Interest in women’s sport is at an all-time high. But persistent myths are blocking progress on equal pay,pathways for female stars and corporate investment.
From February,Australian companies with 100 or more employees will be required to publish their median gender pay gap between male and female workers.
The country will take a huge step forward for women’s equality when it begins publishing the gender pay gap for large businesses next month.
Hybrid models of work became necessary during the pandemic,but employers seem to be tiring of this flexibility and it’s women who will be disadvantaged by a hard-line approach.
As a part-time worker in a senior management position,Lotte is in a minority. Most part-timers face a ‘promotion cliff’ – but it doesn’t have to be that way.
The landscape for girls and women is shifting. But I cannot shake off the feeling that it’s still not enough.
New laws forcing companies to publish their gender pay gaps have been backed by research showing the quickest way to bridge the divide is by measuring it properly.
Many women feel they only have three socially sanctioned roles:employee,wife and mother. Only one of them is paid work.
Equal Pay Day,while probably not a day your office rolled out the cupcakes to celebrate,is a reminder of the progress we’ve made,and the challenges we face.
Women’s participation in the workforce is growing,giving them the power to demand higher wages.
A workplace tribunal found a Melbourne chef was paid unequally,but it couldn’t do anything. Now a legal expert says workers need a better system.