Anger to Action: Pay Gap Report Needs to Spark Change

The recent release of Australia's gender pay gap reports has ignited a wave of discussion and, unsurprisingly, exposed some stark realities. I have been reading a lot of articles detailing the negative outcomes and the glaring gaps in certain organisations, especially those catering to women, and can understand that the release of the reports is leaving individuals feeling frustrated and even angry.

I personally have had many instances during my career from my junior to executive roles where I have been paid significantly less than my male peers. While the urge to vilify companies with large gaps is strong, it's crucial to remember that anger, albeit justified, doesn't create solutions.

Instead, it is important for business leaders to push themselves away from the negativity towards the immense potential for positive change. This transparency serves as a critical data point, a catalyst for organisations to assess their practices, identify areas for improvement, and ultimately, build a more equitable and inclusive workplace for everyone.

Learning from the Reports

While organisations not currently required to report to the Workplace Gender Equality Agency might feel a sense of disconnect from the immediate conversation, this is an opportunity to act proactively and establish a strong foundation for future growth. Here's how:

1. Conduct Internal Audits and Analyse Existing Data:

• Start by conducting an internal audit of your own pay structure, analysing salary data and promotions across all levels and departments.
• Look for any patterns or trends that might indicate potential bias, even if seemingly insignificant at first glance.
• Utilise existing data from performance reviews, employee surveys, and recruitment processes to gain a holistic view of potential disparities.

2. Open Communication and Transparency:

• Foster an environment of open communication where employees feel comfortable raising concerns and discussing pay issues.
• Consider conducting anonymous surveys to gauge employee perceptions on salary fairness and overall workplace culture.
• Regularly communicate your commitment to pay equity and highlight any ongoing efforts to address existing gaps.

3. Implement Comprehensive Pay Review and Job Evaluation Systems:

• Develop a?clear and objective pay structure?based on factors like experience, qualifications, skills, and performance, not gender.
• Implement a?rigorous job evaluation process?to ensure consistent and fair pay for similar roles across the organisation.
• Ensure pay adjustments and promotions are carried out transparently and based on established criteria, not personal biases.

4. Invest in Diversity and Inclusion Training:

• Provide?mandatory unconscious bias training?for all employees, including managers and leadership teams.
• Encourage open discussions about diversity and inclusion, fostering a culture of understanding and respect.
• Partner with diversity and inclusion experts to develop comprehensive training programs and create a framework for ongoing engagement and support.

5. Advocate for Gender-Neutral Language and Practices:

• Utilise?gender-neutral language?in job descriptions, performance reviews, and internal communications.
• Review recruitment practices to ensure?gender-neutral language?is used and unconscious bias minimised in the hiring process.
• Consider offering?flexible work arrangements?and parental leave policies that cater to employees of all genders and family situations.

Creating a Future Where Everyone Thrives

While addressing the gender pay gap is crucial, it's equally important to push for a future where gender neutrality goes beyond mere language. We need to create workplaces where everyone, regardless of their gender identity or expression, feels valued, respected, and has equal opportunities to succeed. Here are some steps towards this goal:

• Review your workplace policies and benefits:?Ensure they are?gender-neutral and inclusive?of all employees, regardless of their gender identity.
• Create gender-neutral bathrooms and other facilities:?This simple step demonstrates a commitment to inclusivity and removes potential barriers for employees.
• Provide resources and support for employees going through gender transition:?This can create a more welcoming and supportive environment for all.

Investing in Human Potential

The path towards a truly equal and inclusive workplace isn't a sprint; it's a marathon. While the gender pay gap reports serve as a crucial starting point, it's important to remember that numbers are only part of the story. Building an equitable and inclusive workplace requires genuine commitment from leadership, ongoing efforts, and continuous learning.

By embracing transparency, actively addressing unconscious bias, and fostering a culture of respect and inclusivity, organisations can move beyond the limitations of the report and ignite lasting positive change.

Check out Workplace Gender Equality Agency for more resources and information.

Jemma Iles is Author of The Lightbox and Founder of The Lightbox Group. An organisation focused on building confidence and maturity in organisations around HR, Culture, Innovation and Future Readiness. Reach out to learn more about how she can help your organisation to unlock potential.