Gender pay equity involves guaranteeing fair compensation for work regardless of gender, and eliminating the devaluation of work based on gender.
In Australia, recent amendments were made to the Fair Work Act 2009 on 7 December 2022 to incorporate gender equality as a consideration in the performance of functions and exercise of powers. Measures include eliminating gender-based wage discrimination, ensuring equal pay for work of equal or comparable value, creating favorable workplace conditions for women’s economic participation, and addressing gender pay gaps.
Further, the Fair Work Commission has the authority to issue an order, known as an equal remuneration order, which ensures that men and women are paid equally for work that is of equal or comparable value. This order can be requested through an application submitted on Form F46A, or it can be initiated by the Commission itself. The application can be made by an affected employee, a union representing such an employee, or the Sex Discrimination Commissioner. There are a number of factors that are assessed by a formed Expert Panel to issue an equal remuneration order. It’s important to note that employers who do not comply with an equal remuneration order may face penalties.