Uncovering the Gender Pay Gap: A Transparent Approach
In a recent interview, Samone McCurdy, the Executive Manager of Capacity Building at WGEA, shed light on the organization's efforts to address the persistent gender pay gap in Australia. WGEA, a government agency tasked with regulating and promoting gender equality in the workplace, has taken a bold step by publicly disclosing the gender pay gaps of over 5,000 private sector employers.
Shifting from Knowing to Doing
Samone explained that WGEA’s role has evolved from simply collecting data to actively working with employers to translate that knowledge into tangible action. "We really shift or work with employers and shift them from knowing better to actually doing better," she said. The organization's focus has shifted towards strategy, practice, and engaging with leaders to create meaningful change.
The Changing Landscape of Gender Equality
Samone highlighted the significant shifts in the landscape of gender equality over the past decade. She noted the increasing demand from employees, employers, and the broader community for substantive equality, driven by factors such as the war for talent, the rise of the #MeToo movement, and a growing emphasis on corporate social responsibility.
Transparency and Accountability
The recent WGEA report has brought the gender pay gap into the spotlight, with the organization publishing the median national gender pay gap of 19%. Samone emphasized the importance of understanding the nuances behind these numbers, as the pay gap can be driven by various factors, such as workforce composition and organizational policies and practices.
Empowering Employers to Drive Change
Samone stressed the need to work collaboratively with employers to help them understand the drivers of their gender pay gaps and develop tailored action plans to address them. She emphasized that the focus should not be solely on the numbers, but on the underlying issues and how to create a more gender-equal experience for all employees.
The Role of HR Practitioners
Samone encouraged HR practitioners to seize this moment and engage with their organization's leadership to drive meaningful change. She emphasized the importance of understanding the business strategy and demonstrating how gender equality can enhance organizational outcomes, ultimately strengthening the employer brand and employee experience.
Empowering Employees as Catalysts for Change
While acknowledging the importance of top-down initiatives, Samone also highlighted the role that employees, particularly women, can play as catalysts for change. She encouraged employees to examine their organization's strategies and values, provide honest feedback, and seek out allies and champions who can support their efforts to create a more equitable workplace.
The Future of Gender Equality Reporting
Samone expressed optimism about the potential for gender pay gap data to be integrated into broader Environmental, Social, and Governance (ESG) reporting, as investors and stakeholders increasingly recognize the importance of gender equality as a key indicator of organizational risk and value.
By shining a light on the gender pay gap and empowering employers and employees to work collaboratively towards solutions, Wajeeya is driving a cultural shift that has the potential to create lasting, meaningful change in the Australian workforce.