Academic Literacies

However, Luke Sayers, the CEO of PwC Australia presented his argument over such discrepancy that is foreseen in the higher education process. He exclaimed that whereas meritocracy defines the distribution of merits to all sector of the population, it also signifies several flaws in the system (Ragusa & Groves, 2012). In fact, it is also notified that the process is not doing the expected justice while considering the richly diverse tapestry that is offered by the Australian community ("Australian Social Trends, Sep 2012", 2016). However, it is a wide spread view that has become the major concern in other country. Accordingly, if pointing out the Australian education system, it can be seen that several challenges are still the major obstacles. Especially, the discrimination is found in educating the women in the country, the lack of meritocracy has become one of the prominent features.

Firstly, it is predicted that the higher education should be distributed by ignoring entire demographic barriers. The quality will then be considered as “merit”. According to Wheelan (2016), meritocracy is usually influenced by the level playing field. If concentrated on the previous scenario, it can be noted that the leaders were selected by depending on the merit. Moreover, the number of women selected as the leaders was very less. This discrimination is clearly stating that the eligible women for such leadership positions are usually excluded. Another most prominent challenge faced in this merit process is based on the potentiality of the performance (Cuervo, 2012). Women were excluded from this criterion, which signifies the biggest discrimination. If concentrated on the statistical report in the year of 2014, it is seen that almost 40% of the boards of companies, which are listed under ASX, excluded women. It was seen that almost 3.5% of the females were seen with a huge margin of the gender pay gap (Businessinsider.com.au, 2015).

In comparing such merit process of other countries, the women receive equal positions at every institution. However, in Australia, this ratio division is different. Such issues regarding the diversified merit process has become the major concern in the country. In this current scenario, it is noted that the Prime Minister appointed five female candidates as the cabinet members and defence minister for the first time. Therefore, the argument continues regarding the meritocracy in Australia. Malcolm Turnbull also presented the argument that in this current time, the line-up is completely decided on the basis of merit. Sayers, in such regards, expressed his opposed views. He stated, “Clearly, it’s not a level playing field for women, people from diverse cultural backgrounds or anyone else who doesn’t fit the mould of a leader that is ingrained in our cultures, or institutions, our systems, and our processes” (Businessinsider.com.au, 2015). Such statement over the merit process is quite argumentative in concerning the trend of meritocracy in the country. He also pointed out that if the education system needs to overcome the problem, the first and foremost step is to eliminate the thought of bias-free merit process. It is clearly portrayed as the major and most significant barrier to diversity.

The above discussion is thus highlighting that the higher education process maintained in Australian university requires look beyond the bias-free meritocracy. It is important to mention that the technical and further education institutes in Australia have undertaken several initiatives regarding the distribution of equal place to males and females (Ragusa & Groves, 2012). The higher education will thus be provided to all diversified candidates. Therefore, the future job oriented positions will be provided to both the men and women equally. The emergence of the vocational education is also creating the platform for high education.

Studies show that women graduates have a propensity of showing more participation in the labor force if they have a high school qualification, compared to those without a non-school certification. Women’s participation increased with the standard of the non-school certification obtained. Age also plays an important role, as younger women are more inclined to toil and attain proper education and training for any particular role ("Australian Social Trends, Sep 2012", 2016). In addition, qualified women have a tendency of remaining employed than less qualified women. The ABS survey on education and work conducted in 2011 shows that 84 per cent of highly qualified women are employed compared to 62 per cent without non-school qualification. Australia’s overall improvement in the education structure, the level of education in the population and the better employment condition shows that they are pro-meritocracy (Norton, 2012). In addition, women have progressed and are doing better than men are.

Qualifications attained by the young people in present day Australia provide the trainings required for a particular vocation to better their career goals. Policy makers think that providing better vocational trainings to the unadvantaged, the unprivileged, and the indigenous population, especially women, would provide them with a chance to grow and access knowledge that would supply them with personal and professional benefits both. The difference in the salaries and jobs comes because men are more inclined to graduate in high ranked fields, like engineering, compared to women, who are more bent to graduate in middle ranked domains like teaching (Todd & Preston, 2012). The indigenous people of Australia have been forever deprived. However, improving conditions of the education sector and the job market opportunities are opening new gateways for them too. Other than the indigenous and deprived scholars, immigrant students are also receiving better opportunities. They are even utilizing these opportunities and performing well, and sometimes better than the local students (Donnelly, 2015). Even the universities are including diverse subjects in their curriculum as they consider it their responsibility to maintain equity and encourage meritocracy (Scott, 2015). While even now some gender disparities in the sorts of non-school qualifications attained by the male and female population are there, the growing number of females who take on further education has received many profits for both the female population and the Australian employment market.

Conclusion

The whole essay approaches meritocracy to understand if it is present in Australia or not, and how much the universities are following this philosophy in the context of women scholars. It was found that meritocracy is widely accepted and followed in Australia. Conditions for women have improved, as they are receiving more job opportunities de the pursuing of higher education in diverse domains. The higher education process maintained in Australian university requires look beyond the bias-free meritocracy. Institutes in Australia have undertaken several initiatives and development programs to initiate better distribution of equal place to males and females. In comparing such merit oriented processes undertaken, the women are receiving equal positions at every institution, compared to past situations. Higher education will thus be provided to all kinds of candidates, even the ethnic minorities and the indigenous people in Australia. Therefore, the future job oriented positions will be provided to both the men and women equally. The emergence of the vocational education is also creating the platform for high education. This is, in turn, generating better job opportunities for all graduates, and improving the labour market condition of Australia.

References

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