Comments  5

• Sara 27/01/2012 12:00:00 a.m.

  Making workplaces more family friendly would go a long way towards closing the gender pay gap.  A more flexible workplace with a family friendly culture would encourage more woman to return to the workforce after having children and remove the barriers that exist around building a career and caring f or a family.

   

  Having an equal input from both men and women on recruitment of staff is also important.

• Pam 27/01/2012 12:00:00 a.m.

  I'd like to see some more work done on promoting gender neutral job evaluation models to employers.
  Access to other rewards, career progression only goes so far, I would like to see some work done in developing models that allow for transparency in promotion opportunities and early identification of what is required to achieve progression, rather than last minute "you didn't reach the goals" (what were the goals?) sort of stuff.
  

• Myra Dihars 31/01/2012 12:00:00 a.m.

  I agree that pay rates and starting salaries for all roles should be transparent - and in particular when organisations advertise a vacant position. At times employers are not always honest in terms of what pay rate can be negotiated based on experience and qualifications. When one makes enquiries around this they are not always given the correct information which can disadvantage employees from getting the salary that they deserve.
  
  If pay rates, starting salaries, progression steps and access to other rewards are identified and standardised and this information is made available to all employees. Employees would probably be more content and happier because they will know that based on their level of experience, expertise and qualifications they are getting paid what they are worth.
  
  What you may see is an increase in job satisfaction, productivity, committment, retention and generally a higher level of staff well-being. If other working conditions were to compliment the above you may find employees work ethic may change; there may be an increase in work efficiency, effectiveness and productivity in relation to service delivery/outputs. Potentially there may also be a huge drop in stress levels and staff absences ie sick leave etc.   
  
  When it becomes time for negotiating increases in pay (re: collective agreements with employers) if pay rates and starting salaries for all roles were transparent it would be easier to come to an agreement. Hopefully the agreement reached between PSA and the employer/s would satisfy and suit all parties concerned.
  
  In terms of monitoring: inequities in pay, pay and career progresssion, training and development and access to other rewards - I agree that this would be beneficial to employees and would be a good move. It would keep employers honest and accountable. Who would be the monitoring body and how would monitoring be carried out and then measured, would it be the PSA?   

• Glenda 02/02/2012 12:00:00 a.m.

  I second what Sara says re recruitment of staff. In fact I think it is worthy of a separate issue, apart from Pay Equity. We have got to get the balance right first by equal opportunity to be employed in the first place. There needs to be more transparency at the recruitment stage. A balanced gender representation on the interview panels and input into job criteria are ways this can be achieved. 

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