Australia: The lunatics have take over the asylum

Our thanks to John for this. An excerpt:

Fair Work Australia identified that inflexible organisation structures restrict prospects for workers, as family and/or carer obligations are perceived as a potential workplace disrupter. [In plain English, ‘Organizations should adapt to the wants and needs of their female workers, not vice versa’.]

Women are more likely than men to work part-time (or flexibly), where they encounter an additional pay gap at an hourly rate between full and part-time workers. [So part-time female workers earn, on average, more than part-time male workers, as in the UK. This is a problem for men, clearly, but it’s not one that requires a solution.]

Vodafone Australia offers a range of flexible working options including out of office days, [that must help organizational efficiency] flexible hours, and a maternity leave program that allows 16 weeks fully paid leave, plus 30 hour weeks on full-time pay (for the first six months upon return).

The program also includes up to 10 additional days of paid leave per year for employees experiencing domestic violence. [I think this means ‘claiming to experience domestic violence, to get two weeks extra holiday’. But if they’re telling the truth, they’ll presumably spend more time with their partners, and thereby be exposed to more violence. Brilliant.]

My brain hurts. From near the end of the piece:

Closing the gender pay gap requires businesses to think of their employees first and foremost, [not their customers, then, or their shareholders?] to take direct action, and to challenge the status quo of a desirable work environment. [Desirable for the female workers, anyway, who don’t want to work full-time]

But if the data tells us anything, the result is a fairer, more productive, and ultimately more effective workforce. [The data doesn’t tell us that – if it did, a logical conclusion would be that all employees should work part-time.]

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About Mike Buchanan

I'm a men's human rights advocate, writer, and publisher. My primary focus is leading the political party I launched in 2013, Justice for Men & Boys (and the women who love them). I still work actively on two campaigns I launched in early 2012, Campaign for Merit in Business and the Anti-Feminism League. In 2014 I launched The Alternative Sexism Project, aiming to raise public understanding that the sexism faced by men and boys has far more grievous consequences than the sexism faced by women and girls.
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  • Paul Jackson

    So Vodafone put their employees first, not their customers. I hope that their customers take note.

    • So Vodafone put their employees first … ‘

      That’s not what the article says. Vodafone put some of their women employees’ demands before the needs of the rest of their employees.

      I may have to think about switching my mobile communications provider.

  • Vodafone Australia offers … a maternity leave program that allows 16 weeks fully paid leave, plus 30 hour weeks on full-time pay‘.

    Paid for not working while others earn the same pay for doing their own work and the absent woman’s? That’s a gender pay gap right there, isn’t it?

  • Groan

    I despair at this sort of stuff. All the supposed “solutions” to this “gap” are in situ in Sweden and other Scandinavian countries for some time. Yet Sweden’s workforce has been becoming more not less sex segregated (because the family friendly legislation make women expensive to hire by the private sector amongst other reasons) and Sweden’s “gender pay gap” is average for Europe. If you want to reduce the pay gap the answer is given by Italy and Poland: limited maternity leave and part time working!
    If however you want to combine work with family friendly hours then you get the “gap” that is pretty similar in Sweden, Germany, Netherlands and indeed the UK.
    Its not rocket science.

  • Slowcoach

    I’m going to ignore the obvious objections to this story for once, (grievous and obscene though they are) since I and others have visited our loathing and disgust on such items already.

    Instead this time I would like to highlight a common trick and subtle practice that is intended to deceive and misdirect.
    “…while women barristers will discover a whopping 150% difference in pay in Australia…”

    The intent here is to;
    i/ Impress the reader with the size of the figure
    ii/ Make them SUBCONSCIOUSLY think it says 150 TIMES difference.
    In reality of course it is only one and a half times greater,
    much less significant.

    This is a much used technique that enables the speaker to lie, whilst enabling them to disguise this deception as truth.

    While I’m in objection mode let me remark on this also,

    “…Unconscious bias in the hiring and salary negotiation processes tends to unfairly (as opposed to ‘fairly’?) benefit men…”

    One CANNOT have ANY bias while while UNconscious for
    f… flip sake

    The sloppy and brainless clowns mean ‘SUBCONSCIOUS’ — see above.

    • Mike Buchanan

      Agreed. There’s also the issue of feminists (few of whom have ever had a senior corporate role) seeking to blind the reader to the point that in every profession there are specialisms. The same point has been made about UK-based legal eagles, but analysis shows the women dominate the work/life balance friendly and emotionally satisying specialisms (e.g. divorce and family courts, where they can contribute to the emotional and financial destruction of men) where the supply/demand balance is in favour of employers. Conversely men dominate in corporate law, where the supply/demand balance is in their favour. They’re expected to work crazy hours and, if necessary, travel here, there, and everywhere, at a moment’s notice.

      • Slowcoach

        Very like the dichotomy in veterinary practice discussed recently.
        Does one see a pattern emerging here?

        One rather thinks one does!