Gain leadership commitment for pay equity

Leadership commitment on pay equity can emerge in one of two ways:

  1. top down: commitment may already exist at the board, CEO or leadership team level and human resources is called on to act
  2. bottom up: human resources may raise pay equity as an issue with the leadership team or CEO, sparking a commitment to investigate further.

There are different considerations with each of these scenarios as outlined below.

Top down: Board, CEO or leadership team request human resources to act If you have been asked to investigate pay equity issues, it is important to understand what is driving this commitment at the leadership level. Determine the goals that the Board, CEO or senior leader would like to achieve and in what time frame. Provide them with information about the different metrics that are available and what the various metrics mean. Communicate that achieving pay equity is more than just conducting a gender pay gap analysis; it requires determining strategies and action plans. Discuss the connection to the broader gender equality strategy.

Bottom up: human resources gaining buy in from leadership team If you are planning to raise the issue with the leadership team, you should ensure you can demonstrate an understanding of:

  • what is important to the leadership team
  • the way in which pay equity is aligned with the board and
  • executive priorities and business/people strategy the way pay equity aligns to any existing diversity or gender equality strategy.

You should also be able to provide a presentation of the business case to the leadership team.


Guide to gender pay equity

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.

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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.

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Image is a decorative banner which says Guide to gender pay equity

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