BREAKING THROUGH THE GLASS CEILING – WHAT WORKS? · The Power of the WGEA Reporting Data 2 •...

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BREAKING THROUGH THE GLASS CEILING – WHAT

WORKS? Rebecca CassellsPresentation to Curtin Feed your Mind Alumni Series22 October 2019

The Power of the WGEA Reporting Data

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• World-leading• Legislated through the 2012 Workplace Gender Equality Act• 4 million employees, 11,000+ employers• Six years of reporting data – longitudinal • Volume of data powerful source – pay progression, labour

market trends, workplace policies – what works.

Why is female leadership important?

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• More women in senior leadership is a sign of a more equitable society and recognition of the achievements of women – including all the talent, all the ideas.

• Benefits of Diversity in Senior leadership well established. • Corporate Performance• Better Decision-Making • Reduced likelihood of fraudulent behaviours• Improvement in Corporate Social Responsibility• Why wouldn’t you want more women in leadership roles?

Progress is Being Made

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Share of women in CEO & management positions, full-time workers

Parity for CEOs – Next Century

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Women’s progression in management roles and project time to achieve parity

Some industries are doing well……

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Male dominated industries stand out

• Male-dominated industries have a similar share of women in management relative to their workforce.

• Mining, Manufacturing, Utilities, Transport, Postal and Warehousing stand out.

Mining stands out

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Share of women in management : Mining

Health Care lagging behind

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Share of women in management : Health Care sector

& GLASS CEILINGS

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PAY GAPS

The highest salaries are still out of women’s reach…

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$598,745$436,369

Distribution of total remuneration among full-time managers: men and women

Top 25% of women managers earn only as much as a typical male manager. men

Highest paid 10% of men will earn at least $160K more each year than the highest paid 10% of women KMPs

Which industries have the highest glass ceilings?

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Managerial gender pay gaps by salary quantiles and industry, 2018

Which industries have the lowest glass ceilings?

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Managerial gender pay gaps by salary quantiles and industry, 2018

How fast are wages progressing?

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Salary growth across the male and female distribution: 2014 to 2018

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WORKER RETENTION

- WHAT WORKS?PROGRESSION

AND CAREER

What drives the share of women in management?

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Drivers:

• Female leadership

• Accountability in governance

• Flexible working arrangements

• Employer-funded Paid Parental Leave

• Gender pay Equity – Gender pay gaps at peer level

What drives the share of women in management?

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Pay gaps at different levels act as a deterrent – Leadership is key and flexible work policies

Importance of paid parental leave

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Almost 1 in 5 offer 7-12 weeks and around 11% 13-17 weeks, 4 in 5 pay the workers full salary

Shares of workers who cease employment during PPL…

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As no. weeks of employer-paid PPL increases – likelihood of worker ceasing employment decrease

Important implications for employers – greater worker retention, reduction in recruitment costs and loss of experience and leadership.

Career breaks impose a disproportionate cost on women – reducing lifetime earnings and disadvantaging future career progression.

Effects of policies on the share who cease work while on PPL

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Women on Boards, flexible work policies, employer funded PPL – especially 13+ weeks, child care

Key take homes……

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• Women are gaining ground –parity could be closer than we think… but not for CEOs

• Women may reach the top – but they’re unlikely to access the same pay - yet.

• Some sectors doing better than others…but should we be looking for equality rather than equity?

• Flexible workplaces and paid parental leave are key to staff retention

• Leadership and Accountably are Key

BCEC.WGEA Gender Equity Insights Series@BankwestCurtin @WGEAgency #paygap