Peak Diversity 2024 - Gender Pay Gap

Gender Pay Gap - there's increasing pressure on companies to close the gap.?This includes advocating for equal pay laws,?conducting regular pay audits,?and promoting transparency around salaries.

Welcome to 2024!

I hope you have all gained benefits from the holiday season, have recuperated and are fully charged for an exciting new year ahead.

The Emmbr Peak team certainly is. We are back in full flow, have been planning Peak sessions for the year ahead and have booked the first breakfast on 15th February.

I don’t know about you, but I am curious to find out what the Voice of Diversity, Equity & Inclusion will focus on this year.

My initial research highlighted that the ‘Gender pay gap’ is yet again a very hot and important topic. In fact, it took me a while to get past that headline and identify additional areas.

On reflection with the majority of the broader market & mainstream media headlines focusing on the cost of living, interest rates and salary rebalancing, it’s not surprising that the gender pay gap conversation maintains importance.

From 2024, the Workplace Gender Equality Agency?will publish the gender pay gap for employers with a workforce of 100 or more employees. The change is the result of?amendments to the Workplace Gender Equality Act 2012?passed by the Federal Parliament in March 2023.

There is now increasing pressure on companies to close pay gaps including advocating for equal pay laws,?conducting regular pay audits,?and promoting transparency around salaries.

I am curious to know, what process does your employer apply to ensure that they provide equality in pay?

Here are some of the additional topics, relating to diversity, that are garnering attention right now:

• Combating unconscious bias:?Companies are increasingly implementing strategies to identify and address unconscious bias in hiring,?promotion,?and performance evaluations.?
• Algorithmic bias:?Concerns are rising about the potential for bias in algorithms used in areas like hiring,?loan applications,?and criminal justice.?This highlights the need for greater transparency and accountability in the development and implementation of these technologies.

Topics suggested by the PEAK community

As we closed out 2023, Emmbr asked the Peak community how the Emmbr Peak team can best have value through the Peak sessions and we received some excellent feedback via our survey.?The standouts were:

• ‘Ask Peak’ – to provide the opportunity for Peak members to ask their compelling questions, and to learn from each other.??
• Career planning – general and pathway to the board
• Understanding the current IT Staffing market conditions
• How to shape your value proposition
• AI – learnings from its application in the workplace - This was the number one subject request.

The first Peak session of 2024 will provide the opportunity for attendees to learn from others, and Emmbr, on all these subjects.? Keep a look out for your invitation and reply to retain your space.?

If you are interested in joining the Peak community, reach out to me - Christine Hubble to find out more about it.

Peak members on Tales from Tech Titans podcast

We are thrilled and honoured to have one of our beloved Peak members - Sheani D. sharing her wonderful story and the inspiring lessons learned along the way.

If you haven't listened to her episode, have a glimpse here:

Coming up this Thursday (8 Feb) is yet another member of Peak - Andrea Bell. We will share the link to it in the comments very soon, so stay tuned! If you're interested in knowing more about this or telling your story on our podcast, feel free to reach out to Christine Hubble or Anton Roe ??