Melbourne, Aug 29 (The Conversation) — Despite an almost even distribution of men and women in Australia's workforce, fewer than one in four Australians find themselves in a gender-balanced occupation. While there has been some progress, the pace of change has been slow. Back in 1990, more than half of male employees (52%) were in roles that were overwhelmingly male-dominated. Fast forward thirty-five years, and that figure has only slightly decreased to 41% of men. At the same time, the proportion of women in female-dominated jobs, which are characterized by having more than 60% female employees, has remained consistently between 60% and 65% since the mid-1990s. Additionally, this trend extends within industries. Less than half of employees are working in gender-balanced sectors, and notably, among the five largest employment industries — namely health care and social assistance, construction, and education and training — segregation has intensified since 1990. Between 2006 and 2021, only one in five occupations became less segregated.
Why does this matter? The impact is felt by employees, businesses, and the economy as a whole. Despite improvements in gender balance in most Australian industries between 1990 and 2025, a third remains male-dominated. When men and women are funneled into different occupations, there is a negative impact on productivity and income. When women are underrepresented in entrepreneurial roles and highly-skilled positions, income per capita suffers. International studies reveal that gender-diverse teams, from scientific groups to corporate boards, foster greater innovation. Segregation further contributes to the gender pay gap and inequality. A significant portion of Australia's pay gap, nearly one-quarter, is attributed to segregation within occupations and industries. Notably, the largest pay gaps are found in the most segregated roles, and evidence suggests that as more women enter a particular job, its pay and status often decline. Companies miss out by not accessing the full talent pool during hiring processes, resulting in fewer applicants per job and potentially lower-quality hires, which cumulatively makes the labor market less efficient and keeps unemployment structurally higher. On a personal level, individuals face social stigma and a heightened risk of harassment when taking on non-traditional roles, and their ability to shift careers as economic opportunities evolve is limited.
Different strategies for different industries Despite increased educational attainment among women and a near-equal participation rate in the labor force, gender segregation in Australia persists. This is largely because multiple interconnected factors fuel it: educational pathways, gender norms, unequal distributions of unpaid labor, workplace cultures, and low pay in female-dominated industries. To address this deep-rooted issue, a combination of specific and broad-based economic policies will be needed, along with active involvement from businesses, workers, and society at large. In lower-paying, female-dominated sectors and roles, governments have a direct tool in the form of wage adjustments. Higher pay should attract both more male and female workers. The federal government has notably pledged substantial funding for wage increases in aged care and childcare sectors but must also prioritize improving working conditions. For male-dominated sectors, transforming workplace cultures should take precedence. Here, companies control most of the necessary measures, including recruitment practices, codes of conduct, family and career evaluation policies, supported by commitments from senior leaders to enforce these changes. While Australia is moving forward in these areas, further efforts are needed to reshape entrenched gender norms.
Shifting gender norms It's important to note that gender norms are not fixed; they evolve over time and can be influenced by policy. There's compelling evidence that more gender-equal parental leave usage contributes to gender-equal attitudes among adults and their children, eventually leading to a more balanced distribution of unpaid labor. However, many men still shy away from taking available leave, whether provided by the government or their employer. To change this, societal attitudes need to embrace the normalization of men in caregiving roles. The government could consider extending the 'use-it-or-lose-it' portion of paid parental leave from four to six weeks to encourage more male participation.
Things can change The gender imbalance in occupations and industries evolves slowly, but it is not unchangeable. Global variations in job gender dominance suggest that existing patterns are not set in stone; indeed, occupations can reach a tipping point where gender balance improves rapidly. Progress tends to beget further progress as people react to policy shifts and cultural changes. Although teenagers' career ambitions often reflect the current job market's gender balance, with sustained effort and strategic adjustments, we can change what future generations perceive as achievable. (The Conversation)
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