Workplace Gender Equality Agency

It’s slow, frustratingly slow. But data transparency is making a difference. It’s been a year since WGEA first started publishing the gender pay gaps of employers with 100 or more employees. We’ve got a long way to go. In the past year, 56% of employers have reduced their average total remuneration gender pay gap. (Although, 44% increased their gender pay gap. 😵💫) In every industry, a majority of employers improved their gender pay gap. 🎉 One reason might be the increased focus in the lead up to WGEA’s first ever publication of employer gender pay gaps a year ago. Let’s take the win, and continue the work. Let’s continue the focus. Take a look at the data on WGEA’s Data Explorer and ask questions of your employer. What actions are they taking? https://lnkd.in/g9wwATxn WGEA has some simple Data Explorer instructional videos to help you get started: https://lnkd.in/gjhpiqzw And if you’re an employer keen to make 2025 your most-improved year yet on gender equality, thank you. WGEA stands ready to help you with a plethora of resources, advice and support. Check out our free Masterclasses and guides on our website: https://lnkd.in/gTAFT3Nw Dig into the data. Find the causes. And help to end the gender pay gap. #sageadvice  

WGEA’s new data release shows that men are more likely to be employed in the highest earning roles, compared to their proportion of the workforce. In every industry. Women, meanwhile, are over-represented in the lowest-earning quartile, or pay bracket, compared to their representation across the industry. The industries that pay the most, have the biggest disparity between men’s and women’s access to the highest paying roles. The big question all employers with a gender pay gap should be asking is WHY? In cases where it’s a men-dominated employer, there might be an issue with building a pipeline of talent. In gender-balanced employers, it might indicate a promotion problem. Take a look at other key insights from the release of WGEA’s 2023-24 employer gender pay gaps report: https://lnkd.in/gt4a4Tud If you’re an employer keen to improve your gender pay gap, there’s plenty you can do. The first vital step is to undertake a gender pay gap analysis of your organisation. This will reveal the drivers of gender inequality in your organisation, and there are tools that can then direct you to specific, meaningful action to address these. For support, advice or one of WGEA’s free masterclasses, please get in touch today: https://lnkd.in/gTAFT3Nw Dig into the data. Find the causes. And help to end the gender pay gap. #sageadvice  

$11,204 is a fair old chunk of change. This is the amount that women in Australia earn less, on average, than men, from things like bonuses and overtime. (Not to be confused with the average total remuneration gender pay gap which is $28,425 less paid to women than men) It’s most stark when you look at the difference between the national midpoint base salary gender pay gap (9.9%), against the midpoint for total remuneration, which sweeps up these additional payments (12.1%). The biggest gender pay gaps are in the highest paying industries – because these additional payments tend to benefit employees in the highest paid roles, who are more likely to be men. Take a look for yourself in WGEA’s employer gender pay gaps report: https://lnkd.in/gt4a4Tud Or find out how your employer is taking action to help improve gender equality at your work on WGEA’s Data Explorer: https://lnkd.in/g9wwATxn WGEA has lots of support and guidance to help employers take action to reduce their gender pay gap. Book into a free masterclass today! https://lnkd.in/gTAFT3Nw Dig into the data. Find the causes. And help to end the gender pay gap. #sageadvice  

Money matters. The data shows men are likely to be the top earners, while women are more often the lowest paid. But the size of an employer’s gender pay gap also depends on the gap between salaries. If there’s a big difference between what the top quartile of employees get paid and what the bottom quartile receive, it’s more likely that employer will have a big gender pay gap. This is even more pronounced when things like bonuses are included, as these discretionary payments are more likely to go to the top earners, who are more likely to be men. See how the vicious circle continues. 👀 The good news is employers can – and are – taking action to end the gender pay gap. There’s no hiding from the data. WGEA stands ready to help employers seize the opportunity to make their workplaces fairer. Check out our website for guidance on how employers can take action – get started with a masterclass or seek out some free one-on-one advice WGEA's masterclasses and learning events www.wgea.gov.au Or you can look at the data yourself on WGEA’s Data Explorer: https://lnkd.in/g9wwATxn Dig into the data. Find the causes. And help to end the gender pay gap. #sageadvice  

Show me the money! 💰💰💰 The most generous companies have the biggest gender pay gaps. WGEA’s new employer gender pay gap report shows that as the rate of average total pay rises among employers, so too does the proportion of employer gender pay gaps that favour men, and the corresponding mid-point of the dataset. For example, 93.1% of employers with an average total remuneration of $250,000 or more have a big gender pay gap in favour of men. There are 175 employers in this category. The mid-point of this gender pay gap is 28.5%. If you’re hungry for more data and insights, check out WGEA’s employer gender pay gaps report on our website: https://lnkd.in/gt4a4Tud Or you can dig into the data yourself on WGEA’s Data Explorer: https://lnkd.in/g9wwATxn Dig into the data. Find the causes. And help to end the gender pay gap. #sageadvice

IKEA says its doubling down on its efforts to improve gender equality in its workplace. “We know gender equality is important. It’s the right thing to do,” says IKEA’s Equality, Diversity & Inclusion Leader Josh Rozairo. You can learn more about IKEA’s story on WGEA’s website: https://lnkd.in/gptXmjMq Read the latest employer gender pay gap findings in our insights report: https://lnkd.in/gt4a4Tud Or take a look at what your company is doing for yourself on WGEA’s Data Explorer: https://lnkd.in/g9wwATxn

It’s not that blokes are being paid too much, it’s just that not enough women are up there with them. The latest WGEA data indicates that one of the biggest drivers of employer gender pay gaps is the over-representation of men in the top earning bracket. In fact, it might be a significant factor in 2/3 company results. Basically, men face fewer barriers accessing the highest paid roles. These aren’t always management roles – they could be technician, trade or sales roles with the opportunity for overtime and commissions. Employers with neutral gender pay gaps tend to have balanced, or proportional, numbers of women in each pay quartile, and in their total workforce. Interested in the data? You can check out more of our insights from the 2023-24 employer gender pay gaps in our report. https://lnkd.in/gt4a4Tud Find out how your employers is doing on our Data Explorer: https://lnkd.in/g9wwATxn Dig into the data. Find the causes. And help to end the gender pay gap. #sageadvice

The data suggests Australia’s gender pay gap – and gender inequality - is perhaps most entrenched in blokey industries. A whopping 83% of men-dominated industries – those which employ more men than women and in which men hold the majority of leadership roles – have a gender pay gap in favour of men. For example, 92% of mining and construction companies who report to WGEA have a gender pay gap favouring men. Only around 1 in 5 of employees in these industries are women. However, it is an issue in all industries. Financial and Insurance Services – which is gender balanced with women making up 53% of the workforce – has the highest prevalence of gender pay gaps. 96% of employers in this industry have a gender pay gap in favour of men. Find out why this is happening in WGEA’s Employer Gender Pay Gaps Report: https://lnkd.in/gt4a4Tud And see how your employer is doing on our Data Explorer: https://lnkd.in/g9wwATxn Dig into the data. Find the causes. And help to end the gender pay gap. #sageadvice

Fatimah Alhuseini says IKEA’s flexible policies enabled her to join the company five years ago, when she was a single mother raising three children. The company’s succession planning has supported her and given her confidence to rise through the ranks, and overcome her self-described “imposter syndrome”. You can learn more about Fatimah and IKEA’s story on the wgea website: https://lnkd.in/gptXmjMq Read the latest employer gender pay gap findings in our insights report: https://lnkd.in/gt4a4Tud Or take a look at what your company is doing for yourself on WGEA’s Data Explorer: https://lnkd.in/g9wwATxn

Size does matter! 50% of employers with 5000 or more employees have a gender pay gap larger than 9%. Smaller employers are more likely to have a larger gender pay gap. But if you’re working for a smaller organisation – the gap in your workplace is likely to be larger. 50% of employers with 100 - 250 employees have a gender pay gap larger than 13.3% in favour of men. You might think: This makes sense, as larger companies may have more resources available to help them focus on bringing those numbers down. But it’s not the only reason. And there’s plenty of smaller employers with gender pay gaps in the neutral range that have found a way to remove gendered barriers to higher pay. The good news is WGEA has an abundance of helpful resources and tools to help every employer make progress. Check out our masterclasses, or book in for a one-on-one advice session, or check out our handy guides and instructional videos on our website to help you get started. https://lnkd.in/gTAFT3Nw Read WGEA's full report and analysis: https://lnkd.in/gt4a4Tud Check out the data for yourself: https://lnkd.in/g9wwATxn Dig into the data. Find the causes. And help to end the gender pay gap. #sageadvice