, or living in a de-facto relationship.
Like the Affirmative Action Act, it requires the implementation of affirmative action programs, but on a state level. Education and training schemes are being set up by the NSW government to let women know of its initiatives to build a safer community. Community and government to let women know of its initiatives to build a safer community. Community and government agency expert will ensure that the government is informed about all types of violence against women and how to stop such violence.
Public education campaigns about reducing violence will be coordinated also. The NSW police service has carried out an extensive campaign to encourage victims of domestic violence to call the police. In conclusion all factors affecting the legal systems operations, to generating just outcomes have changed considerably over time. However women are still disadvantaged in many ways and to resolve this, legal and non-legal mechanisms have been introduced, including trade unions, lobby groups, welfare groups and government agencies. Many mechanisms available for women to generate just outcomes in the Australian legal system, have made a big difference to women and have made it far more easier to achieve justice in society.
However, as has been seen, women still suffer greater disadvantages in many ares of daily life.
Free research essays on topics related to: indirect discrimination, affirmative action programs, education and training, sexual harassment, equal employment opportunity
Research essay sample on Equal Employment Opportunity Affirmative Action Programs
