One of the key principles of the Government’s Wages Policy is equal remuneration for men and women doing work of equal or comparable value.
Unintended gender biases in hiring, promotion, performance and pay decisions can lead to incidences of pay inequity. Employers should identify where gender pay gaps exist within their organisation and develop and implement strategies to close the gap.
The Framework provides a methodology for determining fair remuneration for each role based on work value and a methodology and processes for determining adjustments over time.
In applying the Framework and determining organisation wide executive remuneration policies, employers should ensure there is a consistent approach to decision making in respect of commencing remuneration, salary negotiation, movements within and/or above the discretionary range and adjustments, if any, based on the annual performance review cycle.
Departments and agencies should be open with executives about their processes, policies and criteria for decision making in respect of executive remuneration. Introducing transparency to promotion, pay and reward processes may reduce pay inequalities.