ABSTRACT

Despite decades of Equal Opportunity legislation, gender inequality persists in Australian universities. This is largely due to the shaping of universities by new market principles, discourses of individualisation that render the asymmetry of gender relations invisible, and privileging masculine epistemologies. Concurrently, industrial relations have been decentralised, and individual universities negotiate staff pay and working conditions through local Enterprise Bargaining (EB). Whilst EB mitigates the development of a national gender-equity framework for universities, trade unions operating through inequality regimes rarely prioritised gender equity even when they did lead national negotiations. Therefore, within a context of complex inequalities in higher education and trade unions, this paper explores how feminist pedagogies can facilitate equality bargaining and gender equality in academia. It also suggests that equality bargaining is especially important during (current) times of austerity when the removal of gender-equality support structures within trade unions generally occur.

摘要

尽管有数十年的平等机会立法，但澳大利亚大学中的性别不平等仍然存在。这主要是由于新的市场原则、使性别关系的不对称隐形化的个性化话语以及赋予男性化认识论的特权对大学的塑造。同时，劳资关系已经去中心化，个别大学通过当地企业谈判 (EB) 协商员工薪酬和工作条件。虽然 EB 减缓了为大学制定国家性别平等框架的步伐，但通过不平等制度运作的工会很少优先考虑性别平等，即使他们确实领导了国家谈判。因此，在高等教育和工会存在复杂不平等的背景下，本文探讨了女权主义教学法如何促进学术界的平等谈判和性别平等。它还表明，在（当前）紧缩时期，当工会内部普遍取消性别平等支持结构时，平等谈判尤其重要。