#GenderEqualityWhenItSuits: A submission to the Review of the Workplace Gender Equality Act 2012

 

To suggest that the Australian Government is currently committed to achieving gender equality is an absolutely farcical proposition. Can an organisation be only half committed? I think not.

I say this as the extent to which the government acknowledges and supports men/boys, relative to the support it expresses for women/girls, overwhelmingly favours the latter. Further, not only is this bias not seen as a problem, it is considered by many to be fair and appropriate.

Neither politicians nor senior bureaucrats dare ask ‘why?’, let alone say ‘stop!’, to proposed developments that might further this imbalance. They know full well that any such gesture would result in immediate negative sanctions. And conversely, that few would be likely to publicly speak in their defence. Such is the overdone mood of the matriarchal moment.

One element of the problem is the lack of a government agency, or even a section within an agency, that is designated to gather or disseminate information, or develop policy, in support of men and boys.

Another is the issue of remnant chivalry, a factor that in an environment of true gender equality, would be recognised as nought but an outdated traditional gender stereotype.

Related online information:

https://www.fighting4fair.com/uncategorized/sadly-australian-politicians-only-find-the-courage-to-criticise-the-feminist-lobby-after-they-retire/
https://www.fighting4fair.com/uncategorized/on-blocking-out-non-feminist-perspectives-and-opinions/
https://www.fighting4fair.com/uncategorized/when-even-the-prime-ministers-office-imposes-pro-feminist-censorship/
https://www.fighting4fair.com/uncategorized/feminism-and-the-death-of-good-manners/
https://www.fighting4fair.com/uncategorized/regarding-the-term-gender-traitor/
 

Q: Is there a Minister for Men and/or an Office for Men?

A: No, there is neither, and none is proposed.

Q: Do government agencies provide as much public acknowledgment and support for men/boys as they do for women/girls? A simple example might be publicly acknowledging International Men’s Day versus their response to the multitude of recognised and supported days for women and girls.

A: No, they do not. International Men’s Day is ignored entirely by both state and federal agencies.

Ask the Australian Human Rights Commission, for example, if they have ever issued a tweet or social media notice to celebrate International Men’s Day.  Ask any state or federal agency.

Related online information:

https://www.fighting4fair.com/uncategorized/november-19-is-international-mens-day/
 

Q: Does the government invite representatives of men’s and/or father’s rights groups to participate in committees, in fora and/or (for example) regulatory reviews related to gender issues? For example, the One in Three organisation (http://www.oneinthree.com.au)

A: No, they do not. Nor do they support the establishment and operation of such organisations.

Q: Do women of high public profile (for e.g. female politicians) and/or women’s groups seek to support men/boys either generally or in relation to specific issues?

A: No, generally not. Contrast this to the actions of many high-profile men.

Related online information:

https://www.fighting4fair.com/uncategorized/heforshe-men-pressed-into-service-with-nary-a-hint-of-quid-pro-quo/
 

Q: Does the government fund research that explores aspects of the reality experienced by men/boys and/or encourage gender-related research to address or consider issues from both a male and female perspective (for example via the actions of the Australian Research Council)?

A: No, they do not. More and more often males are not surveyed in such studies, unless asked in relation to their views on women’s issues (and with zero reciprocity applying)

Related online information:

https://www.fighting4fair.com/uncategorized/fudging-the-figures-to-support-the-feminist-narrative-domestic-violence/
https://www.fighting4fair.com/uncategorized/achieving-personal-financial-security-is-important-for-everyone-but-dodgy-research-helps-no-one/
 

Q. Is there compatibility with regards to the extent of funds that the government assigns to groups/agencies and/or issues that primarily affect men/boys, versus what is provided for women/girls? Where relative advantage to a particular gender can be recognised, does the government assign approximately equal support for each gender?

And what about with regards to our foreign aid program?

A: No, they do not. There is a huge disparity in favour of women/girls. The government doesn’t even appear to keep track of how much is spent on men/boys (i.e. there is no Budget Statement produced for men/boys). And not only that, many of the groups that are funded often express views that are particularly negative towards men/boys.

Meanwhile, our foreign-aid program is now deliberately skewed towards providing support for women/girls.

Related online information:

https://www.fighting4fair.com/uncategorized/re-instatement-of-the-womens-budget-statement-in-australia-bring-it-on-but-consider-men-too/
https://www.fighting4fair.com/uncategorized/the-australian-federal-election-of-2019-men-boys-remain-invisible/
 

https://budget.gov.au/2021-22/content/womens-statement/index.htm

https://www.fighting4fair.com/uncategorized/discrimination-against-males-in-the-context-of-humanitarian-agenciescauses/
https://www.fighting4fair.com/uncategorized/australian-taxpayer-funded-organisations-that-do-littlenothing-for-men/
 

Q: Do government or government-funded agencies devote as much time and energy to acknowledging, supporting and remedying issues that affect men/boys as they do in the case of their representations for women/girls?

Some examples of organisation to consider might include WGEA, the Australian Human Rights Commission, the Australian Bureau of Statistics, ANROWS, the Australian Institute of Family Studies, and the Australian Institute of Criminology.

A: No, they do not. There is a huge disparity in favour of acknowledging, celebrating and supporting the preferences and privileges of women/girls. This often appears to occur in association with a saturation of staff and management who are devotees of feminist ideology.

Ask the Australian Human Rights Commission (for example) if they have ever had a male appointed to the position of Sex Discrimination Commission. Ask them how many times, in (say) the past ten years, they have developed a program or policy that intended as being primarily supportive of men/boys (and was publicly identified as such)?

The AHRC is the ‘go-to’ agency for those seeking to act in a manner that may be seen as providing unequal benefits for one gender over another … an example being to offer a scholarship only to women, or to publicly recruit (only) women for a particular role. Ask the AHRC to state the percentage of times they have exercised this power in a manner that favoured women over men.

Ask the WGEA about how much they have looked at the costs (financial and otherwise) faced primarily or solely by men and boys. And about the growing number of segments in the labour market where women’s salaries exceed those of men. And about those organisations where the staff gender ratio for female representation well exceeds 50% (for example the federal public service), and what (if any) remedial action has been taken.

Related online information:

https://www.fighting4fair.com/uncategorized/weve-set-a-target-of-having-10-of-our-senior-management-team-female-by-2017/

We’ve all heard of the gender ‘income gap’, but what about the ‘expense gap’?

https://www.fighting4fair.com/uncategorized/gender-bias-at-the-australian-human-rights-commission/
https://www.fighting4fair.com/uncategorized/profound-gender-bias-at-the-australian-human-rights-commission-part-2/
https://www.fighting4fair.com/uncategorized/regarding-the-granting-of-gender-specific-scholarships-in-australia/
 

Q: Domestic Violence is perhaps the highest profile issue in the whole gamut of gender-related topics now being addressed. Many studies support the notion that at least 1/3 of the victims of domestic violence are male (and up to 2/3 in certain contexts).

The Government spends hundreds of millions of dollars ostensibly trying to remedy this scourge. How much of this money is used (for example) to psychologically treat abusive and/or violent women? How much is spent to assist male victims of abuse?

What action is the government taking to ensure both fairness and effectiveness of expenditure? How many of those receiving taxpayer funds are driven by feminist ideology. Does this detrimentally affect their performance for example via prompting them to persist with ineffective principles and strategies, purely because doing otherwise could be seen to compromise their belief system?

A: Well under 1/10th of the money allocated to treating domestic violence finds its way to assist the male and female victims of violent and abusive women. This is a disgrace, and meanwhile the (seemingly allowable) response from the feminist lobby is to cry ‘epidemic!’ and demand that the government give them more money. Meanwhile more men suicide.

Related online information:

https://www.fighting4fair.com/uncategorized/so-what-exactly-is-the-domestic-violence-industry/
https://www.fighting4fair.com/uncategorized/has-there-been-a-surge-in-domestic-violence-during-the-covid-19-pandemic/
https://www.fighting4fair.com/uncategorized/major-sporting-events-domestic-violence-myth/

http://www.fighting4fair.com/uncategorized/domestic-violence-one-sided-media-coverage-and-bogus-statistics/

http://www.fighting4fair.com/uncategorized/on-the-experience-of-male-victims-of-domestic-violence/

https://www.fighting4fair.com/uncategorized/female-violence-now-increasingly-seen-as-appropriate-empowering/
https://www.fighting4fair.com/uncategorized/on-suicide/
 

Q: The so-called ‘Gender Wage Gap’ is another high-profile gender issue, and one in which the WGEA has been, and remains, closely involved. Has the manner in which this issue has been presented and addressed to date, been indicative of a commitment to gender equality?

A: No, anything but. The WGEA has even been criticised for the biased manner in which the issue has been approached. Depending on how one drills down into the data, there are several, and a growing number of, instances where female wages exceed male average salaries. This aspect is largely invisible in the public coverage of the topic. Somehow, I very much doubt that’s a coincidence.

Related online information:

http://www.fighting4fair.com/uncategorized/the-myth-of-wage-disparity/

https://www.fighting4fair.com/uncategorized/that-tired-old-feminist-chestnut-that-is-the-gender-wage-gap-resurrected-in-australia/
 

Q: With regards to the specific issue of workplace conditions and workplace safety, is as much emphasis placed on key issues as viewed from a male perspective, as from a female perspective?

A: No, very little emphasis is placed on the consideration of issues from a male perspective, with the exception of the multitude of situations where men’s welfare is ignored entirely.

Related online information:

https://www.fighting4fair.com/uncategorized/on-women-and-their-place-on-the-corporate-ladder/
https://www.fighting4fair.com/uncategorized/recruitment-bias-by-female-hr-staff/
 

Conclusion

The Government’s commitment to ‘gender equality’ is largely limited to championing the legitimate and purported interests of women/girls, whilst doing little or nothing about the multitude of negative factors impinging on the health and happiness of boys/men.

Rather than continuing with the use of the feel-good term ‘gender equality’, the current situation can best be viewed through reference to the notion of ‘Gamma Bias’.

“Gamma bias occurs when one gender difference is minimised while simultaneously another is magnified.

The gamma bias phenomenon can be conceptualised as a symmetrical 2*2 matrix of cognitive distortions, the gender distortion matrix. The matrix below describes examples of gamma bias, where perceptions of men and women are differentially magnified (capital letters underlined) or minimised (lower case letters in italics).

  GOOD HARM
DO (active mode)  FEMALE male (celebration) MALE female (perpetration)
RECEIVE (passive mode) MALE female (privilege) FEMALE male (victimhood)

(Source)

If the Government really wants to be a champion of gender equality then it should begin to treat the genders equally.

And that means equal rights and equal responsibilities.

It also means putting professionalism and impartiality in front of the ideology du jour.

It’s that simple.

Other potential sources of interest

Grants and funding

The Grant Funding Deficit for Washington’s Boys and Men (15 September 2023)

A link to copies of submissions to the Inquiry

A link to the WGEA Review Report

Inflating campus sexual assault statistics, by Bettina Arndt (30 August 2023)

Grant awarded to boost gender equality and diversity in Australian politics (23 March 2023). Another generous ($5 million) hand-out to the feminist lobby with zero corresponding support provided for men’s groups.

Janet Albrechtsen article entitled ‘Closing gender pay gap about privilege not equality‘ (30 November 2021)

Bettina Arndt: The rape conviction rate – a scandalous deceit of parliament and the public (19 January 2022) This has nothing to do with the review, but just demonstrates the outrageous level of anti-male gender bias that’s now practiced and accepted.

Opinion: The data are clear: The boys are not all right (9 February 2022) An example of the USA situation

Women’s leadership and development program (8 September 2022) All about 76 projects set to receive $15.84 million in federal grant funding. Anything equivalent for men/boys? Dream on

Diversity Council Australia fails to understand ‘diversity’

A brief introduction to the ‘Diversity Council Australia’

“Diversity Council Australia is the only independent, not-for-profit workplace diversity advisor to business in Australia. We offer a unique knowledge bank of research, practice and expertise across diversity dimensions developed over 30 years of operation. In partnership with our members, our mission is to:

  • Lead debate on diversity in the public arena;
  • Develop and promote the latest diversity research, thinking and practice; and
  • Deliver innovative diversity practice resources and services to enable our members to drive business improvement.

DCA provides diversity advice and strategy to over 300 member organisations, many of whom are Australia’s business diversity leaders and biggest employers.”

Further information is available at DCA’s web site/Facebook page/Twitter account and ACNC register entry

The most recent annual report shows income of approx. $1.5 million, of which approx. $1.1 million was generated by annual subscriptions. Although DCA does not appear to the recipient of government grants like so many other feminist organisations, many member organisations are public sector agencies.

The staff at Diversity Council Australia comprise ten caucasians, nine of whom are female … but everyone has different hairstyles. Diversity? Tick. The DCA’s “employee benefits expense” in 2015 totaled $871,798, with “key management personnel” compensation paid or payable being $203,873.

(Just what is it with these feminist organisations who think that gender parity should only be imposed on other peoples businesses or agencies? The Workplace Gender Equality Agency is a classic example, with plenty more here.)

Background to the DCA’s Annual Diversity Debate 2016

Imagine an organisation called the ‘Alternative Diversity Council Australia‘ which organised a debate entitled ‘Is engaging women the game-changer for gender equality?‘ (It sounds a bit condescending to even pose the question, doesn’t it?) Oh, and the organisers decided not to have any feminists on either team. In case their views were a little too, you know, confronting.

Scarcely imaginable right? The organisers of such an event would be torn to shreds in both the mainstream and social media. It just wouldn’t fly.

But thanks to the arrogance and hypocrisy of contemporary feminism all one needs to do is flip genders and everything is magically ok.

And so on the 8 November 2016 Diversity Council Australia convened their Annual Diversity Debate on the topic of engaging men in gender equality.

Let’s consider the definition of ‘diversity‘, which includes:

  1. The state or fact of being diverse; difference; unlikeness: diversity of opinion
  2. Variety; multiformity
  3. The inclusion of individuals representing more than one national origin, colour, religion, socio-economic stratum, sexual orientation, etc.
  4. A point of difference

And so who were the panelists, and just how diverse a group were they? The panelists were Kate Jenkins, Pip Marlow, Stephen Barrow, Clementine Ford, Benjamin Law, and Michael Flood. At first glance similar demographics … but let’s focus on belief systems with regards to gender issues.

Were there any men’s rights activists (‘MRA’) amongst them? Anti-feminists/non-feminists/egalitarians? Nope, they are all self-professed feminists (or perhaps pro-feminist/white knight in the case of Stephen Barrow). Further, at least three of the panellists are virulently anti-MRA.

benlawDoes the panel represent a diversity of perspectives on the issue of gender? Of course it doesn’t. As supporters of the same ideology the panelists represent quite the opposite – they represent a ‘uniformity’ of views.

Further, the invitation to the event sets the parameters of the debate firmly within the realm of feminist-approved topics & answers:

“Progress has been made towards achieving gender equality in the workplace, yet significant issues still remain – such as the persistent gender pay gap, the serious under-representation of women in leadership, and the widespread prevalence of discrimination (for both women and men) when it comes to pregnancy, parental leave or a return to work.”

Let’s consider the definition of ‘engage‘ (as in ‘engage with men’), which is to:

  1. To occupy the attention or efforts of (men)
  2. To secure for aid, employment, use, etc
  3. To attract and hold fast
  4. To attract or please
  5. To bind as by pledge, promise, contract or oath; make liable
  6. To betroth
  7. To bring troops into conflict

This sounds rather like drafting men into servitude, so perhaps ‘engage’ might not be the best term to use here. And indeed, the model of engagement proposed by the ‘yes’ team was very much a one-sided affair. This came as no surprise given the participation of Kate Jenkins, whose predecessor at the Australian Human Rights Commission was Elizabeth Broderick (also chief architect of the ‘Champions of Change‘ program).

This component of the feminist vision translates into recruiting men in positions of authority as tools to enhance female privilege through the use of shaming and appeals to chivalry. It does not involve any reciprocal responsibility to listen to, understand, or render assistance to men.

I’d prefer to think that engagement, in the context of the DCA debate, would entail a two-way symbiotic relationship between men and women, with each group listening to/asking questions – and then committing to help one another.

On the contrary, the typical model of feminist interaction when people dare mention issues that might be perceived to detrimentally affect them, is to tell men (and their female supporters) to STFU and stop being whiny man-babies or ‘‘pick-me’s’. This latter term is a derogatory label that feminists apply to women who are sympathetic towards men’s rights issues.

The following posts discuss and provide examples as to how feminists typically engage with men in the real world:

Beware the ire of an angry feminist
On the censorship and erasure of non-feminist perspectives and opinions
Regarding online harassment
A feminist laments: “Why do so few men turn up to hear women speak?”
“I wonder if we men would have behaved the same seeing women at a summit for men?”
White Ribbon Campaign to men: Stand up! Speak up! Shut up!
Regarding the notion of ‘Ironic Misandry’

Put simply, feminists could not care less about helping men, excepting a few situations where benefits to men were collateral spin-offs from the primary goal of enhancing the relative position of women (e.g. paternity leave for men).

And let’s not forget the sponsors of the debate: NAB, Optus, Johnson & Johnson, BAE Systems and Boardroom Media. I look forward to seeing these organisations also support causes that benefit the welfare of men and boys, for example the ‘One in Three‘ organisation.

The outcome of the DCA’s 2016 debate

The following image says it all. Audience members left the event even more biased against men than they were when they arrived. That’s some negative outcome. A result that’s hardly likely to accelerate progress re: mutual respect and gender equality, is it? But to the DCA this was a “great night“.

dcadebate

Here are some of the tweets that emerged from the floor of the debate:

dcadebate1dcadebate2

dcadebate3dcadebate4

Was there some way in which DCA might have redeemed this otherwise farcical event? Aside from having a diverse and representative discussion panel? Perhaps one thing. Readers might have read elsewhere in this blog about the film The Red Pill, and the problems experienced regarding finding screening venues.

Why couldn’t the Diversity Council have organised a screening of The Red Pill as an adjunct to the debate? What better gesture via which the Council establish credibility, in the broader (non-feminist) community, than to arrange a screening of this notable film concerning issues affecting men and boys.

If the Council truly believed in diversity, in gender equality, and in engaging with men … then they should go ahead and walk the walk … engage.

But they don’t. And they won’t. And the gender debate – and the community – is all the poorer as a result.

(Postscript: It’s now 11 January 2023 and the Diversity Council has blocked me from their Twitter feed. I must be too diverse for their tastes)

A couple of queries concerning ‘Balancing the future: The Australian Public Service gender equality strategy 2016-19’

The Australian Government recently launched ‘Balancing the Future: Australian Public Service Gender Equality Strategy 2016–19‘.

The Strategy “sets out actions for driving high performance and boosting productivity in the Australian Public Service (APS). It is a strategy for harnessing the best talent, changing cultures, and challenging assumptions that hold us back.”

On Wednesday 11 May 2016 I sent the following email to diversity@apsc.gov.au:

“The statement below extracted from your report only provides one supporting reference, a dead hyperlink to a WGEA paper. The WGEA is notable as an organisation that employs almost no men (despite espousing the need for gender balance), and for its strong feminist bias.

“A growing body of research shows that:

  1. organisations with the most gender equality outperform those with the least,
  2. increasing the proportion of women in leadership roles is associated with better financial performance, and
  3. gender equality in teams promotes an environment where innovation can flourish.”

Are you able to provide any concrete examples of this “growing body of research” you speak of? I am not aware of any studies that show anything more than some correlation between, for example, business performance and the presence of senior female managers. Refer http://www.fighting4fair.com/uncategorized/companies-with-women-at-the-helm-perform-better-afeministsaidso/

The other factor that I would appreciate some feedback about is the practical meaning of “gender equality” in the report. It seems that the meaning used only considers the female side of the equation, that is gender equality exists at any point beyond 50% female participation.

Therefore, for example, an organisation comprising 75% female staff is portrayed as gender equal, despite the fact that from a male perspective the situation is not equal at all. Moreover it would seem that even when more than 50% staff overall are female, unless the most well-remunerated ranks of the organisation are also 50%+ female, then there is still not gender equality. This certainly does give the impression that the report itself suffers from a significant degree of gender bias.

I look forward to receiving your response at your earliest convenience. Thank you”

Now, dear readers, let’s sit back with a cup of tea and see what (if anything) they come back with.

Check back later as I’ll post any response here.

On 17 May 2016 I received the following response:

“Thank you for your email and interest in the APS Gender Equality Strategy. The link you referred to has been updated and further links added.

In relation to your other query, the Strategy seeks to address gender imbalance across the APS, at all classifications and in all agencies—no matter the direction of any current imbalance. Agencies are expected to set stretch targets for gender equality across all leadership levels and business areas in the context of their existing gender distribution. The Strategy also emphasises increased access to flexible work arrangements for all employees, regardless of gender.

I hope this information is useful to you.

Diversity Policy – Employment policy Group
Australian Public Service Commission”

A number of the additional references cited are already listed in my blog post referred to earlier, and are not considered as providing conclusive evidence that female management was the *cause* of improved organisational performance. I look forward to reviewing the additional references provided, of which I was previously unaware.

We’ve set a target of having 10% of our senior management team female by 2017

Yes it’s a bold plan but we think we can do it. We’re a cool little organisation and, I tell you, we are 100% into gender equality.

Only 10% women by 2017? Feminists would be collectively choking on their smashed avocado at this point, and reaching towards their IPhones ready to unleash a storm on social media. Well, they can relax and busy themselves attending to their cats’ litter tray instead.

That’s because the statement in this particular organisation’s web site actually specifies having 10% of the senior management team *male* by 2017. I’ve seen this objective noted in their web site for quite a while now. Three years? Clearly progress has been slow. Perhaps they’re having trouble finding men whose judgement is sufficiently impaired to sign off on media releases asserting that the gender wage gap is proof-positive of an oppressive male hegemony across corporate Australia.

The organisation I’m talking about is the Workplace Gender Equality Agency (WGEA). The WGEA is an Australian Government statutory agency created by the Workplace Gender Equality Act 2012. The Agency is charged with promoting and improving gender equality in Australian workplaces. The relevant minister is Senator the Hon. Michaelia Cash, Minister for Employment, Minister for Women, etc.

We taxpayers support WGEA to the tune of $5 million each year, and in return they tell us about stuff that’s really important to feminists like the ‘gender pay gap’. They even have a separate website in which to bang that particular drum.

I could divert at this point to talk about how the gender wage gap, in the context it’s presented to us by feminists, is complete hokum that has been de-bunked more times than I’ve had hot breakfasts. Here’s a recent effort courtesy of Forbes. But never mind, at least the ‘pay gap’ gives gender studies students and feminist journos something to write about other than their own angst-ridden lives.

There are currently no men in the senior management team at WGEA. I don’t think that there ever has been. The last annual report (refer page 100) tells us that only two out of twenty-nine staff were men (see the lovely staff pic). (Postscript September 2016: According to this article, WGEA now employ five men … break out the party pies, they achieved their quota!)

I don’t understand why they only shot for 10% men though. Because if 10% is the feminist version of equality, then that certainly changes a few things. And what’s with waiting until now (2017)? Surely if members of the current management team were real feminists they would jump at the opportunity to facilitate greater diversity at WGEA by resigning to make way for new blood. And then imagine the challenge of subsequently breaking new ground in a field dominated by men, like fishing or mining for example. But then if it’s just about the money I guess I could understand …

Now back to where I started, with the genders reversed. If it was 95% men working in this particular agency, don’t you think that the feminist lobby would scream their heads off? That it wouldn’t be on, or close to, the front page of the paper? Maybe even have its own hashtag? And that the government wouldn’t find a way to immediately address the serious gender imbalance?

Don’t bother answering. I think none of us are in any doubt about the answer to that hypothetical.

Feminism. Hypocrisy. Got it

Closing gender pay gap about privilege, not equality (30 November 2021)

(Postscript January 2017: Philip Davies MP recounts his experience dealing with the Equality and Human Rights Commission in the UK)

(Postscript November 2018: An extra $8 million to encourage employers to report on gender equity)

A response (to Robert Brockway) from the WGEA (3 March 2019)

David Leyonhjelm, former Senator for the Liberal Democrats, asks WGEA staff about the workplace hours gap  (20 February 2019) Video

Submissions to a review of the Workplace Gender Equality Act 2012 (December 2021) (See this separate post)

Elsewhere in this blog you might be interested in reading:

Diversity Council Australia fails to understand ‘diversity’

Harassment and discrimination in the workplace: Surprise, surprise, it goes both ways

Australian taxpayer-funded organisations that do little/nothing for men (other than demonising them)

Recruitment bias favours hiring female staff

On affirmative action and the imposition of gender quotas

That tired old feminist chestnut that is the ‘gender wage gap’ lives on in the Australian media

It’s hard to believe, but white knight politicians, feminists and media commentators alike are still banging this drum. How many times does the existence of a ‘pay gap’ arising from gender discrimination, need to be debunked before it is finally put to rest?

It’s notable that the relevant Australian Wikipedia entry simply compares the average male and female rates of pay, which is clearly not ‘comparing apples with apples’. By that I mean that we need to compare pay rates for men and women doing the same job (incl. same hours worked), and with the same qualification and experience in order to tease out any meaningful gender-based differences.

While there are certainly differences in the average salary earned by men and women, such differences reflect personal career choices, rather than being an indicator of gender bias in the workplace as is routinely asserted or implied by the feminist lobby. Further, once you drill down into the data it becomes clear that the nature of the gap is  no means uniform ‘across the board’ – which you might expect if it was in fact a meaningful indication of ingrained gender bias across Australian society. (Refer statistical sources provided in this other blog post)

One of the things that feminists don’t mention is that, even when using the average pay rates they base their argument on, the gender gap actually favours women in certain age groups or in certain types of jobs. I would suggest, however, that we don’t all hold our breath waiting for Elizabeth Broderick to take “bold measures” to address those particular areas of ‘inequity’.

Back in March 2014  this article appeared, asserting the existence of gender-based wage disparity. I emailed Westpac bank requesting supporting information and got a reply from their PR section wanting to know why I wanted the info. I was eventually pointed towards the media release section of their web site where I found this. As you can see no mention of male/female salary data at all, so I’m left wondering where Westpac CEO, Gail Kelly (who also features in this Youtube video), sourced those stats.

This week the ‘gender pay gap’ was mentioned here in an article on news.com.auherehere and here in segments on the Australian morning TV show ‘Sunrise’, and here in comments by Tracey Spicer. Tracey was quoted as saying:

“To be a working woman in Australia is to know that you are valued less than your male counterparts. Our (rising) double digit gender wage gap means you’re earning less than guys doing the same job, you have a reduced chance of making your way to a senior leadership position (particularly if you’re angling to be on the board) and no matter where you are in the business hierarchy you stand a 17 percent chance of sexual harassment on the job and a one in five chance of being discriminated against if you become pregnant.”

Why is it that when I see articles that purport to discuss gender differences, but only provide the relevant statistics for women, I immediately think *feminist author*? I wonder if this technique, i.e. don’t provide any context or basis for comparison, is something they are now teaching everyone in ‘gender studies 101’ because it really is so prevalent now.

The wage gap statistics that Tracey refers to were sourced from a government agency, the ‘Workplace Gender Equality Agency‘ (WGEA) which defines the gender pay gap as “the difference between women’s and men’s average weekly full-time equivalent earnings, expressed as a percentage of men’s earnings.”

As is explained in my previous blog post about the ‘pay gap’, comparing average male/female earnings is utterly unhelpful and inappropriate given the large number of variables involved (of which gender discrimination by employers is only one, and only a minor one at that).

I see in this article that the WGEA has previously been subject to criticism for their interpretation of source statistics.

You might be interested to know that only two out of twenty-nine staff in the WGEA are men. And how many of them would identify as feminists? I’m guessing, almost all. Just putting this thought out there, but could it be that perhaps this situation is introducing some teensy, weensy measure of bias into the Agency’s priorities and findings?

In terms of addressing the agency’s staffing imbalance, dare I suggest that they could probably speed things along via the introduction of an enforced gender quota? I mean to say, feminists are proposing gender quotas right left and centre, and what’s ‘good for the goose is good for the gander’ as they say.

But in the meantime the suits at the big end of town clearly think that pandering to feminists makes business sense, as many are falling all over themselves to support the WGEA’s latest ‘pay gap’ initiative.

Postscript … and on and on it goes:

The FIFA World Cup pay gap exists because of one simple factor (31 July 2023)

Gen Z want to work ‘lazy girl jobs’. Who can blame them? (9 July 2023)

Shocking pay gap between men and women (11 February 2022) Another offering from our very own WGEA. Yes, you know the ones

Closing gender pay gap about privilege, not equality (30 November 2021)

Closing the gender pay gap‘ by the Chifley Research Centre (August 2019). The Centre is the official think-tank of the Australian Labor Party, and its official mission is to champion a Labor culture of ideas. It is an Australian public company supported by the Commonwealth Government through a grant in aid administered by the Department of Finance and Deregulation (source).

I have asked the Centre for details regarding the size and source of the budget for this project. The only response thus far has been for a member of the (all-female) project working group to block me on Twitter. Yes an avowed feminist and gender studies academic … surprised? Stay tuned.

Ending Australia’s gender pay gap: ‘Managers can make or break DEI’ (28 October 2021) A recent spray from the pro-feminist sector – to be reviewed

Female futures traders on $315,000 a year among 72 occupations where women earn more than men (29 March 2019) Ooh, see the angry feminist fuming over this article, media poison, no more promotions for this journalist.

Google finds it’s underpaying many men as it addresses wage equity (4 March 2019) USA

In December 2018 Australia’s SBS ran a program called “Is Australia sexist?”. The linked video was a critique of that program. Interesting

Workplace gender equality score reveals massive blind spot letting Australian businesses down (17 November 2017)

Andrew Bolt: Let’s ask Waleed Aly the truth about a pay gap (18 October 2017)

Cafe of Confusion (7 August 2017) Video

What we miss when we focus on the gender wage gap (10 July 2017) Why is it so very difficult for pro-feminist researchers to provide like-for-like statistics and an objective unbiased presentation of the facts of the matter. This articles excludes consideration, for example, of the reality that men are more likely to support others and women more likely to be supported. Therefore now, and in the absence of wide-ranging structural reform, unemployment or underemployment of men has a far more serious impact on welfare of affected persons.

Instead of tweeting his ‘support’ for Natalie Portman, Ashton Kutcher should have coughed up the cash, by Clementine Ford (31 January 2017)

She’s Price(d)less: The economics of the gender pay gap (October 2016) KPMG study for Diversity Council Australia. Exaggerates the significance of gender discrimination – hardly surprising given the agenda of the commissioning organisation. KPMG in turn clearly have their eye on the ball with regards to winning further lucrative ‘women as victims’ consultancies from pro-feminist agencies.

8 September 2016 was ‘Equal Pay Day’. This triggered a flurry of pay gap articles, only one of which challenged the feminist narrative. And oddly that was an article published in news.com.au, entitled ‘How common sense shows gender pay gap is a myth‘.

The others were ‘Closing the gender pay gap won’t just help women. It’ll help men too‘, ‘Will the real gender pay gap please stand up?‘ & ‘It’s time to dispel the myth that women’s choices cause the gender pay gap’ (8 September 2016) None of the pro-feminist articles found it relevant to note that the pay gap favours women in many instances – and in an increasing number of instances – depending on sector, seniority, etc. From the readers comments, many people are far from convinced by the feminist position. This comment from ‘mythbuster’ was a classic:

“Men earn an average total of $27,000 a year more than women”. Yes, EARN, not, “are paid”. That calculation is based on averaging the incomes of all male and all female full time workers. It doesn’t take into account overtime, differences in jobs, female choices. In lower paid, similar jobs they earn more because they do more overtime. There are 12.2 million workers here, split 55/45 men to women. To get equality, you need to conscript 600,000 women out of their homes and into work. You also need to sack 600,000 and put them in front of the afternoon soaps, and then have women support them. There are 1.2 million workers in construction, forestry and mining, 85% male. This pays higher than the 1.1 in health services, 80% women. So lets take about 360,000 women out of counselling or aroma therapy and get them down the mines or out building us houses. That’s where the pay is better, in back breaking, dangerous work. We should also swap some teachers with long distance truckies and oil rig workers, since that will help close the pay gap and the death gap since 93% of workplace deaths happen to men. More dead female workers will be a sign of equality. Its illegal to pay a man or woman a different wage based on gender, if you know of an example of this, please give us the EBA or Award name, otherwise, if you want to be paid like a man, work the jobs women tend not to want to and do the hours men do at it. That’s equality.”

Women catching up to men on wages: ABS (23 August 2016)

“Women’s wages have grown at almost three times the rate of men’s over the past year”

Young men blamed for not believing the feminist misrepresentation of the gender pay gap (Australian Financial Review, 17 July 2016)

Radical proposal to force bosses to fork out extra super for women (3 June 2016)

Opinion: Gap in logic over gender pay discrepancies (8 May 2016)

University of Queensland to host Bake Sale that charges based on gender (3 April 2016) and then ‘The feminist cupcake sale that led to death and rape threats‘ (6 April 2016)

Just thinking out loud now, but I’d love the opportunity to look at these threat messages. Of those that actually exist IRL, I’d like to see how many were sent from newly created accounts with IP addresses that matched those of the recipients.

Higher proportion of gender pay gap ‘unexplained’ in Australia than in US, UK, research shows (24 March 2016) Laughably inane. Headline should be ‘Wage gap found to be insignificant’ … 39% of 3.9% (= 1.5%), only some of which actually results from discrimination

How the work gap affects women, by Jasmin Newman (14 March 2016)

Gender parity still lacking in Australia’s workforce, by Roy Morgan Research (8 March 2016) See chart below – would be interesting to see these results cross-referenced by years of experience in role.

annual_incomes

Gender equality in the workplace can prevent violence against women (1 March 2016) In this article the feminist authors vainly attempt to create a causal link between the pay gap and domestic violence against women. Talk about a reach. And needless to say there is zero acknowledgment of workplace harassment or discrimination against men.

Why women graduates don’t get paid as much as men (14 February 2016) OK, so women freely choose to take courses that lead to lower paying job. It’s not men’s fault, and the only problem seems to be in the minds of feminists. WTF?

Workplace gender equality scorecard puts Australia to shame (26 November 2015)

ANZ bank launches a Super deal for female employees (29 July 2015) And now dodgy interpretation of statistics is used to justify gender discrimination

The Only 2(3) Cents I’m Giving Up Because of the Pay Gap (16 April 2015)

Gender pay gap misinterpreted again (16 October 2014)

Get Fact: do men make much more than women for the same job? (7 March 2014)

Pay gap due to women’s choices, not gender bias (9 March 2015) International Women’s Day 2015 saw a flood of pro-feminist articles about the gender pay gap. I won’t even bother including links here as none of them contributed anything new or useful to the discussion – just the same old debunked nonsense. This article (linked above) was the only one I saw that said anything sensible on the matter.

Australian taxpayer funded organisations that do little/nothing for men (other than demonising them)

Firstly, and by way of background, the concept of institutional misandry has been described as:

“The collective failure of an organisation to provide an appropriate and professional service to people because of their status as male. It can be seen or detected in processes, attitudes and behaviour which amount to discrimination through unwitting prejudice, ignorance, thoughtlessness and misandric stereotyping which disadvantage males.”

It persists because of the failure of the organisation openly and adequately to recognise and address its existence and causes by policy, example and leadership. Without recognition and action to eliminate such misandry it can prevail as part of the ethos or culture of the organisation. It is a corrosive disease.

— After section 6.34, page 49, Cm 4262-I, Lawrence. The Stephen Lawrence Inquiry Report of an Inquiry by Sir William Macpherson of Cluny. February 1999. (Source)

You might also be interested in viewing these videos about institutional misandry in the UK.

I frequently encounter the online footprints of Australian organisations whose interests encompass one or more gender-related issues, and who appear to demonstrate a significant degree of anti-male bias. Many of these organisations:

  • provide minimal or no services or support for men, and often only reference men in the context of (for example) perpetrators of sexual assault or domestic violence
  • are strongly biased towards, or influenced by, feminist ideology
  • have weak oversight or disclosure mechanisms in place, for example annual reports, financial statements/independent auditing, and measures of performance which (if they exist) are not publicly available, and
  • have either no men working within them, or only very few (gender quotas anyone?)

I find this situation to be of considerable concern bearing in mind the hundreds of millions of dollars flowing into just the domestic violence sector alone each year. What’s more, that amount continues to increase and in July 2014 it was announced that millions more were to be poured into agencies to protect “women and their children (whilst still assiduously ignoring male victims and violent women).

One should consider the current situation in the context of the relative paucity of funding to organisations that support men and boys, all whilst the government trumpets on about gender equality.

It also worries me that this list is not restricted to private lobby groups or not-for-profits that benefit from substantial government funding or contracts. Indeed, there are many government agencies and groups within the tertiary education sector that display almost as much gender bias.

I have already allocated blog posts to several such organisations:

The Australian Human Rights Commission (Annual budget = just over $33 million)

Australian Department of Social Services (Annual budget = $4.2 billion)

Australian Institute of Family Studies (Annual budget = $17.75 million)

WA Department of Child Protection and Family Support (Annual budget = just under $625 million)

Workplace Gender Equality Agency (Annual budget $5 million) $5 million a year to propagate a feminist myth and to shake a finger at companies that won’t buy into their delusion. Their contribution to the Australian community consists of burning public money on the altar of feminism. (Postscript November 2018: Budget doubled)

‘Our Watch’ (formerly known as the Foundation to Prevent Violence against Women and their Children) (Receives government grants totalling between $1 million and $2 million per annum)

White Ribbon Campaign (Received government grants totalling $280,000 during 2013/14 financial year, but in 2019 it went broke & was closed down)

Domestic Violence NSW (Received more than $6 million in government funds in 2013-14)

DV Connect (Around $3 million during 2013/14 financial year, mainly from the Queensland Department of Communities)

The Australian Gender Equality Council (Budget unknown)

Safe and Equal Inc. lists annual receipt of government grants totaling $7,135,582

‘No to Violence’ (Income and expenditure of approx. $4.9 million in the 2017/18 financial year)

Diversity Council Australia (Total income in 2015 of approx. $1.5 million, mainly from membership fees. Many public agencies are listed as members, but the extent of public funding is not identified. All staff bar one are female … diversity … seriously?

Men’s Referral Service (Government funding was around $2million/annum but they are now to be the recipient of a further allocation of $13 million over four years)

The E-Safety Office (Annual government funding is currently around $100 million)

In this blog post my intention is to eventually corral and list basic details of other similar organisations, and then subsequently do further research on each.

Who’ll be the next cab off the rank? Oh, we have oh so many contenders …

Monash Gender and Family Violence Prevention Centre – Hmm, where to start here. Well firstly check out how many men they have on board with regards to Advisory Board members/key researchers/HDR researchers/visiting scholars. Think, one or none tokenism. But more to report here folks – back soon.

Women’s Safety NSW – This group came to my attention due to their lobbying against a proposed Family Law Inquiry. You can review their tweets (@womenssafetynsw) in relation to that issue distributed around mid-late September 2019. Their ACNC register entry is here – you will note that they received $253,869 in government grants in 2019/20 whilst spending $192,710 on “Employee Expenses” (with only one fulltime employee). The CEO and Board are wholly female. (Newsflash: Their Twitter account states “Women’s Safety NSW is no longer in operation” as at 27 July 2021. Their former CEO, Hayley Foster, is now CEO of another organisation called ‘Rape and Domestic Violence Services Australia’).

Full Stop Foundation is registered as a charity with annual income approaching $2 million. Their patron is feminist Tara Moss, and all seven board members are women. Looking at their web site and ACNC register entry, it’s uncertain though to what extent they receive government funding. What exactly is “contract income”? (See note 4). Also, whilst they list the Australian Human Rights Commission as supporters they don’t seem to clarify what form this support takes (?)

Or another … this one is called ‘Safe Steps Family Violence Response Centre’, but don’t let “family” fool you. Safe Steps “is committed to assisting all women and children in the community experiencing family violence. We are an organisation that values inclusivity, diversity and intersectionality”. All female board and staff. Income of $12 million in financial year 2017/18 according to latest annual report on their web site, but which doesn’t specify the extent of grant funding. Safe Steps is listed in the ACNC register but no information seems to be held for them. (?)

Or maybe a group known as ‘Emerge’? “Emerge supports women and children who have experienced family violence, empowering them to rebuild their lives“. There would appear to be no male directors or staff. Their entry in the ACNC register, here, provides various details concerning the organisation. The most recent financial statement lists more than $1.2 million received in the financial year ending 30 June 2018 (from the Dept. of Health and Human Services), and approx. $620k in salary expenses.

Just out of curiosity I typed “male victims” into their web site search facility, and got “Oops, we are really sorry but no results were found“.

Or how about Women’s Community Shelters Ltd who came to my attention via their daily paid placement in my Twitter feed? Their ACNC register entry mentions a total annual income of almost $3.5m, of which just over 1/3 arrives by way of government funding. This mostly comes from the NSW Dept. of FaCS, who explain here the “facts” about domestic and family violence (no need to complicate things by mentioning male victims).

Or perhaps Relationships Australia? I understand that they don’t have many male counsellors nowadays, and one less after the departure of Rob Tiller.

Or perhaps the International Women’s Development Agency? It would appear that there are no male directors or staff. Indeed in October 2018 IWDA advertised for a non-executive director, but lads don’t get your hopes up:

“International Women’s Development Agency (IWDA) has an EEO exemption (H298/2018) and requests applications from women only. IWDA has a Child Rights and Protection Policy and directors are required to undertake a National Police Check and endorse IWDA’s Child Rights and Protection Code of Conduct.”

I wonder why IWDA were granted an EEO exemption and whether an application from a MRA organisation would be treated similarly? See here and here. Oh and IWDA seem to get plenty of government financial support too:

“Grant income represents 81% of our total income and grew by 43% in 2016/17. This is based on a combined Grants total of $8.59mil, of which 29.81% is sourced directly from the Australian Government’s Aid Program.” (Source, p27)

Or how about ‘The Australian Centre for the Study of Sexual Assault‘? This is the page that I came across first. It reads like a grant application for a feminist spend-fest doesn’t it? I had a very quick look at their site and found nothing along the lines of guidelines to help female perpetrators, or anything about male victims. I searched on “sexual assault of men” and did come across a page entitled ‘Engaging men in sexual assault prevention‘ though. You know the sort of advice that helps us men curb the frothing rapist lurking within each and every one of us.

The ‘About us‘ page tells us that there are no male staff at the Centre, as well as providing the following information:

The Australian Centre for the Study of Sexual Assault (ACSSA) was established in 2003 by the Commonwealth Office for Women. It is funded by the Department of Social Services and is hosted by the Australian Institute of Family Studies.

ACSSA is a central collection point for research, information and resources about sexual assault in Australia. Our key role is to facilitate access to the growing evidence-base on sexual assault and to support organisations, agencies and others use research and evidence in shaping policy, practice and research directions in responding to, and reducing, sexual assault.

We collect, synthesise and summarise developments in:

  • research and evaluation;
  • practice knowledge and resources;
  • law reform and legislation; and
  • policy initiatives.

OK, well there is no mention there of the agency being restricted to only dealing with the sexual assault of women by men. Given, however, that it’s an offshoot of the ‘Commonwealth Office for Women’, I think it would be a safe bet that that is in fact the case. Of course if there was a corresponding ‘Office for Men’, then I guess that they would deal with male victims and female perpetrators. But there isn’t, because … men can deal with it (?)

With regards to their budget, all I’ve found at the moment is this somewhat dated page for the Government’ entire ‘Womens Safety Agenda‘, which mentions a total budget of $75.7 million over four years. The 2014/15 budget shows an allocation of $3.5 million for the Office of Women this year (refer page 31), but there may well be further allocations under the Social Services budget (and elsewhere?). On 23 June 2014 I sent an email to Treasury seeking this information:

“I am aware that a womens budget statement is regularly prepared to identify expenditure that is expressly designed to support Australian women. I would like to know if there is a similar statement identifying expenditure designed to support men.
Alternatively, and assuming there is not … is there any source that you can either provide me with – or point me towards – that enables a side-by-side comparison of expenditure for men and women? I look forward to receiving your advice on this matter. Thank you”

… but no reply since. Hmm.

Postscript: Sarah Game MLC has provided the following information regarding the Office for Women in a Twitter discussion thread (February 2024)Image

See also: The Australian government hands out hundreds of millions per year in grants to businesses. We find much of it is wasted (18 July 2024)

What’s happening overseas?

Meanwhile over in the USA Barack Obama introduced one (1) federal program to assist men and boys (as against the dozens that assist women and girls), only to have the feminist backlash begin immediately (and see related reddit discussion here). Somehow, sadly, I can’t see Malcolm Turnbull stepping into the breech with anything similar here in Australia. Ooh, please don’t call me a misogynist, please, please! (See this blog post re: lack of political support for men/boys)

See the article at http://www.canberratimes.com.au/act-news/women-are-the-biggest-budget-losers-20140523-zrl4n.html (22 May 2014) It seems quite extraordinary to me that the journalist who wrote this piece felt justified in claiming that “women are the biggest losers” without providing any information whatsoever about what men received/lost in the budget. It’s moments like these I feel like a member of the forgotten gender!

In Wales (U.K) someone did the maths and found that women’s groups/causes were handed 77 times as much funding as were men’s groups/causes (August 2016).

Further organisations slated for review

Rape & Domestic Violence Services Australia Senior staff and Board members are all women. In the year ending 30 June 2015 the organisation was the recipient of $8,194,146 in government grant funding, out of a total annual income of $8,795,650. Their main expense was ‘Salaries and On-costs’ at $7,502,877 (Source)

Australia’s National Research Organisation for Women’s Safety Limited (ANROWS). Oh, and look, 80% of Board members are women as are all of the staff listed in their web site. I guess that’s to be expected given that I read that men bash women, lack the capacity for empathy, and are thus are clearly unconcerned about women’s safety … so why oh why would they want men working there? Oh, but wait, wouldn’t that be sexist stereotyping? And what of equal employment opportunity?

The latest annual report and financial statement provided in the ANROWS web site as of July 2022 is for the financial year 2020-21. ANROWS receives substantial government funding support and in 2020/21 “grants income” was listed as being $6,628,189. In 2019/20 it amounted to $10,410,025, and the year earlier it received $4,995,793.

Now I wonder how much the federal government budgeted for researching men’s issues in recent years? Absolutely nothing? But I shouldn’t ask naughty questions like that – it’s probably why ANROWS blocked me on social media.

Domestic Violence Prevention Centre Gold Coast Inc.

The Centre is listed in the ACNC register here. That’s just as well as there does not appear to be any financial details provided in their web site, and only vague information about who is running the organisation – and how. The Centre employs 12 f/t employees, 20 p/t employees, and three casuals.

The Centre is wholly supported by government funding, with no donations or bequests received in 2014/15. The consolidated income statement shows receipts of around $2.8 million per annum in goverment grants (refer page 5). The main costs for the Centre are “salaries and on costs” ($1.9 million per annum), “office and centre expenses” ($407,167), rent ($227,841), and superannuation ($174,128).

An article from May 2016 citing disparaging comments about male victims of DV made by Centre director Amy Compton-Keen can be accessed here (NB: Reader reaction to that article was illuminating).

Y-Gap/Polished man campaign (level of government support currently unknown). Y-Gap’s ACNC register entry is here. Related Reddit mensrights discussion thread here.

Queensland Centre for Domestic and Family Violence Research based at CQ University, Mackay Campus. All female staff? tick Only consult with female-focussed groups with just a token male for appearance sake? tick Statistics within web site ignores male victimisation and resources for men assume they are perpetrators of violence? tick (see ‘Working with Men’).

“The Queensland Centre for Domestic and Family Violence Research receives defined term funding from the Queensland Department of Communities, Child Safety and Disability Services to undertake research and develop educational resources pertaining to domestic and family violence in Queensland. In addition, CDFVR is supported by CQUniversity and receives grants from a range of other sources to conduct research and professional development activities.”

Queensland University of Technology, Crime and Justice Research Centre Perform research and teach in subject areas including sexual assault and domestic violence. They appear to have a strong pro-feminist bias and from what I have read of their work thus far, they routinely follow and promote the men perpetrators/women victims model. (More details here)

Domestic Violence Victoria All female staff? tick

The 2013 Annual Report here tells us that DVV’s total income in 2013 was $677,211 of which $609,361 arrived in the form of grants. Some of their major expenses included wages $489,783, super contributions $42,618, media awards $35,251, provision for holiday and long service leave $32,789, consultants $10,675, board fees $4,500 and staff training/welfare/amenities $3,261 (these items totalling $618,877)

Victoria_DV1

Canberra Men’s Centre Outwardly compassionate about men’s welfare but it’s been suggested that CMC are a feminist ‘Trojan horse’ that dances to the men bad/woman victim tune. Their annual report for the year ending 30 June 2013 (the most recent in their web site as of March 2015) informs us that they received around $2 million from the ACT Dept. of Disability, Housing and Community Services in both 2011/12 and 2012/13. Their main expenses were lease payments ($340,118 in 2012/13) and salaries ($277,799 in 2012/13).

Safe Steps Family Violence Resource Centre (web site and Facebook page)

This Victorian organisation first came to my attention when I heard about a function they were planning for 6 May 2015 at which they will be lighting candles for women and children. On 27 April 2015 I submitted a cordial post to their Facebook page just querying why men killed through domestic violence would not be similarly remembered. Well, that post was deleted faster than you can say ‘feminist censorship’.

One hundred per cent female directors and staff (Source, see p9)

Total income in both 2012/13 and 2013/14 exceeded $3 million – nature of source not disclosed. Salary costs and director remuneration not disclosed (p10)

Fast forward to 28 January 2020 and Safe Steps issued this tweet:

“Women, children and young people are not the only ones affected by #familyviolence. Often, women need to leave but are reluctant to leave their beloved pet behind. We assist where possible to enable women and their children to leave safely with their pets.”

That’s right, no men in the families that this group deals with. Funny thing that.

(Other groups in the queue for consideration include: Science in Australia Gender Equity, OWN NSW … )

Elsewhere in this blog you might be interested in reading:

So what exactly is the ‘Domestic Violence Industry’?

Re-instatement of the Women’s Budget Statement in Australia? Bring it on, but consider men too

Less than 50/50 representation does not automatically imply ‘gender bias’

Although forcing 50/50 representation within organisations via quotas or similar discriminatory measures does …

There is no disputing the fact that relatively few women occupy places in the upper echelons of the corporate world. Feminist ‘wisdom’ would have us believe that this is wrong, and this it is a wrong that must be righted – for example via affirmative action measures such as quotas. Feminists tell us that this wrong is indicative of an unfair workplace environment constructed by men for men, which is holding women back from assuming their rightful places at the boardroom table.

Like many others, I have a problem with this simplistic construct. There are many factors, and more significant factors, contributing to gender imbalance in the workplace other than deliberate bias on the part on males at the apex of the hierarchy. Thus questions such as the following, readily spring to mind:

  • Is it necessarily wrong that women are not represented 50/50 on boards and amongst the ranks of CEO’s? (That is, assuming feminists would even settle for 50/50)
  • Exactly what costs and benefits would be associated with achieving 50/50 representation? and who would incur these costs and receive these benefits?
  • To what extent are the low numbers of women in senior ranks simply reflective of what real women actually want (or don’t want), rather it being a situation that has been forced upon them?
  • To the extent that women are being held back in their chosen career paths, for example because of inflexible workplaces, and to what extent do the very same factors also act as constraints on the careers of men?
  • Are women who achieve positions of high standing in the corporate hierarchy more or less likely than men to help women in the lower ranks of their organisations (i.e. champion/mentor versus Queen Bee)
  • Why are concerns *never* raised about the need for diversity in relation to organisations, boards, etc that are overwhelmingly female in composition?

Is it not wrong, and indicative of sexist bias, that all of the emphasis in this debate is about women achieving leadership positions, with no concern expressed in relation to the small numbers of men working in roles like nursing or teaching. And what about roles that are heavily male-dominated, but are dirty and/or dangerous, like collecting garbage, janitorial roles, mining, the military, etc. How come no mention of quotas being imposed there?

Clearly the feminist lobby and their allies in the media are advancing a very imbalanced position. Yet again and again I see articles advancing this position appearing unchallenged – articles like this one – and I know more people need to speak up about feminist hypocrisy and double standards.

This latest article is entitled ‘YWCA conference addresses gender bias in leadership‘. The main point being made is that because only a minority of business or political leadership roles are held by women, then there is clearly pervasive ‘gender bias’.

Before dissecting the article, let’s first look at the definition of the word ‘bias’:

“An inclination or prejudice for or against one person or group, especially in a way considered to be unfair.”

I would propose that there are many reasons why there might be more men (or more women) in a particular career, or company, or industry, and that gender bias is but one of these. I would propose that in Australia, in most cases gender bias is a relatively minor factor – or does not apply at all. I would further propose that to the extent that gender bias is a significant factor then there would be (and in fact, are) situations where men, as well as women, are disadvantaged.

The article begins with “There is a silence in our society when it comes to the continued gender biases that exist in our workplaces.”

Well if you want to hear real silence then consider the issues I raised a few moments ago:

  • the lack of men working in roles like nursing or teaching, and
  • the lack of women in roles that are poorly paid, dirty and/or dangerous, like collecting garbage, janitorial roles, mining, the military, etc.

Who is speaking up about gender bias in these situations? Certainly not the feminist lobby, an ideology that is purportedly all about equality. I’m not seeing any suggestions of quotas being applied to address these imbalances. But maybe I missed that memo.

The article goes on to state:

Perhaps most alarming is the continuing gender wage gap – women still earn 17.5 per cent less than our male counterparts for the same work, and female graduates can expect to earn $5,000 less per annum than male graduates.

These statistics are real. They demonstrate an attitude and an unconscious gender bias that form a significant barrier to women participating in the workforce.”

Firstly Francis, no, these statistics are not “real”. The kindest descriptor I would offer is ‘misleading’. See my separate posts about the wage gap and about women in the workforce, both of which identify the many contributing variables (other than sex discrimination against women) that lead to the outcomes being considered here.

Secondly, neither the number of women in leadership roles, nor any wage differential that might exist, “demonstrate” bias or a “significant barrier to women participating in the workforce“. Nor do they necessarily even indicate an inequality of opportunity for women.

Take for example, political leadership, where more than 50% of voters are women. Is the author, and others of her ideological inclination, suggesting that women are biased against other women to the extent that election outcomes are heavily influenced.

And then the article asserts that “Workplaces in Australia are not responsive to the needs of women when it comes to balancing both motherhood and their careers.”

Well Francis, don’t you think that one could also say the same thing about men and fatherhood? But then, feminists do have this habit of conveniently overlooking the fact that many of the issues they rail about also negatively impact on men. That being the case, why continue to represent these issues as ammunition in an ‘us versus them’ gender war?

“In Australia, we don’t yet know what a sustained, gender-equal playing field looks like.” but then just a few lines later “The YWCA of Canberra is a supporter of quotas, as they have proven to be successful mechanisms to create a pipeline of young women into leadership roles. Until young women feel empowered to pursue leadership opportunities and have role models to look to, we will continue to be under-represented at the decision-making tables, be they in business, politics, education, or any other sector.”

Aha, so a “level playing field” looks like a place where a group of candidates with superior qualifications and experience are potentially frozen out whilst members of another group are placed in leadership roles … by virtue of having a vagina? It looks like a place where women can only feel “empowered” when assisted by way of privileged intervention (dare I say, bias?). Not infantilising much.

No-one is standing at the head of the queue handing out leadership roles to men. The reality is that anyone who strives for a position of leadership faces significant barriers. It’s not an easy path to take. And then of course there are many men and women who have no interest in taking on a leadership role, or who are simply not prepared to make the necessary compromises in other areas of their lives.

Do some of these hurdles affect proportionately more women more than men? Sure, just as some factors affect proportionately more men than women. Do some women face a proportionately greater barrier in relation to their role as parents than men? Yes, of course. But then there are, for example, women who don’t have children or who have a stay-at-home partner. Just as there are men who are single parents, or married but with a wife who has her own career.

Some of these hurdles to achieving leadership roles are fair and unavoidable, others perhaps less so. Where a hurdle is grossly unfair then by all means address it in an appropriate and targeted manner, but reacting via introducing another unfair barrier (in this case, a gender-based quota) is certainly not my idea of a “level playing-field”.

I would also recommend looking at a web site created by Mike Buchanan called the  ‘Campaign for Merit in Business‘. One of the articles to be found there is http://c4mb.wordpress.com/improving-gender-diversity-on-boards-leads-to-a-decline-in-corporate-performance-the-evidence/

Elsewhere Mike states:
“The government continues to bully FTSE100 companies into achieving 25% female representation on their boards by 2015, through the threat of legislated gender quotas. We know from recent reports that the government is planning to threaten the FTSE350 with 50% gender quotas. Because when you’re paddling downstream in a canoe on the Niagara river, and you start to hear the roar of the waterfalls, you should paddle faster towards them, right?

Good luck with trying to find evidence of a causal link between GDITB (Gender diversity in the boardroom) and enhanced financial performance – the oft-cited ‘business case’. I’ve challenged the government, dozens of organisations pressing for this ‘direction of travel’, and hundreds of individual proponents across the developed world – many of them employed in lucrative jobs allied to this insane ‘direction of travel’ – to provide evidence for a causal link.

None has ever done so. The best they can do is misrepresent a number of studies and reports, all of which make it perfectly that there’s no evidence of causal links, nor can causal links even be implied from the statistics. The following are just a few of the prominent / influential proponents of GDITB who’ve failed to meet our public challenges. They include Vince Cable MP. who leads the Department for Business, Innovation and Skills:

http://c4mb.wordpress.com/our-public-challenges-of-high-profile-proponents-of-improved-gender-diversity-in-boardrooms

PS: Readers who might be interested in more of a ‘big picture’ perspective on this issue might like to look at these papers dealing with affirmative action, and the concept of ‘gynocentrism‘.

Other related papers that may be of interest include:

Men need not apply – a video by Janice Fiamengo (3 November 2016)

Is BHP discriminating against men? by Bettina Arndt (15 August 2023)

Paris city hall fined for putting too many women in senior roles (16 December 2020)

Men’s leniency towards women at work is fueling the decline of the West (16 November 2020) From the proceedings of ICMI20

Formula One is 88% male and 91% white – that’s not acceptable in 2020 (16 August 2020)

Why Some Women Aren’t Excited About Leadership Positions (17 May 2017)

Jordan Peterson – why few women are in positions of power (3 March 2017) Video

Maybe It’s Time To Redefine What It Means For Women To ‘Have It All’ (21 December 2016)

Richard Marx slams ‘chaotic’ event on flight (21 December 2016) Maybe Korean Air should enforce 50/50 rule for their flight attendants, but of course quotas only ever seem to get applied in relation to under-representation by women.

We need to rethink recruitment for men in primary schools (17 October 2016) Australia. Hold onto your hat! Is this the first ever article in The Conversation providing a positive perspective in relation to supporting men/boys?

Social Work’s Gender Problem (15 September 2016) USA

More men need to be recruited to female-dominated industries, by Libby Lyons, WGEA (14 August 2016)

The Flawed Arguments About Female Discrimination in the Film Industry (3 August 2016)

Melbourne University advertises female-only jobs in bid to remedy gender imbalance in maths (18 May 2016) Related Reddit discussion thread here, and critical response from Janet Bloomfield below:

Positive discrimination will have exactly the opposite effect you hope for, Melbourne University. Smarten up (18 May 2016)

Do women really want equality? by Nikita Coulombe (12 May 2016) USA

Do They Stay or Do They Go? The Switching Decisions of Individuals Who Enter Gender Atypical College Majors (May 2016)

“Men who enter a female-dominated major are significantly more likely to switch majors than their male peers in other majors. By contrast, women in male-dominated fields are not more likely to switch fields compared to their female peers in other fields.”

Study Shows Gender Inequality Not Responsible for Girls Not Choosing STEM Field (26 April 2016) USA

Where are all the women? Senior APS ranks maintain male majority (11 April 2016) Not content that “The vast majority of rank-and-file public servants are women”, the author presumably wants to see the same imbalance reflected in the most senior (and well-remunerated) level of the public service.

Civilian Labor Force Participation Rate: Men (March 2016) USA statistics showing decline in male employment 1950-2016

In the Name of Diversity, You Must Conform! (21 March 2016)

Novak Djokovic questions equal prize money in tennis (21 March 2016) Men also play more sets than women. Plus different climate standards apply to men, who must continue playing in higher temperatures.

Laura Perrins: Feminists have lowered the status of women (14 March 2016) UK

I’m so bored of women having to be on board (11 March 2016) Australia

The Great Diversity Scam (10 March 2016)

Nearly 300 women apply for MFB firefighter jobs (4 March 2016) Australia

The two articles that follow highlight the ‘one-way street’ nature of feminist demands and expectations in relation to diversity and representation. Mostly men = a big problem … mostly women = sound of crickets chirping

Juliet Bourke on the secret of harnessing diverse teams and More women on boards helps to narrow gender pay gap (2 March 2016)

Tasmania’s top public servant targets gender parity (17 February 2016) With 70% of the state’s public service being female, will Greg Johannes also be writing to heads of agencies with >50% female staff to ask them to recruit more male staff? Gee, I really, really doubt it.

Now that women potentially face the draft – it appears everyone is against women in combat roles (17 December 2015) USA and related reddit discussion thread

The ten deadliest jobs in America. Oh look, it’s all men (7 December 2015) Reddit discussion thread and linked article

Gender equality vital to securing our digital future (1 December 2015)

Why this year has been all about women speaking out on gender equality (27 November 2015)

FF candidate to challenge gender quota law (7 November 2015) Ireland

Men will have to lose jobs to make way for gender equality: Transfield’s Diane Smith-Gander (13 October 2015)

Gallup: Majority of Women with Kids ‘Prefer Homemaking Role’ (8 October 2015)

US women fall behind in jobs market (11 October 2015) and related reddit discussion thread here

100 Years Before Women Reach Equality in Top Jobs, Study Claims (2 October 2015) See the reader’s comments – most are heartily sick of the feminist perspective on this subject

Don’t panic: A male midwife’s guide for dads-to-be (23 September 2015)

Compared to Men, Women View Professional Advancement as Equally Attainable, but Less Desirable (12 August 2015)

Women-in-tech events are anti-male, say men’s rights activists (12 August 2015)

The problem with merit-based appointments? They’re not free from gender bias either (30 July 2015) Amongst other omissions this paper conveniently ignores the fact that men aren’t always the beneficiaries of bias, nor women always the victims.

The case for quotas in politics: the absence of women isn’t merit-based (30 July 2015) Argues the case for the introduction/expansion of gender quotas

New study into lack of women in Tech: It’s NOT the men’s fault. It’s just simple mathematics, apparently (27 July 2015) and related reddit discussion thread

14 Facts the Tanking ‘Women in Tech’ Movement Doesn’t Want You to Know (19 July 2015)

More Men Than Women Watch Women’s Soccer, While Women Prefer Male Sports (9 July 2015)

Women stop trying to get to the top after just TWO years because they are turned off by having to sacrifice it all (28 May 2015)

The Myth about Women in Science (13 April 2015)

Sexist Canadian “Feminists” Call Others Sexist (8 April 2015)

Women guaranteed at least 50% of jobs on Victorian government boards (28 March 2015) and related reddit mensrights discussion thread

Gender quotas key to curbing pay inequality: Queensland Minister for Women Shannon Fentiman (9 March 2015) Here is some related discussion in the ABC’s Facebook page

More US women not in paid employment now than ever before (6 March 2015) and related reddit mensrights discussion thread

We need women on boards for many reasons: ethics isn’t one (20 February 2015)

Gender Quotas in Hiring Drive Away Both Women and Men (16 October 2014)

Want to pretend you’re a feminist but do nothing? Talk about women on boards (13 February 2015)

Ginsburg: Will Be Enough Women on SCOTUS When They’re All Women (5 February 2015)

Where are the female tradies? (28 January 2015) A feminist perspective on the issue

Quotas on the nose: that’s the view from male Australian CEOs (7 January 2015)

The problem with “We need more women in -“ (20 December 2014)

Former Tory chairman Lord Tebbit slams Government for helping women ‘leave their children at home and go out to work’ (27 November 2014)

“Lord Tebbit asked her: ‘Do you not think it is strange that when these gender gap questions come up there is always a call for more women ambassadors, or generals or air marshals or something? ‘There is never a call for more women to be plumbers or electricians or jobs like that.'”

Gail Kelly’s Margaret Thatcher-style executive team (25 November 2014) The bank with the least number of women directly reporting to the chief executive is the only bank with a woman at the top

Interstellar patriarchy: Protecting women everywhere from shirts! (13 November 2014)

This discussion thread in an Australian web site called ‘The Conversation‘ concerns a suggestion that men are being preferentially treated due to their alleged greater self-confidence. Both myself and others contributed comments that questioned the feminist perspective being put forward, and our posts were later removed.  The moderators also closed the thread to further comments. As is usually the case, there was absolutely nothing offensive or threatening about the material removed. Ideological censorship pure and simple.

Feminist myths and magic medicine by Catherine Hakim

Where feminism went wrong by Janet Bloomfield

How feminist propaganda is destroying men’s lives (2 January 2015)

When the best person for the job has nothing to do with gender (20 October 2014) Australia

How to get more women into STEM fields: One college’s approach (August 2014 reddit discussion thread)

Why are there so many women in public relations? (8 August 2014)

Verizon’s ‘Inspire her Mind’ ad and the facts they didn’t tell you (21 July 2014)

British Labour Party enforces women-only candidate short-lists (4 July 2014)

The real reason there are not more female scientists (Youtube video)

Get women on the board (3 June 2014)

Percentage of bachelor’s degrees conferred on women, by major (Discussion thread on reddit)

Workplace inequality: When one side has an escape hatch (16 June 2014)

http://www.ted.com/talks/sheryl_sandberg_why_we_have_too_few_women_leaders.html

http://www.nytimes.com/2013/02/22/us/sheryl-sandberg-lean-in-author-hopes-to-spur-movement.html?pagewanted=all&_r=0

http://dealbook.nytimes.com/2013/04/02/why-so-few-women-reach-the-executive-rank/

http://blogs.hbr.org/2009/12/women-ceo-why-so-few/

http://nymag.com/thecut/2013/03/bystanders-to-the-sandberg-mayer-mommy-wars.html

http://techcrunch.com/2010/08/28/women-in-tech-stop-blaming-me/

http://www.smh.com.au/business/some-men-fear-competing-with-women-20131025-2w5i8.html#ixzz2iuvoQgpS

http://news.harvard.edu/gazette/story/2014/03/hierarchical-differences/

Why women are leaving the workforce in record numbers‘ (17 April 2013)

http://www.ceda.com.au/media/310731/cedawiljune%202013final.pdf (A fairly comprehensive coverage of the topic albeit purely from the perspective of a feminist idealogue)

Women in STEM sole focus of gender imbalance debate‘ (24 April 2014)

Businessmen love to talk women in leadership, until you mention the Q word (15 April 2014) Feminist journo talking up gender quotas

http://www.psychologytoday.com/blog/the-nature-nurture-nietzsche-blog/201310/where-are-all-the-women

http://themattwalshblog.com/2014/01/26/stay-at-home-moms-you-dont-owe-the-world-an-explanation/

Standing tough: Maureen Joanne Sabia on achieving success (4 June 2014)

What can men do? (25 April 2014) An article written by a White Knight about the gender imbalance in the IT (coding) sector, that also has some interesting readers comments.

Only two of 3100 women army soldiers join infantry in military frontline (4 June 2014)

By the way, men want more flexibility in the workplace too

Report cites bias against women in drug rackets

Is ‘Opting Out’ the new American dream for working women? (12 September 2012) Related reddit mensrights discussion thread here

http://www.bbc.com/news/magazine-26828726 (Hand wringing over the fact that >90% of editors on Wikipedia are male, with some interesting comments contributed by readers)

http://blogs.scientificamerican.com/the-curious-wavefunction/2014/04/22/neil-degrasse-tyson-has-a-point-but-larry-summers-is-still-right/?WT.mc_id=SA_sharetool_Twitter

http://www.news.com.au/lifestyle/parenting/women-dont-want-to-have-it-all-anymore/story-fnet085v-1226848285611

Do Any Women Work at the Dirty, Difficult and Dangerous Jobs that Men Do? Any Women At All? (7 August 2012)

http://phys.org/news/2011-11-men-honest-overconfidence-male-domination.html (as cited in http://priceonomics.com/the-babysitting-gender-gap/)

http://theagenda.tvo.org/blog/agenda-blogs/where-oh-where-are-all-female-guests

Other related posts within this blog include:

We’ve set a target of having 10% of our senior management team female by 2017

On affirmative action and the imposition of gender quotas

Companies with women at the helm perform better (so they say)

diversity

Recruitment bias favours hiring female staff

I came across an article some time ago that detailed the results of a study that looked for any bias shown by Human Resources (HR) personnel when recruiting new staff.

“… we’re talking about the human resource professionals who, thumbing through resumes, act as the gate-keepers to employment around the world. Are they men or women? Because sadly, oh-so-uncomfortably, it matters.”

The researchers detected a significant incidence of bias. They found that, for example, more attractive men where often selected in preference to less attractive men whilst less attractive women were chosen in preference to more attractive women. The researchers considered and disallowed the ‘dumb blonde’ stereotype (i.e. attractive women as being more likely to be stupid) as a reason for this discrimination.

“So the cause of the discrimination must lie elsewhere. Human resources departments tend to be staffed mostly by women. Indeed, in the Israeli study, 93% of those tasked with selecting whom to invite for an interview were female. The researchers’ unavoidable—and unpalatable—conclusion is that old-fashioned jealousy led the women to discriminate against pretty candidates.”

It is becoming increasingly apparent that gender discrimination that may have begun as bias demonstrated by particular individuals has become a systemic practice.

It should come as no surprise that the domestic violence industry, for example, features many organisations that include few or no men in either their boards or their ranks of employees (some examples here). In June 2021 one such organisation, Women’s Safety NSW, advertised two positions – Policy Officer and CEO. They state “We are hiring a Policy Officer to join our team of fabulous women! If you are passionate about women’s justice, safety and wellbeing please click the link to read more.” Both ads featured the proviso that “Women’s Safety NSW considers being a woman a genuine occupational qualification for this position under s 31 of the Anti-Discrimination Act 1977 (NSW)” 

See also:

Job advertisements (for women only) lodged by the University of Queensland (February 2023)

Gender stereotypes lead recruiters to discriminate against men (13 October 2022)

Jordan Peterson: Why I am no longer a tenured professor at the University of Toronto (19 January 2022)

Darebin City Council bans men from applying for street sweeper job | news.com.au — Australia’s leading news site (7 September 2021)

Two men win sex discrimination payout after female director vowed to ‘obliterate’ JWT’s reputation | Daily Mail Online (24 July 2021)

CCC finds QPS engaged in gender discrimination in QLD Police Academy (news.com.au) and Queensland police discriminated against 200 potential male recruits in favour of women, report finds | Australian police and policing | The Guardian (12 May 2021)

Swedish study suggests hiring discrimination is primarily a problem for men in female-dominated occupations (psypost.org) (8 May 2021)

Men face more sex discrimination when job hunting

Gender Bias in Academic Recruitment? Evidence from a Survey Experiment in the Nordic Region (November 2020)

Why you should hire women over men, according to science (6 March 2020)

Women’s legal service wins right to exclude men from advertising, recruitment, employment practices (15 May 2019) Australia. And how many instances have there been, at federal and state level, of organisations being allowed to only seek male candidates? Any? Ever?

Astrophysics position at the Australian National University that’s only open to female candidates (26 April 2019)

West Midlands Police accused of ‘discriminating against white male officers’ (15 November 2018) and see related tweet by Martin Daubney

Cern scientist: ‘Physics built by men – not by invitation’ (1 October 2018) Scientist Alessandro Strumia earns feminist and White Knight outrage because he suggested, amongst other things, that female scientists were given a distinct advantage in the recruitment process.

AFP’s call for female recruits causes major stir online (1 October 2017) This video addresses this ‘initiative’

Mark Latham: ‘White male privilege’ myth busted (11 July 2017)

“white men were 6.5 per cent less likely to be short-listed”

Blind recruitment trial to boost gender equality making things worse, study reveals (30 June 2017)

Discrimination by and diversity within HR department (5 March 2017) Reddit discussion thread

I’m a young researcher trying hard to find work, but I can’t apply for these positions because penis (16 October 2016) Australia. Reddit discussion thread and linked job advertisement from Swinburne University of Technology for five women-only positions.

“We are proud to be recognised by the Workplace Gender Equality Agency as an Employer of Choice for Gender Equality for the past 7 consecutive years.” This has to be a joke, right?

Is Silicon Valley Discriminating Against Men and Asians? (14 October 2016)

“Are lawsuits like these a good thing, or are they going to stall efforts to move towards more diversity in Silicon Valley?” (Because fighting discrimination is only OK when it’s the right kind of discrimination, huh?)

Ex-Yahoo employee sues Marisa Mayer claiming she led an illegal purge of male employees (8 October 2016)

Australian Bureau of Statistics to discriminate against hiring men (15 September 2016)

Commission threatens hiring ‘freeze’ on men if more women don’t get top jobs (28 July 2016) Europe

People interviewing for a tech job had their genders masked. It made things worse for the women (1 July 2016) USA. The same study was also covered in Breitbart. Researchers expected anti-female bias but found the opposite. Author of this article tries to explain away the results.

Melbourne University advertises female-only jobs in bid to remedy gender imbalance in maths (18 May 2016) Related Reddit discussion thread here, and critical response from Janet Bloomfield below:

Positive discrimination will have exactly the opposite effect you hope for, Melbourne University. Smarten up (18 May 2016)

Part-time work could hurt jobseekers’ future prospects, UT study finds (3 March 2016)

“He also found that less than 5 percent of men working part time received callbacks. However, the study found no negative effect for part-time employment among women.”

Buzzfeed Canada is recruiting, but doesn’t want white males (19 February 2016)

Tasmania’s top public servant targets gender parity (17 February 2016) Given that 70% of the state’s public service is female, will Greg Johannes also be writing to head of agencies with >50% women to ask them to recruit more men? Gee, I doubt it.

A man who got laid-off from Yahoo is suing the company for alleged sexual discrimination (2 February 2016)

Women out earn men in 29 fields after college. The reason seems to be gender discrimination. How can this be legal? (21 January 2016) Reddit discussion thread and linked article

Being a good looking man could hinder your career, study finds (8 December 2015) UK

Toronto company Vestra Inet prefers ‘female candidates’ for receptionist work (23 November 2015)

University of York cancels International Men’s Day plans after students and staff protest Dr Adrian Lee’s controversial comments (17 November 2015) That preference was given to hiring women at the Uni of York

Women have substantial advantage in STEM faculty hiring, except when competing against more-accomplished men (20 October 2015)

The unfairer sex? (18 April 2015) On recruitment bias in the STEM sector

Women preferred 2:1 over men for STEM faculty positions and Academics rate women job applicants higher than identical men: study (13 April 2015) “The bias toward women “was totally unexpected,” said psychologist and co-author Wendy Williams of Cornell University. We were shocked.”

National hiring experiments reveal 2:1 faculty preference for women on STEM tenure track (5 March 2015)

Seven secrets of dating from the experts at OkCupid (29 September 2014) See section 6 for findings in relation to interview requests

Erotic capital: Danish women losing out (29 September 2014)

http://www.hrzone.com/feature/people/unconscious-bias-module-your-modern-management-programme/141276

http://www.hcamag.com/hr-news/hidden-biases-against-men-overweight-women-found-in-uk-test-145200.aspx

People Management Finds Widespread HR Bias against Men and Overweight Women (1 November 2012) They found that 37% of respondents revealed a negative bias against men

http://news.nationalpost.com/2014/04/04/toronto-councillor-wonders-if-city-hall-has-policy-discriminating-against-hiring-white-men/

Can anyone suggest other sources that explore this issue? I would be particularly interested in any studies that looked at HR staff displaying discrimination against older job applicants. In my experience most HR staff are not only females, but younger females, and I think it’s quite likely that they display an equal or greater degree of bias against older job applicants (as they appear to display against men).

Another post in this blog includes links related to discrimination towards women pertaining to employment, grants, etc. And then perhaps take a look at this post regarding women-only scholarships.

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On affirmative action and the imposition of gender quotas

“Affirmative Action (known as employment equity in Canada and elsewhere) refers to policies that take factors including “race, color, religion, sex, or national origin” into consideration in order to benefit an underrepresented group “in areas of employment, education, and business”. The concept of affirmative action was introduced in the early 1960s as a way to combat racial discrimination in the hiring process and, in 1967, the concept was expanded to include sex.

The nature of affirmative action policies varies from region to region. Some countries, such as India, use a quota system, whereby a certain percentage of jobs or school vacancies must be set aside for members of a race, caste or other protected group. In some other regions, specific quotas do not exist; instead, members of minorities are given preference in selection processes.” (Source: http://en.wikipedia.org/wiki/Affirmative_action)

The article linked below addresses the issue of ‘affirmative action’ in considerable detail, but it’s well worth the effort to get a handle on this important issue:

http://www.csus.edu/indiv/g/gaskilld/business_computer_ethics/the%20case%20against%20affirmative%20action.htm

The author is Louis Pojman, whose background and achievements are discussed at http://en.wikipedia.org/wiki/Louis_Pojman

That form of affirmative action that is most discussed today in the context of gender issues, is the imposition of quotas to ensure that a particular percentage of students/directors/politicians/etc are female.

Not surprisingly there are no feminist demands for quotas to be established in relation to any of the roles listed in the table below: (source)

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See also:

Queensland police discriminated against 200 potential male recruits in favour of women, report finds | Australian police and policing | The Guardian (12 May 2021)

Australian feminists in the NSW education sphere are unhappy having only 50% of senior staff being women, and want more (1 March 2020)

Feminist Doublethink: Gender Quotas Are Merit; Men Disqualified By Quotas Are Mediocre (20 June 2017) Reddit discussion thread with linked article. Be sure to see readers comments.

What’s next in social engineering? Gender quotas on motherhood? by Miranda Devine (3 May 2017)

Science minister mulls forcing universities to attract more female researchers (27 April 2017)

The Increasing Significance of the Decline of Men, by Thomas B. Edsall (16 March 2017) Related Reddit discussion thread here. In a world where the goal of gender equality was genuine, the labor market for men would be a consideration in the debate about gender quotas. It’s never mentioned.

Creating gender equality means being bold for change (8 March 2017) Australian Telco giant Telstra to impose 50% gender quota

Should there be ‘bloke quotas’ in Australia to get more men into roles like teaching and nursing? (11 December 2016) Facebook discussion thread with linked article. This is the first time I have seen a feminist organisation propose quotas for men. One hopes they have finally recognised the hypocrisy of campaigning for (only) female quotas, though I suspect it’s merely a strategy to reduce resistance to female quotas.

The Deal: Women in favour of board quotas, feel held to higher standards than male peers (17 November 2016) Australia

DNC replaces two Vermont delegates — because they’re men (21 July 2016) USA. More on this issue here (with readers comments)

We need quotas on boards for women (28 March 2015) Australia. See reader’s comments

The spread of gender quotas for company boards (25 March 2014)

A gender agenda: The effectiveness of quota systems in increasing women’s meaningful participation in politics (November 2014) Pro-feminist paper arguing in favour of gender quotas (Australia)

Schumpeter: A Nordic Mystery (14 November 2014)

Campaign for Merit in Business A UK-based web site maintained by Mike Buchanan where you will numerous papers related to the use of gender quotas in business, including:

http://c4mb.wordpress.com/improving-gender-diversity-on-boards-leads-to-a-decline-in-corporate-performance-the-evidence/

http://c4mb.wordpress.com/our-public-challenges-of-high-profile-proponents-of-improved-gender-diversity-in-boardrooms/

Feminist mythtique in the boardroom (18 June 2014)

Women, men still unequal in sports despite Title IX attempts (USA) (4 November 2011)

Title IX: How a good law went terribly wrong (24 June 2014)

Female leaders are missing in academia (18 June 2014)

Exploring the use of quotas for women in leadership roles (10 May 2012) See also readers comments

A license to discriminate (31 August 2012) Australia. See also readers comments

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Elsewhere in this blog you might be interested in:

Less than 50/50 representation does not automatically imply ‘gender bias’

Companies with women at the helm perform better (so they say)

How feminists misrepresent the gender ‘wage gap’

Some people call the notion of a gender pay gap a ‘myth’, but it does in fact exist. A certain mythical element arises however in the way that feminists blatantly misrepresent the pay gap to support and advance their peculiarly jaundiced view of the world. You see, feminists would have us believe that women earn substantially less than men for doing the same work, and that this is primarily the result of sexist bias by employers. Such a position is equal parts over-simplification and outright falsehood, yet it forms a key prop in the gender feminists’ claim of perennial victimhood at the hands of a cruel and unyielding patriarchy.

Indeed, all manner of people – even ex-President Obama – keep spouting this bunkum, and the mainstream media laps it up and repeats it ad nauseam. (Oh, and by the way, Politi-Fact rated the President’s statement as ‘mostly false’, with further comments here).

Feminists conveniently neglect to tell everyone that:

  • as you drill down into the data looking at particular segments of the workforce, one is increasingly likely to find that the wage gap favours women – not men
  • pay disparity is the outcome of many different variables, of which sexist discrimination by employers is just one – and a relatively minor one at that

Indeed the most significant variables affecting pay rates relate to personal choices made by individual employees, choices such as type of job, amount of overtime worked, etc.

Feminists also avoid mentioning those variations of pay gap other than gender, such as the ‘gaps’ based on race or sexual orientation. Take a look, for example, at ‘Lesbians earn more than straight women – but gay men are penalised‘ (18 December 2014):

“In Britain, lesbians are paid an average of eight per cent more than straight women, with the trend even more extreme in other western countries. In the US, the difference is 20 per cent …

Dr Nick Drydakis, senior lecturer in economics at Anglia Ruskin University in the UK who authored the World Bank report, said pay differentials were explained by the career and lifestyle choices that gay women were more likely make.

“Lesbians may realise early in life that they will not marry into a traditional household,” he said.”

So, does this mean that employers actively discriminate against straight women?

As a poster on a related reddit discussion thread so aptly stated:

“Love the way it’s so obviously special pleading.
Gay men earn less? Must be discrimination!
Lesbians earn more? Must be lifestyle choices.
Women earn less? Must be sexism.
Men earn less? Must be lifestyle choices.”

wage gap

Please take a moment to review some or all of the following sources:

The Factual Feminist‘ (Christina Hoff Sommers) looks at the wage gap issue Part 1, Part 2 and Part 3

Summary points from the book ‘Why Men Earn More‘ by Warren Farrell

Girls demand equal payment for women’s sports team (2024) USA video. But they can’t name any players/teams. Oops

The Myth of the Gender Wage Gap: A Closer Look (14 August 2024)

Penalizing ourselves (22 September 2022) Hooray, another article that delves deeper than the usual feminist offering on the subject. It happens sometimes

Wimbledon Prize Money – Equal or not? (12 July 2022)

‘Equal Pay Day’ this year is March 15 — the next ‘Equal Occupational Fatality Day’ won’t be until April 23, 2032 (16 March 2022)

The World Economic Forum and the Misleading Politics of Gender Equality – Quillette (6 August 2021)

The obscene gender pay gap at the Wimbledon tennis championships (14 July 2019)

Harvard Study Confirms the Gender Wage Gap is Just a Myth (11 December 2018)

A new Labor Dept. report reveals the bulk of the gender earnings gap can be explained by age, hours worked, and marital status (6 September 2018)

A Comprehensive Look at Gender Equality: Taking On The Institute For Women’s Policy Research (20 April 2018)

How dangerous is Jordan B Peterson, the right wing professor who ‘hits a hornet’s nest’? (8 February 2018) Video

The relationship between taxation and the Gender Pay Gap (17 November 2017)

Gender pay gap ‘fundamentally misleading’ and promotes ‘victim mentality’ – study claims (10 November 2017)

Feminist group admits ‘pay gap’ is caused by women’s choices (22 September 2017)

The Gender Pay Gap is real. Here’s proof (29 August 2017) Discusses a recent NZ study which failed to convince most (all?) of those who contributed reader’s comments.

Mike Buchanan discusses the gender pay gap with three feminists (26 August 2017) Video. See interesting comment by Desmond Roberts:

“The easiest way to solve the ‘gender pay gap’ would be to make it a criminal offence for a man to financially subsidize ANY woman, even his wife. Then women would have an incentive to work to the best of their earning potential regardless of the wealth of their male spouse.”

Gender pay gap in modelling industry sees women earn 75% more than men (28 July 2017)

Though Outnumbered, Female CEOs Earn More Than Male Chiefs (31 May 2017)

The £625 acting classes teaching young women how to beat men to City jobs (17 May 2017) Simplistic and false notions re: the pay gap lead to simplistic and ineffective ‘solutions’

Jordan Holbrook: Equal Pay Day? Wimmin are laughing all the way to the bank (15 May 2017) Recommended reading

The Gender Pay Gap Is Largely Because of Motherhood (13 May 2017)

“What’s Your Major”: Another Blow to the So-Called Gender Pay Gap (20 April 2017)

Young women are getting richer, as young men get poorer (April 20, 2017)

The gender income gap in more than 1000 occupations, in one chart (20 April 2017) See related Reddit discussion thread here.

Millennial women are ‘worried,’ ‘ashamed’ of out-earning boyfriends and husbands (19 April 2017) A different perspective on the wage gap. Now men get to be shamed for earning more – and less – than women, at the same time.

How Jessica Chastain Negotiates for Equal Pay (17 April 2017) See comment by reader ‘Godzilla502’

The truth about the gender wage gap (8 March 2017)

Teacher advises student to “look for feminist sources” regarding wage gap (7 March 2017)

Revealed: The Gender Pay Gap Feminists don’t want to talk about, by Martin Daubney (17 January 2017) UK

Earnings inequality among men soars (13 January 2017) UK. There are many significant pay gaps other than all men v all women, but any gaps that don’t support the feminist narrative tend to be ignored. This study is just one of many examples.

Men still paid vastly more than women on average in UK – study (28 November 2016)

“blah, blah, blah Where men and women are doing the same job, they are usually paid almost the same – although men still have a slight advantage, earning an average of 1.6% more blah blah blah”

The Global Gender Paygap report – Or how to fit statistics to narrative (23 November 2016) Reddit mensrights discussion thread

Four ways the gender pay gap isn’t all it seems (29 August 2016) Even the normally pro-feminist BBC doesn’t back the feminist archetype re: this issue

Gender pay gap: Trend shows women in NI earn more than men (23 August 2016) Ireland. “Defying the gender pay gap” or simply disproving it?

The Pay Gap myth and other lies that won’t die (9 August 2016) with related Reddit discussion thread here.

Desperately holding on to the debunked idea of gender wage gap by Ashe Schow (30 June 2016)

Do women really want equality? by Nikita Coulombe (12 May 2016) USA

And now some cuck blames ambitious men for making the pay gap larger in ‘Too Many Elite American Men Are Obsessed With Work and Wealth‘ (28 April 2016)

Daniel Radcliffe: How can this still be happening? (25 April 2016) Harry Potter actor talks about how much more male Hollywood actors are paid. Neglects to mention factors inconsistent with feminist narrative – like the pay differential for fashion models for e.g.

Gender Pay Gap Solution: Ban Stay-at-Home Moms (13 April 2016) USA

Young women are asking for (and getting) more pay than men (12 April 2016) USA

Don’t Buy Into The Gender Pay Gap Myth (12 April 2016) USA

The gender pay gap (March 2016) A major study by Korn Ferry/Hay Group, including data from 33 countries

The ‘gender pay gap’ is mostly garbage (8 March 2016) Australia

Daily Reminder That the Wage Gap Isn’t Real (5 March 2016) A list of links to articles and videos debunking the gender pay gap, some of which will already be included in my post, others not.

Belinda Brown: Gender pay gap explained. Men work longer hours in tough jobs (15 February 2016) UK How many more articles like this need to be published before feminists finally retire this ridiculous icon of victimhood.

The Gender Pay Gap is Dead (15 February 2016)

Harvard prof. takes down gender wage gap myth (13 January 2016)

The true story of the gender pay gap (7 January 2016)

Opinion: Hillary Clinton is wrong on the so-called war against women (7 January 2016)

Why politicians are asking the wrong questions about gender inequality (5 November 2015)

Women in their 20s earn more than men of same age, study finds  (29 August 2015)

Gender Pay Gap Conspiracy Theorists #WomensEqualityDay (26 August 2015) A video by Sargon of Akkad

Intrinsic Value Gap – Tim Goldich – Man Against the Wall (31 May 2015) Recommended viewing!

There’s No ‘Gender Pay Gap’, But Here Are 11 Reasons Why There Should Be (1 June 2015)

The “wage gap” is evidence that Western women are pampered, coddled and spoiled (4 May 2015)

Surprise! Women trump men on CEO pay (30 April 2015) USA

Student’s account of biased presentation by professor at American university (29 April 2015)

‘Equal pay day’ this year is April 14; the next ‘equal occupational fatality day’ will be on July 29, 2027, by Mark J. Perry (13 April 2015)

The Gender Pay Gap is a myth – So why do so many buy it? (9 March 2015)

What Matt Yglesias Got Wrong on the Gender Pay Gap (25 February 2015)

No, women don’t make less money than men by Christina Hoff Sommers (1 February 2015)

The pay gap is caused by personality not gender, so what personality will earn you more money? (3 December 2014)

The Gender Pay Gap Revealed in Tech; Glassdoor Report (17 November 2014)

Are women CEO’s also sexist? (18 November 2014)

A modest proposal for closing the gender wage gap by Ashe Schow (13 November 2014)

Gender income propaganda (3 November 2014) UK

Global gender gap: Equality is overrated (31 October 2014)

CNN reporting feelings on pay gap as fact, despite the actual facts reporting it doesn’t exist (1 November 2014)

Debunking the myth of the mythical gender pay gap (8 April 2014)

The g Economist takes on your attacks over the (lack of a) gender gap in tech salaries (10 March 2014)

If you’re under 40, the biggest gender pay gap is experienced by men (11 August 2014)

No, women don’t make less money than men by Christina Hoff Sommers (1 February 2014)

“Here is a list of the ten most remunerative majors compiled by the Georgetown University Center on Education and the Workforce. Men overwhelmingly outnumber women in all but one of them:

1.   Petroleum Engineering: 87% male
2.   Pharmacy Pharmaceutical Sciences and Administration: 48% male
3.   Mathematics and Computer Science: 67% male
4.   Aerospace Engineering: 88% male
5.   Chemical Engineering: 72% male
6.   Electrical Engineering: 89% male
7.   Naval Architecture and Marine Engineering: 97% male
8.   Mechanical Engineering: 90% male
9.   Metallurgical Engineering: 83% male
10. Mining and Mineral Engineering: 90% male

And here are the 10 least remunerative majors—where women prevail in nine out of ten:

1.  Counseling Psychology: 74% female
2.  Early Childhood Education: 97% female
3.  Theology and Religious Vocations: 34% female
4.  Human Services and Community Organization: 81% female
5.  Social Work: 88% female
6.  Drama and Theater Arts: 60% female
7.   Studio Arts: 66% female
8.   Communication Disorders Sciences and Services: 94% female
9.   Visual and Performing Arts: 77% female
10. Health and Medical Preparatory Programs: 55% female”

Dondi’s clock and the paradox of the wage gap (19 July 2014)

The ’77 cents on the dollar’ myth about women’s pay (The Wall Street Journal, 7 April 2014)

Fair Pay isn’t always equal pay‘ (New York Times)

Why do female models make more than male models (10 October 2013) 10 x more!

Women’s pay to overtake men’s by 2020 (23 November 2011)

The 15 jobs where women earn more than men (14 March 2011)

http://www.aei-ideas.org/2013/09/ceteris-paribus-once-you-start-controlling-for-important-factors-the-17-8-gender-wage-gap-starts-to-disappear/

http://www.breitbart.com/Big-Government/2014/03/17/77-Cents-Worth-of-Lies

‘There is no male-female wage gap’, Wall Street Journal, 12 April 2011

Young women are now earning more than men – that’s not sexist, just fair (27 November 2011)

http://washingtonexaminer.com/obama-to-push-myths-about-working-women-in-florida/article/2545982

http://www.theatlantic.com/business/archive/2014/03/how-male-jobs-hurt-female-paychecks/284495/#comments

The Pay Gap Myth that won’t die (a Youtube video by Warren Farrell)

http://shriverreport.org/gender-equality-is-a-myth-beyonce (Read the comments, the article itself offers no worthwhile insights)

http://www.politifact.com/truth-o-meter/statements/2014/jan/29/barack-obama/barack-obama-state-union-says-women-make-77-cents-/

http://www.avoiceformen.com/feminism/feminist-lies-feminism/gaps-damned-gaps-and-statistics/

http://www.avoiceformen.com/feminism/feminist-lies-feminism/what-pay-gap/

http://healthland.time.com/2013/11/11/ten-things-you-didnt-know-about-the-gender-gap/

http://www.learnliberty.org/content/do-women-earn-less-men

http://www.deseretnews.com/article/865581083/Do-women-earn-less-then-men-Not-necessarily-study-says.html

http://edition.cnn.com/2014/04/16/opinion/drexler-equal-pay/index.html?hpt=hp_c3

http://www.cbsnews.com/news/the-gender-pay-gap-is-a-complete-myth/

http://anti-feminism-pro-equality.tumblr.com/wagegap and http://anti-feminism-pro-equality.tumblr.com/wagegap2

http://c4mb.wordpress.com/2012/07/19/dr-catherine-hakims-preference-theory/

http://www.slate.com/articles/double_x/doublex/2013/08/gender_pay_gap_the_familiar_line_that_women_make_77_cents_to_every_man_s.html

http://www.forbes.com/2006/03/07/glass-ceiling-opportunities–cx_hc_0308glass.html 

http://www.vancouversun.com/touch/story.html?id=9646807 (“Is gender balance in university programs worth pursuing?”)

http://www.washingtonpost.com/blogs/the-fix/wp/2014/04/09/the-paycheck-fairness-bill-failed-in-the-senate-today-it-wouldnt-have-eliminated-the-wage-gap-anyway/

This 2011 article in the New York Times, ‘They call it the reverse gender gap‘, discusses the woes of women earning more than many men (yes, even back in 2011!)

This paper deals with the effect of feminist lobbying on employment opportunities for men:
http://www.weeklystandard.com/Content/Public/Articles/000/000/016/659dkrod.asp

I came across this interesting post whilst reading an article about comparative health expenditure for men and women:

Re: “But they make less money no matter what the job”

Wrong. “In 2011, 22% of male physicians and 44% of female physicians worked less than full time, up from 7% of men and 29% of women from Cejka’s 2005 survey.” (See ama-assn.org/amednews/2012/03/26/bil10326.htm)

That’s just one of countless examples showing that some of the most sophisticated women in the country choose to earn less while getting paid at the same rate as their male counterparts.

A thousand laws won’t close that gap.

In fact, no law yet has closed the gender wage gap — not the 1963 Equal Pay for Equal Work Act, not Title VII of the 1964 Civil Rights Act, not the 1978 Pregnancy Discrimination Act, not affirmative action (which has benefited mostly white women, the group most vocal about the wage gap – tinyurl.com/74cooen), not the 1991 amendments to Title VII, not the 1991 Glass Ceiling Commission created by the Civil Rights Act, not the 1993 Family and Medical Leave Act, not diversity, not the countless state and local laws and regulations, not the thousands of company mentors for women, not the horde of overseers at the Equal Employment Opportunity Commission, and not the Ledbetter Fair Pay Act, which is another feel-good bill that turned into another do-nothing law (good intentions do not necessarily make things better; sometimes, the path to a worse condition is paved with good intentions)…. Nor will a “paycheck fairness” law work.

That’s because women’s pay-equity advocates, who always insist one more law is needed, continue to overlook the effects of female AND male behavior:

Despite the 40-year-old demand for women’s equal pay, millions of wives still choose to have no pay at all. In fact, according to Dr. Scott Haltzman, author of “The Secrets of Happily Married Women,” stay-at-home wives, including the childless who represent an estimated 10 percent, constitute a growing niche. “In the past few years,” he says in a CNN report at tinyurl.com/6reowj, “many women who are well educated and trained for career tracks have decided instead to stay at home.” (“Census Bureau data show that 5.6 million mothers stayed home with their children in 2005, about 1.2 million more than did so a decade earlier….” at tinyurl.com/qqkaka. If indeed a higher percentage of women is staying at home, perhaps it’s because feminists and the media have told women for years that female workers are paid less than men in the same jobs — so why bother working if they’re going to be penalized and humiliated for being a woman.)

As full-time mothers or homemakers, stay-at-home wives earn zero. How can they afford to do this while in many cases living in luxury? Answer: Because they’re supported by their husband, an “employer” who pays them to stay at home. (Far more wives are supported by a spouse than are husbands.)

The implication of this is probably obvious to most 12-year-olds but seems incomprehensible to, or is wrongly dismissed as irrelevant by, feminists and the liberal media: If millions of wives are able to accept NO wages, millions of other wives, whose husbands’ incomes vary, are more often able than husbands to:

-accept low wages
-refuse overtime and promotions
-choose jobs based on interest first, wages second — the reverse of what men tend to do (The most popular job for American women as of 2010 is still secretary/administrative assistant, which has been a top ten job for women for the last 50 years. http://www.huffingtonpost.com/2013/06/11/gender-wage-gap_n_3424084.html)
-take more unpaid days off
-avoid uncomfortable wage-bargaining (tinyurl.com/3a5nlay)
-work fewer hours than their male counterparts, or work less than full-time instead of full-time (as in the above example regarding physicians)

Any one of these job choices lowers women’s median pay relative to men’s. And when a wife makes one of the choices, her husband often must take up the slack, thereby increasing HIS pay.

Women who make these choices are generally able to do so because they are supported — or, if unmarried, anticipate being supported — by a husband who feels pressured to earn more than if he’d chosen never to marry. (Married men earn more than single men, but even many men who shun marriage, unlike their female counterparts, feel their self worth is tied to their net worth.) This is how MEN help create the wage gap: as a group they tend more than women to pass up jobs that interest them for ones that pay well.

More in “Will the Ledbetter Act Help Women?” at http://malemattersusa.wordpress.com/2011/12/03/will-the-ledbetter-fair-pay-act-help-women/

The Biggest Myth About the Gender Wage Gap (30 May 2013)

A Comprehensive Look at Gender Equality: Taking On The Institute For Women’s Policy Research (16 February 2012) USA. A very comprehensive paper. Updated November 2016

Wage discrimination: The evidence (10 March 2010)

This last reference is also quite dated, and is not about feminist misrepresentation per se, but just shows how easily incorrect statistics can be created (in this case by Australian politician Joe Hockey) and then go into circulation:

FactCheck Q&A: do women under 50 make up just 2% of people on $100,000 a year? (22 August 2013) The correct answer is “around 24%”

Occupational Segregation and the Gender Wage Gap in Private- and Public-Sector Employment: A Distributional Analysis (11 November 2009) Australia

“Gender differences in employment across occupations advantage (rather than disadvantage) all women except those in high-paid jobs”

Gender pay gap: nonpecuniary benefits edition (17 August 2009) NZ

fewer_carrots

See also my blog posts entitled:

We’ve all heard of the gender ‘income gap’, but what about the ‘expense gap’?

That tired old feminist chestnut that is the ‘gender wage gap’ resurrected in Australia