Equal pay day march 2411/24/2023 ![]() “Taking action on gender equality today is not just the right thing to do,” Ms Wooldridge said. These actions will be increasingly important for organisations with the Federal Government's commitment that WGEA will publish employer-level gender pay gaps in the near future. WGEA works closely with employers to provide them with advice, tools and resources to improve gender equality in their workplaces. The gender pay gap means many women now find it even harder to make ends meet." ![]() ![]() “A high inflation rate of 6.1 per cent is greatly increasing the cost of living, making daily essentials like fruit and vegetables, fuel, electricity and rent more and more expensive. “Further, while women are earning less, they're spending the same as men on the essentials we all need to survive. “While the gender pay gap persists, women’s skills, capabilities and potential are not being fully realised or valued. “On Equal Pay Day 2022, WGEA is encouraging employers to make gender equality a priority by implementing five achievable, key steps that will speed up the rate of change,” Ms Wooldridge said. WGEA Director Mary Wooldridge said employers who had already embraced these practices and incorporated gender equality as a core part of their business strategy were reporting benefits to employee recruitment and retention, productivity and company profits. Introduce a robust gender neutral paid parental leave policy.Normalise flexible working arrangements, and.Design leadership roles that can be part-time and promote women into leadership positions,.Set targets to promote gender equality at all levels of the organisation,.Conduct a pay gap audit, develop an action plan and establish accountabilities,.To mark the day, the Workplace Gender Equality Agency (WGEA) is calling on employers to take urgent action on gender equality by pursuing five steps to close the gender pay gap: Monday, August 29, marks the 60 extra days after the end of the financial year that Australian women must work, on average, to earn the same annual salary earned by men.Įqual Pay Day 2022 recognises that it has taken until August 29 to close the national gender pay gap, which is 14.1 per cent this year – a rise of 0.3 percentage points over the last six months. Once the Directive enters into force on 6 June 2023, Member States have three years to transpose it into national law.Call for Australian employers to take action on gender equality The co-legislators signed the Directive (EU) 2023/970 on 10 th May 2023 and it is now publicly available at: EUR-Lex - 32023L0970 - EN - EUR-Lex (). On 15 December 2022, the European Parliament and the Council reached a political agreement on the Directive on pay transparency measures. The present initiative follows on the Commission’s evaluation of the relevant legal provisions and previous Commission work as well as an impact assessment. In the preparation of the proposal, the Commission launched a wide-ranging and inclusive consultation process with the public, the Member States and the social partners which closed on. The article provides for the European Union to adopt measures to ensure the application of the principle of ‘equal opportunities and equal treatment of men and women in matters of employment and occupation, including the principle of equal pay for equal work or work of equal value’. The proposal is based on Article 157(3) of the TFEU. In her political guidelines Commission President, Ursula von der Leyen, has committed to table measures to introduce binding pay transparency measures. The Commission therefore presented on 4th March 2021 a Proposal for a directive to strengthen the application of the principle of equal pay for equal work or work of equal value between men and women through pay transparency and enforcement mechanisms. It provides guidance to help EU countries implement the equal pay principle more effectively and focusses especially on enhancing pay transparency. The European Commission adopted a Recommendation on strengthening the principle of equal pay between men and women through transparency in March 2014. A lack of wage transparency does not allow a proper assessment of the reasons for pay inequalities. Women often remain unaware about pay discrimination in their work.
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