Requiring employers to be open about who gets paid what is just one tool for closing the gender pay gap. But the government is showing little sign of seriously tackling the issue.
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In Australia, it’s not the done thing to know – let alone ask – what our colleagues are paid.
The naming for the first time of specific companies, not just industries, and what they pay their male and female workers is set to pressure employers to take action.
Research shows strong evidence that pay transparency laws can reduce the gender pay gap.
The Albanese government’s pay secrecy ban is meant reduce gender-based pay differences. It could help others too.
The EU is cracking down on pay secrecy, as the pandemic exacerbates gender inequalities.
An experimental study found that the vast majority of women didn’t support a pay policy that corrected for an advantage they received, slightly more than men in the same position.
A range of pressures are forcing companies to consider being more open about pay structures, levels and gaps. What are the risks and potential benefits of being more transparent?
Principais colaboradores
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Dean of Programs, EM Lyon Business School
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Professor, Human Resource Management, The University of Melbourne
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Assistant Professor of Management, SKEMA Business School
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Assistant Professor of Economics, University of Dayton
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Professor of law, Hasselt University
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Professor of Law, University of Canterbury
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PhD, The University of Melbourne
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Assistant Professor in Law, University College Dublin
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Professor in Law, Stockholm University
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Adjunct professor, IE University
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Research Professor, University of South Australia
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Lead Economist, Monash University
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Associate Professor in Economics, University of Canberra
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Professor of Industrial Relations, Auckland University of Technology
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Professor of Comparative Employment Systems, University of Manchester
