Workplace Gender Equality Agency

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

IKEA Service Fulfilment Operations Developer Fatimah Alhuseini chats about the encouragement she received, through IKEA’s succession planning, which helped her overcome her internal anxieties or “imposter syndrome”. WGEA is publishing a series of case studies about some employers who are taking steps to improve gender equality in their workplace. 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 Australian Government

Yesterday was a big day. The gender pay gaps for thousands of employers are now online. Are you ready to take the leap on #genderequality to end your gap? Our quizmaster Sage is ready and willing to help you test your knowledge. And WGEA has a bunch of excellent resources and tools to help employers improve their gender pay gap in time for the next #datarelease through our Take Action page. https://lnkd.in/dvybzsZ #endthegenderpaygap Check what your employer is doing to #endthegenderpaygap on our?Data Explorer website Dig into the data. Find the causes. And help to end the gender pay gap. #sageadvice?? Australian Government

Yep. It’s pretty entrenched. The latest round of employer gender pay gaps published by WGEA show there’s still a long road ahead to end the gender pay gap. In fact, 5,347 employers have a gender pay gap that favours men. 1,584 have a neutral gender pay gap, and 474 employers have a gender pay gap that favours women. The data might be depressing, but it’s important. It sets a transparent benchmark from which employers can drive change. It gives employers a chance to reflect on their progress towards gender equality, to identify and focus on the drivers of their individual gender pay gap, and take appropriate and meaningful actions, and importantly, to communicate their plans with their employees and the community. WGEA is here to help. Our website www.wgea.gov.au contains a swag of free supports – from masterclasses to instructional videos to help you get started. You can find more insights in our gender pay gap report on our website: https://lnkd.in/gt4a4Tud Dig into the data. Find the causes. And help to end the gender pay gap. #sageadvice