What is Your Organisation's Gender Equality Score?


The Australian Government just released their gender equality scorecard and it’s not so good.

It’s somewhat discouraging when you see that men still earn $26k more than women (on average) and that there has been no improvement in the incidence of women on company boards.

But positive change is being driven with world leading insights provided by the Workplace Gender Equality Agency (WGEA), with the overall pay gap trending down and some encouraging rises in the number of employers acting on gender equality.

We’ve summarised the main points below, but if you want to read the whole document, you can download it here

The Good

  • An 8% rise in employers analysing their remuneration data for gender pay gaps

  • Over half of reporting organisations now have formal strategies and policies on remuneration, succession planning, talent identification, retention and promotions

  • Overall the gender pay gap is trending down

  • There was an increase in women being promoted to management & leadership roles across most industries

  • Organisations with manager KPIs related to gender equality jumped 5%

  • Employers with a policy for flexible working rose 5.3%

  • More employers have a formal policy or strategy to support employees who are experiencing family or domestic violence

The Bad

  • Men out-earn women, on average, by $26,000 a year with pay gaps in every industry and occupation

  • Women are still under-represented in management roles

  • Financial & insurance services has the highest gender pay gap at 31.9% – on a positive note, this is declining year on year

  • Whilst flexible policies are in place, only a quarter of these organisations offer manager training on flexibility and only 1.4% have set targets for men’s engagement in flexible work (to find out why that matters, check out 5 Reasons Why Flexibility is Critical for Working Dads)

When dads demand flex too, it illustrates the need for workplace flexibility for all, making it less of a “women’s” issue, and more of a “worker’s” issue

Jennifer Parris, 1 Million for Work Flexibility

The Ugly

  • No change in Australia’s boardrooms

  • Men dominate the faces around the boardroom and data suggests that boards are not engaging with gender equality issues (numbers remain static at 24.9%)

  • All manager and occupational categories record a full-time gender pay gap in favor of men. At the top are technical and trades (26.7%)

  • All industries have a pay gap favoring men

So what is the Gender Pay Gap?

WGEA defines the gender pay gap as the difference between women’s and men’s average weekly full-time equivalent earnings, expressed as a percentage of men’s earnings. It is an indicator of women’s overall position in the workforce and does not compare like roles.

However, whilst critics will claim that you can’t compare lawyers to nurses, the data still shows that every manager category and non-manager occupation still shows a pay gap favoring men AND that the incidence of female leaders & board members is far below that of males.

How does your organisation Score on Gender Equality?

What Is Your Organisations Gender Equality Score female pink figure

Does your organisation have an equality strategy? Do you know if your staff feel supported or comfortable using your flexible working options?

Could your organisation benefit from a helping hand?

From leadership development support and personnel assessment to workplace safety directives, we have the experience, knowledge and tools to make a genuine impact.

Chandler Macleod Staffing Services has had great success assisting our clients to execute their gender equality strategies by:

  • Assisting to identify and support top talented females

  • Recruiting top female talent through our Best Fit recruitment techniques

  • Assisting organisations to identify and improve their culture, design and HR

If you’d like some assistance in any of the above or would just like to have a chat about how we can help please get in contact.

Keep reading...

View more