Review of the Gender Pay Gap in Western Australia

[see also May 2004 submission, and January 2005 comment]

In August 2004, ALIA lodged a submission with the Western Australian Gender Pay Gap Review. That Review has now been completed. Its findings were released by the WA Government at the end of November 2004.

The final report makes sweeping recommendations directed at closing the gender pay gap. Many are consistent with recommendations made in ALIA's submission. In particular, the Review recommends that WA employers conduct pay equity reviews and that this be mandatory in the public sector. It recommends similar audits by private sector employers on a voluntary basis.

Further, it is suggested that the government urge WA trade unions to place gender pay equity as a priority item in bargaining agendas. To facilitate enhanced focus on pay equity in WA public employment, it is recommended that additional resources be provided to the state Equal Employment Opportunity Office to enable it to work closely with agencies in developing action plans for remedial action.

All of these findings conform with ALIA's recommendations. Of particular interest to us is the firm recommendation that serious investigation be conducted into the public sector's work value assessment process and its outcomes. This was a major element of ALIA's recommendations and is vital for progress toward fairer pay outcomes for library and information professionals [as indicated most clearly in New South Wales pay equity considerations].We are delighted that the Review has picked up ALIA's proposals in this area.

The Review makes major recommendations going to the machinery of industrial relations and wage-fixing in the state. These are too detailed to list here, but broadly speaking they focus on encouraging greater avenues for pursuit of pay equity claims through the formal wage-fixing principles of the state industrial tribunal. A new Equal Remuneration Principle is proposed and a specific inclusion of equal remuneration in the Industrial Relations Act's objectives is recommended.

Further areas for proposed change include minimum conditions of employment [and especially minimum wage rates], training in pay equity issues for public sector supervisors and managers, more-equitable access to training for women and renewed emphasis on fairer use of casual work.

All of these changes would be overseen by a new Pay Equity Unit which would be set up for an initial three-year term. The Unit would work closely with a high-powered Steering Committee with representation from the Department of Premier and Cabinet, the EEO Commission, the state Office of EEO, unions and employer bodies.

The WA Government is now considering the report. A decision on its implementation is expected in the relatively near future.

On first reading, this report is an encouraging step toward pay-equity progress in Western Australia. After the Government's response is announced, ALIA will be considering what further action it can take to encourage early attention to the position of library and information professionals in Western Australia.

[The full WA report]

Phil Teece
ALIA industrial relations advisor