NOW IT’S EASIER TO PROVE HOW FAIR YOU ARE.
The Equal Pay Best Practice Compact was launched in 2016 and is an excellent way of publicly endorsing your commitment to equal pay and gender diversity. It can be used to promote your business as an employer of choice on your websites, via social responsibility platforms, recruitment channels or in other awards entries. Organisations who qualify for the Compact will be proudly announced at the YWCA Equal Pay Awards ceremony.
- Applications for the 2018 Compact can be made from now until 5pm, 7th September 2018.
- Click here to start your application
- If successful, a memorandum of understanding is issued, outlining your commitment and responsibility towards the Compact.
- You are awarded a certificate and the use of the Compact logo for internal and external promotion.
- Reassessment of your eligibility is yearly through the annual YWCA Equal Pay Awards process.
- An administration fee of $250 + GST applies and is non-refundable.
- You are not required to complete the application in one visit. Simply save as you go and return to complete later if required.
For assistance or to speak with one of our team,contact: firstname.lastname@example.org or phone 09 522 8219
The Compact will be awarded to applicants that present evidence of the five essential elements of equal pay best practice, as listed below:
Have you researched your equal pay situation? Has your audit been followed up with gender pay analysis?
Is your leadership team on board and committed to tackling equal pay within your organisation?
Have you articulated your ultimate goal? Can you explain the current situation in your organisation and what actions you are planning to undertake in the next 12 months to remedy inequities?
What are you doing, or are committed to doing, to realise your vision? Do you have an action plan, policies or initiatives in place to support your equal pay journey? These could be gender neutral graduate programmes, flexible workplace policies or good maternity packages. Do you have a female talent pipeline and leadership targets? Do you assess pay rates for new hires doing the same job (males/ females)? Do you apply the same criteria when assessing performance of males/females doing the same job?
Are you talking about equal pay within your organisation? Do you have the support and buy-in from managers and those who are in a position to help tackle equal pay? Have you developed, or are you in the process of developing, reporting templates for managers to track and monitor your equal pay progress?