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The present equal opportunity discourse in Australia, with its focus on 'the mainstream woman', i.e. the white Anglo-Celtic woman, overlooks the multiracial feminist perspectives of 'the other woman', the minority ethnic woman. As a result of the intersection of her sexual, ethnic and/or religious identities, 'the other woman' remains dually disadvantaged within Australian society and organizations; largely deprived of the opportunities available to her 'mainstream' sister. This paper discusses the complexity of intersections and of how the interaction of systems of stratification constructs specific social locations for minority ethnic women in Australian organizations. The paper draws on critical race and feminist theories with respect to intersectionality of race and gender, and offers quantitative and qualitative data to exemplify issues that surround representation and (in)equality within Australian organizations. The data include an empirical analysis of complaints filed under the federal legislation over a five-year period to determine how minority ethnic women's workplace experiences differ from those of their mainstream counterparts. The analysis reflects the ongoing nature of multiple discriminations faced by minority ethnic women.

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There has been a long debate concerning whether unions are exclusive or inclusive with respect to immigrants and ethnic minorities. In the exclusive view of unions, unionization is expected to increase the likelihood of employers asking questions that discriminate against immigrants and ethnic minorities and decrease the likelihood of employers asking Equal Employment Opportunity (EEO) questions related to immigrant or ethnic minority status. The contrary is expected for the inclusive view. Our analysis, using New Zealand data for job applications, provides some support for the inclusive view of unions, as the higher the unionization rate, the more likely EEO information is sought, but no relationship is found between unionization rate and discriminatory questioning. This suggests that unions are probably helpful in promoting diversity but not yet in combating discrimination against immigrants and ethnic minorities in hiring.

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China has become a popular host country for multinational corporations since joining the World Trade Organization in 2001. However, there is a general lack of understanding of the Chinese culture and lack of empirical study on perception of women as managers in China. This study provides historical, cultural, social and legal contexts of the Chinese society and empirically compares attitudes toward women as managers among students and workers. Results show significant gender and sample effects. Further analysis revealed that the gender effect was stronger than the sample effect. Women have a much more positive, liberal and egalitarian attitude toward women as managers than men. However, the unfortunate similarities in attitudes toward women as managers between younger male students and older male workers show that we still have a while to wait before women really hold up half of the sky in China. Implications of these results are discussed based on the cultural and social contexts. Managerial implications are provided.

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