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Financy recently asked Dr Jill Gould from UniSA Online and UniSA Centre for Workplace Excellence and Professor Carol Kulik also from UniSA Centre for Workplace Excellence for their tips on what women can do to try and change and challenge the gender pay gap in their workplace and industry. Here’s what they said:

 

Get Digging on Gender Pay

What does the organisation’s executive group look like? What about the board? Is there female representation at these senior levels? We know that organisations with gender diversity on their boards have smaller pay gaps than male dominated boards. And having a woman on the compensation committee narrows the gap too.

Do some benchmarking

The gender pay gap varies across location, industry, sector age and occupation. You can check these variables in the WGEA site, or more broadly in the Financy Women’s Index quarterly reports, to see if you’re likely to have a gender pay gap in your organisation. If you have a good relationship with your HR manager, ask them if new graduates are paid equally. As mentioned previously, the gender pay gap begins at the first stages of the career ladder.

Talk to your HR department

Ask your HR manager if the organisation has conducted a pay audit. There is less than a 50% chance that your organisation has conducted a pay audit to identify any wage gaps. To get started, organisations can use a gender pay gap calculator provided on the WGEA website. The WGEA also provides a wide range of fact sheets and guides to help organisations address pay inequity.

Report your results to those who can effect change

Only 26.7% of organisations report results from pay gap analyses to senior management. Why not ask if senior management have been advised about pay audit analyses undertaken within the organisation? If you’re in a senior role yourself, ask for information on gender and pay.

We still have some way to go to remove this gap between women’s and men’s pay. But, as we’ve highlighted, there are actions that individuals can take to raise awareness of the issue of gender pay gaps and to provide resources for organisations (and HR departments in particular) to calculate whether a pay gap exists and what to do about it.

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