2018性别平等洞察：澳大利亚性别薪酬差距（英文版）_72页-4mb

GENDEREQUITY INSIGHTS 2018: INSIDE AUSTRALIA'S GENDER PAY GAP SUMMARY

Core Content

This report, part of the BCEC|WGEA Gender Equity Insights series, provides an in-depth analysis of gender pay gaps across Australian workplaces, focusing on full-time and part-time employees. It highlights the trends, policies, and actions that have contributed to changes in pay equity over the past few years.

Key Findings

• More Employers Taking Pay Equity Seriously:

  • The proportion of Australian employers with a formal remuneration policy or strategy increased from 48.9% in 2013-14 to 58.5% in 2016-17.
  • The proportion of employers undertaking a pay gap analysis rose from 24.0% to 37.7% over the same period.

• Narrowing Pay Gaps:

  • The full-time gender pay gap for base salary decreased to 17.3% in 2016-17, a marginal decline from the previous year.
  • The full-time gender pay gap for total remuneration fell to 22.4%, down from 23.1% in 2015-16.
  • The annual difference in base salary for full-time workers is $16,165, and for total remuneration, it is $26,469.

• Impact of Pay Equity Actions:

  • Combining pay equity actions with reporting to leadership results in more effective reductions in gender pay gaps.
  • Actions to correct like-for-like pay gaps are three times as effective when combined with reporting to the Executive or Board.
  • Companies that implemented such combined actions saw a reduction in the organisation-wide gender pay gap by an average of 3.3 percentage points.

• Industry Performance:

  • Mining and Finance:
    • Mining companies have a relatively high discretionary pay component (up to 39% above base salary) but maintain a low gender pay gap of 7.4% in total remuneration.
    • Finance and Insurance companies saw a reduction in the gender pay gap from 29.9% to 28.5% in total remuneration.
  • Other Sectors:
    • Administrative and Support Services saw significant growth in both the number and proportion of workers across all employment statuses.
    • Education and Training, Health Care and Social Assistance, and Wholesale Trade also showed improvements in gender pay equity.

Main Points

• Workforce Changes:

  • Full-time employment for men decreased by 1.8% between 2015-16 and 2016-17, equivalent to around 25,000 employees.
  • Part-time and casual employment increased, especially among men, with a notable 6.1% rise in casual employment.
  • Men still dominate full-time employment, accounting for nearly two-thirds of all full-time workers.

• Occupational Pay Gaps:

  • The gender pay gap tends to increase with occupational hierarchy.
  • Top-tier managers (Key Management Personnel) have the largest pay gap, with women earning around 25% less than men in total remuneration.
  • Clerical and administrative workers, which are predominantly female, have a lower pay gap of 6.5%.
  • Technicians and trade workers also show a significant pay gap, with women earning around 25% less than men in total remuneration.

• Importance of Leadership Accountability:

  • Reporting pay gap findings to leadership is critical for driving down gender pay gaps.
  • Over 1 in 4 organisations that undertook a pay gap analysis reported their findings to the Executive, and 13.9% reported to the Board.

Conclusion

The report underscores the importance of a combination of pay equity actions and leadership accountability in reducing gender pay gaps. It highlights the positive steps taken by some industries, particularly Mining and Finance, and encourages further action across all sectors to achieve greater gender equity in the workplace.