EDGE Empower®’s Post

A critical aspect of addressing the #GenderPayGap is understanding the unique cultural and systemic factors in each country. In Japan, long working hours, seniority-based systems, and traditional gender roles present specific challenges. EDGE Certification provides a structured methodology that is consistent with global best practices, empowering organizations to take decisive action towards pay equity. It equips organizations to proactively address pay gaps, supporting their pursuit of fair and equitable compensation for all employees.

One of the most important aspects of addressing the gender pay gap is understanding the cultural and systemic factors unique to each country. In Japan, the intersection of long working hours, seniority-based systems, and traditional gender roles present specific challenges.     At EDGE Empower®, we’ve seen that tailored strategies, such as promoting flexible working arrangements and encouraging men to take parental leave, can have a profound impact. By creating an environment where both men and women can thrive equally, we pave the way for sustainable gender equality.     Let's continue to push for Real. World. Change. Together.    #RealWorldChange #EDGEEmpower #GenderEquality #CulturalContext #TailoredStrategies #EDGECertification #JapaneseWorkforce

The Workplace Gender Equality Agency (WGEA) released its Employer Gender Pay Gaps Snapshot today, finding the national median total remuneration gender pay gap is 19%. Crucially, the report found a clear link between more women in leadership and a lower pay gap, even though CEO and Director remuneration has not been included in the current calculations. It’s clear that Directors, as custodians of organisational governance and strategy, play a pivotal role in addressing and reporting on gender pay gaps. Governance Institute of Australia believes that by understanding and addressing gender pay disparities, boards can enhance reputation, attract top talent, and foster a culture of fairness and transparency – all the elements that go towards organisational good governance. You can find your employer’s gender gap and view further findings by visiting https://www.wgea.gov.au/ #GenderPayGapReveal #EmployerGenderPayGaps

Equal Pay Day Initiative⚖️💵 AmCham Slovakia joined the EmpowHer initiative in 2022, signed by US Trade Minister Gina Rainmondo at the American Chamber of Commerce to the European Union (AmCham EU) Transatlantic Conference. The aim? To highlight the need for improving women's economic status and gender equality in international trade. Supporting the EQUAL PAY DAY SLOVAKIA initiative is a natural step for AmCham to continue advocating for women, aiming to discuss ensuring equal pay for equal work across all sectors.👩🦰👩🏽🦱👩🏻 Both politicians and business leaders have long declared that equal work deserves equal pay, regardless of gender, race, ethnicity, age, or other factors. However, the reality of pay remains unequal. In the European context, the average gender pay gap stands at 13%, in Slovakia it stands at alarming 18.8%.❗ Amcham Slovakia, represented by Martina Slabejova, AmCham's Executive Director, fully supports this initiative, organized by the platform Akčné ženy. The signing of the initiative is the first step, it is up to all of us to continue to raise this topic and push for a change!✍🏻 As Martina Slabejova commented for RTVS: "Even though we see positive trends, and thus we see growth, I think it is still necessary to do more in this area." 🎤 We are thrilled that many of our AmCham Slovakia member companies recognize the seriousness of this issue and are committed to fair compensation practices. 💪👏 #EqualPayDaySlovakia #EmpowHer #GenderEquality #AmChamSlovakia #AkcneZeny

Congratulations to the Ghana Bar Association for electing its first female president! This milestone is a powerful reminder of the progress towards gender equality, as envisioned in Ghana’s Gender Equality Act. Let's recap some of the highlights of the Act: 📢 Ghana’s new Gender Equality Act sets ambitious targets for workplace representation. 50% women by 2030! 🚨 Public service HR pros: New law mandates gender balance in leadership roles. Compliance is key! 💼 Private sector alert: You now need a gender equality policy, updated every 4 years. 💡 Stay ahead with annual gender reporting. DigitallyHR can help you streamline the process. 🎯 Achieve gender diversity & unlock tax incentives and gov’t contract preferences. 📊 Collect sex-disaggregated data for better tracking. Invest in accurate systems now. 🚨 Grievance resolution just got stronger! Employees can report gender inequality directly. 🔍 Facing penalties for non-compliance? Fines & jail time are no joke. 💪 HR leaders, this Act isn’t just compliance—it’s an opportunity to foster inclusive workplaces. ✨ Simplify your gender equality efforts with DigitallyHR’s policy and reporting tools. Read more here https://lnkd.in/e6X3Zyuh #GenderEquality #HR #HRTech #DigitalHR #Leadership #Diversity #GenderEqualityAct #GhanaHR #GenderPolicy #HRGhana #DiversityMatters

Public disclosure about the gender pay gap will increase gender equality in the workplace? Equal pay is when females and males are paid the same salary when they perform the same role, or do different jobs that produce equivalent value. This has been a legal requirement in Australia since 1969. Australia’s total remuneration average gender pay gap is 21.7%. For every $1 on average a man makes, women earn 78 cents. Over the course of a year, that difference adds up to $26,393. In Vietnam, the gender pay gap on monthly wages was 13.7 per cent (Viet Nam Gender equality profile, 2021). The Workplace Gender Equality Agency (WGEA) announced the basic wage and the average gender pay gap in total remuneration for private sector employers in Australia with 100 or more employees on February 27, 2024. This has sparked widespread discussion in society and workplaces across Australia. Hopefully, the transparent disclosure of gender (in)equality indicators, including pay gaps, will help businesses take their commitments more seriously and fulfill them. Photo: a lesson on gender equality at the workplace with Dr Tiffany De Sousa Machado at the University of Aldelaide.

Last week we celebrated International Women’s Day and while we have made great progress, women still have a long way to go to achieve pay equality.   In Australia, the Workplace Gender Equality Agency (WEGA) has published the pay gaps for private sector organisations with 100 or more employees. This showed the average gender pay gap is 21.7%, meaning women have to work an extra 56 days compared to men to earn the same. In New Zealand, the NZCTU last year calculated that on average women started working ‘for free’ from the 26th of November through to the end of year.   Our public sector already publishes information about gender pay gaps, but private organisations should also start to think about measuring and closing these, not just in case we follow Australia’s lead but also because it is the right thing to do. As the CEO of Workplace Gender Equality Agency said, “The time for talk and excuses is over”.   Intepeople can work with you to develop a remuneration strategy that will help you identify, understand, and close gender pay gaps. Get in touch to find out more amy@intepeople.co.nz   Read more about the WGEA data here: 🔗 https://lnkd.in/gRCe2wQ7   #intepeople #genderpaygap

Workplace Gender Equality Agency, Australian Government. Get future ready: A guide to understanding changes to WGEA's legislation Report shows women's pay disparity is real, wage gap is equivalent to women having to work for 50 days more than their male counterparts each year to get the same pay. Let's hope the new measures, and second set of data sees improvement. A step in the right direction to record and introduce mandatory reporting and insistence on policy and strategy. https://lnkd.in/g82eXBvD

🎤 Be part of SAGE 2024 and hear from Ms Alicia Yi in the panel discussion on: “The Gender Pay Gap: How We Can Close It.” In this panel, Ms Alicia Yi will address the challenges of closing the gender pay gap and discuss actionable strategies to promote pay equity. Join us to gain insights into the systemic and personal issues affecting wage disparities and learn how organisations and individuals can contribute to closing the gap. What you might gain: 👩💼 Insights into the gender pay gap and its impact on the workforce in Singapore and Asia 👨👩👧👦 An understanding of the factors contributing to wage disparities and how they can be addressed 📈 Practical strategies for fostering pay equity within organisations 💬 Inspiration from industry leaders dedicated to advancing gender equality and inclusive leadership Don’t miss this chance to engage with industry leaders, shape our future and contribute to a gender-equal society. 🗓 Date: 5 September 2024 🕐 Time: 1:30 PM to 2:30 PM 📍 Location: One Farrer Hotel Stay tuned for more updates and visit our website to learn more: https://lnkd.in/g-CNWhu7 #WomenInSingapore #SAGE2024 #SCWO #GenderPayGap #EqualPay #WomenInLeadership #ClosingTheGa #SingaporeHeadlines #GenderEquality #EmpowerWomen #PayEquity

The Australian industrial relations system disadvantages women and the fight for gender equality continues. For some women, paid work is undervalued and unpaid work is an expectation. Child rearing disrupts their careers with breaks affecting wages, career progression and work security. Sadly, some women are also victims of family violence. The Australian Council for Trade Unions (ACTU) published a report in November 2018, that campaigns for changes to legislation and policy and the Australian Industrial Regulations Framework to bridge the gap and achieve gender equality. We provide a review of the key issues presented in the report, along with some recommendations, while the issue continues to be fought out at the political level. #metoo #genderequality #wagesparity #industrialrelations #womenatwork