\u201cI decided to become a pay equity ambassador because it\u2019s untenable to think that in the twenty-first century, we would not be paying equal pay for equal work. But I have come to realise, that unless we continually analyse our HR data and systems and validate the basis of our decisions as they relate to employees, we will continue to see gender inequity in business. AGL Energy Limited (AGL) conducts an annual pay equity analysis and did so most recently in June 2014.\u00a0 Gender pay equity analytics and reporting are embedded in AGL\u2019s remuneration systems to ensure gender equity is at the forefront of leaders\u2019 remuneration decisions.”<\/p>\n
Fraser added that his executive team follow up to ensure pay decisions consider the gender inequality areas that have been identified through the analysis, and the organisation monitors gender pay equity through a number of different internal forums. AGL is also developing its pipeline of female talent by offering flexible roles and career paths, while also promoting women leaders.<\/p>\n
WGEA is sending bottles of ‘daughter water’ to more than 3,000 across the country.<\/p>\n
A number of the above CEOs released statements to WGEA on why they’re getting involved in the campaign. See their responses below<\/p>\n
Pip Marlow, Managing Director of Microsoft<\/b>: \u201cA country\u2019s national competitiveness is largely defined by its workforce so it makes no sense, especially for a country with Australia\u2019s small population, to limit or constrain the contribution of over 50% of its people.\u00a0 Just as in business, we need to attract the best talent and retain the best talent so there is no room for gender bias in remuneration and performance management decisions. I call on all business leaders to commit to eliminating gender bias – it\u2019s just good business.\u201d<\/i><\/p>\n
Jim Minto, CEO of TAL<\/b>: \u201cWe have raised the bar for other employers that pay equity is achievable if priority is given to it. TAL has also sent a clear message to the community that we are a values-driven organisation. Being asked to become a Pay Equity Ambassador is an honour and I hope the example we have set at TAL will motivate other employers to address pay equity and produce fairer outcomes for staff.\u201d<\/i><\/p>\n
Steven Sewell, CEO of Federation Centres<\/b>: \u201cRecognising performance and rewarding it in an equitable manner is fundamental to creating a high-performing organisation. Eliminating gender bias is a crucial component in getting the best from all your people.\u201d<\/i><\/p>\n
Wayne Spanner, Managing Partner of Norton Rose Fulbright<\/b>: \u201cThe CEO has to own this issue otherwise you don\u2019t achieve change. Addressing pay equity underpins our diversity success, and understanding and addressing unconscious bias is a critical component. You need to audit the relevant data to know where the issues are and take action.\u201d<\/i><\/p>\n
Peter Bailey, CEO of Arup:<\/b>\u00a0\u201cIf we weren\u2019t doing it we would be at odds with what we stand for. Fairness is fundamental to our business. We\u2019d be living a lie if we didn\u2019t act.\u201d<\/i><\/p>\n
Australia’s gender pay gap is 18.2%,\u00a0 the largest it’s been in twenty years. But according to new research from the Workplace Gender Equality Agency released today, 73.7% of organisations have not yet done a gender pay gap analysis, a step … Continue reading ![\"Gender](\"http:\/\/www.w-t-w.org\/en\/wp-content\/uploads\/2014\/10\/Gender-Pay-Equity.jpg\")
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