Last but not least, Broderick (2012) stated that the case for increasing in women’s participation in the labor market in Australia devotes to positive economic affections, along with the ability to become competitive with other countries all around the world. Following this increasing participation, the existing issues including pay inequity, or unequal responsibilities of caring, discrimination at the workplace must be addressed. It is known that nowadays women perform 70 percent of all the caring work but unpaid. For instance, they take care of their children, their parents and everyone who needs their assistance as they are disabled or have an illness. Recently, Goldman Sachs JB Were (2009) produced ‘The Economic Case for Increasing Female Participation’. What was reported in the report was that Australia is now leading the world in education for women. In the gender gap report of World Economic Forum’s (2010), Australia is ranked number one and at the moment, Australian women are educated better and longer than most other countries. The following example for this is that most of the university graduates in this country are female and there was 71 percent of graduates who were actually females. But despite the fact that many university graduates are females, Australia still has a low rate of women who actually participate in the labor force when compared with other countries. That is why it can be said that now the country has experienced a serious leakage of female abilities to contribute to the country’s industry and economy. One of the reasons why the number of women continues to stay with their jobs goes down since they may receive negative opinions towards being leaders in the workplace. In according to a research by Powell & Butterfield (1984-1989) from the agency communication paradigm, a good leader means that they will be perceived as showing more masculine than being feminine in their characteristics. Since being a good leader requires numerous qualities which are actually considered as more agentic and are not appropriate for women. Women are ordered to satisfy the social expectation which means they are not allowed to be too decisive or independent and that they can’t think critically or even can’t appear more confident especially when compared with men around them as it may make their feminine qualities undesirable. Not only there is inequality in the social expectations in females and males but research also shows that individuals tend to have negative stereotypes and reactions towards female managers. Besides these not positive stereotypes, the inequality in paying and being overrepresented as the one in charge of caring children with disability and their parents.These are also another problem continue to disadvantage women. For example, in reference to Australian Human Rights Commission (2014), Australian mother’s domestic work is more than twice than fathers. Meanwhile, the gender pay gap for full-time jobs between women and men is significant. Women average full-time base salary all over occupations and industries is 19.1 percent less and for the total salary is 24 percent less than men. Furthermore, the reasons why this inequality exists because they have to work in low paid and part-time jobs or have their career interrupted by marriage or children during their promotion period and the lack of confidence due to the socialization also leads to unequal paying. In a nutshell, these pieces of evidence have proved that the inequality does exist in Australian workplaces.