![]() These steps have been pulled from our comprehensive Guide to gender pay equity. Gender pay gap which is the difference between the average remuneration of women and the average remuneration of men across the whole organisation (or department). Pay gaps between women and men doing the same or comparable work (comparing responsibilities, typically the same level in the organisational hierarchy), for example, comparing individuals within groupings of levels such as Key Management Personnel, managers, professionals. Pay gaps between women and men undertaking work of equal or comparable value (comparing jobs at the same performance standard), for example, comparing two senior engineers in the same organisation. The Agency has developed a variety of resources to help employers undertake a pay gap analysis and address gender pay gaps in their organisations. The WGEA encourages organisations to analyse their own pay data in different ways to uncover different pay equity issues and take action at all levels of the organisation. That’s why reviewing the results of a comprehensive gender pay equity audit and developing a pay equity action plan is a feature of best practice talent management, while also providing a valuable insight into your gender diversity performance. Any unfairness or perceived unfairness can negatively impact workplace productivity, employee engagement and morale, access to talent, and retention. Unintended gender biases in hiring, promotion, performance and pay decisions can lead to incidences of pay inequity. Causes of occupational gender pay gaps include women and men working in different types of organisations, a lack of women in more senior or high-paid roles within occupational categories, and discrimination. Clerical and administrative workers and machinery operators and drivers have some of the lowest gender pay gaps. Technicians and trades workers and community and personal service workers have some of the highest gender pay gaps. In every occupational category, there is a gender pay gap favouring full-time working men over full-time working women. This requires a valuing of skills, responsibilities and working conditions in a non-discriminatory way. Gender pay equity is about ensuring women and men performing the same role are paid the same amount, and women and men performing different work of equal or comparable value are paid equitably. You may also wish to view our guides on managing the legal risks of pay equity below.Īchieving gender equality, including gender pay equity, is a process that takes time and conscious effort. An application for an equal remuneration order can be made by an affected employee, a union which is entitled to represent an affected employee, or the Sex Discrimination Commissioner.įor more information go to the Gender pay equity section on the Fair Work Ombudsman’s website. Where pay disparities exist in a workplace, The Fair Work Commission can make an equal remuneration order requiring certain employees be provided equal remuneration for work of equal or comparable value. It is the foundation to all standards and regulations for employment and something that employers in all industries and within all business sizes should be familiar with. The rules and obligations for employees and employers are outlined within the Fair Work Act (2009) which is the primary piece of legislation governing Australia’s workplaces. Unequal pay is just one of the many drivers of the gender pay gap.Īustralian legislation protects people from being discriminated on the basis of sex. the workplace's organisational structures and processes do not impede female employees' access to work-based training, promotions or flexible working arrangements.This is done by valuing skills, responsibilities and working conditions in each job or job type (even where the work itself is different) and then remunerating employees accordingly the wages and conditions of jobs are assessed in a non-discriminatory way.Organisations that are committed to equal pay will ensure that: Equal pay takes into account discretionary pay, allowances, performance payments, merit payments, bonus payments and superannuation. men and women performing different work of equal or comparable value are paid the same amount.Įqual pay is not just about equal wages.men and women performing the same work are paid the same amount.Equal Pay is when men and women receive equal pay for work of equal or comparable value.
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