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Government of South Australia - Department of Industry, Innovation and ScienceOffice for Small Family and Business

Examining the gender pay gap: Strategies for business owners

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Finance and CashflowStaff and workforce

Building a fair and thriving workforce starts with the fundamental principle of equal pay for equal work.

This means ensuring that all employees, regardless of gender, race, ethnicity, sexual orientation or any other factor outside of their qualifications, receive the same compensation for comparable roles and experience.

Despite efforts to improve equity between men and women in the workplace, women still earn considerably less than their male colleagues.

In Australia, women earn 78 cents for every dollar earned by men. That adds up to a yearly difference of $26,393. This statistic encompasses not just base salary, but also overtime, bonuses and other benefits.

The data, which comes from the Workplace Gender Equality Agency’s (WGEA) annual Employer Census, captures data from private sector employers with 100 or more staff. Using this information, the WGEA also calculates the median pay gap, currently at 19%, reflecting the typical earnings that exist within the organisation.

Small and medium-sized enterprises employ a large number of Australians, which include a significant number of women. Improving equality between women and men offers significant benefits for employers, including increased business profitability, productivity and business reputation.

Why eliminating the pay gap is important, and what you can do in your business:

Talent acquisition and retention

By offering competitive compensation that reflects qualifications and experience, regardless of gender, businesses can attract and retain top talent. A diverse workforce with a strong sense of fairness is more likely to be engaged and productive.

Improved employee morale and satisfaction

When employees feel valued and compensated fairly, it boosts morale and satisfaction. This translates to lower turnover rates, a more positive work environment, and higher productivity.

Enhanced brand reputation

Businesses committed to pay equity gain a reputation for being fair and ethical. This attracts not only top talent, but also strengthens customer loyalty and brand image.

Increased profitability

Studies have shown that companies with greater gender diversity in leadership positions tend to outperform their competitors. Closing the pay gap can contribute to a more diverse leadership team, resulting in better outcomes.

Transparency

Be transparent about your company's pay structure and how salaries are determined. Clearly communicate to employees the criteria used for salary decisions and the steps taken to address any pay disparities.

Pay equity policies

Establish policies and procedures that promote pay equity within your business. This may include standardised salary ranges for similar roles, regular pay reviews and guidelines for negotiating salaries to minimise unconscious bias.

Equal opportunities for advancement

Ensure that women have equal opportunities for career advancement and leadership roles within your company. Implement mentorship programs, leadership development initiatives and succession planning processes to support the professional growth of all employees.

Flexible work arrangements

Recognise the importance of work-life balance and provide flexible work arrangements that accommodate the diverse needs of your employees, including working parents and caregivers. Flexible scheduling options, remote work opportunities and parental leave policies can help create a more inclusive workplace culture.

Invest in diversity and inclusion training

Provide training and education on topics such as unconscious bias, diversity and inclusion to raise awareness and promote a more equitable workplace. Encourage open dialogue and constructive discussions about gender equality and other diversity-related issues.

Lead by example:

Demonstrate your commitment to gender equality through your actions as a business leader. Champion diversity and inclusion initiatives, mentor women in your organisation and advocate for fair and equitable treatment for all employees.

By actively implementing these strategies, business owners can become champions for change. These actions will not only help close the gender pay gap but also propel business towards a future where inclusion and equity are essential to a thriving and successful work environment.

Learn more about addressing the gender pay gap in your business:

WGEA: What is the gender pay gap?
WGEA: How to calculate the gender pay gap
WGEA: How to address a gender pay gap
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