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Pay and employment equity

An employee’s pay, conditions, experiences in the workplace and access to jobs at all levels of their workplace should not be affected by gender.

Key terms include:

  • Equal pay – is about men and women getting the same pay for doing the same job. The process for making equal pay claims is covered under the Equal Pay Act 1972.
  • Pay equity – is about women and men receiving the same pay for doing jobs that are different, but of equal value (that is, jobs that require similar degrees of skills, responsibility, and effort).
  • Employment equity – is about fairness at work. It means people have the same opportunities to participate fully in employment regardless of their gender.

This section has a range of pay and gender information and resources.

Pay equity

Introduces a new process for pay equity claims and provides useful information on past claims. This includes comparative claims data in a central pay equity data repository.

Gender pay gap

Helps provide an understanding of high level indicators of the difference between women and men’s earnings, as well as the benefits of pay and employment equity.

Pay review process

Use this review process to assess whether your organisation’s pay and rewards, and participation in job types and levels are affected by gender.

Pay review analysis

To assess the impact of gender on the pay and participation of women, organisations need to analyse quantitative HR and payroll data.

Evaluation of equitable jobs

Job evaluation or sizing is the process to work out the ‘size‘ of a job relative to other jobs that are similar or the same in value.

Spotlight skills recognition tool

The Spotlight skills tools help managers and HR personnel to write position descriptions, select staff, manage performance and encourage individual and career development.

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Page last revised: 29 July 2021

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