Table of ContentsThe Gender Pay Gap ProblemGender EqualityUnderpaymentThe Gender Pay Gap ProblemAustralia's Gender Pay Gap persists despite the existence of government policy aimed at eliminating the problem (Livsey, 2017). Gender pay gaps reflect gender pay trends that have resulted in women earning less than men in many industries and organizations despite their career achievements (Australian Gender Pay Gap Statistics sexes, 2018). Gender pay is a human resource management issue that is often influenced by a number of factors within organizations. In most organizations, women are not paid less because they decided to take lower-paying jobs or because they work part-time than men (Miller, 2018). The gender pay gap is a human resource management issue that should be addressed within most organizations. Say no to plagiarism. Get a tailor-made essay on “Why Violent Video Games Should Not Be Banned”? Get an Original Essay In most organizations, gender compensation is often influenced by the human resource management department that makes critical decisions about hiring and compensating employees. In the Australian context, there have been reports of discrimination and bias based on the gender of employees in the hiring and payment process. Women are discriminated against in the workplace and the amount of salary to be paid is influenced by the proximity of women to the senior management of organizations (Dahlgreen, Mpini, Palumbo & Guibourg, 2018). The magazine states that women and men work in the same conditions, but that jobs held by women attract lower salaries than men. The gender pay gap in organizations exists because of the lack of flexibility in the workplace to accommodate the responsibilities of leadership positions. . Women are known to demonstrate a caring nature throughout their lives (Blau, Frankcine & Kahn, 2003). The gender pay gap in Australia affects women of all ages, races and education levels because there is no flexibility in their workplace to accommodate their job responsibilities. care. Although the gender pay gap affects all women in Australia, the pay gap also varies by gender. racial groups in the country. Women's earnings depend on their individual circumstances in the workplace, where they are likely to face discrimination based on their race and gender (Yanadori, Gould, & Kulik, 2014). Black Australian women are found to receive lower wages than white Australian women of European origin (Todd and Eveline, 2004). When trying to solve the gender pay gap, age and education level may not matter because women have been discriminated against in most organizations for decades, despite their maturity and their academic qualifications (Adams & Berg, 2017). Strict policies must be put in place to ensure that there is no discrimination in the workplace that leads to a gender pay gap. It could be argued that women spend a lot of time outside of the workforce; which impacts their career progression and opportunities (Chichilnisky, 2009). InIn Australia, women and men work in different sectors and hold different positions, but the country's female-dominated sectors attract lower wages than men. The gender pay gap problem tends to arise when women are hired into organizations because it is assumed that the high likelihood of women holding part-time jobs and taking time off from work would affect economic security of the organization in which they work (Smithson et al., 2004). The problem of the gender wage gap is encountered in many countries, which suggests that the gender wage gap is an international measure for determining the position of women in society. Women consistently earn less than men in most organizations due to part-time jobs and female employment. in lower paid professions. Government data indicates that female-dominated organizations in Australia tend to receive lower salaries than male-dominated organizations (Blau, Frankcine & Kahn, 2003). The gender pay gap in Australia also appears to be influenced by industrial segregation, as there are sectors where workforce roles and responsibilities are gendered. While the issue of the gender pay gap is not common in organizations led by women, the pay gap at the executive level is increasing sharply in favor of men (Dahlgreen, Mpini, Palumbo & Guibourg, 2018 ). The high gender pay gap in female-dominated sectors indicates that where men are few in number, they are likely to be valued; thus, high salaries. In Australia, surveys aimed at uncovering the factors influencing the gender pay gap in workplaces indicate that the number of hours worked, education level and parental status are the main factors determining workers' pay. employees. Industrial segregation contributes to the wage gap, but being female also causes a wage gap across industries (Blau, Frankcine, & Kahn, 2003). The gender pay gap that favors men means less independence for women, less security and less power for women in society. Economic growth is hampered by falling wages for women, as the human capital potential of most organizations is lost (Dahlgreen, Mpini, Palumbo & Guibourg, 2018). The gender pay gap in Australia increases the burden on the Australian government, as declining incomes mean greater reliance on welfare for women. With the gender pay gap being a human resources issue in organizations, companies have the ability to close the gender pay gap overnight by paying women the same salary as their male colleagues. Some companies have officially increased spending to reduce the gender pay gap and ensure that men do not negotiate their way back as higher-paid employees (Morgan, 2018). Despite efforts to narrow the pay gap, ensuring the same pay for all employees can be a complex issue that the country still has a long way to go. Gender EqualityGender equality is achieved when both women and men enjoy the same rights and opportunities available to all sectors of society. Gender equality is a situation that allows equal economic participation and takes place in the decision-making process that is motivatedby the aspirations and different needs of women and men in society (United Nations, 2018). Gender equality is a professional relations issue that values ​​and promotes the needs of both men and women. In line with the requirements of the Millennium Development Goals, the world has successfully achieved gender equality and women's empowerment in society. However, some reports indicate that women and girls continue to face discrimination and violence around the world (McDonald, 2000). As an industrial relations issue, gender equality must be seen as a fundamental right and a necessary foundation for peaceful coexistence and a prosperous and sustainable world (Sainsbury, 1999). Gender equality is a requirement of society that must be promoted to ensure the sustainability of projects aimed at welcoming future generations. Gender equality is an industrial relations issue that does not focus solely on employment relations. Industrial relations also tends to focus on providing women and girls with equal access to education, health care, decent jobs, and representation in political and economic processes ( Colgan, Fiona and Ledwith, 2003). Women and men are required to take part in crucial industrial relations decisions that are known to fuel sustainable economies and benefit all of society and humanity. In Australia, gender bias is an industrial relations problem which the government says harms industrial relations. the social fabric of the country and devalues ​​all Australian citizens. Gender equality is a human rights issue that could lead to a huge waste of resources of the planet's human potential if not followed (Cushman, 2011). In Australia, there is a perception that if women are denied equal rights and opportunities, around half of the entire population is also denied the opportunity to maximize their lives' potential. This perception may be true since there is gender equality in all areas, especially in politics. and economic sustainability benefits all people on earth (Rudin, 2017). The problem of gender bias can be eradicated if nations are able to work together towards achieving a common goal, which advocates equal rights and respect for all (Klarsfeld et al, 2014). Although there are varied roles and responsibilities for men and women, gender equality requires equal opportunities for all. The interests, needs and priorities of men and women must be taken into consideration. Some sex characteristics are applied globally but conflict with equal gender roles (Trentacosta & Kenney, 1997). Such characteristics should only be limited to the biological definition of the role of women and men in reproduction (SPIE, 2016). Many studies claim that the Western world has achieved gender equality, whereby women have the same legal rights as men. The belief that gender equality has been achieved in Western societies may be erroneous, as countries like Australia still face issues of gender discrimination globally. workplace (Alba, 2018). Feminists continue to argue that the battle for gender equality has not been won because there is no scientific evidence that gender discrimination has been completely eradicated in modern society. Underpaying employees implies that employees are paid less than their stipulated salaries; This.