Regular analysis of this data will set the benchmark for more informed and objective decisions and provide visibility of changes over time as will tracking gender at each grade and role level. Regular data reviews will ensure the gender pay gap does not creep back in, and creates space for fair and reasonable one-off adjustments if required.
As an organisation, do you share salary bands or data that will help employees understand where they stand compared to their peers, and what can they ask for? At Thoughtworks Australia, we publish salary ranges for each grade, which can be used as a guide for salary conversations. The gender pay gap data points across the grade are also published, and these data points are helpful for women to confidently asking for what they are worth.
A supportive leadership team is key to building a culture of diversity. Being a people manager may not be natural to everyone, so regular training to support managers to improve their soft skills, understanding biases and increasing cultural awareness is important.
Setting the stage for equal opportunities and expectations for women is pivotal. If an organisation is not providing equal opportunities to women, it is going to be challenging to assess fairly and objectively when it comes to performance. Despite parallel education and experience, women continue to miss out on leadership roles.
The statistics from WGEA speak for themselves, where almost 70% of key management roles have men appointed and only 28% of ASX organisation have women in leadership.
Disclaimer: The statements and opinions expressed in this article are those of the author(s) and do not necessarily reflect the positions of Thoughtworks.