Addressing pay equity for small business

Small businesses in Australia face a unique set of issues when it comes to managing and improving gender equality in their workplace. These typically include lower turnover rates, higher impact of parental leave costs, challenges in implementing flexible work options, limited or no human resources support or function, limited resources to develop gender strategies and management systems and limited data collection systems and processes.

Despite these challenges, there are many benefits to be gained by small business in addressing pay equity and gender equality more broadly. The Workplace Gender Equality Agency, in collaboration with Economic Security for Women, has developed a three step guide for small businesses to address pay equity.

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Please access the resources below for more information about addressing pay equity for small business:

Guide: Pay equity for small business

Small businesses face a unique set of issues when it comes to managing and improving equality between women and men in their workplace. The Workplace Gender Equality Agency, in collaboration with economic Security4Women, has developed a three step guide for small businesses to address pay inequity.

Image is a decorative banner which says Guide to Australian standards on gender-inclusive job evaluation

Gender-Inclusive job evaluation

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 (available below).