Document Chunk
This text chunk contains following information extracted through processing and enrichment.
Section : WGEA recommends:
Domain : Human Resource Management
Classification : Not Identified
Context
This chunk is part of the "Using best practice to support gender pay equity" section, which outlines specific steps employers can take to review pay data and practices to identify and address gender pay inequities within their organization. It emphasizes the importance of analyzing employee remuneration and considering gender-related factors in pay decisions.
Text Content
- creating a list of all employees and their annualised full-time equivalent remuneration amounts in a spreadsheet
- sorting the employees in the spreadsheet in order of remuneration (for example, highest to lowest remuneration)
- comparing the salary of employees in the same or comparable roles
- where there are differences, consider whether this is related to an employee's gender. Discretionary pay practices like bonuses or fixing market-based starting salaries, can lead to inequitable pay differences. When setting these pay amounts think about whether the outcomes for men are better than for women (and vice versa). There might be some unintended bias in these decisions. PRACTICAL TIP: WGEA provides a range of information and resources relating to equal pay for women and men. These can be found on their website at wgea.gov.au
- What is the purpose of creating a list of employees and their remuneration amounts in a spreadsheet?
- How should employees be sorted in the spreadsheet according to their remuneration?
- What factors should be considered when comparing the salaries of employees in similar roles?
- What potential issue is raised regarding pay differences related to gender?
- How can discretionary pay practices contribute to inequitable pay differences?
- What should be evaluated when determining if pay outcomes for men are better than for women?
- What resources does WGEA provide to assist with equal pay for women and men?
- Why is it important to consider unintended bias in pay decisions?
- What steps can be taken to ensure equitable pay practices within an organization?
- How might the findings from the spreadsheet analysis impact future pay decisions?