In an era where gender equality in the workplace remains a pressing issue, several Australian companies have made significant strides in reducing the gender pay gap. Over the past year, organizations like GSK and Dyson Appliances achieved remarkable reductions in their gender pay disparities, indicating a promising trend toward financial parity. However, not all stories are of success; some companies, such as Seafolly and Melbourne Business School, saw increases in their pay gaps, highlighting ongoing challenges.
GSK made notable progress by slashing its gender pay gap from 7.9 percent to a mere 1.2 percent, setting an example for others to follow. Meanwhile, Metro Trains Victoria reduced its gap from 25 percent to 8.6 percent, and the University of Newcastle brought their discrepancy down from 9.9 percent to 3.2 percent. Dyson Appliances also made significant headway by decreasing its gap from 34.1 percent to 7.5 percent.
"No single organisation can totally close the gender pay gap because it also depends on many things such as sectors, women's ability to both work and care," – Elizabeth Broderick
While these achievements are commendable, other companies have struggled to maintain or improve pay equality. Seafolly's gender pay gap increased from 44.5 percent to 56 percent, and Melbourne Business School saw its gap widen from 15.3 percent to 36.5 percent. These figures indicate that despite progress in some areas, there is much work left to be done.
"All these things are not just in the purview of the organisation, they're across Australian society." – Elizabeth Broderick
The national average gender pay gap in Australia currently stands at 21.8 percent, with the overall gap falling by nearly a quarter since companies began publishing data. Although this represents significant progress, only 21 percent of Australian employers have successfully eliminated their gender pay gaps.
"When all the CEOs — those with the most power — come together in a particular sector like the property sector, the financial services sector, they step up and they see what each other is doing," – Elizabeth Broderick
Sectors such as property and financial services are seeing a higher proportion of women, with 26 percent of the property industry being female. Government employers, both federal and state, have largely succeeded in eliminating their gender pay gaps.
"Elements of human nature kick in, no-one wants to be left behind and people learn from others." – Mary Wooldridge
The competitive nature of publishing pay gaps has served as a catalyst for change within organizations. Companies are increasingly analyzing their pay structures and consulting with employees to identify and address disparities.
"The evidence from the UK is that that competitive aspect, comparing to peers, was quite a motivator for senior executives and boards to act," – Mary Wooldridge
Lorna Jane showcased a significant reduction in its gender pay gap from 65.1 percent to just 3 percent. This achievement underscores the impact that transparent reporting and committed leadership can have on closing the pay divide.
"Leadership roles at both Adelaide Fertility Clinic and Sydney Ultrasound for Women, both of which are part of the Monash IVF Group, are held by women," – Peggy North
Despite some sectors making headway, Sydney Ultrasound for Women still maintains an 88 percent gender pay gap in both base salary and total remuneration. This disparity underscores the complexity and persistence of the issue across various industries.
"It's not about 'equal pay for equal work'." – WGEA
Companies have begun taking action ahead of publishing their pay data, indicating that transparency encourages proactive measures.
"What we're seeing with these numbers is, in anticipation of publishing, companies started to take action," – Mary Wooldridge
"They were analysing their gender pay gaps. They were consulting with their employees." – Mary Wooldridge
