By P. Lelong

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Making it to the top? Towards a gendered skills analysis of senior leadership and management positions in UK and Australian Universities’, in C. ), Change in Climate: prospects for gender equity in Universities. Proceedings of ATN WEXDEV Conference (Adelaide: WEXDEV), 1–14. Bagilhole, B. and White, K. (2005). Benign burden: gender and senior management in the UK and Australia, paper presented to the 4th European Conference on Gender Equality in Higher Education, Oxford. Barker, P. and Monks, K.

06 Source: WEF, Global Gender Report (2009). is captured through the ratio of the female literacy rate to the male literacy rate. • Health and survival: this category attempts to provide an overview of the differences between women’s and men’s health using two variables: first, the gap between women’s and men’s healthy life expectancy, calculated by the World Health Organisation. The second variable is the sex ratio at birth, which aims specifically to capture the phenomenon of ‘missing women’ prevalent in many countries with strong son preference.

It was replaced by the Equal Opportunity for Women in the Workplace Act (1999) which requires large employers (100 plus staff) to establish a workplace programme to remove the barriers to women entering and advancing in the organisation. The Equal Opportunity for Women in the Workplace Agency (EOWA) is the statutory authority that monitors compliance with the legislation and requires organisations to submit annual compliance reports (EOWA 2008). Thornton (2008, p. 5) asserts that national EEO and AA legislative mechanisms were ‘instrumentally weak’, as they assigned no rights to individuals or groups and compliance with the Act was little more than self-regulation, ‘while retaining a formalistic commitment to EEO, it [the EOWW Act] embodies the rhetoric of backlash’ (Thornton 2008, p.

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