Designing an equitable remuneration policy

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All organisations, regardless of size, benefit from a remuneration policy, whether remuneration is set by award, enterprise agreement or common law contract. Benefits include:

  • consistency in remuneration-related decisions
  • transparency in the process for setting remuneration
  • employee satisfaction as they know how remuneration is set and what assistance is available
  • guidance and support for managers when determining remuneration decisions
  • guidance and support for managers on avoiding bias
  • contributes to a sound and effective risk management plan.

 

For guidance on incorporating gender equity into your remuneration policy access the guide below:

Designing an equitable remuneration policy

All organisations, regardless of size, benefit from a remuneration policy, whether remuneration is set by award, enterprise agreement or common law contract. This guide outlines the benefits and features of an equitable remuneration policy.

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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).