Today we are calling on the community to ‘down tools’ and put on their out of office, to raise awareness of the gender pay gap that remains at 9.2% for women in Aotearoa.
“This #NoPayDay we encourage organisations and individuals to focus on a couple of key contributing factors behind the pay gaps and take steps to mitigate them” — Theresa Gattung, Global Women Chair.
We’ve had many questions on how people from all walks of life, organisations and industries can help shift this dial. We’ve created three key steps to help you join the movement.
We want to use this day to encourage individuals and organisations to have an open conversation about the inequalities that drive ethnic and gender pay gaps. It is only when we have conversations about the gaps and why they exist that we will be able to take steps to close them.
This #NoPayDay we want to encourage organisations and individuals to take action:
- Join our movement and set your out of office: To drive conversation on the day we will be encouraging our members and networks to mark the day by setting their out of office message in line with our campaign.
- Asking your employer about their current pay gaps and their plan around correcting this. Express to your employer that this is an issue you are passionate about and that they should be too.
- If your employer isn’t listing their salaries with job ads, encourage them to and explain why. By advertising a role with a clear salary band this helps break the cycle on both gender and ethnic pay gaps – it will also stop you inheriting a pay gap from a candidate’s previous employer.
- Report and monitor their organisations pay gap: Unless organisations are aware of their current pay parity status – when it comes to both gender and ethnicity – they can’t fully understand the changes that need to be made. Organisations need to make a commitment to scrutinise and monitor any existing pay gaps and then make a plan to correct them.
- Be transparent from day one: If salaries are kept secret this will often result with people being remunerated different amounts for the same job, in turn stifling social mobility and fueling systemic inequalities. A progressive step to take here is to state a salary when recruiting. By advertising a role with a clear salary band this helps break the cycle on both gender and ethnic pay gaps – it will also stop you inheriting a pay gap from a candidate’s previous employer.