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Gender Equity Insights 2022

Workplace Gender Equality Agency

2022

Australia

Report/Paper

Workplace Gender Equality

Gender Equity Insights 2022

Gender Equity Insights 2022

The Gender Equity Insights 2022 report is an annual analysis of the progress of gender equality in the workplace produced by Bankwest Curtin Economics Centre in collaboration with the Workplace Gender Equality Agency (WGEA). The report examines the trends, policies and practices that positively affect gender inequality and any areas where improvements can still be made.

The data for this year’s report was collected through an extensive survey of private sector employers with 100 or more employees conducted by WGEA. This year’s survey also included information about employment location for the first time, which has led to new insights into how gender inequality affects different parts of Australia.

The report reveals a variety of  trends, including women continuing to be underrepresented in senior executive roles and men consistently earning higher salaries than women even at similar levels of experience and qualifications. The wage gap was also shown to have apparent geographical variations, with some states and territories having larger discrepancies than others. This indicates that some areas are not doing enough to combat gender inequality in their workplaces.

In addition to highlighting these issues, the report also identifies effective measures that can be taken to reduce the pay gap and increase the representation of women in leadership positions. These range from closing off-pay gaps via legislation such as equal remuneration orders to initiatives aimed at encouraging women into traditionally male-dominated sectors or subjects such as Science, technology, engineering, and mathematics. Additionally, WGEA recommends organisations examine their recruitment processes for gender bias and look at ways they can make their flexible working arrangements more accessible for all genders.

Contents

  • FOREWORD WGEA
  • FOREWORD BCEC
  • EXECUTIVE SUMMARY
  • INTRODUCTION
  • HOW AND WHY DO GENDER PAY GAPS VARY BY STATE?
    • Do women face a remoteness penalty?
  • THE CONTRIBUTION OF WORKFORCE COMPOSITION TO GENDER PAY INEQUITY
  • WHAT CONTRIBUTES MOST TO GENDER PAY GAPS ACROSS STATES AND TERRITORIES?
    • Australia
    • New South Wales
    • Victoria
    • Queensland
    • South Australia
    • Western Australia
    • Tasmania
    • Northern Territory
    • Australian Capital Territory
  • THE AGE OF DIVERGENCE: GENDER PAY GAPS BY AGE AND INDUSTRY SECTOR 51
    • How do wages evolve with age?
    • Case study: how have wages and gender segregation changed over time in the care sector?
  • CAN A MORE BALANCED GENDER CONCENTRATION ACHIEVE GREATER GENDER EQUITY?
    • How would a 40:40:20 gender balanced workforce affect gender pay equity?
  • RECOMMENDATIONS FOR ACTION: WHAT SHOULD COMPANIES BE DOING?
    • Glossary and Technical Notes
    • Appendix
    • References

 

This report was originally published on the WGEA website.

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