In a recent article from The Age it was reported that Bendigo Bank had 2.9 times the number of women on base award rates compared to their male counterparts. The article goes on to name several other organisations, Macquaire Bank, Morgan Stanley, who have been “outed” by CLEO magazine as part of an investigation into the gender pay gap.
If you are unaware since 6 December 2012 the Workplace Gender Equality Act 2012 (Act) replaced the previous Equal Opportunity for Women in the Workplace Act 1999 (EOWW Act) and introduced a new reporting and compliance framework. This new framework goes to try and streamline and simplify reporting against only 6 gender equality indicators (GEI).
All organisations with 100 or more employees are required to report to the Workplace Gender Equality Agency annually. The information requirements are not complex, a few general ratios broken down by job type. In fact many core HRIS systems provide compliance reporting of this type as standard feature. Even if yours does not the creation of such reports would not take much effort.
Therefore the reporting of this information should not be “new” to anyone.
However I want to draw your attention to a quote in the article from The Age:
CLEO editor Sharri Markson said many companies were unaware the gap existed until contacted by the magazine.
“Some of them were very embarrassed,” she said. “A lot of them had no idea about it until we told them about the reports (to the Workplace Gender Equality Agency). Some of them have told us they’ll now start investigating their practices to see what’s going on while others just shrugged it off.”
It would seem some of our leading organisations are producing reports, sending them off to government agencies, and not even looking at or actioning the content. Not just any content, publicly available content about very critical workplace and social issues.
Let me put it another way. Imagine if the Finance department prepared the organisations’ tax return submitting it and not looked at the contents. It’s no wonder some CFOs do not have very positive things to say about their HR counterparts.
With many HR departments not even acting on the basic compliance metrics how can they even hope to leverage the newer analytics and big data tools everyone keeps talking about.
Are you actioning the information you have available to you?