I am amazed how Q&A can canvas a range of snap-shot views on issues and leave these views, some of which are ill-informed and extreme, hanging. On 26th Feb 2018, one of these was the gender pay equality.
In October 2017 the Channel 9 – Lisa Wilkinson case raised the important issues of gender equality and pay equality, however, the real issue of “human capital management” procedures, processes and audits was largely been overlooked. With the quantitative methodology and systems available today this situation should never occur and the way it has unfolded is a true debacle – a complete failure, especially because of bad planning and organization. It was not unexpected that this high profile “flash in the pan”, gone from sight within a month and what has changed?
The issues of gender pay is not new – 65 years ago we had the International Labor Organisation (ILO) Equal Remuneration Convention, No. 100, that was adopted on 29 June 1951 by the General Conference of the International Labour Organisation at its thirty-fourth session. Last year, 2017, “ILO, UN Women and OECD, the Equal Pay International Coalition (EPIC). By 2030, achieve full and productive employment and decent work for all women and men, including young people and persons with disabilities and equal pay for work of equal value.” (Launched of EPIC in Asia Pacific was Feb 2018). What happened to Convention No 100 and the many other papers and resolutions. It would be interesting to see how many of these organisations have a fair pay system, we suspect at least one is still using an incremental pay system – this is not equal pay for equal work. In 2009/2010 the Australia Productivity Commission (APC) Review of [...]