Commit to pay equity

Jumbunna: Strong Voices Stronger Communities: First Nations media employment and skills development

This report outlines a suggested employment and skills strategy for Australia’s First Nations Broadcasting and Media Sector. It promotes the need for skills development through regular traineeships, fellowships, exchanges, as well as a focus on getting cultural safety right.

Statement: The Black Writers' Guild

A powerful letter from UK Black authors to the publishing industry requesting action to tackle the deep-rooted racial inequalities in the major corporate publishing companies. They put forward on eight key steps for the industry to adopt.

5 ways intersectionality affects diversity and inclusion at work

An article looking at the importance of considering intersectionality in diversity and inclusion efforts, and the negative impacts of not doing so.

She's Price(d)less report: the economics of the gender pay gap

A report which found that Australia currently lacks the data required to measure the impact of intersectionality on pay - a very important measure. It also covers the impacts of gender discrimination, care responsibilities and occupational segregation on the nation's gender pay gap.

How to Ensure Pay Equity for People of Color

More than half (56 percent) of organizations don’t have a formal process in place to address pay equity in the USA. This article outlines the actions suggested by HR professionals and other experts to address racial pay inequities in America.

Does Australia have an ethnic pay gap?

A report has identified a clear ethnic pay gap in the UK and now surveys and other reports suggest Australia is similarly affected. In this article, advocacy groups urge the government to take action and collect better data. The article also cites the University of Sydney Cracking the Glass Cultural Ceiling report.

Diversity and Inclusion 101 - Collecting Diversity Data

A guide which outlines the leading principles for undertaking respectful and inclusive diversity (D&I) data collection in order to obtain genuine, meaningful data. This guide is exclusively for DCA member organisations.

For True Pay Equity, Start With These 3 Areas

Pay audits alone are not enough to reduce pay gaps; merit pay increases, starting salaries and bonus structures must all be adjusted too.

How to Identify — and Fix — Pay Inequality at Your Company

Tips for fixing pay inequality in your organisation - such as making sure you begin with a clean dataset.

Racial Equity Tools: Collecting Data

This resource includes tools, tips, and examples about data, including: potential sources for the kinds of data helpful in assessing racial equity work, methods for securing quality data, and some of the challenges of using existing databases.

Closing gender and racial pay gaps means talking openly about pay

An article on pay secrecy habits and pay secrecy clauses in contracts and how they inhibit pay equity.

How to Do Pay Equity Analysis for Gender and Race

Many firms publish gender and ethnicity pay gap data; but for true diversity, workplaces need to make their audits intersectional. This resource from We All Count explains the basics of intersectional gender and racial pay equity audits.

A lack of intersectional data hides the real gender pay gap

Article looking at the need for an intersectional approach in Australian pay gap analysis. Experiences of gender-based discrimination are compounded by intersecting identities such as race, sexuality and disability - but these factors are are being hidden from view.

Equal Pay Day

Did you know there is a Black Women's Equal Pay day, a Latina Equal Pay Day, and a Native Women's Equal Pay Day? Each represents how far into the next year it takes for women in intersectional groups to earn what men did in the previous year.

Creative Majority: ‘What Works’ to enhance diversity, equity and inclusion in the creative sector.

A report with case studies from Def Jam, Raising Films and NBC Universal. It recommends adopting a policy framework of the 'five As': Ambition, Allyship, Accessibility, Adaptability, and Accountability, as a continuum for ongoing appraisal and change.

The report can be used as a handbook for cultural and creative workers frustrated at the pace of change, and has potential application for other sectors, including higher education.