Pay equity is required but it’s also good for business.
Organisations that proactively address pay gaps and promote pay equity with an intersectional approach are frequently more profitable and productive, attract and retain talent and have a reputation as being employers of choice.
Pay equity is not just about compliance.
Promoting pay equality and eliminating discrimination is a legal requirement for all businesses, regardless of their size, and a part of complying with the new federal positive duty as well state and federal anti-discrimination laws and the equal pay provision in the Fair Work Act 2009.
From 27 February 2024, for the first time, the Workforce Gender Equality Agency (WGEA) will publish organisational gender pay gaps. For reporting entities, this represents a significant shift in transparency, enabling the public to access organisational pay gap information.
Importantly, employers will have the opportunity to publish an Employer Statement to give context to their pay gap results.
Are you a business with 100 or more employees?
There is also a legal requirement under the Workplace Gender Equality Act 2012 (Cth) for large private sector businesses with 100 or more employees, to report on six Gender Equality Indicators each year, including in relation to gender composition and equal remuneration between men and women.
How we can help
We support clients with tailored advice to guide you towards achieving pay equity at your organisation, from compliance through to improving workplace equality and workplace culture. We apply a multi-disciplinary and intersectional approach to ensure we’re supporting your business performance and diverse workplace.
Our offering includes:
Pay gap analysis and action plan: in depth audit and review of your current state and clear roadmap to close your pay gap. We identify; trends, drivers and develop recommendations to close organisational pay gaps, improve public reporting and equality performance.
Development of WGEA Employer Statements: we work with you to prepare your WGEA employment statement to give context to your gender pay gap when reporting.
Job evaluations: we conduct a gender-neutral job evaluation to assess if roles are valued equitably across your organisation. We uncover any unconscious bias, utilising an objective, intersectional and evidence-based criteria and make recommendations for global standards of best practice.
Why partner with us?
Complimenting our multidisciplinary and intersectional team of legal, research, psychology and oganisational change professionals; our equality expert is at the forefront of pay equity in Australia. Our team is versed on; the legal requirements, best practice, and utilising this work to drive positive business performance.
Our services support compliance with the law including; the Fair Work Act 2009 (Cth), Workplace Gender Equality Act 2012 (Cth), the federal positive duty and anti-discrimination and equality laws. We assist businesses to take action that will improve internal and external performance in pay equality as well as reduce legal and reputational risks.
Our approach
We understand that no two businesses are the same and there is no ‘one size fits all’ approach to pay equity. We listen deeply and collaborate with you to develop an end-to-end framework that compliments any existing programs. Our team will support you in creating a tailored and evidence-based approach that is as much about legal obligations as it is about taking an intersectional and humanistic approach.
Get in touch
Reach out and start the conversation, we are here to guide and support you every step of the way sarah@elevateconsultingpartners.com.au