Commit to pay equity

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Research (especially in the UK and USA) have shown that not only is there a gender pay gap, there is also a substantial racial equity pay gap. Groups from non-white backgrounds or underrepresented groups are consistently paid less on average, and that increases when a person is in more than one of the disadvantaged groups – which is why an intersectional approach to this problem is essential.

Make the commitment to pay equity in your organisation as soon as possible.

Ensure that your commitment is understood at all levels and committed to at leadership level. Then the work of eradicating the pay gap can begin.

How do I do it?

  • Make sure the benefits of eradicating pay gaps are understood and accepted at leadership and middle management levels
  • Make your commitment clear and make it public
  • Be prepared to invest in time and resources to do the job well and collect accurate data
  • Perform a pay equity audit.
  • Go to the experts if you don’t have the relevant experience in-house
  • See how other firms or organisations in your field have done it
  • Be transparent with the results – show your employees
  • Once the gaps are identified, allocate budget to addressing the gaps
  • Become an example of pay equity and transparency in action

This website focuses on ethno-cultural, migrant, refugee and minority ethnic racial equity in the arts and creative sector.  Working with First Nations communities and cultural material requires very specific frameworks, protocols and standards that this website does not attempt to address. Find out more.

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