BOSS speaks to a range of companies that have been working hard to narrow pay disparities between men and women. This is what they did.
, BOSS has spoken to several companies that have been working hard to narrow pay disparities between men and women.Over-50s housing group Lifestyle Communities uses an analytics system to run a pay gap predictor analysis before finalising salaries for new recruits.
Super Retail Group, which owns retail brands such as boating and fishing store chain BCF and outdoor clothing store Macpac, and which has a total medianAnthony Heraghty says Super Retail Group pays particular attention to how bonuses are paid.To remove the incidence of unconscious biases used in the calculation process, bonuses are awarded according to a strict set of objective criteria.
Further, on the Lifestyle Communities’ website and LinkedIn page, a job vacancy might appear alongside a video that features a woman in the role, and the company will ensure there are posts detailing the group’s parental leave and flexible working policies. Having strong numbers of women at the top creates role models and sends a message to staff that the company is committed to gender equality, Metcash says.“If you don’t demonstrate balance at the top table, you undermine your ability to provide leadership across the organisation,” adds Andrew Fraser, chairman of Australian Retirement Trust and a former treasurer of Queensland. ART has a total pay gap of 15.9 per cent, below the national average of 19 per cent.
Metcash concurs. The wholesaler generates profiles and videos of female employees, which are pushed out on LinkedIn and Instagram and other social media sites, as well as on the company’s internal networks and on screens that have been mounted at distribution centres.Spurway says he is proud of efforts to get more women into all levels of Graincorp. In Australia, women account for 27 per cent of Graincorp’s permanent workforce and 30 per cent of senior leader roles.
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