This topic outlines how affirmative action legislation emerged in Australia. In doing this discusses the affirmative action (equal employment opportunity for women) and other pertinent pieces of Australian legislation which were enacted to improve equity in the Australia workforce for women. Why the women belong to disadvantaged grounds and how to reduce this phenomenon for women in Australia by government.So we should disagree with abolition.Affirmative action has been defined as the taking of positive steps by means of legislative reform and management programmes, in order to achieve demonstrable progress towards equal employment opportunity. Affirmative action is an attempt ...view middle of the document...
Equal Employment Opportunity (EEO) is about: making sure that workplaces are free from all forms of unlawful discrimination and harassment, and providing programs to assist members of EEO groups to overcome past or present disadvantage. This means having workplace rules, policies, practices and behaviors that are fair and do not disadvantage people because they belong to particular groups. In such an environment, all workers are valued and respected and have opportunities to develop their full potential and pursue a career path of their choice. EEO groups are people affected by past or continuing disadvantage or discrimination in employment. As a result they may be more likely to be unemployed or working in lower paid jobs. These groups are: Women Aboriginal people and Torres Strait Islanders Members of racial, ethnic and ethno-religious minority groups, and People with a disability.The disadvantaged group which has been subject to most investigation is the female population. This is not surprising given that women comprise over half of the Australian population and approximately 42percent of the work force.There are many dimensions to labor market disadvantage but most researchers concentrate on four aspects of the problem.The first is rate of unemployment for the group in question which is well above the national average. For most disadvantaged groups, however, conventional measures of unemployment are poor indicators of their joblessness because many members of such groups withdraw from the labour market owing to severe problems in obtaining employment.The second is low occupational or industrial status is a second disadvantage in the labour. This can refer to either the horizontal segregation of workers in a given group into low paying occupations or industries or their vertical segregation into the lower level jobs within a given industry or occupation. it is not so much the segregation which is the problem but the low status of the areas of the labour market in which the members of disadvantaged groups are predominantly located.The third one is dimension of disadvantage is level of average earnings which is below that for the work force as a whole. Such comparisons often vary because of the adoption of differing measures of earnings.The last dimension is the degree of labour market turnover which a group exhibits. In general, the higher the level of turnover the more disadvantaged the group, although this must be qualified because some turnover is beneficial to the workers concerned. It is therefore useful to distinguish between voluntary turnover and involuntary turnover (lay-off).efforts to discriminate between good and bad quits have generally been unsuccessful and turnover data often fail to distinguish between quits and lay-off. As the result, the use of turnover information in the analysis of disadvantage has been limited.As more and more women enter the workforce, many experience a double burden of w...
