The gender pay gap is different to “equal work for equal pay,” and highlights the historical and ongoing devaluation of women in our society. In 2024 The Workplace Gender Equality Agency (WGEA) calculates the total remuneration average gender pay gap at 21.7%. For every $1 on average a man makes, women earn 78c. Over the course of a year, that difference adds up to $26,393.
Closing the gender pay gap is not just a moral imperative, but also an important step for increasing the trust, inclusion and belonging women, and other under-represented groups’ experience, in your organisation.
Whilst the gap is reducing, the pace is glacial, in part because its contributing factors are what we commonly call ‘wicked problems’.
Contributing factors
Gender segregation founded on social norms and economic history, have contributed to industry and role-based gender norms. Until last year, women typically completed unpaid placements in nursing and education, whilst the largely male occupied trades were paid.
Additionally, overtime and bonus payments are higher, in male dominated industries and leadership roles.
What are the quick wins for addressing the pay equity challenge?
The following initiatives will improve both your pay equity gap, and promote a culture which improves the attraction and retention of under-represented talent.
Promote flexibility and / or part time work arrangements.
Address everyday sexism and evaluate your traditional definitions of ‘leadership’.
Review your performance assessments and identify what stereotypes may be influencing them.
Traditional ‘style’ based assessments frequently disadvantage those with career gaps or caring responsibilities, as they do those with more introverted or indirect communication styles.
Today’s data only tells some of the story
Despite progress, our current data only tells part of the story. Intersectionality plays a significant role in the gender pay gap and masks disadvantage faced by First Nations, culturally diverse and gender non-binary people in particular.
WGEA is currently considering how to collect cultural demographic data, to better understand the true picture of intersectional disadvantage.
What works and what doesn’t?
Addressing gender and pay inequity requires a conscious approach. Reduced trust and exclusion rarely improves without a conscious intervention, and it’s something all minority groups are very aware and wary of.
The space sector won’t be able to achieve its current goals without diversity of talent, however.
Without inclusion, diversity dies – both from the head and the heart.
When it dies from the head, talent walks away.
When it dies from the heart, talent offers only a portion of what it has to give.
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