Gender pay equity

The new national gender pay gap for the six months to May 2020 is 14.0%. This year, Equal Pay Day will be on 28 August 2020, marking the 59 additional days from the end of the previous financial year that women, on average, must work to earn the same as men earnt that year.

More organisations analyse gender pay gaps

There was solid growth in the number of employers analysing their payroll data for gender pay gaps (up 3.1pp to 44.7%). Of these, over six in ten reported taking action as a result of their pay gap analysis (up 1.8pp to 60.5%). However, an action gap remains: 39.5% of employers who undertook a pay gap analysis then took no action to address it.

More organisations with formal strategies for pay equity

The number of organisations implementing formal policies and/or strategies on remuneration with specific pay equity objectives is increasing. 62.7% of organisations report having a formal policy and/or strategy on remuneration (up 1.1pp). Of these organisations, 40.9% now have pay equity objectives in their remuneration policy or strategy.

2019 Scorecard chart 8 - action on pay equity

More employers than ever recognise the importance of looking at their own data when seeking to improve gender equality within their four walls. Workplace Gender Equality Agency (‘WGEA’) data showed that in 2018, 40% of organisations conducted a gender pay gap analysis.

To mark this year’s [Un]Equal Pay Day on 28 August 2019, the Workplace Gender Equality Agency (WGEA) has calculated the date of each Australian state and territory’s [Un]Equal Pay Day.

For an objective and fair assessment of jobs, gender bias must be considered during job evaluation. If gender bias is not considered, it is possible that key dimensions of jobs typically performed by women are at risk of being undervalued. This can contributed to the perpetuation of the gender pay gap (International Labour Office, 2008).

Standards Australia  have developed standards for Gender-Inclusive Job Evaluation. To support organisations in adopting the standards, the WGEA has worked with a committee of job evaluation and equity specialists to produce a guide to the Australian Standards on gender-inclusive job evaluation and grading.

Image is decorative and depicts the cover of the guide to the Australian standards for gender inclusive job evaluation

The guide to pay equity (linked below) provides a step-by-step guidance to: 

  • facilitate an understanding of what is meant by gender pay gaps and the causes of gender pay gaps
  • help you identify and analyse any gender related pay gaps within your organisation, with a focus on like-for-like gender pay gaps
  • establish goals, strategies and actions to manage and  
  • improve gender pay equity in your organisation.

Image is decorative and depicts the cover of the guide to pay equity