Sex discrimination is treating people unfairly because they are either male or female.
Indirect sex discrimination is treatment which appears to be equal but is unfair on certain people because of their sex. To be unlawful it must be unreasonable.
Media Release - Gender Pay Gap Results (4 September 2015)
Today Equal Opportunity Commissioner, Anne Gale, welcomed Equal Pay Day.
Equal Pay Day marks how many extra days women in Australia have to work from the end of the financial year to earn the same as men.
"A sense of urgency must be created to address the national wage gap. More women in leadership positions is essential to close the gap. Women continue to be underrepresented in the most senior levels and the rate of progress is too slow," the Commissioner said.
SA Chiefs for Gender Equity mark Equal Pay Day with important document signing
On average Australian women who work full-time earn around $283 less a week than their male colleagues – a staggering 18.2% less.
Latest figures from the ABS (August 2014) show the health care and social assistance industry has the highest gender pay gap (30.7%), followed by financial and insurance services (30%) and rental, hiring and real estate services (29%).
Originally submitted on 4 September, 2014 - 15:56. Last updated on 29 May, 2015 - 11:01.
Yesterday, the Australian Bureau of Statistics released data which shows the average ordinary full time weekly earnings of Australian men is $1559.10, significantly higher than the $1275.90 earned by women. This means women are currently earning just 81.8 cents for every dollar their male colleagues earn, down from an average of 85.1 cents ten years ago. This is the first time since data collection began in 1994 that the gender pay gap in Australia has soared above 18 per cent, to reach a record high of 18.2 per cent.
Today on International Women's day (8 March), we recognise the economic, political and social achievements of women in the past, present and future. We look back on past struggles and accomplishments, and more importantly, look ahead to the untapped potential and opportunities that await future generations of women.
Originally submitted on 13 March, 2013 - 15:42. Last updated on 4 April, 2013 - 11:40.
Robin was a male nurse, who worked for an Adelaide-based nursing agency. On more than one occasion, Robin had night shifts cancelled at short notice because the agency had a policy that they will not allow male nurses to work night shift without a female being present.
After he lodged a complaint of gender discrimination with the Commission, Robin's employer confirmed the policy. The reason they gave was that they had to abide by their client’s wishes regarding lone male nurses working at night.
The matter was settled in the conference, with the agency offering to train their managers in equal opportunity laws, and review their practises regarding employing staff to shifts. They also offered to pay Robin $500 for general damages.
Davide rang a company to enquire about buying a rainwater tank. She wanted to make an appointment for someone to visit and discuss the purchase, but she was asked if her husband would be present. Davide said that she did not know - and anyway she was paying for the tank, not him. The person on the telephone told her that it was company policy not to conduct business with women unless their husbands were present, and they refused to send a salesman to discuss the purchase without Davide’s husband being there.
The company apologised if their process upset or offended her. Davide was happy with this response, and this ended the complaint.
Stephanie applied for a position as a bar-worker at a city restaurant. After successfully completing a trial shift that lasted four hours, she didn't hear back from the restaurant. When she rang them, she was told the position was filled by someone taller.
The complaint was settled by the restaurant offering an apology to Stephanie, for any anxiety or offense they may have caused in making comments about her height.