HESTA: conducting a gender pay gap analysis

HESTA case study

In 2016 HESTA began the process of applying for the Employer of Choice for Gender Equality citation. To support this process, an in-depth gender pay gap analysis was required to understand the state of gender pay equity within the organisation.

HESTA has been conducting an annual gender pay gap analysis since 2014, but a more extensive analysis would form the basis of a new action plan to ensure the organisation was prepared for future growth with a proactive focus on equality.

In preparation for the analysis, the People & Culture team attended the Workplace Gender Equality Agency’s online workshops and consulted the Agency's pay equity resources to better understand how to undertake the analysis.

HESTA also used the pre-populated WGEA pay gap calculator and once the reports were run, the team brainstormed different ways to look at the data to get an understanding of the gender split in teams and the potential for salary gaps.

As a result of the analysis, which is detailed in their case study, HESTA began to challenge traditional thinking about how training resources are allocated. In reviewing the organisational spend on learning and development by gender, it was noted that the pro-rata allocation of training budgets for part-time employees, the majority of whom are women, was limiting opportunities for women’s learning and development.

To ensure a fairer and more consistent allocation of budget and time for employees to focus on capability development and career progress, HESTA changed the allocation of training budgets for part-time employees to ensure equal access to development across the company.

Their data revealed that flexible work and parental leave arrangements were mostly used by women and while not surprising, it started a conversation within the organisation about the societal and business impacts of so few men taking on caring responsibilities.

“It’s something HESTA wants to challenge – where there is a gender imbalance in caring roles, there will always be one in the workforce. And as women and men increase sharing parental and elder care responsibilities, there will be more equal representation of women and men at all levels of the workforce,” says Sophie Sigalas, Executive, People Strategy.

Find out more about Hesta's pay equity journey by downloading their case study below.