Australia’s Gender Pay Gap Crisis: Why Businesses Must Lead, Not Follow the US

Mary-Beth Hosking, global keynote speaker, award-winning author and founder of Quantum Transformation, is urging Australian businesses to ignore the mayhem that is taking place in the United States and instead focus on taking proactive steps to address the gender pay gap that is being experienced here in Australia.

Hosking warns that without strong policies and initiatives, Australia risks following the US’s trajectory, leading to a regression in workplace equality and a return to 1950s-style conditions, where women are paid less and lose essential workplace protections.

“It is critical that Australian businesses remain vigilant and take decisive action to ensure workplace equity,” Hosking said.

“Now is the time for leaders to step up and implement meaningful change. The attack on human rights in the US on equity and diversity is concerning and something that must not be followed in Australia. Over time it will be proven to be divisive and destructive.

“The reality is that more work needs to be done right now in Australia to make the gender pay gap a thing of the past.”

To combat the gender pay gap, Hosking outlines five key steps businesses can take.

Conduct regular pay audits

“Businesses should routinely review salary data to identify pay disparities based on gender. Transparent reporting ensures accountability and helps rectify any inconsistencies,” Hosking said.

“Review contract and supplier information as well. Audits should be carried out across a business’ entire operating ecosystem, not just employee wages.”

Implement pay transparency policies

“Companies should openly share salary bands and criteria for pay increases and promotions. This prevents unconscious bias and ensures all employees understand how compensation is determined,” Hosking said.

Support women in leadership

“Encouraging and investing in female leadership programs, mentorship and sponsorship initiatives can help break down barriers and create a more balanced workforce at senior levels,” Hosking said.

Review retention and acquisition activities

“An organisation’s brand, culture and acquisition activities say a lot about the type of people it attacts. Ensure your recruitment processes support a balanced approach to position advertisements, selection panels and other related activities,” Hosking said.

“Often it is not what an organisation does, but how it does it that speaks to one group in society more than others.”

Strengthen anti-discrimination policies

“Enforcing strict policies against gender-based discrimination and bias in hiring promotions and salary negotiations ensures a fair and inclusive workplace for all employees,” Hosking said.

Hosking emphasised that the gender pay gap is not just a women’s issue but a business and economic imperative.

“Companies that embrace pay equity see higher employee retention, increased productivity and improved overall performance,” she said.

“Now is not the time to be looking to the US for inspiration. By looking at ways to improve our own gender pay gap results, we will achieve greater growth and better outcomes for our nation. By the time the US swings back around again we will be streets ahead.”

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