PAY EQUITYPAY EQUITY

PAY EQUITY IN PAY EQUITY IN QUEENSLANDQUEENSLAND

OUTLINE OF FIRST REPORT OUTLINE OF FIRST REPORT ““Worth ValuingWorth Valuing””

Objective of first inquiryObjective of first inquiry FindingsFindings RecommendationsRecommendations Achievements Achievements - legislative amendments - legislative amendments - the Equal Remuneration Principle- the Equal Remuneration Principle

Causes of Pay Inequity• Occupational segregation• Concentration at lower end of occupational

hierarchy• Gender assumptions in work value assessments• Poor bargaining position of female dominated

occupations and industries• Education (lack of formal qualifications)• Family responsibilities• Higher proportion of women in casual

employment working less than full time hours

Undervaluation Profile• Female dominated

• Female characterisation of work

• No work value exercise

• Inadequate application of equal pay principles

• Weak union/Few union members

• Consent awards/agreements • Large component of casual workers

Undervaluation Profile (cont)Lack of, or inadequate recognition of

qualifications (including misalignment of qualifications)

Deprivation of access to training and career paths

Small workplaces

New industry or occupation

Service industry

Home-based occupation

ASSUMPTIONS ABOUT THE NATURE OF WORK

• Lifting vs endurance• Lifting of heavy objects vs lifting of heavy patients• Supervising vs coordination • Responsibility for finances and equipment vs

responsibility for the education of children• Stress of noise of machinery vs stress of caring for

sick/ people with a disability• Dirty work vs exposure to disease and human waste

TYPICAL FEMALE SKILLS(Dental Assistants’ Case Study)

• Delegated responsibility or authority• Communication and interpersonal skills• Anticipatory skills• Dexterity• Close concentration and accuracy• Multi-tasking• Organisational skills• Domestic skills• Use of terms such as routine, basic and standard• OTHER TYPICAL FEMALE SKILLS• Nurturing and caring• Responding to complaints from the public

LEGISLATIVELEGISLATIVE

ARRANGEMENTSARRANGEMENTS Commission to more rigorouslyCommission to more rigorously

examine awards and examine awards and agreements to ensure pay equityagreements to ensure pay equity

Minimum wage for all workersMinimum wage for all workers Education campaign regarding call Education campaign regarding call

centre employeescentre employees Draft pay equity principlesDraft pay equity principles Funding for organisations Funding for organisations

undertaking undertaking pay equity cases pay equity cases in the in the QIRCQIRC

ACHIEVEMENTSACHIEVEMENTSFIRST INQUIRYFIRST INQUIRY

Legislative amendmentsLegislative amendments Equal Remuneration Principle; andEqual Remuneration Principle; and Dental Assistants and Child CareDental Assistants and Child Care

casescases - delivered significant- delivered significant improvements in pay andimprovements in pay and conditions; andconditions; and - recognition of duties, skills and- recognition of duties, skills and features of work not previouslyfeatures of work not previously identified or valued.identified or valued.

THE 2007 PAY EQUITY THE 2007 PAY EQUITY INQUIRYINQUIRY: :

THE OBJECTIVE OF THE INQUIRYTHE OBJECTIVE OF THE INQUIRY

- review of progress since 2000/01 Inquiry;- review of progress since 2000/01 Inquiry;

- assess the impact of - assess the impact of Work Choices Work Choices on:on:

- pay equity measures - pay equity measures

- industries, occupations and individuals- industries, occupations and individuals

- examine models and policy responses in - examine models and policy responses in Australia and overseas Australia and overseas

- consider how to progress pay equity in- consider how to progress pay equity in

context of context of WorkChoices.WorkChoices.

PROCESS AND REPORTPROCESS AND REPORT

THE PROCESS – THE PROCESS –

- discussion paper; - discussion paper;

- call for submissions;- call for submissions;

- oral evidence and - oral evidence and

written and oral submissions.written and oral submissions. THE REPORT:THE REPORT:

“ “Pay Equity: Time to ActPay Equity: Time to Act””

PAY EQUITY INITIATIVES PAY EQUITY INITIATIVES IN AUSTRALIAIN AUSTRALIA

Western AustraliaWestern Australia- Establishment of pay equity unit- Establishment of pay equity unit- Education of workplace participants - Education of workplace participants - Assistance to businesses undertaking pay equity- Assistance to businesses undertaking pay equity

auditsaudits VictoriaVictoria - Focus on need to facilitate and support best- Focus on need to facilitate and support best

practice approachpractice approach - Partnership approach e.g. finance sector- Partnership approach e.g. finance sector Commonwealth Government – EOWACommonwealth Government – EOWA - Employer of Choice for Women citations include- Employer of Choice for Women citations include pay equity considerationspay equity considerations - Pay equity audit tool- Pay equity audit tool

OVERSEAS PAY EQUITY OVERSEAS PAY EQUITY INITIATIVESINITIATIVES

New ZealandNew Zealand QuebecQuebec - Legislative model- Legislative model - Recognized as most advanced - Recognized as most advanced

pay equity policypay equity policy

ADVANCING PAY EQUITY ADVANCING PAY EQUITY IN QUEENSLANDIN QUEENSLAND

3 broad approaches to pay equity:3 broad approaches to pay equity:

- - Complaints based human rights Complaints based human rights modelmodel

- System reliant on centralized wage - System reliant on centralized wage fixingfixing

- Proactive workplace based model- Proactive workplace based model Conclusions from interstate andConclusions from interstate and

overseas experiencesoverseas experiences

RECOMMENDATIONSRECOMMENDATIONS

To enable the Queensland Government to remainTo enable the Queensland Government to remain

at the forefront of delivering pay equity theat the forefront of delivering pay equity the

2007 Pay Equity Inquiry made 17 recommendations. 2007 Pay Equity Inquiry made 17 recommendations.

Business benefits of implementing a formalBusiness benefits of implementing a formal

process recognized.process recognized.

The outcomes for women employees will ensure –The outcomes for women employees will ensure – they are acknowledged as equally productivethey are acknowledged as equally productive

and valuable employees making a positiveand valuable employees making a positive

contribution to the economy.contribution to the economy.

RECOMMENDATIONS RECOMMENDATIONS INCLUDEDINCLUDED

Longitudinal survey data to assessLongitudinal survey data to assess

movements in effects on gender paymovements in effects on gender pay

equity;equity; Continuation of funding to pay equity Continuation of funding to pay equity

cases;cases; Amendments to Amendments to Anti-Discrimination ActAnti-Discrimination Act

1991:1991:

- right to request/reasonable- right to request/reasonable

consideration of flexible work consideration of flexible work practices;practices;

- QIRC to share jurisdiction with ADT re- QIRC to share jurisdiction with ADT re

complaints in area of work.complaints in area of work.

LEGISLATIVE MODEL LEGISLATIVE MODEL RECOMMENDEDRECOMMENDED

Pay equity is not just an Pay equity is not just an industrialindustrial

issueissue Pay equity advances EEO andPay equity advances EEO and eliminates discriminationeliminates discrimination Academic evidence thatAcademic evidence that

legislation can achieve genderlegislation can achieve gender equity in workplacesequity in workplaces

Limitations of federal Limitations of federal legislationlegislation

PAY EQUITY ACTPAY EQUITY ACT

That the Queensland Government enact a Pay Equity Act which has as its principal object the achievement of pay equity by the promotion of equal opportunity and the prevention of discrimination.

The Pay Equity Act apply to employers employing 15 or more employees.

PROPOSED PAY EQUITY PROPOSED PAY EQUITY ACT PROVISIONSACT PROVISIONS

The development of pay equity plansThe development of pay equity plans Establishment of pay equity committees Establishment of pay equity committees

withwith predominance of women memberspredominance of women members Legally binding documentation of pay Legally binding documentation of pay

equityequity adjustmentsadjustments Implementation of adjustments where payImplementation of adjustments where pay inequity foundinequity found Mandatory reportingMandatory reporting Dispute resolutionDispute resolution Sanctions for non-complianceSanctions for non-compliance

PAYPAY EQUITYEQUITY COMMISSIONCOMMISSION

A Pay Equity CommissionA Pay Equity Commission

Relations. Relations. Pay Equity Commissioner; andPay Equity Commissioner; and Pay Equity Tribunal.Pay Equity Tribunal.

Recent Pay Equity Cases - Qld

• Community Services Workers

• Disability Support Workers

FUTURE FOR PAYFUTURE FOR PAY EQUITYEQUITY

Where to now with the changes Where to now with the changes toto

WorkchoicesWorkchoices legislation legislation??

House of Reps Standing Committee House of Reps Standing Committee on Employment and Workplace on Employment and Workplace

Relations Inquiry into pay equity Relations Inquiry into pay equity and associated issues related and associated issues related

to to increasing female increasing female participation in participation in the workforcethe workforce