It doesn’t pay to be female, report shows
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It doesn’t pay to be female, report shows
– Saturday, 27 December 2008
Women in public-sector jobs continue to lag behind the pay of their male equals by up to 35 per cent, a government report reveals.
The Human Rights Commission says the evidence of workplace gender inequality is now indisputable, and it calls on public organisations to take action.
"We want people to start fixing the problem, not just identifying it," equal employment opportunities commissioner Judy McGregor said.
The taskforce found:
Every organisation found a gender pay gap, ranging from 3% to 35%.
A progress report of the five-year pay and employment equity taskforce shows a gender pay gap persists across all 27 public-sector organisations surveyed.
Gender pay gaps widen after appointment, and men move more rapidly through the pay scale.
Starting pay rates between men and women differed within the same occupation.
All reviews except one found under-representation of women in a range of senior management.
Women were more likely to believe that performance appraisal systems were unfair.
Over half of staff said their organisations were not actively addressing or preventing harassment and bullying. "It seems to be almost unbridgeable for some reason.
McGregor said the gender pay gap had been a problem for some time.
"We still have a long way to go in relation to pay equity."
The average gender pay gap was about 12%. What these results show is that we need to move more quickly on the remedial work that follows," McGregor said. What these results show is that we need to move more quickly on the remedial work that follows," McGregor said.
Women got lower starting salaries in the same jobs in some occupational groups. Among the most common reasons were:
Female-dominated occupations were lower paid. .
Women had fewer promotion opportunities and/or progressed more slowly through pay scales.
Organisations got complacent after reviewing their gender pay gap.
"We want to see proper targets set and whether people regard that as positive discrimination, affirmative action or just redressing a natural balance doesn't matter; it's got to be done," she said.
"People commit to the review and they do the review and they think the job's done, but what we want now is more action around implementing the action plans.
"We have found that the implementation (of changes) is too slow," McGregor said.
The private sector was "pretty resistant to challenges" on how it paid and employed people."
Council of Trade Unions president Helen Kelly said the same issues identified in the public sector were also present in the private sector.
"It is often presumed that the man's job is more important than the woman's, so we give them the bonuses.
"It is often presumed that the man's job is more important than the woman's, so we give them the bonuses."
The report was the third from the taskforce, which is about three years into its five-year term.