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This paper looks at the features of ‘female-dominated’ and ‘male-dominated’ organisations, while highlighting the unequal distribution of women and men across industries and occupations.

University students across the country are heading into a new academic year as the latest graduate labour market statistics confirm that Australian female graduates continue to be paid less across the majority of fields than male graduates.

Image is a decorative banner which says Guide to Australian standards on 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.

Image is decorative and depicts the cover of the guide to the Australian standards for gender inclusive job evaluation
Image is a decorative banner which says Guide to gender pay equity

The guide to pay equity (linked below) 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.

Image is decorative and depicts the cover of the guide to pay equity