Addressing pay equity
Achieving gender equality, including gender pay equity, is a process that takes time and conscious significant effort. 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. This requires a valuing of skills, responsibilities and working conditions in a nondiscriminatory way. Unintended gender biases in hiring, promotion, performance and pay decisions can lead to incidences of pay inequity in almost every organisation.
Any unfairness or perceived unfairness can negatively impact workplace productivity, employee engagement and morale, access to talent, and retention. That’s why reviewing the results of a comprehensive 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.
The guide to gender pay equity (available for download below) 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. This guide will also assist you in improving against reporting matters under gender equality indicator three: equal remuneration between women and men under the Workplace Gender Equality Act 2012, and in meeting the WGEA Employer of Choice for Gender Equality criterion three.
Purpose of the guide to gender pay equity
The guide 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.
Who should use this document?
The guide is designed to assist organisations of all sizes and in all industries.
People in the following roles may find this document useful:
- human resources practitioners of all levels of seniority
- CFOs, COOs, members of the finance department
- diversity practitioners
- managers and employees responsible for recruitment, remuneration and promotion processes, and reviews.
In some organisations gender pay equity may also be addressed by those with other operational functions including payroll managers. The person in your organisation, who is conducting the actual data analysis will need to refer to additional resources identified in this guide.