It’s pretty simple, really: If you find disparity in pay among employees who have the same level experience and perform the same job, get rid of that disparity. You might not be able to flip a switch, but it’s not rocket science either.
Businesses can commit to be part of the Workplace Gender Equality Agency’s annual public reporting, as one step on the road to becoming an Employer of Choice for Gender Equality.
This is an incredibly important undertaking. Ensuring all employees are recognised fairly for their contributions is not just the right thing to do, it's a baseline feature of a well-managed organisation.
Australia’s national gender pay gap – the difference between women’s and men’s average weekly full-time base salary earnings – is 15.3%.
Businesses need to ensure starting salaries for females and males are on par for similar roles based on experience and skill set. We can increase awareness of workplace flexibility to accommodate care responsibilities to ensure time out of the workplace does not impact career progression, and continue annual pay equity reviews during compensation planning.
It is a priority for me to drive change like this, not only directly within our teams at SAP, but by taking an active stance within our community. I’m proud to say I recently signed WGEA’s Pay Equity Pledge and will be working with WGEA as an ambassador for pay equity.
In 2016 SAP made the commitment to be part of the Workplace Gender Equality Agency’s annual public reporting and doubled down on our pay-equity endeavours in 2016 with a gap of 4%. Undertaking this citation has helped us take proactive measures against the factors which influence pay inequity. We’ve since lowered the gap to 2% but that means we still have a way to go.
I strongly encourage other leaders to make this the Pay Equity Pledge on behalf of their organisation and put intention into action to ensure pay equity in Australia.