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⚖️ Ahead of Equal Pay Day on August 19, Workplace Gender Equality Agency is calling on all employers to understand the gender pay gap and create an effective plan to reduce it. This year's theme is "it doesn't add up." The difference between equal pay and the gender pay gap can be confusing. Equal pay is the legal right ensuring women receive the same pay for the same work as men. Whereas the gender pay gap measures the difference between the average weekly full-time base salary earnings of women and men, expressed as a percentage of men’s earnings. Currently, the gap is at 12%. This mean for every $1 on average a man makes, women earn just 88 cents. If you look at the whole picture you will find more underlying drivers that contribute to the gender pay gap, not limited to: 👉 policies that prevent flexibility required for caring responsibilities 👉 recruitment and promotions bias 👉 workplace cultures and career pathways that segregate women It's time to learn more about the gender pay gap, how to identify it, and explore the opportunities that employers can take to end the gap here: https://www.wgea.gov.au/ #EqualPayDay #itdoesntaddup #endthegenderpaygap This content has alt text applied.

Knowing the gender pay gap is vital to create change but there is more to the story. First Nations, migrant and forcibly displaced women experience an even greater pay gap than Australian-born white women. Knowing the full story gives us more power to make and measure the change.

🔍 Addressing the Global Gender Wage Gap: A Call to Action 🔍 September 18 is International Equal Pay Day Recent projections are strikingly concerning. The World Economic Forum estimates that it will take 132 years to close the global gender wage gap, while UN Women’s forecast extends this timeline to an alarming 257 years. These figures underscore the urgent need for decisive action to rectify the systemic undervaluation and unequal compensation of women's labor. Soroptimist International is leading the charge to accelerate progress on this front. By advocating for the integration of gender pay equality into new economic policies and pushing for stronger incentives for employers, they are working to dismantle discriminatory practices and ensure fair compensation for women. How Can You Contribute? Support this crucial effort by signing the petition that urges world leaders to prioritize gender pay equality. Your support can drive the legislative changes needed to bridge this gap and foster a more equitable workplace for all. 🔗 Sign the Petition Here https://lnkd.in/gr-XJnW7 Let’s unite in this cause and drive meaningful change towards gender parity in the workplace. #GenderEquality #PayGap #EqualPay #WomenInLeadership #SoroptimistInternational #Advocacy #LinkedInCommunity

Today is International Equal Pay Day. 💰   Closing the gender pay gap is not just a moral imperative, but also an important step for increasing the trust, inclusion and belonging of women, and other under-represented groups’ experience in your organisation. WGEA research has identified three main contributors to Australia’s gender pay gap: 👧 gender discrimination (36%) 👪 care, family responsibilities and workforce participation (33%), 👩🏭gender segregation by job type and industry (24%) The gender pay gap is different to “equal work for equal pay,” and highlights the historical and ongoing devaluation of women in our society.  Whilst the gap is reducing, the pace is glacial, in part because its contributing factors are what we commonly call ‘wicked problems’. Read more from National Committee member Deb Travers-Wolf 👁️🗨️ https://lnkd.in/gEcg-qnf Anntonette Dailey, Deb Travers-Wolf, Dwayne Fernandes, Jacqui Tyack, Katie Mouser MAHRI, Keira Chrystal, Larry James, Mitch Porteous, Mei H., Dr Sheila Gough Kenyon ♾️ #equalpayday #SpaceDiversity #InclusionInSpace #IDEA #inclusion #diversity #equity

For the first time in Australia, gender pay gap data at employers with more than 100 employees is published today. Djirra welcomes this. It is a big change that has been a long time coming. For the first time, individual employers can be held publicly accountable for the size of the gender pay gap at their organisation. There is a saying “what gets measured gets managed”. However, there is no measuring the size of the gender pay gap affecting Aboriginal and Torres Strait Islander women. Aboriginal and Torres Strait Islander women are invisible in this data collection. This important data allows the US, for example, to mark “Black Women’s Equal Pay Day”. This data is not currently available in Australia. The Workplace Gender Equality Review, published in December 2021, recommended the collection of data on Aboriginal and Torres Strait Islander background, cultural and linguistic diversity, and disability (6.1). Now is the time for Government to urgently act to invest in Aboriginal Community Controlled Organisations to collect and report this data and make the links to economic security and poverty for Aboriginal and Torres Strait Islander women escaping violence. We have the solutions. #AboriginalWomensLivesMatter #WeHaveTheSolutions Antoinette Braybrook AM

$$$$ TODAY IS EQUAL PAY DAY $$$$ Today, the 19th of August, marks the extra 50 days after the end of the financial year that Australian women must work to earn the same, on average, as men did last year. The national #genderpaygap measures the difference between the average weekly full-time base salary earnings of women and men, expressed as a percentage of men’s earnings. It is a measure of women’s overall position in the paid workforce and does not compare like roles. Research by the Workplace Gender Equality Agency has identified three main contributors to Australia’s gender pay gap: 1️⃣ - gender discrimination (36%) 2️⃣ - care, family responsibilities and workforce participation (33%), 3️⃣ - gender segregation by job type and industry (24%) We have a free advice service for women who have experienced or are experiencing, gendered discrimination, harassment or unequal treatment in their workplace. https://lnkd.in/dqbGZujF And we also offer online information: https://lnkd.in/gwuzKpcr

1-Wage disparities: The gender pay gap is slowly closing, but pay equity is far from breaking the glass ceiling. Despite gender equality initiatives like Equal Pay Day, women in the U.S. are only paid 83.7% as much as men, on average. For women of color, this wage gap is even greater. Often, unequal pay starts with the hiring process. Women’s salary expectations are lower than those of equally qualified men, and they’re less likely to snag entry-level jobs. Because there are fewer women to promote to leadership positions within the company, the wage gap widens the further up the corporate ladder they climb.

When it comes to gender equality in the workplace, where are the relative bright spots? What are the issues falling off the agenda? This week Business in the Community shared insights from this year’s applicants for the Times Top 50 Employers for Gender Equality awards. I found this slide fascinating. On the up side: ✅There's been a big increase in the number of companies who are considering enhancing parental leave ✅Half of applicants were publishing parental leave and flexible working policies externally, as well as their ethnicity pay gap ❌But for this cohort, there's a LONG way to go on salary transparency, with only 21% of JDs detailing salaries both internally and externally. Although other surveys have found higher rates of salary transparency, the UK is lagging behind the EU, many American states, Japan and Canada who have legislated for change. And this is critical, as there's clear evidence that salary transparency is a key component of any effective drive to close the gender pay gap. In Young Women's Trust's own survey of HR decision makers, **13% ** were aware of women being paid less than men for jobs at the same level and **50%** were asking applicants salary history questions. Many of Labour's 'Make Work Pay' proposals like tackling exploitative zero hour contracts, ensuring a 'real living wage', day one rights to parental leave and strengthened gender pay gap reporting will be transformative. But we have to keep salary transparency on the agenda. If your company is making real strides here, give them a shout out!

🚨 The Time for Intersectional Gender Pay Gap Reporting in Australia is now! As part of International Equal Pay Day today, we want to shed light that despite some progress, Australia’s Gender Pay Gap continues to deny women financial independence and security. But the data we collect in Australia, only tells part of the story—it overlooks the compounded discrimination faced by those with intersecting marginalised identities. As a coalition of organisations and advocates, including Careers in Colour as a proud cosignatory, we are calling for adoption of intersectional gender pay gap data collection and reporting, under the Workplace Gender Equality Act 2012. What We’re Asking For: 1. Regulatory Change: Collect data on age, ethnicity, disability, First Nations status, and sexual orientation, alongside a broader definition of gender beyond the binary. 2. Data Privacy Protection: Ensure personal data is securely handled, and support First Nations data sovereignty. 3. Support & Training: Help organisations collect accurate data to address real intersectional pay gaps. Without comprehensive data, we cannot close the pay gap. The time for action is now. Check out the full open letter and details here: https://lnkd.in/gQmxEk6z

If a man and a woman both started working on January 1, 2023, it would have taken the average woman until today, March 12, 2024, to catch up to the man’s yearly earnings. Today we recognize the ongoing fight for gender pay equality and the importance of closing the gender pay gap by celebrating Equal Pay Day. Equal Pay Day originated in the U.S. in 1996 as a public awareness event that highlighted the gap between men and women’s wages. Every year it falls on the date that symbolizes how far into the new year women must work to earn the same amount that men earned in the previous year. At Payton Employment Law, PC, we’re dedicated to protecting workers’ rights, which include fair compensation. To help close the ongoing gender pay gap, we must hold companies and policymakers accountable for ensuring that women receive equal pay for equal work. #EqualPayDay #PayEquity #GenderEquality #WomensRights