Prepare your daughter for working life: Less money, more work and don’t get pregnant

02/09/2009

The Victorian Equal Opportunity and Human Rights Commission has joined the Equal Opportunity for Women in the Workplace Agency (EOWA) in using Equal Pay Day to call on Australian businesses to investigate pay inequity in their workplaces.

“It is disappointing to see the gender pay gap widening despite our efforts to close it,” said Dr Helen Szoke, the Commission’s Chief Executive Officer.

“We know that pay inequity is a symptom of blatant sex discrimination in employment, where we hear of women paid less for doing exactly the same or similar jobs to men,” said Dr Szoke. “However, many complaints arise from discrimination that is systemic.”

“For example, until we have pay equity, the decision about who in the family takes on family responsibilities will always be split along gender lines, “ said Dr Szoke. “Because women - on average - earn more than 17% less than men (or, for every dollar a man earns, a woman earns 83 cents), current workplaces conditions and practices continue to favour a man working full-time, and women carrying the family responsibilities often in combination with a part-time job.”

Failure to keep pay for women’s jobs in line with the evolving complexity of the work has also contributed to pay inequity. For example, nursing has evolved as a profession but this is not reflected in salaries.

Secrecy around pay rates and individual bargaining allow unequal pay to continue.

Historically, women were not considered primary breadwinners, women’s work was considered a secondary activity. A lack of affordable childcare options, paid maternity leave and flexible workplace practices has forced women out of the workplace when they have children.

Women continue to be particularly vulnerable to discrimination in employment on the basis of their role as parents and carers, despite long-standing and new legislation promoting equal opportunity and family-friendly workplaces,

In 2007/08, the Commission reported an increase of around 40% in formal complaints relating to parental/carer status, with complaints by women accounting for around 70% of the total in this category.

“The Commission believes that businesses and industry groups need more help to take the initiative on equal opportunity and to understand the benefits of family-friendly workplaces and well-implemented pregnancy and return-to work policies,” said Dr Szoke.

From a business perspective, women are highly skilled and of great economic value to individual organisations. It is not good business to lose years of experience and knowledge without careful consideration of the costs.

Good business must consider the following:

women make up 45 per cent of the full-time workforce
70 percent participation in work by women of child-bearing age
a significant proportion of women become pregnant during their working life with the full intention of returning to work.

“The Commission can work with employers to play a significant role in reducing gender pay inequity by tackling discrimination in the workplace,” Said Dr Szoke. “We can provide information, advice and assist businesses to comply with the law and meet their needs for long-term productivity.”

Employers and employees can contact the Commission’s Advice Line for assistance on 03 9281 7100.