David Leyonhjelm. Accelerating the share of women in management

Although men typically hold more senior positions in the paid workplace than women, this gap is shrinking. The question is, how fast should it shrink in the future?

Authoritarians will favour quicker action than libertarians, because authoritarians are less likely to concern themselves with the injustice to individual boys and men of an accelerated shrinking of the gap in managerial positions or of creating a less productive organisation.

The Government’s Workplace Gender Equality Agency has some reasonable advice on how increased female representation in management might be achieved. It calls on organisations to advertise for all positions broadly, and to critically assess whether the criteria they use for recruitment and promotion are in the best interests of the organisation. The Agency also outlines how, if the pools from which staff are recruited have a higher proportion of women than current management, the proportion of women in management will naturally rise over time.

However, the Agency also gives some insidious advice that would sacrifice justice and productivity in order to accelerate the achievement of a higher proportion of women in management.

The Agency advises that female turnover can be reduced and prospects for female promotion boosted by increasing workplace flexibility and the use of ‘sponsorship’ programs to help female staff achieve their full potential.

Workplace flexibility means allowing working-from-home, part-time work and working irregular hours, and directing more of an organisation’s payroll towards paid leave rather than hourly wages. This might be good for the individual beneficiaries, but it is likely to inhibit the work of other staff and lead to less getting done at greater expense. A drop in productivity is assured if it is not part of the conversation when workplace flexibility is under discussion.
And female-only ‘sponsorship’ programs are inherently unjust. It means that when there are two staff members with similar qualifications and potential, the female employee is developed, mentored and shepherded towards promotion while the male employee is not.

How can anyone with a son think this is the right response to past decades of mistreatment of daughters? Visiting the sins of the father on the son is both immoral and lazy thinking. It is as if we see the injustice of blacks being ordered to sit at the back of the bus, and our response is to order all white folk to sit at the back of the bus instead.
The Workplace Gender Equality Agency unashamedly advises organisations to recruit and promote a higher proportion of women than the proportion of women in the pool from which an organisation promotes and recruits. So if an organisation is looking for 20 recruits from a class of 40 engineering graduates, only six of whom are female, the Agency would advise the organisation to hire more than three of these women (and thus fewer than 17 of the men).

So if you are one of the male graduates, being in the top half of your class might not be good enough. But if you are one of the female graduates, you might gain a position even if you are in the bottom half of your class.

The Workplace Gender Equality Agency calls on managers to report on whether they achieve their female recruitment and promotion targets, but does not call on them to report on any of the individual injustices or hits to productivity that occur along the way. Like so many authoritarians before them, the Agency either ignores or does not care about the means to its end.

Gender-blind recruitment is a worthy goal, but we are not heading in that direction. Instead we are being encouraged to see gender as the first and most important thing.

There are perverse consequences from a preoccupation with group identity rather than individual attributes. For example, while women managers are in the minority in most industries, they are the majority of managers in health care, social assistance, education and training.

True gender equality would necessitate promotions in these fields being skewed towards men rather than women. This would cause untold injustice for the women who deserve promotion, and damage the productivity of these industries whose importance will only grow in coming years.

It is said that when powerful men have daughters, they start to fight for women’s rights in the workplace. But they should also think about the future of their sons.

David Leyonhjelm is a Senator for the Liberal Democrats

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63 Responses to David Leyonhjelm. Accelerating the share of women in management

  1. Robber Baron

    I’ve worked in a number of workplaces and industries and the only workplace and industry that we white straight family men were repeatedly overlooked for advancement was Academia. At one university I worked in the east of Melbourne, it was women that were in senior management and were always replaced with other women. Women were accelerated up the ladder. The only males that were hired were gay and middle-eastern/Indian. So there were 4 groups. Women. Gays. Muslims. Straight white men. We straight whites were moved on to create places for the other groups. The groups all stuck together and worked as a block with the women, gays and muslims always banded together against the straight white men.

    This was not a once-off. I worked at two other Australian universities and the same took place.

    Universities are now places where social justice is very much on display and the consequences are plain to see.

  2. Runaway Roger

    About 25 years ago I sat behind my desk speaking with 2 ladies. The more qualified and experienced was visiting our business. The other a less qualified and experienced employee was hosting the visit. I asked if they would like a coffee. White and 1 sugar was the answer. When I returned with their coffee order, they were deeply engaged in conversation about our organisations ‘glass ceiling’. When I pointed out the 2IC of the organisation was female and a director and HoD had made the coffee it was explained to me I did not have a good understanding of the problem facing women in ‘today’s workplace’. I could only agree. I admit I’m still in the dark, although I have seen my 2 adult daughters flourish as mothers and part time workers. Anyway, I’m sure the WEGA will make Australia an even great ‘Asian Tiger economy’.

  3. Greg

    But what should we do to get the right gender balance amongst the 64 genders and there are only 40 engineering graduates in the class?

  4. A Lurker

    Selection should be on merit only and should be gender-blind.
    As a woman I would like to be selected for what I know and for the experience and skills I could bring to a workplace, and not because I am a female. To be selected just because I am a female would be degrading.

    As for recruitment procedures? This is how I would do it – when a job application comes in, assign a number to the application, then write the number at the top of the application, at the bottom of the application, and again in the body of the application. Then remove all personal identifiers from the application – age, address, gender etc. The body of the application is then sent to the selection panel for their consideration. The applicant is only known by name once they are selected for an interview.

  5. jupes

    The Government’s Workplace Gender Equality Agency has some reasonable advice on how increased female representation in management might be achieved.

    But why should it be achieved?

    Maybe a greater percentage of men are better at managing than women and besides which, it’s none of the government’s business who companies employ.

  6. Myrddin Seren

    The Government’s Workplace Gender Equality Agency has some reasonable advice on how increased female representation in management might be achieved:

    Based on the vast private sector work experience of the officers of the WGEA ? ( that was implied /sarc )

    It calls on organisations to advertise for all positions broadly, and to critically assess whether the criteria they use for recruitment and promotion are in the best interests of the organisation.

    FMD. Use ‘Seek’ and ‘Indeed’ and write a reasonable justification and job description before hitting ‘Enter’.
    ‘Blimey’ ‘says the CEO to themselves – because they get a prize for English at high school – ‘Blimey – I should get those twelve women down in HR to read this, it’s brilliant advice !’.

    And how far fetched is the above assertion ?

    So if an organisation is looking for 20 recruits from a class of 40 engineering graduates,

    And how many organisations in Australia regularly hire 20 specialised recruits ? Big Government, Big Business. Would it be fair to say that the company taxes of the vast bulk of Australia’s small-medium enterprises are propping up a Nanny State scold agency that is utterly irrelevant to their daily existence.

    This is Big Government staring sternly at Corporate Cronies like BHP and Shell and CBA that are, by-and-large, doing diversity handsprings already.

    …while women managers are in the minority in most industries, they are the majority of managers in health care, social assistance, education and training.

    Let me know how the CFMEU is going in hitting its marks on females smashing people crossing picket lines at building sites and mines ?? No ? Free pass for the Bruvvers ? Colour me unsurprised.

    …..we are being encouraged to see gender as the first and most important thing.

    There are perverse consequences from a preoccupation with group identity rather than individual attributes.

    Fail. These ( courtesy of Robber Baron ):

    Women were accelerated up the ladder. The only males that were hired were gay and middle-eastern/Indian. So there were 4 groups. Women. Gays. Muslims. Straight white men. We straight whites were moved on to create places for the other groups.

    Are absolutely the intended consequences of these policies and actions.

    eg

    women….are the majority of managers in ……….. education and training.

    Leading to:

    SO the 2017 NAPLAN results are in and if you’re a parent of boys, it is sobering reading. About 25 per cent of Year 9 boys across Australia are not meeting the national minimum standard in writing.

    Surprise !

    and

    My sons – each at different schools, one a model student, the other less so – tell me they, at times, feel girls are favoured and can do no wrong while boys will be disciplined for even the smallest misdemeanour. Their young mates agree.

    And, let’s not get started on end-of-year awards. One friend estimates “80 to 90 per cent” given out at her son’s school this year were to girls, her youngster even asking on the way home if you needed “to be a girl” to get an award. She says while she doesn’t question the girls deserved the awards, she can’t help but wonder at the criteria used in a range of general honour-type awards or what thought was given to the skills boys bring to the classroom.

    Well, that’s going well in organisations dominated by the heirs of Rosa Luxemburg.

    It is said that when powerful men have daughters, they start to fight for women’s rights in the workplace. But they should also think about the future of their sons.

    Yup. Assuming the boys even make it through the Gramscian Halls of Learning, encourage them to follow a path where they can run their own business, or suck up doing dirty jobs they wamenzes won’t. If they fancy a career in Big whatever, and aren’t an approved victim group for some reason – encourage them to leave Australia.

    As Robber Baron makes clear, in the Big Organisation sector – straight Caucasian, English-speaking males of a pale pallor have zero future. None.

    You need to get outside the Canberra Bubble, David. They are stealthily absorbing you in to the Borg. At this pace, you will be dancing a Tango with Christopher Pyne by next year’s Midwinter Ball.

  7. Ubique

    Organisations should just start reporting that none of their employees identify as either males or female: that’ll stuff ‘em.

  8. Tel

    The Workplace Gender Equality Agency calls on managers to report on whether they achieve their female recruitment and promotion targets, but does not call on them to report on any of the individual injustices or hits to productivity that occur along the way. Like so many authoritarians before them, the Agency either ignores or does not care about the means to its end.

    I wonder what would happen if organizations started reporting openly and honestly… put an official statement on their website: this year we passed up a total of 20 better qualified male candidates in order to achieve the following gender balance targets.

  9. johanna

    These people are the worst thing ever to happen to women in the workplace, along with stupid maternity leave provisions.

    Any sane employer will run a mile from hiring a woman if a passable male candidate is on offer.

  10. Authoritarians will favour quicker action than libertarians, because authoritarians are less likely to concern themselves with the injustice to individual boys and men of an accelerated shrinking of the gap in managerial positions or of creating a less productive organisation.

    I should think libertarians would favor no action.

  11. Myrddin Seren

    I should think libertarians would favor no action.

    Tim Wilson could not be reached for comment….

  12. Shy Ted

    So, David, introduce a bill to scrap the Workplace Gender Equality Agency. It’s just a bureaucracy. it creates nothing, it just destroys wealth. And while you’re at it, AHRC and a hundred more.

  13. Texas Jack

    The question is, how fast should it shrink in the future?

    Er, no. The right question is why is a Libertarian writing such Muppet-like madness? You guys are not supposed to give a toss, or have we now suspended belief in natural law? Aren’t whatever sands supposed to fall where they fall? I suppose it’s hard to get the Young Labor starry-eyed activism out of the brain once infected.

  14. Des Deskperson

    ‘Workplace flexibility means allowing working-from-home, part-time work and working irregular hours, and directing more of an organisation’s payroll towards paid leave rather than hourly wages. This might be good for the individual beneficiaries, but it is likely to inhibit the work of other staff and lead to less getting done at greater expense’.

    While it will depend on the type of work and the particular industry – and the weakness of management – I’m by no means convinced that workplace flexibility is necessarily ‘likely to inhibit the work of other staff and lead to less getting done at greater expense’.

    Ive seen no evidence, at least in ‘knowledge based industries’ – where there is little correlation between hours of attendance and output – that improved workplace flexibility undermines productivity. I’ve seen plenty of evidence, from personal experience, that it enhances retention rates and improves morale.

    It makes one wonder what it would have been like to work in Senator Leyenhjelm’s veterinary practice: everybody working rigid hours, no time off for family emergencies and immediate sacking for pregnancy?

  15. Token

    Any sane employer will run a mile from hiring a woman if a passable male candidate is on offer.

    There are too many careers in the “icky, I’m not touching that / going in there” industries which woman avoid in droves that will be left in breach due to the rational actions of women and men, based upon informed decisions over many years.

    Good article David.

  16. Token

    Tim Wilson could not be reached for comment….

    Ah yes, the commissioner who chose a senate seat over the critical work of reforming a government agency that is off the rails.

  17. jupes

    The Government’s Workplace Gender Equality Agency

    Worse than the women who staff this stupid agency are the men who enable and encourage it.

    Any leader who wants more women just for the sake of ‘diversity’ or ‘equality’ is a fucking moron. Typical of these useless types are the recent leaders of the ADF. These cucks have destroyed a once proud and capable military.

    Where are the leaders with balls to stand up to this insanity?

  18. MPH

    If you mentioned ‘merit’ to anyone at this gender equalidy agency they would look at you cock-eyed. For don’t we all have identical merit and potential if we weren’t oppressed by the patriarchy, white privilege, male privilege, etc?

    All the ‘solutions’ to this non-problem of proportion of women in the workplace are exactly how a narcissist approaches life – I’m perfect, the world around me is deficient and must change to comply with my view. Women are already the lowest marginal output employees due to the extra costs and liability risk associated with their employment, which ironically this agency makes crystal clear to employers. So what will happen in future is women will only be employed in industries where the per-employee output is so high that the cost per employee is not a business risk, or in industries where there is no alternative due to number of graduates but they will be forever paid the legal minimum wage and never advanced.

  19. gbees

    Why is it called the “Workplace Gender Equality Agency” when clearly it is the “Women’s Gender Equality Agency”?

  20. Colin Suttie

    “Yup. Assuming the boys even make it through the Gramscian Halls of Learning, encourage them to follow a path where they can run their own business, or suck up doing dirty jobs they wamenzes won’t. If they fancy a career in Big whatever, and aren’t an approved victim group for some reason – encourage them to leave Australia.

    As Robber Baron makes clear, in the Big Organisation sector – straight Caucasian, English-speaking males of a pale pallor have zero future. None.”

    This x1000

    Tim Newman has written extensively on the idea that large corporations in the West are no longer a place for white men.

    I’ve personally been overlooked for 2 positions in the last few years, in favour of less qualified, less experienced candidates who held better cards in the game of victim poker. While it hasn’t had a disastrous impact on me, it has reinforced the need for me to look for a future away from large corporations.

    And this absolute nonsense from the CEO of BHP…words fail me. One of the biggest companies in Australia, with 65,000 employees (approximately 52,000 of whom are male), has announced their plan to become 50/50 male/female by 2025. So in 7 years, assuming the total headcount stays the same they intend to replace nearly 20,000 male employees with females? Or if there are to be no males replace, and they exclusively recruit women, they will take on 39,000 women and no men?

    I have tried to point out the massive injustice implicit in this statement, but been shouted down – indeed one friend-of-a-facebook-friend, who works in engineering, replied that “it’s OK if some men are disadvantaged now, to make up for injustices in the past”. The logical flaw in this statement should be obvious.

    I am fortunate that my experience & its usefulness to employers will probably see me through most of the remaining years until retirement, lack of victim cards notwithstanding. However, if our whole society, including our largest employers, continues to systematically discriminate against boys and men in this way, virtually unopposed by anyone with a public profile….let’s just say we’ll reap what we sow…

  21. Myrddin Seren

    So in 7 years, assuming the total headcount stays the same they intend to replace nearly 20,000 male employees with females? Or if there are to be no males replace, and they exclusively recruit women, they will take on 39,000 women and no men ?

    BHP announced achieving gender quotas would be part of the managers’ deliverables.

    So every male manager who fails to hit targets will be shown the door.

    And, as you say, move another woman in. Not sure how gays and transgenders fit in to the quotas ? That will bite MacKenzie in due course. Discrimination against QWERTY people in favour of wymminses.

    I pity the managers of the longwalls in the Qld coal mines. Getting 50:50 gender equality walking the face of the longwall is going to see massive churn in managers while they work out that few women would want the job in the first place.

  22. Roger

    The Government’s Workplace Gender Equality Agency

    Now there’s an Orwellian title.

    Shut it down.

  23. EvilElvis

    Authoritarians will favour quicker action than libertarians

    Yep. But we’re hand in hand heading down the same road. Ffs, libertarians…

  24. Boambee John

    Robber Baron at 0852

    Universities are now places where social justice is very much on display and the consequences are plain to see.

    I think you mean “Universities are now places where social injustice is very much on display and the consequences are plain to see.”

  25. Boambee John

    Colin Suttie at 1137

    And this absolute nonsense from the CEO of BHP…

    Their left used to hate big business, and BHP was a particular hate figure in Australia.

    Now they have discovered that big business is happy to give them their “social justice” desires, and just pass the costs on to their customers, suddenly it is all luvvie duvvie.

  26. BoyfromTottenham

    A little off-thread, but a family member who is a specialist teacher in Melbourne with a Masters degree in her specialty and 10 years experience recently applied for a 12 month Specialist Teacher acting position at her school, along with several other staff members. The successful applicant had only 3 years experience and no specialist qualifications. When my family member asked the Head Teacher why that person was chosen over others with more experience and qualifications, she answered that ‘experience didn’t matter’, and the chosen person showed ‘lots of enthusiasm’. Other staff at the school said that this outcome was not surprising, as the head teacher was retiring soon and wanted to fill the school with ‘young, enthusiastic’ teachers before she left. I find this to be quite extraordinary, and almost unbelievable. Has anyone else in Victoriastan had a similar experience, or have any idea how this craziness is allowed to happen?

  27. johanna

    And this absolute nonsense from the CEO of BHP…words fail me. One of the biggest companies in Australia, with 65,000 employees (approximately 52,000 of whom are male), has announced their plan to become 50/50 male/female by 2025. So in 7 years, assuming the total headcount stays the same they intend to replace nearly 20,000 male employees with females?

    Sell BHP, asap. They are headed for disaster on multiple fronts.

  28. BoyfromTottenham

    Johanna – I have a retired friend who is ex-BHP and still does consulting work for them. He told me the same thing a couple of months ago and said it wouldn’t turn out well. And I wonder what the BHP shareholders think of this nonsense?

  29. Let’s understand what’s happening here and elsewhere in the West.

    “Favour me because I have a VAGINA”
    “But if you ‘favour’ me because I have a VAGINA, then I’m going to expose you as the sexual predator that you are, then ruin your personal and professional life.”

    “We are no different than men. We want to be treated the same as men.”
    “But if you treat us like one of the boys, then you are a sexist crude bastard who I will expose as the pervert and sexual assaulter you are and ruin your personal and professional life.”

    The following bits in the essay caught my eye;

    The Agency advises that female turnover can be reduced and prospects for female promotion boosted by increasing workplace flexibility and the use of ‘sponsorship’ programs to help female staff achieve their full potential.

    Sponsorship programs eh? Would that entail spending any time alone with the sponsored? Are executives still so stupid? They would need an extra person present and the whole time documented just to be sure if something comes up in say….oh I dunno…….40 years time?
    You’d need to hire an extra person (as chaperone) for every one sponsored.

    But this next bit is the really funny one;

    Workplace flexibility means allowing working-from-home, part-time work and working irregular hours, and directing more of an organisation’s payroll towards paid leave rather than hourly wages.

    Bwahahaha where is the ROFLMAO emoji when you need one?
    So less hourly wages, more paid leave instead. Guess what would happen -if it hasn’t already- go on guess…
    I’ll give you a wee bit of a clue…..”77%”
    Scream from the rooftops, blame the patriarchy, blame sexism, play the victim and demand that women should be paid more.

    Those sex robot dolls are developing very fast. Within a generation, lesbians with dried up wombs and soy boys who identify as women will make up the majority of the female population in the West.

  30. Colin Suttie

    None of this can end well. The increasing polarisation along gender lines is a disaster for the West – the sisterhood will vote as a bloc, but the manginas, white knights and their fellow travellers will also be part of that bloc, so they have the numbers. Needless to say, they’ll be voting for diversity, free handouts, and more punishment of men for perceived injustices decades ago.

  31. BrettW

    Not to mention all the Police services indicating going 50/50.

    Heard a recent story about two Qld police females attending a scene that even two guys would have been worried about handling. One female was fresh out of the Academy and simply refused to get out of the car. Luckily the other managed to sort it out herself but pretty sure there were plenty of good males that were rejected to give the scared female the priority recruiting place.

  32. Boambee John

    Colin Suttie at 1416

    the sisterhood will vote as a bloc,

    The feminazi sisterhood might vote as a bloc, but many women are not part of that group.

    Observe many of the Kittehs here.

  33. Colin Suttie

    “The feminazi sisterhood might vote as a bloc, but many women are not part of that group.

    Observe many of the Kittehs here.”

    Of course, and I don’t mean to imply all women are on The Dark Side: merely that if you add up all the women who are on that side, and all soy boys, you get more than 50% of the voting population.

  34. rickw

    Although men typically hold more senior positions in the paid workplace than women, this gap is shrinking. The question is, how fast should it shrink in the future?

    I know one female CEO. She readily admits that most women have a tendency to be irrational and emotional. This renders most unsuitable for senior positions.

    The day there is any sort of parity is the day you know that meritocracy is dead and that we will all be poorer for it.

  35. Dr Fred Lenin

    The gays and the communist media were running the world untill Weinstein etc were exposed ,now it looks like the wimminses have overthrown the poofs the media of course are now following them . No man who ever touched . a woman is eligible for public office ,unless of course he is a commo or a poof ,preferably both . , the wimminses will then dictate terms sorting out gender inequality untill the caliphate takes power , then ,things will change drastically in the gender trade ,Oh yes ,sounds like a plan ,don’t it . Can you imagine the gender warriors ,female of course ,pregnant with a brood of screaming kids ,getting beaten every night by an illiterate muslim peasant ? The males of course had all died learning to fly without parachutes . Interesting projection ,they never know when they are well off some people .

  36. Habib

    Want the right balance? Appointment on merit.

  37. Habib

    BTW I’m sure the Kiwi netball chick will turn around Australian Rugby.

  38. Nerblnob

    End result:
    Big companies: when in doubt, hire/promote the woman.

    Small companies: don’t hire anybody

  39. 2dogs

    Sell BHP, asap.

    We need some organisation, say, the IPA, to produce some kind of “Social Justice Index” by which to measure the engagement of organisations in such ideas. It would be a great tool for indicating what shares to avoid.

  40. egg_

    Want the right balance? Appointment on merit.

    Precisely.

    I’ve recently had my contract threatened by an out-of-her-depth wannabe femme tokenistic promotion for merely competently answering an enquiry FFS – when I took umbrage, they circled the wagons, naturally.
    Unfortunately, I’m a specialist and she shat in her own nest.
    I’m sure the above is a common occurrence nowadays.

  41. Clam Chowdah

    I hope this article gets some traction because the APS is already being hammered by blatant affirmative action pushes that see better male candidates who have ticked all the boxes and worked stupid hours having their careers stalled.

    And don’t get me started on flexible work arrangements that only really work for women but remain the kiss of death for any ambitious male foolish enough to sign up. Gay men, being the exception, naturally.

  42. Clam Chowdah

    I know one female CEO. She readily admits that most women have a tendency to be irrational and emotional. This renders most unsuitable for senior positions.

    I know several very senior females and they are not irrational. Some of them are excellent managers. Not leaders.

    But the bad ones suffer from a trait more common in women than men: that they can never shoulder responsibility for mistakes in their enterprise. They always find someone below them to carry responsibility for a fuck up. I think this is part of evolutionary biology and female socialisation, frankly. Think back to your time at school it was always the girls who were dobbers and blame shifters, and the boys who were risk taking individualists. Biology, man. It matters.

  43. notafan

    The Government’s Workplace Gender Equality Agency has some reasonable advice on how increased female representation in management might be achieved.

    Actually no, more women in management is not an achievement.

    There, problem solved.

  44. egg_

    The Government’s Workplace Gender Equality Agency

    Now there’s an Orwellian title.

    Shut it down.

    Affirmative action is not equality; meritocracy is the only ‘fair’ system.

  45. egg_

    I’ve worked in a number of workplaces and industries and the only workplace and industry that we white straight family men were repeatedly overlooked for advancement was Academia.

    Defund. All. Universities. Now. This is something I am sure all libertarians on the Cat would agree with

    +1

    They’re only a “Greencard” system for immigrants, anyway.

  46. egg_

    The Government’s Workplace Gender Equality Agency

    I’ll bet that’s a fun place – filled with hefty wymminses in “sensible shoes”?

  47. James In Footscray

    I work in education, I’m male, and I’ve been a manager in a number of schools.

    I’m trying to imagine myself in David’s hypothetical – what if men were promoted in education based on their gender? I’m sure it’d be downright embarrassing and humiliating. Everyone would laugh behind your back. Female colleagues who missed out would hate you, with justification. It’d be almost impossible to gain people’s respect.

    It means I feel quite sorry, on a personal level, for any women promoted through affirmative action in male-dominated industries.

  48. struth

    You use the oppositions rules against them.
    Alinsky.

    If I was a boss, I would bring all the blokes into the office, and tell them that if anyone asks you identify as a female at work.

    When the SJWs come looking, are they going to openly declare that they can see only men and no women?
    How can they tell without using sexist stereotypes?

  49. egg_

    The Government’s Workplace Gender Equality Agency

    I’ll bet that’s a fun place – filled with hefty wymminses in “sensible shoes”?

    https://www.wgea.gov.au/about-wgea/our-leadership-team

    But who minds the minders?

  50. Elizabeth (Lizzie) Beare

    These people are the worst thing ever to happen to women in the workplace, along with stupid maternity leave provisions.
    Any sane employer will run a mile from hiring a woman if a passable male candidate is on offer.

    Maternity leave beyond four weeks pay ( a fair compromise) should be a personal negotiation.

    As the l’Oreal ad tells us, it’s because we’re worth it. Congratulations, us.
    I hate that ad. It contains a world of lies.
    No woman can now take it that she is appointed on merit.
    I offer you what I’ve seen in university chancelleries, also noted above, and I rest my case.
    Well done, ladies. You’re not worth it after all.

    We are now appointed before all qualified male applicants on points for being female in organisations that must absorb the gender net and its strictures, and we are consciously avoided for being female in spite of our merits in organisations that can’t afford the gender net promises and risks.

    Lurker’s idea – make a selection without identifying data – is in practice hard to implement. Work histories often contain identifying data which can’t be easily expunged, particularly at senior levels.
    Why bother? Cream should show in the crafted application.
    Female talents and determination can win on their own.

  51. ArthurB

    I spent the last decade of my working life as a bureaucrat, and was relieved when I was able to leave.

    In the civil service, there are rules and regulations governing the conduct of employees. In practice, I observed that males are obliged to obey the rules at all times, whereas females could flout the rules with impunity, in part because most employees in the personnel section were female. I believe that bureaucracies bring out the worst in women – in my experience males generally prefer to get on with the job, whereas females spend too much time pursuing vendettas and sorting out pecking orders. Often, the only time they stop quarrelling is when they collaborate to attack men.

    The WGEA and the feminazis want to change workplace culture to suit the needs of women. Flexible working hours are fine for females who work as checkout operators, bank tellers etc, but cause problems for females who occupy managerial positions. Females also whinge about the so-called gender pay gap, they should read Judith Sloan on that subject.

  52. Mr Black

    We should do nothing what-so-ever to increase female management positions and if anything, we should return to a merit based system where many fewer would make the cut. What Australia needs more than anything, is children. We are importing 3rd world low IQ illiterates because white women advance their careers at the expense of family. We’re dying off and “social policy” is only speeding things up.

  53. Siltstone

    Colin Suttie
    #2585762, posted on December 16, 2017 at 11:37 am
    … this absolute nonsense from the CEO of BHP…words fail me. One of the biggest companies in Australia, with 65,000 employees (approximately 52,000 of whom are male), has announced their plan to become 50/50 male/female by 2025. So in 7 years, assuming the total headcount stays the same they intend to replace nearly 20,000 male employees with females? Or if there are to be no males replace, and they exclusively recruit women, they will take on 39,000 women and no men?

    BHP is effectively telling its male employees that they have minimal chance of promotion. To reach the BHP quota, future vacancies have to be predominately filled by females. Nimbler and smarter rivals should be targetting the best male talent within BHP – “want a career? come and work for us, you have no chance if you stay with BHP”.

  54. Arky

    If women created as many workplaces they would already run as many workplaces as men.
    They don’t.
    Mostly because they don’t want to.
    But yet again a small minority of brainless fuckwits want to social engineer everyone else.

  55. BorisG

    The only males that were hired were gay and middle-eastern/Indian.

    I have worked at an Australian university for 17 years and I have no idea who is gay at my workplace. This is not the topic discussed.

    When recruiting people (being part of panels) there was no way of knowing person’s sexual orientation. Most people I took part in recruiting were white males as were most candidates.

  56. Arky

    When recruiting people (being part of panels) there was no way of knowing person’s sexual orientation.

    ..
    Try sticking your finger up their bum.

  57. Siltstone

    Arky
    #2586964, posted on December 17, 2017 at 9:25 pm
    If women created as many workplaces they would already run as many workplaces as men.
    They don’t.
    Mostly because they don’t want to.

    Factcheck: True

  58. BorisG

    Its not the taxpayers problem and not her employer’s problem.

    Australia needs more babies and thus taxpayer funded maternity makes sense. how long and how it should be funded is a matter for debate.

    Fortunately morons like Charles are a minority.

  59. Ƶĩppʯ (ȊꞪꞨV)

    the wamen should be making babies not dollars

  60. Awake

    To be very honest

    Inspite of this avalanche of groping allegations, (makes me think why didn’t these girls use their common sense or put up a resistance, of some sort. I’ve followed the stories and the circumstances are not like the usual rape cases), I still prefer to work with men or my supervisor to be a man.

    I have 2 young adult children, boy and girl, I love them both, but the girl is a bit of a pain. And that is speaking as a woman.

    Maybe there really is differences attributed to nature.

  61. Awake

    Maybe there really are differences attributed to nature.

  62. Elizabeth (Lizzie) Beare

    Why should anyone have to pay for maternity leave? If a woman gets pregnant that’s on her. Its not the taxpayers problem and not her employer’s problem.

    Charles, I agree it is the thin edge of the wedge to make it the taxpayer’s or employer’s problem. I’ve suggested a compromise, a minimal payment that recognizes that men and women ARE NOT EQUAL. We are not the same. It’s rather like recognizing a disability; some compassion is required in a civilized world. However, that recognition should be extremely limited exactly because 50% of the population are subject to pregnancy; anything further is negotiable. Some employers would assist a pregnant woman in order to keep her valued knowledge and services. Others might say organize your life (maybe get a husband) so that you can take leave without pay or resign and look after your child for the first three to five years, as many do, by choice.

  63. Fibro

    Further evidence that being white, childless, straight, able bodied and ambitious is the worst thing you can be in this country. Unless you are have a serious pathway to creating your own wealth, which thankfully I do, the middle class will continue to move downwards paying for, and apologising for everything and everybody in the joint.

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