Data released by the Australian Bureau of Statistics shows that the average man working full-time earns 18.2% more than the average full-time working woman. The Workplace Gender Equality Agency (WGEA) highlights that 73.7% of organisations have never done a gender pay gap analysis, and less than one in five have done a gender pay gap analysis in the past 12 months.

On the WEGA website employees can check whether their company has done a gender pay analysis. Tyro has.

nothing_refreshes_equal_pay-crop“Most leaders genuinely believe they pay people in their organisation fairly, but without examining their payroll data they simply don’t have the evidence to back that up,” Helen Conway, Director of the Workplace Gender Equality Agency (WGEA) said.

Tyro has joined an exciting new WGEA campaign as a Pay Equity Ambassador to raise awareness, build capability and foster leadership within the arena of workplace pay equity. I signed the following statement that will be posted:

  • I recognise gender bias can creep into performance, talent development and pay decisions to create like for like gender pay gaps.
  • That’s why we analyse and monitor our talent management data, including pay, by gender and take action.
  • I also set the expectation among people managers that they address gender bias in their decision making.
  • I do this because it is the right thing to do.
  • I also do this because we know we can’t attract and retain the best people and improve workplace productivity if there’s any unfairness or perception of unfairness in our workplaces.
  • I encourage all business leaders to take the first step.
  • Equal pay is in your hands.

More than 3000 chief executives across the country have just been sent a bottle of ‘Daughter Water’ as part of a radical campaign to raise awareness about the growing gender pay gap. The concept of Daughter Water comes from international research that shows that for CEO’s the birth of a daughter is often a ‘light bulb’ moment which encourages them to being actively promoting gender equity within their organisation.

It is amazing how bad we all still are in battling gender bias and inequality in pay and professional development, although we know that it is just plainly wrong. We do the analysis, we are keen to get it right, but to overcome the deeply engrained cultural biases requires continuous proactive programs and relentless effort.