Linfox and Toll get the tick for work on gender pay gaps

By: Paul Howell


Transport industry below average, but not the worst, for gender pay gaps.

Linfox and Toll get the tick for work on gender pay gaps
Linfox has completed a pay-gap analysis and is now taking further action to address pay equity issues in its workforce.

 

Linfox and Toll have been cited for taking steps toward reducing gender pay gaps, ahead of rival K&S Corporation.

The Workplace Gender Equality Agency (WGEA) aims to achieve pay equity between men and women in the workforce and has launched a new website to officially name companies that are not proactively tackling the issue.

The website allows direct company searches, indicating which organisations have completed a pay-gap analysis and which have begun implementing a strategy to mitigate the gaps found.

Among the freight sector’s largest players, Linfox and Toll Holdings received ticks for their completed analysis and the beginnings of strategic responses.

K&S Corporation is listed as having completed the analysis but yet to take further action.

The WGEA says 20.7 per cent of companies in the transport, postal and warehousing industry are yet to complete a gender pay gap analysis of their business.

This exercise is the first step in tackling the issue, but most employers in Australia (73.7 per cent across the economy) have so far avoided it.

"Most leaders genuinely believe they pay people in their organisation fairly, but without examining their payroll data they simply don’t have the evidence to back that up," WGEA director Helen Conway says.

"Employers who analyse their data tell us they always find instances of pay gaps that can’t be explained or justified, at least the first time the analysis is conducted."

An agency spokeswoman told ATN the problem was extensive, and crossed all sectors of the economy.

"Pay gaps are an issue in all industries," she says.

Under the Workplace Gender Equality Act, all employers are obliged to report the extent of their efforts in this space, but are not compelled to actually respond to that analysis. So the WGEA is taking to more subtle efforts to persuade perceived dawdlers.

The WGEA spokeswoman urged those employers that are working to reduce their gender pay gaps to also sign on as ambassadors to the cause.

The agency currently has 32 CEOs and senior leaders actively promoting the business case for reduced pay gaps, and hopes to have 100 by this time next year.

"There are clear business benefits to taking action, including: greater retention of staff and improved engagement and morale," she says.

"Getting discretionary effort out of staff is impossible with any appearance of unfairness."

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