A new book explores a paradox: women have been excluded from Australian science for many social and political reasons, but were also present and active in it from its earliest days.
An array of fascinating and talented characters populates the book. One of the most controversial is Georgina King (1845-1932). Among her many other investigations, she questioned the accepted wisdom that human evolution was driven by men. In 1902, she retold the narrative with women at the centre, arguing they were first to walk upright and develop language.
Carey provides a nuanced analysis of how early Australian science was entangled with social Darwinism, eugenics and genocide.
Importantly, she also notes the contributions made by Indigenous people, including women, in providing expert botanical, zoological, geological and other knowledge.
A history of science might not usually include social activism. Carey describes how women were the backbone of science-informed social reform movements in the late 1800s and early 20th century.
A “marriage bar” for Commonwealth employees lasted until 1966 (and informally long after that). It’s worth reflecting on what marriage entailed for women before the rise of second-wave feminism. It meant, in general, that a woman was financially dependent on her husband. She was obliged to relinquish her identity as an adult human being to serve the needs of her husband and children.
Women lost not only their surname but their first name too: they became “Mrs Joe Bloggs”. They lost their bodily autonomy, being expected to provide sexual services to their husband. Rape in marriage was legal until 1976 in South Australia and later in other states. (At high school in the early 1980s, I was taught that it was a sin to deny a husband his conjugal rights).
The radioastronomer Ruby Payne-Scott noted in the 1940s:
There is probably more prejudice against employing women in mathematics and physics than in any other science except geology.
Payne-Scott’s research is foundational to the entire field of radioastronomy globally.
Women also experienced discrimination because they had two jobs, as wives and mothers, and as employees. Their lower capacity to work at all hours was a black mark against them. Hence men derived the benefit of having their career supported by their partner’s domestic and emotional labour, and an absence of female competitors at work.
Women were (and still are) competing against this unfair advantage.
IInevitably, reading a book like Taking to the Field invites us to contemplate how much has changed and how much remains to be done. As Carey says, there is power in “naming and claiming” forgotten women scientists. So many were relegated to work perceived as routine and repetitive, such as demonstrating, teaching, cataloguing stars, or programming computers.
Once again, there is a shortage of scientists, while the number of women in STEM fields has barely increased over recent decades. The reasons are complex; but they can’t be addressed without understanding the deeper context provided by Carey’s invaluable analysis of Australian science.
Category: Workforce Discrimination
Labor delivers legislation to help close the gender pay gap
Minister for Women, Senator the Hon Katy Gallagher said that global experience has shown this transparency encourages organisations to take action to close the gender pay gap in their workplace.
“On average, women working full-time can expect to earn 14.1 per cent less than men per week in their pay packets,” said Gallagher.
The Workplace Gender Equality Amendment (Closing the Gender Pay Gap) Bill 2023 will be introduced today as it delivers on Labor’s election commitment to close the workplace gender pay gap.
Drawing on data already provided by employers, reporting will commence in 2024 and companies’ gender pay gaps will be published on the Workplace Gender Equality Agency website.
Source: Labor delivers legislation to help close the gender pay gap
Women must defend their single-sex spaces | The Spectator Australia
When the ADF employee, (I’ll call her Jane) contacted SeMPRO to seek assistance, she told them that a male was utilising the female toilet facility she had been provided and he was making her feel unsafe in her work environment. SeMPRO allegedly replied with a warning to Jane, that if the male person identifies as a ‘transgender woman’ it would be ‘discrimination’ to deny them access to the female facility. The social worker from SeMPRO, with she\her pronouns, apparently went on to suggest that Jane ‘utilise a different bathroom’.
‘Female’ is now an identity category throughout the Australian government. All males who identify into the category of female, which they can do with a simple declaration, are given the assumption that they are free of male pattern violence.
According to the Australian Bureau of statistics, 97 per cent of all sex offenders are male.
The ADF is a ‘principal partner’ of ACON’s Pride Inclusion Program, gaining a ranking of ‘bronze’ in their latest Australian Workplace Equality Index (AWEI) publication, having fallen from the dizzy heights of ‘silver’ in previous years.
The higher your employer is in the AWEI ranking, the less likely they will be to have any accommodations at all for the special needs of female bodies, and certainly not with the security, privacy, and dignity of a facility that is separate from males. The AWEI has a 43 question ‘scoring guide’ for employers to gain ranking toward equity greatness. Item 15 in the ‘advanced’ section of the guide is the question: ‘We have (or are working towards) having “gender neutral” or “all gender” bathrooms.’
When told to use another facility, Jane asked the social worker from SeMPRO if she should use the male facility or go home to use her own bathroom, to which she was given no response. Jane further inquired as to how serving female soldiers and officers will fare in the field when they are expected to shower and undress in a common facility. Will women be expected to shower naked in front of males? She was allegedly not given a response, although it is a fair question given the history of the ADF in failing to safeguard women from sexual assault and harassment.
The Australian Institute of Health and Welfare estimates that 1 in 6 women have been sexually assaulted as adults and more than twice that as children. So, if any given female facility is being used by more than five or so people we can safely assume it is being accessed by a survivor of male pattern violence and specifically sexual assault.
Not many women want to talk to their boss about sexual trauma, incontinence, or heavy bleeding. The dignity of attending to our issues in a single sex environment is a luxury we are being forced to abandon along with our knowledge that humans don’t change sex.
Source: Women must defend their single-sex spaces | The Spectator Australia
San Diego Civil Rights Attorney and Homeless Advocate Ann Menasche Sues Disability Rights California for Wrongful Termination – Defend Feminists!
On January 26, 2023, Ann Menasche filed suit in San Diego Superior Court against her former employer, Disability Rights California (DRC), the largest legal non-profit in the state, asserting claims of sex and sexual orientation discrimination, harassment, and retaliation related to her termination after almost twenty years of employment.
Ms. Menasche is a lesbian who was a leader in the local marriage equality movement a decade ago. She is a feminist with deep roots in the abortion rights struggle both pre- and post-Roe vs. Wade. She has been at the center of peace and justice activism in San Diego for decades. She is a long-time champion of the rights of all disenfranchised people. The Complaint alleges that her termination came without warning despite Ms. Menasche’s strong work record advocating for her clients with disabilities, her groundbreaking homeless advocacy, and her supervisors giving her high marks in cultural competence.
Ms. Menasche responded on the list, thanking DRC for coming up with a statement in defense of Roe and proclaimed that “Access to safe legal abortion is a life and death necessity for women as a biological sex across the board…” Though her language did not criticize transgender individuals in any way, she was quickly attacked as an “anti-trans hate monger” and she was labelled a “TERF 1 ” – a misogynistic and anti-lesbian slur. Ms. Menasche clarified that she was talking about sex, not gender, and requested that the email discussion on the list be ended.
Ms. Menasche complained to DRC that she was being targeted for harassment because of her sex and sexual orientation. She wrote in part, “If sex is no longer recognized as a protected class, or to be deemed to have no existence, not only are half the human race born female unable to name or fight sex discrimination but lesbian and gay rights or the rights of same sex attracted people are made invisible or effectively eliminated as well and redefined as transphobic bigotry…”
Two days later she was fired. The only reason given was “ongoing performance issues.”
Andrew Hillier, of Hillier DiGiacco LLP, representing Ms. Menasche, declared: “Sex and sexual orientation remain protected characteristics under California law. No company has the right to adopt policies or procedures that ignore and violate that reality. The law protects Ms. Menasche—and every other individual in this state—from such discrimination.”
Menasche Sues Disability Rights California for Wrongful Termination – Defend Feminists!
Gender-neutral ‘woke’ awards create a drama | The Australian
A co-founder of the prestigious Sydney Theatre Awards has attacked the organisation’s elimination of male and female acting categories as “woke, PC” and “downright offensive”, and revealed how she resigned over the switch to gender-neutral prizes for drama and musicals stars.
Veteran theatre critic Diana Simmonds noted that while awards bodies including the Oscars and the Golden Globes were lifting their game by becoming more diverse, “in Sydney, however, things have gone another step into full-on La La Land’’.
The 2022 awards, announced last Monday, featured six gender-neutral acting prizes across main stage, independent and musicals productions – a sharp decrease from the 12 acting prizes available before 2021, when male and female categories were being used.
A spokesperson for the awards said these reforms were implemented in 2021 after it was decided “that the system of dividing performers into two groups (male and female) and ignoring a third group’’ – gender non-conforming performers – was “exclusionary”.
With other theatre critics, Simmonds helped establish the awards in 2005, while she was reviewing for The Sunday Telegraph.
A former arts editor of The Bulletin, she told The Australian that when the decision was made two years ago to effectively halve the number of acting awards by offering only one degendered prize in each performance category, “I just couldn’t believe it’’.
She decided to write and speak publicly about her resignation, which was sparked by the move to gender-neutral acting gongs, when she saw “the results” of the 2022 awards.
Simmonds’ protest comes as the UK’s leading music prizes, the Brit Awards – which went gender-neutral in 2021 – faced a backlash over its all-male line-up of nominees for the best artist category. This year, all five nominees in that category – Stormzy, Central Cee, Fred Again, George Ezra and Harry Styles – are male.
This is despite the awards eliminating gender categories in 2021 in a bid to be more inclusive, especially towards non-binary artists such as Sam Smith.
Source: Subscribe to The Australian | Newspaper home delivery, website, iPad, iPhone & Android apps
The Mining Industry of Western Australia and the Problem of Sexual Harassment — FiLiA
Madhulika Agarwal discusses the failure of the Australian Government Inquiry into sexual harassment in its mining industry and its failure even to acknowledge the widespread existence of male violence against women in the sector.
Source: The Mining Industry of Western Australia and the Problem of Sexual Harassment — FiLiA
Increased pay transparency to combat gender pay gap – Lawyers Weekly
What do new bans on pay secrecy clauses mean for firms — and for the gender pay gap? These partners weigh in.
The Fair Work Act now gives employees new freedoms and workplace rights to share information about their pay and to ask their colleagues about their remuneration packages — with the inclusion of a pay secrecy clause in contracts set to be banned.
Source: Increased pay transparency to combat gender pay gap – Lawyers Weekly
2 women sexually harassed by late Supreme Court judge win settlement – Lawyers Weekly
Two women, who were sexually harassed by a former Supreme Court judge, have won settlements after first coming forward in 2020.
Maurice Blackburn has achieved a legal settlement for two women who were sexually harassed by late Supreme Court judge Peter Vickery when they were associates.
Source: 2 women sexually harassed by late Supreme Court judge win settlement – Lawyers Weekly
Female artists earn less than men. Coming from a diverse cultural background incurs even more of a penalty – but there is good news, too
Artists all over the world, regardless of their gender, earn considerably less than professionals in occupations requiring similar levels of education and qualifications.
But there’s an additional income penalty for artists who are female.
In an analysis of gender differences in the incomes of professional artists in Australia that we undertook in 2020, we found the creative incomes of women were 30% less than those of men.
This is true even after allowing for differences in such things as hours worked, education and training, time spent in childcare and so on. This income penalty on women artists was greater than the gender pay gap of 16% experienced in the overall Australian workforce at the time.
Menopause impacts career progression. What organisational changes are needed? – Lawyers Weekly
Menopause impacts all women at some point in life, typically between 44 and 55 years old, with the transition lasting up to a decade, and often arrives at a time when their aspiration to grow and develop their careers is at its highest.
Menopause continues to be a taboo life stage and something the majority of Australian businesses, communities and individuals are reluctant to engage with, explained Natalie Moore, consultant at Own Your Health Collective.
There are over 35 symptoms of menopause, including brain fog, confusion, and forgetfulness; trouble sleeping; anxiety and moodiness; and lack of self-confidence.
Currently, there is no legislation around women in menopause; however, in the UK, there have been several litigation cases brought by women who have been “performance managed out”, discriminated against, or harassed.
The new psychosocial regulations could provide a starting point to bring these topics to light, Ms Moore suggested, and there is a rise in menstrual and menopause policies, which give the opportunity for women to take days off work if they are feeling symptoms.
Yet, there is apprehension to introduce such policies, noted Ms Moore; businesses are concerned women will take advantage of the policies, or on the flip side, that women will not use them for fear of being singled out, especially if going through menopause.
Source: Menopause impacts career progression. What organisational changes are needed? – Lawyers Weekly






