Translator\/Translator: Doan Thi Ngoc<\/strong> – Teacher-Lecturer, Hoa Sen University (HSU)<\/p>\n\n\n\n We are in the midst of an explosion of feminist activism, initiated by the pink pussy hat movement in the United States and fueled by the #MeToo movement. These movements have spread to Australia, where a series of celebrities have been branded as harassers.<\/p>\n\n\n\n However, we are also experiencing a backlash because of concerns that gender equality has happened too quickly and is suffering from “gender fatigue”.<\/p>\n\n\n\n 27 years ago, Susan Faludi created a backlash against women by recording what she said.\u00a0She said that anti-women<\/strong> in society\u00a0\u00a0is nothing new<\/strong> as there is evidence in ancient Rome that punishments were applied to childless and unmarried women and In medieval Europe there were witch burnings.\u00a0So today each person may have a different reaction to women gaining social status.<\/p>\n\n\n\n This time,\u00a0\u00a0the response<\/strong> is in the form of a revival of the men’s rights movement and the cries of the #notallmen movement<\/strong>.\u00a0That is evident in the hoaxing of what happens on feminist websites, the negative and malicious comments in the media, and the threats of rape, violence, and death against with feminist activists.<\/p>\n\n\n\n There are backlashes on social networking sites and outside of society. What about the workplace?<\/p>\n\n\n\n INTENSE REACTION IN THE FORM OF FATIGUE<\/strong><\/p>\n\n\n\n In the workplace, backlash manifests itself simply as silence, inaction at all, or inaction on gender equality<\/strong>.\u00a0Even in organizations where managers and workers are committed to the idea of \u200b\u200bequality, it can take the form of resistance to very specific gender equality initiatives.<\/p>\n\n\n\n This involves symptoms of gender fatigue or seeing advances in gender equality as a \u201cnon-issue.\u201d<\/p>\n\n\n\n My colleagues (Associate Professor Linda Colley, Dr. Meraiah Foley, and Professor Rae Cooper) and I tested managers’ and staff’s understanding of gender equality and we generally got mixed reactions that \u201cgender and gender equality are not an issue in our organization<\/strong>\u201d.<\/p>\n\n\n\n It is as if they are tired of hearing about gender or gender equality and want it to be \u201cdone or out of the question\u201d.<\/p>\n\n\n\n While we have found many organizations that are progressive in their gender equality journey,<\/strong>\u00a0\u00a0we have yet to find a single organization that truly practices substantive gender equality.<\/p>\n\n\n\n SOMETHING WORTH AIMING FOR<\/strong><\/p>\n\n\n\n Sometimes women are told that gender inequality is their fault. People have blamed the #Metoo Movement and because of it, men are shy or hesitant to mentor women. Women are asked to \u201clean in\u201d \u2013 that is, to focus on empowering individuals rather than women as a whole.<\/p>\n\n\n\n British researchers such as Hazel Conley and Margaret Page say that real change can only be achieved IF there is,\u00a0\u201can understanding of the gender power gap and the complex intersections or intertwining of gender with other elements or forms of inequality;\u00a0At the same time, there must be a commitment to action by individuals and organizations on gender equality to achieve gender equality.<\/em><\/strong>\u201d<\/em><\/p>\n\n\n\n That understanding could be a non-hierarchical organizational structure with a more equal power distance perspective. Or this understanding may destroy the concept of work and thus no longer be seen as a guiding force in life. It can be about working to live, not living to work. It can be unpaid work and other work, just plain \u201cwork.\u201d<\/p>\n\n\n\n This understanding may make future backlash unnecessary and symptoms of gender fatigue redundant.<\/p>\n\n\n\n The Conversation<\/em><\/strong>\u00a0newspaper\u00a0and author\u00a0<\/em>Sue Williamson<\/em><\/strong>\u00a0allowed Gendertalkviet to translate into Vietnamese and post the full text.\u00a0On behalf of the Gender Talk Editorial Board, we would like to send our sincere thanks to the Author and The Conversation Newspaper for allowing us to republish the full text.\u00a0The contributions of The Conversation Newspaper and the author are very valuable and meaningful.\u00a0\u00a0\u00a0<\/em><\/p>\n\n\n\n Vietnamese Link: <\/em><\/p>\n\n\n\n Original link:\u00a0https:\/\/theconversation.com\/backlash-and-gender-fatigue-why-progress-on-gender-equality-has-slowed-112706<\/a><\/p>\n\n\n\n This article is an edited version of a recent address given by Sue Williamson as president of the Association of Industrial Relations Academics of Australia and New Zealand.<\/em>\u00a0<\/p>\n\n\n\n Sue Williamson<\/a>, Senior Lecturer, Human Resource Management, UNSW Canberra,\u00a0UNSW<\/em><\/a><\/p>\n\n\n\n This article is republished from\u00a0The Conversation<\/a>\u00a0under a Creative Commons license.\u00a0Read the\u00a0original article<\/a><\/p>\n","protected":false},"excerpt":{"rendered":" March 15, 2022 Author\/Author: Sue Williamson -Senior Lecturer, Human Resource Management, UNSW Canberra, UNSW Translator\/Translator: Doan Thi Ngoc – Teacher-Lecturer, Hoa Sen University (HSU) We are in the midst of an explosion of feminist activism, initiated by the pink pussy hat movement in the United States and fueled by the #MeToo movement. These movements have spread to Australia, where a series of celebrities have been branded as harassers. However, we are also experiencing a backlash because of concerns that gender equality has happened too quickly and is suffering from “gender fatigue”. 27 years ago, Susan Faludi created a backlash against women by recording what she…<\/p>\n","protected":false},"author":2686,"featured_media":819,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[97],"tags":[],"class_list":["post-2752","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-en-chia-se-chuyen-mon"],"acf":[],"_links":{"self":[{"href":"https:\/\/www.hoasen.edu.vn\/khxh\/wp-json\/wp\/v2\/posts\/2752","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.hoasen.edu.vn\/khxh\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.hoasen.edu.vn\/khxh\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.hoasen.edu.vn\/khxh\/wp-json\/wp\/v2\/users\/2686"}],"replies":[{"embeddable":true,"href":"https:\/\/www.hoasen.edu.vn\/khxh\/wp-json\/wp\/v2\/comments?post=2752"}],"version-history":[{"count":1,"href":"https:\/\/www.hoasen.edu.vn\/khxh\/wp-json\/wp\/v2\/posts\/2752\/revisions"}],"predecessor-version":[{"id":2753,"href":"https:\/\/www.hoasen.edu.vn\/khxh\/wp-json\/wp\/v2\/posts\/2752\/revisions\/2753"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.hoasen.edu.vn\/khxh\/wp-json\/wp\/v2\/media\/819"}],"wp:attachment":[{"href":"https:\/\/www.hoasen.edu.vn\/khxh\/wp-json\/wp\/v2\/media?parent=2752"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.hoasen.edu.vn\/khxh\/wp-json\/wp\/v2\/categories?post=2752"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.hoasen.edu.vn\/khxh\/wp-json\/wp\/v2\/tags?post=2752"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}![\"\"](\"https:\/\/www.hoasen.edu.vn\/khxh\/wp-content\/uploads\/sites\/17\/2022\/03\/image-13.jpeg\")
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