Last year, in conjunction with the Workplace Gender Equality Agency (WGEA) and KPMG, DCA released the report She's Price(d)less: The Economics of the Gender Pay Gap which explored the factors underlying the gender pay gap.
One of the key findings of that report was that industrial and occupational segregation continue to be significant contributing factors to the gender pay gap.
This finding was echoed in WGEA’s 2015-2016 Gender Equality Scorecard which demonstrated that that 60 per cent of Australians work in an industry dominated by a single gender.
The scorecard reported that over 80 per cent of employees in the health care and social assistance sector are women, while 84 per cent of employees in the construction and mining industries are men.
And what’s more, graduates are overwhelmingly entering fields dominated by their own gender – almost 90 per cent of the graduates in health care and social assistance industry are women, while men continue to dominate construction (almost 80 per cent) and mining (almost two-thirds).
These male-dominated industries continue to attract higher rates of pay than female-dominated industries, and so this segregation has a major impact on women’s economic equality.
However, as the mining boom slows down, and the need for more employees in the health sector increases this segregation is also going to have an impact on Australia’s economic future.
If we are to close the gender pay gap we need to do more to address this issue, and the She's Price(d)less report has spurred the Senate Finance and Public Administration References Committee to look at gender segregation in the workplace and its impact on women's economic equality.
DCA will be making a submission to the inquiry and we would like to highlight some of the excellent work our members are doing to address gender segregation issues across all industries.
We are now seeking case studies from you about the work your organisations are doing, particularly in relation to:
- Measures your organisation has taken to encourage women’s participation in male-dominated occupations and industries.
- Measures your organisation has taken to encourage men’s participation in female-dominated occupations and industries.
- Any specific initiatives your organisation has undertaken to attract and recruit women to your industry or organisation.
- Any action your organisation has taken to address the issue of fewer male graduates or apprentices in a given field.
- Any action your organisation has taken to address the issue of fewer female graduates or apprentices in a given field.
- Any initiatives your organisation has undertaken to improve pay and conditions in female-dominated occupations.
- Any measures your organisation is using to deliver pay equity.