Six ways to demonstrate your leadership:
- Commit to the end-to-end process of addressing pay equity.
- Role model the removal of biases during the performance management process and the annual remuneration review.
- Role model the removal of biases around part-time work and flexible working arrangements.
- Actively communicate internally and externally on the importance of ensuring equal remuneration between women and men.
- Hold management to account on addressing any pay equity issues and removing bias in pay and performance decisions.
- Remove the roadblocks for your HR team to address pay equity issues.
Six immediate actions to take:
- Take ownership of pay equity.
- Place pay equity on the next executive team agenda.
- Request your HR team conduct a pay equity analysis and report back to you.
- Direct your HR team to the “Addressing pay equity” WGEA page.
- Commit to developing an action plan to address any gender pay gaps identified.
- Include metrics on gender pay equity in your report to the Board.
Five red flags to look out for:
- No gender pay gap analyses are conducted.
- Your team tells you ‘there are no gender pay gaps’.
- Remuneration policies and procedures do not specifically address pay equity.
- Inadequate (or no) action has been taken to address pay inequities.
- Gender pay gaps are ‘explained’ but not investigated and ‘justified’.