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.
Pay equity is more than just about compliance. Promoting gender pay equality and eliminating discrimination is a legal requirement for all businesses, regardless of size, and forms part of the new positive duty, along with 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 Workplace Gender Equality Agency (WGEA) will publish organisational gender pay gaps. This shift in transparency will allow the public to access pay gap information for reporting entities.
Importantly, employers will have the opportunity to include an Employer Statement to provide context to their pay gap results and demonstrate a commitment to gender equity in the workplace.
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 annually on six Gender Equality Indicators, including 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: A comprehensive audit and review of your current state, identifying trends and drivers behind the pay gap. We provide clear, actionable recommendations to close the gap, enhance public reporting, and improve overall equality performance.
Development of WGEA Employer Statements: We work with you to prepare a compelling WGEA statement, giving context to your organisation’s gender pay gap and showcasing your commitment to gender equity in the workplace.
Job evaluations: We carry out gender-neutral job evaluations to assess if roles are valued equitably across your organisation. Using objective, evidence-based and intersectional criteria, we uncover potential bias and align your practices with global standards of best practice.
Why partner with us?
Complimenting our multidisciplinary and intersectional team of legal, research, psychology and organisational 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 prevention. We listen deeply and walk alongside our clients to develop a nuanced, end-to-end framework to foster safe, respectful and inclusive cultures that is evidence-based and tailored for their workforce.
Our approach to prevention and response is based on the Australian Human Rights Commission’s framework, which we helped create, for meeting positive duty obligations through 7 standards and 4 guiding principles.
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