2018年性别平等洞察：澳大利亚性别薪酬差距（英文版）_72页-5mb

GENDEREQUITY INSIGHTS 2018: INSIDE AUSTRALIA'S GENDER PAY GAP

Core Content Overview

This report, part of the BCEC|WGEA Gender Equity Insights series, provides a detailed analysis of gender pay gaps in Australian workplaces, highlighting trends, policy impacts, and the effectiveness of actions taken by employers to address these gaps. It uses data from over 11,000 employers and 4 million employees collected under the Workplace Gender Equality Act (WGEA) reporting framework for the 2016-17 period.

Key Findings

• More employers are taking pay equity seriously:
  The proportion of employers with a formal remuneration policy or strategy increased from 48.9% in 2013-14 to 58.5% in 2016-17. Similarly, the number of employers conducting a pay gap analysis rose from 24.0% to 37.7% over the same period.

• Pay gaps are narrowing:
  The full-time gender pay gap in base salary decreased from 17.3% in 2016 to 16.165% in 2017. The total remuneration gap also decreased, from 23.1% in 2015-16 to 22.4% in 2016-17.

• Leadership accountability is critical:
  The report emphasizes that pay equity improvements are most effective when combined with leadership accountability. Actions to correct pay gaps, when reported to the Executive or Board, are three times more effective than standalone actions.

• Top-tier managers show significant pay adjustments:
  Among organizations that conducted pay gap audits and took action, male top-tier managers saw an average salary decrease of $4,000, while female top-tier managers experienced an increase of around $24,000. This resulted in a 5 percentage point reduction in the gender pay gap for top-tier managers.

• Discretionary pay plays a key role:
  Large changes in discretionary pay, particularly at the top level of organizations, have contributed to narrowing the gender pay gap. This highlights the importance of comprehensive pay equity strategies that include performance-based incentives.

• Mining and Finance lead in pay equity improvements:
  Mining companies have demonstrated strong progress in reducing gender pay gaps, with a 1.6 percentage point decrease in total remuneration gaps. In the Finance and Insurance sector, the average gender pay gap in total salaries fell from 29.9% to 28.5% between 2015-16 and 2016-17.

• Workforce composition is changing:
  Full-time male employment decreased by 1.8% (25,608 workers) between 2015-16 and 2016-17, while full-time female employment increased slightly. The decline in full-time male employment is partly offset by growth in part-time and casual work.

• Occupational segregation persists:
  Women are overrepresented in clerical and administrative roles, which are lower-paying, and underrepresented in higher-paying male-dominated occupations such as machinery operators, drivers, and technicians. In contrast, professional occupations show a more balanced gender distribution.

• Industry differences are evident:
  The gender pay gap varies significantly across industries. For example, the mining sector has made notable progress in reducing the gap, while other sectors like retail and construction show mixed trends.

• Pay equity actions are more effective when combined:
  Organizational efforts to address gender pay gaps are more impactful when combined with formal policies and reporting to leadership. This synergy is crucial for long-term change.

Main Viewpoints

• The gender pay gap is a complex issue that requires a multi-faceted approach, including policy development, pay audits, and leadership accountability.
• Pay equity improvements are not automatic and must be actively pursued through targeted actions and transparency.
• The WGEA data collection has become a powerful tool for understanding and addressing gender pay gaps across the Australian workforce.
• Leadership involvement is key to driving meaningful change and ensuring that pay equity initiatives are sustained over time.

Key Information

• Gender Pay Gap Trends:

  • Full-time base salary gap: 17.3% (2016-17)
  • Full-time total remuneration gap: 22.4% (2016-17)
  • Top-tier manager base salary gap: 12.9% (2016-17)
  • Top-tier manager total remuneration gap: 17.3% (2016-17)
  • Technician and trade worker base salary gap: 17.0% (2016-17)
  • Technician and trade worker total remuneration gap: 25.0% (2016-17)

• Employment Status Changes:

  • Full-time male employment decreased by 1.8% (25,608 workers)
  • Full-time female employment increased by 0.2% (1,558 workers)
  • Casual employment grew significantly, especially in the Administrative and Support Services sector.

• Industry Performance:

  • Mining and Finance show the most progress in reducing gender pay gaps.
  • The Administrative and Support Services sector has seen substantial growth in employment across all statuses.
  • Retail and Construction show mixed results with some increases and decreases in employment and pay gaps.

• Policy and Action Impact:

  • Pay equity actions are more effective when combined with formal policies and leadership reporting.
  • Companies that report pay gaps to leadership and take corrective actions see a more significant reduction in the overall gender pay gap.

• Leadership Accountability:

  • Leadership involvement in pay equity initiatives is essential for sustained progress.
  • Organizational commitment to transparency and accountability is a key driver of change.

Conclusion

The report underscores the importance of a structured and accountable approach to addressing gender pay gaps. It highlights that while progress is being made, especially in certain industries and among top-tier managers, the issue remains significant and requires ongoing attention. The findings call for greater leadership engagement, comprehensive pay equity policies, and continuous monitoring and reporting to ensure meaningful and lasting change.