Research shows that fair remuneration policies lead to higher performing staff, which is why closing the gender pay gap should be a priority for all organisations.
The good news is that an overwhelming majority of Australian organisations are actively working towards achieving this. Needless to say, this bodes well for female learners.
Studies by specialist recruitment service, Robert Half, show that while 89% of Australian managers have identified a gender pay gap within their organisation, 97% are taking measures to close it.
L&D Professional spoke to Robert Half director, Nicole Gorton, who said that pay transparency is putting the onus on employers to justify pay decisions.
“This not only promotes ethical business practices, but also leads to higher productivity within organisations as competitive and fair remuneration policies tend to lead to higher performing staff,” she said.
Gorton added that 31% of Australian organisations are implementing transparency systems and conducting a greater number of audits to ensure that women are being paid equally.
However, while women are gradually closing the pay gap, they are not as happy as male workers, according to recent research.
According to a study, titled: It’s Time We All Work Happy™: The Secrets of the Happiest Companies and Employees 2016 survey – men in the US fare better than women in nearly every aspect of happiness studied.
The biggest difference was in the influence they have on business decisions, with 55% of men saying they are able to influence business decisions, compared to 47% of women.
Gorton said Robert Half’s insights into this area have determined that a blanket approach to improving happiness in the workplace cannot work.
“Motivation and engagement, which are both different, with take on different forms for individuals. By rolling out something, it might hit a percentage of staff, but it won’t hit them all,” she explained.
“In other words, it cannot be a one-size-fits-all approach. We need to look at what suits the business as well as recognises the emergence of new types of learners who might have different demands and expectations.”
Gorton suggested that by examining learners’ preferences in the workplace, companies can reveal how they can relate to the needs of their own business goals and objectives.
“We need to look at what leadership skills, management skills and emotional intelligence training we can provide these individuals to help them reach their potential,” she said.
“Robert Half is seeing a far greater number of organisations investing in these areas, and this is because staff retention is related to company performance.”
Gorton added that if companies can retain the critical employees who are engaged and motivated, this will increase productivity.
Keywords: Gender, pay, learning
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