The image of the laconic Aussie bloke saying ‘Fair go mate’ is one that many Australian’s are familiar with. We even had a Prime Minister, Kevin Rudd, who famously first used a variant of the phrase: ‘fair shake of the sauce bottle’ in 2006. Well now its my time to echo our 26th Prime Minister and say ‘fair shake of the sauce bottle’, because whilst many of us love Australian slang and phraseology, it seems that it doesn’t translate to providing women in Australia an actual fair go.
I don’t assume that everyone knows just how much Australian women are ripped off, so I’m going to provide some enlightenment. I might add, that I know when I publish this article, I will get the usual howls of protest that the gender pay gap doesn’t exist, that the numbers are wrong, that women just choose to be paid less etc. Believe me, don’t waste your time. This is proven data, gathered by an independent body, the Workplace Gender Equality Agency (WGEA).
Fair Go, Unless You’re a Woman
Libby Lyons, Director of WGEA, says “men still out-earn women, on average, by 21.3%. Pay gaps persist in every industry, occupation and manager category.” The gender pay gap in favour of men, or extent of a lack of a fair go for women is on average $25, 717 per annum. The details expressed as a percentage:
- 21.3% gender pay gap across all industries.
- 29.4% gender pay gap in construction
- 30.3% gender pay gap in banking and insurance
- 16.1% gender pay in health services (despite being a female dominated industry)
In other words, in like for like roles, women are systematically paid less than men.
I had been analysing this data (again) last week so that I could help a client build their gender action plan. I wondered what women
could do to signal to employers, recruiters and hiring manager that this is no longer an acceptable situation. Turns out, I opened Pandora’s box!
Whenever I want to get unfiltered, expert opinion on the lived experience and expectations of women, I go straight to the source. Women! I asked the members of my #WWGI networking group a question to help me help my client. I asked:
“A genuinely curious question. If you’ve been through a recruitment process in the last year, did you or the hiring manager at any time ask/advise what the organisations policy is on managing the gender pay gap?”
The responses to my question didn’t really surprise me initially, but as always with this awesome group of 3000 women, I received some great advice and additional facts that I hadn’t necessarily considered. Here’s what women said:
“I asked am I paid the same as my male colleagues in the same role during salary negotiation and disappointed that I was paid less due to less tenure in the company. I don’t believe that should be a factor as I bring in different skills”
“I reviewed companies statements online prior to applying for roles with them and focused on organisations that stated they had either addressed the issue or were actively addressing the issue. I also then openly discussed it through the process. I come out of a male dominated area where the gender gap is likely higher than the average and made the decision that this would be an important factor in who I’d next work with in a permanent capacity.”
“What a great question! I never been advised by any hiring managers about how their organizations managing they gender pay gap.. I actually been told on one or two occasions that there’s no such thing as gender pay gap 🙄#seriously.”
Asking For a Fair Go Comes at a Cost
The Expert Advice
- The priority is to have robust remuneration principles in place, with a good benchmarking framework. This ensures that equitable principles are being applied across your workforce.
- Shannon’s mantra is that leaders must be able to defend and justify each persons salary. If someone is paid more than a colleague, leaders must be able to have a transparent conversation with them as to why.
- Annual gender pay gap audits are essential. Do not rely on simply reporting to WGEA, ensure the organisation has a robust internal audit process and cycle.
- Audit and assess out of cycle salary increase requests to make sure there is no imbalance occurring.
- Create an environment where everyone feels comfortable talking to their manager and HR about remuneration and to encourage everyone to have this conversation.
“We put a lot of effort in training managers to have the knowledge and skill to have these conversations.” – Shanyn Payne
In summary, women DO want a fair go. However its time for ALL of us, particularly organisational leaders to say ‘Fair Go!’ Because it must not be left to those who do not hold power to fix systems, policy, process and culture so that women in Australia can get an actual fair go.
If your organisation wants to get serious about equity, equality, inclusion and belonging, then contact Michelle for a confidential, no-obligation discussion.