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Why use this indicator? Equality of remuneration is a factor in retaining qualified and quality employees
in the workforce. Where there is imbalance, an organisation can potentially
damage its reputation and risk legal challenges on the basis of discrimination.
This indicator will measure Council’s commitment to equity through the application
of its salary system.
What is the current situation?
Overall, average wages for female staff are currently 94% of average male wages.
The trend shows that while there has been an increase, generally female wages are not yet comparable
with male wages.
Comparison Between Male and Female Wages
Women's wages are below those of men across all occupational groups except the Clerk group. The group
with the greatest disparity is that of the Para-professional group where women earn 80.17% of what men
earn. The occupational group where salary equity is closest is the Administrative Officer group. Council
recognises the salary imbalance between men and women and is looking at strategies to address this issue.
What is the desired trend?
An increase in equity between male and female remuneration.
What does this mean for the Sustainability of Penrith Council?
In an effort to retain qualified and skilled employees, and in line with Councils
policy of equal opportunity, Council has recognised a need to align rates
of pay more closely to reflect equality between males and females in the
workforce.
Links to other indicators?
LA13
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