Gender pay equity
All organisations, regardless of size, benefit from a remuneration policy, whether remuneration is set by award, enterprise agreement or common law contract.
Achieving gender equality, including gender pay equity, is a process that takes time and conscious significant effort. This guide will help you diagnose the status of pay equity in your organisation, set goals, and take practical steps to improve pay equity as part of your gender equality strategy.
Awards and enterprise agreements are common methods of setting pay for organisations. Data from the Australian Bureau of Statistics (ABS) confirms that gender pay gaps are less prevalent when pay is set by an award or collective agreement.
Taking action to ensure equal remuneration between women and men is an important step for organisations to proactively manage any associated legal risks. Organisations are required by law to provide equal pay to employees who are performing work of equal or comparable value.
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.
In partnership with the Bankwest Curtin Economics Centre (BCEC), the Agency uncovers new insights about gender pay gaps in Australian workplaces. Every year since 2016, BCEC has produced a report analysing the Agency’s datasets to explore trends and identify policies and practices that work to address gender inequality in the workplace.
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.
The Workplace Gender Equality Agency (‘the Agency’) has relaunched one of its most utilised resources: the gender pay gap calculator. The Agency has developed the gender pay gap calculator to assist employers to identify and analyse the causes of gender pay gaps within their own organisation.
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.
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.