#187 Research into gender pay equity in healthcare
21 July 2020
Equal pay for equal work is an important foundation of a fair, equitable and inclusive workforce, but the gender pay gap still affects many workers in Victoria. And now, more than ever, there is a potential for a further widening of the gender pay gap.
The Victorian Equal Opportunity and Human Rights Commission is researching the barriers facing small or medium-sized enterprise (SMEs) in achieving gender pay equity. Working with Industrial Relations Victoria, the Commission wants to hear about the experiences from employees in healthcare, as well as the arts, financial services and social assistance sectors. The Commission will be facilitating in-depth telephone interviews with SMEs over the next fortnight and is looking for willing participants from healthcare.
COVID-19 presents significant challenges for SMEs including supply-chain disruption, asset write-off, business closures and shutdowns. The uncertain times we are facing have also highlighted the heightened risks for women, particularly those in casual and low-paid industries where they may not have access to JobKeeper payments, as well those working as frontline workers or in sectors where flexibility, working from home, bonus/commission schemes and other entitlements are being affected. Increasing caring responsibilities while working from home is further contributing to the gender pay gap.
The information gained via the in-depth telephone interviews will inform the development of future education and training to support SMEs to achieve gender pay equity. The Commission wants to know what works for your workplace and how it can support your needs at this unprecedented time.
Incentive payments will be provided for participants, and all data collected will be deidentified. You can register your interest by emailing Industrial Relations Victoria.
It doesn’t matter whether you know a lot about pay equity or a little. The Commission is interested in the views and experiences of a broad spectrum of workers in SMEs, including:
- owner-managers, senior managers, human resources managers, entry-level employees, junior employees and mid-tier employees
- people with disabilities, people from culturally and linguistically diverse backgrounds, people on temporary visas, LGBTIQ+ people, people from regional and rural locations and people who identify as Aboriginal and/or Torres Strait Islander.
Interested? Email email@example.com for more information.