After independence in Azerbaijan, the government has always been wrestling with the methods of formulating the ‘women’s issue’ agenda. The problem has often been reassessed in the social revolution since the transition to the capitalist economy as a result of the rise in women’s disempowerment due to less resources (Yunus 148). The agenda of the global feminist was to ensure that they were properly distinguished in a foreign establishment that lagged behind Azerbaijan. The debate persisted concerning the women of Azerbaijan, and there has always been a challenge dominant over the national discourse, because women have always been women. The question remained concerning the women of Azerbaijan because there has always been a challenge that was dominant over the national discourse because women were always regarded as guardians and mothers of the national traditions (Yunus 157). However, the agenda of the international advocates was to concentrate on how women participated in public life. This paper highlights briefly how women equality will be achieved in Azerbaijan and Australia.
A law that was established in Azerbaijan concerning gender equality was essential for the provision because it banned matters concerning sexual harassment at workplaces. The law also made sure that the abuser was adequately prosecuted as well as any employer that attempted sexual harassment at workplaces (Hearn 479). The most positive development concerning matters pertaining women’s right was the adoption of the domestic law in violence that took place in 2010. However, the law was under the banner that strengthened the local culture and traditional values within the gender equality framework. The inadequacies and shortcomings in the implementation of the commitments concerning gender mainstreaming in Azerbaijan showed that the state had failed to create a sustainable and transparent policy that would address the issue of disempowerment in women (Hearn 485).
In 2015, the government of Azerbaijan implemented several projects that were related to training and education of different stakeholders to address the public concerning issues such as combating violence against girls and women, preventing human trafficking and improving women’s economic participation by promoting their reproductive health. Later the action plan of preventing domestic violence against women was signed with the aim of strengthening the inter-institutional cooperation that dealt with equality to women (Kasturirangan 1467). Moreover, there have also been measures that have taken place to empower the youth especially young women within the state program through the promotion of the employment strategies in tourism sectors, business centers, and financial literacy training.
In Azerbaijan, it was difficult to estimate the number of groups and women’s organizations because most of them had difficulties in getting the registration licenses. However, there were a few unregistered groups that still implemented projects that spread the news about gender equality. Also, there were some NGO’s that also provided activities that were carried out by women which implemented projects that taught about women’s issues (Kasturirangan 1475). Most events aimed at educating others as to why it was necessary to consider women as people who were responsible enough to take any role.
Gender Equality in Australia
Gender inequality is still a significant issue in Australia and a primary obstruction to the implementation of rights and connections to favorable circumstances for its women. The average pay for women for a week worked is 18.2% lower than that of men (Arrow 245). It is estimated that one in five women experience sexual violence from the age of 15. The problem of gender inequality is complex and engrained into the fabric of the Australian culture. There are, however, strategies that Australia has implemented to curb this problem.
Self-fulfilling prophesies are usually developed by gender stereotypes when male and female role models establish themselves in their gender dominant careers. Priming defines what should be expected of future leaders, promote career selection, and reinforce stereotypes. It also builds the self-efficacy of an individual or the belief of the things that are capable of achieving and what a woman should expect to be paid throughout her career. The aim is to create, influence, and be the examples that are needed to stop the existing stereotypes. This is the primary goal of organizations such as Chief Executive Women and Women in Technology to motivate and case study women to contemporary professionals and upcoming generations in an effort to change the norms of society.
Industry Education and Awareness
Removing gender stereotypes from potential industries of high revenue is another major problem in Australia. The government of Australia is working to eliminate this gender stigma in high pay potential industries by empowering women with year scholarships to pursue studies of careers that are believed to be male-dominated. For the Queensland Government offers a $5,000 per year scholarship for women who want to pursue a career that is known to be for men (Arrow 248). The government has created awareness of these programs and has encouraged women to take up this opportunity to further their careers.
Australia has developed opportunities that provide flexibility in roles especially for women care, givers because they are the most substantial number. The flexibility in roles allows a woman to continue caring for their families while maintaining their careers. Australia provides part-time jobs, compressed working hours, working hours that are flexible, telecommuting, and job sharing.
Gender Equality and Women’s Empowerment Strategy
This approach of empowerment for women was developed by the Australian Government to emphasize that equality in regards to gender, and the empowerment of women is a vital part of economic policy, foreign policy, and support work of the Department of Foreign Affairs and Trade (Arrow 250). It is focused on enhancing the voice of women in decision making, leadership, and peacebuilding. It promotes the economic empowerment of women and ends the violence instigated against women and girls. This strategy also focuses on supporting the organizations and coalitions of women which includes women entrepreneurs, association, and service providers for women and it also acknowledges the role of these groups in establishing changing.
Balancing the Future: Australian Public Service Gender Equality Strategy 2016-2019
This is a program that is focused developing actions that influence tremendous accomplishment and promotes output in the Australian Public Service. It mobilizes the best talents, changes cultures, and challenges the perceptions that hold people back (Arrow 253). This program addresses the imbalance of gender across the organization which is at all the areas and in all companies. To ensure this is achieved they encourage both men and women to put together their efforts as leaders to employ impartial and high-functioning workplaces.
The legal documents in Azerbaijan as elaborated in the essay continue to incorporate specific provisions and norms that obligate to the principles of gender equality. Despite the fact that the state had limited numbers of organizations that dealt with the matter, a few groups of women managed to form activities that educated about gender equality. Most events were projects that trained everyone including young women as to why it was vital to consider women equal to societies.
Hearn, Jeff. “Men, Gender Equality and Gender Equality Policy in Azerbaijan.” Equality, Diversity and Inclusion at Work, 12 Apr. 2009, pp. 477–498., doi:10.4337/9781848449299.00042.
Hoyne, Alina. “Friday on Our Minds.” Media International Australia, vol. 134, no. 1, 2012, pp. 140–153., doi: 10.1177/1329878×1013400116.
Kasturirangan, Aarati. “Empowerment and Programs Designed to Address Domestic Violence.” Violence against Women, vol. 14, no. 12, 2008, pp. 1465–1485., doi: 10.1177/1077801208325188.
Arrow, Michelle . “Advancing Gender Equality.” Case Studies from Across the Commonwealth, 2016, pp. 200–267.