3. Gain leadership commitment

Leadership commitment on pay equity can emerge in one of two ways:

  1. top down: commitment may already exist at the board, CEO or leadership team level and human resources is called on to act
  2. bottom up: human resources may raise pay equity as an issue with the leadership team or CEO, sparking a commitment to investigate further.

There are different considerations with each of these scenarios as outlined below.

Top down: Board, CEO or leadership team request human resources to act If you have been asked to investigate pay equity issues, it is important to understand what is driving this commitment at the leadership level. Determine the goals that the Board, CEO or senior leader would like to achieve and in what time frame. Provide them with information about the different metrics that are available and what the various metrics mean. Communicate that achieving pay equity is more than just conducting a gender pay gap analysis; it requires determining strategies and action plans. Discuss the connection to the broader gender equality strategy.

Bottom up: human resources gaining buy in from leadership team If you are planning to raise the issue with the leadership team, you should ensure you can demonstrate an understanding of:

  • what is important to the leadership team
  • the way in which pay equity is aligned with the board and
  • executive priorities and business/people strategy the way pay equity aligns to any existing diversity or gender equality strategy.

You should also be able to provide a presentation of the business case to the leadership team.


Step 4

Guide to gender pay equity

This guide 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.