By Catherine Fox
Being a lady, elevating young ones, succeeding in a management position and dwelling an entire existence continues to be a tall order in smooth Australia should you do not ensue to be remarkable. Being a lady on a board, operating an ASX best –listed corporation, or working a central authority division continues to be an exception instead of the norm. regardless of the development made in the direction of a fairer place of work, within the dialogue in regards to the loss of ladies on forums or the dimensions of the space among males and women's pay, drained excuses are recycled. Catherine Fox labels those the seven myths approximately girls and paintings.
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Men, in general, were also found to be more satisfied with their careers overall than women. Thus, the report concluded, despite well-intentioned programs, companies around the globe have neglected to develop talented women and failed to build meritocracies. Even among graduates of elite Master of Business Administration programs, women continue to lag behind men at every single career stage, right from their first professional jobs. Reports of progress in advancement, compensation and career satisfaction are at best overstated, and at worst just plain wrong, said Catalyst’s Nancy Carter and Christine Silva, when the study was released.
The majority of respondents (64 per cent men) said they had never observed or directly experienced different treatment of females in promotions, meetings, training opportunities, pay or inclusion in social activities. This alleged blindness to what is going on under their noses is, unfortunately, not unusual. So far, so predictable. But the results get really interesting when split by gender. There’s a huge difference in opinion about the existence of the well-documented barriers women continue to face at work.
Debunking the myths has also involved taking a closer critical look at some of the current business efforts to address ‘diversity’ – an unfortunate corporate euphemism that avoids mentioning women or gender (see myth 1). The myths have certainly hampered efforts to research and test the best methods for making progress. There’s a willing audience these days for a neat package to tick the diversity box, as many Australian organisations belatedly focus on how to comply with some of the new reporting measures, such as those for ASX companies introduced in 2011 and in the revised Workplace Gender Equity legislation.
7 Myths about Women and Work by Catherine Fox