Equal Pay Day 2014 is 5th September 2014
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National Gender Pay Gap rises to 18.2%

1st September 2014
The Money Makeover Workshop

6:00pm - 8:30pm
Executive Suite 1, Premership Stand
Simonds Stadium Geelong

Event information can be found here


2nd September 2014
Recognise Equal Pay Day

5 pm for 5:30pm start - 7.00pm

The NAB Village, Docklands, Melbourne

Event information can be found here

Member events below
Equal Pay Day marks the period of extra days in the current year which women need to work to achieve the same wages that men earned during the previous financial year.

Equal Pay Day recognises how much longer women have to work to earn the same as men in one year. So, for every 12 months that men work, for example, women may have to work 14 months – and the end of that second month of the year is Equal Pay Day.

We mark this day as a way of drawing attention to the wage gap that exists in most countries between women and men. Our aim is to work towards reducing the damaging and substantial income gap between women and men, and to do this we want to encourage and motivate our member organisations to mark Equal Pay Day.

Our task is to put this issue on the public agenda by raising awareness about the issue of equal pay and making ‘wages’ a more acceptable subject of discussion. Only then will our leaders be moved to take more action to ensure women are not discriminated against in the workplace.

With a gender pay gap of 18.2 per cent, in 2014 the average women will have to work an additional 67 days to earn the same amount of money as the average man.
eS4W - 1st September Event

The Money Makeover Workshop for women comes to Geelong 

The Money Makeover Workshop contains Financial Goal Setting, Super & Investing and the MoneySmart Week HealthCheck. The workshop will introduce
Know your value the new eS4W on line Employment Negotiation Checklist and will include a Q&A panel session with local finance professionals. Each person gets to take away the 10.thousand.girl A3 Life & Money Planner.

This event is part of MoneySmart Week and being hosted by 10thousandgirl, economic Security4Women and Business and Professional Women Geelong.  It also marks Equal Pay Day,

eS4W - 2nd September Event

For Equal Pay Day 2014, economic Security4Women (eS4W) will launch a short animated video “Family Friendly Workplaces: Good for business, good for you”. 

Female friendly workplaces good for big and small businesses – but offer more than equal pay
  • Small business performs well on pay equity
  • Large business performs well on flexibility and parental leave
  • Supporting women at work makes business sense – regardless of organisation size
Young women to ‘know their value’
when negotiating their careers
A new online resource is now available to assist women to ‘know their value’ when negotiating pay and employment conditions and entering into contracts.
The online career checklist provided by economic Security4Women is designed especially for women and will link them to existing information that will assist them to confidently negotiate the best employment outcome and contribute to their long term economic well-being. The checklist sets out the relevant points of negotiation around pay and conditions, promotions, working arrangements and learning and development opportunities and identifies and links to freely available existing resources for example, the Fair Work Ombudsman and Fair Work Commission and the MoneySmart website.
The checklist is being included in the Female Financial Fitness MoneySmart Week Challenge and is being launched to mark the coincidence of Equal Pay Day and MoneySmart Week and to draw attention to the links between them for women.


Equal Pay Day often falls in MoneySmart Week, the first week in September MoneySmart week aims to broaden awareness of financial literacy and to motivate Australians to take positive steps to omprove their financial situation. Getting equal pay would be a good step for women!
We encourage your members to take the challenge AND to start talking about financial decision making in their homes - our children learn about this from their families.
MSW will promote the Female Financial Fitness Challenge on Friday 5th September, Equal Pay Day and eS4W will draw atttention to the links between equal pay and other steps women can take to improve their financial situation.
eS4W is also partnering with member organisations 10thousand.girl, WIRE Women’s Information and BPW Geelong to take part in the MoneySmart Week expo in Geelong on Monday 1st September and to host a MSW event .
eS4W Member Events Marking Equal Pay Day

eS4W member Zonta International District 24 has recently announced that it has conferred the prestigious award of Honorary Member on Professor Marian Baird, of the University of Sydney Business School, in recognition of her outstanding work on equal pay and gender equity in the workforce.
There will be an event to honour Professor Baird, visit for more information

BPW Australia - Equal Pay Day Events can be viewed here -
Gender Wealth Inequality: Women and Financial Literacy
Our 2014-2015 Annual Work Plan includes work on women and wealth, with a focus on women’s long term economic wellbeing; the assets they have protected for retirement and old age.
We are working with ASIC, OfW and a community of organisations, to build women’s economic security and financial literacy. Join the LinkedIn Group “Women’s Financial Literacy Community”
One action identified in the National Financial Literacy Strategy 2014-17 Action Plan is to increase the number of women accessing MoneySmart and other free, impartial sources of information, tools and resources. Our career checklist links to the MoneySmart site and points to the value of a budget and a financial plan at the key financial decision points of starting a new job or seeking a promotion.
Gender Pay Gap

  • Data released by the Australian Bureau of Statistics (Cat No. 6302.0) shows that the average man working full-time earns 18.2% or $283.20 more than the average full-time working woman -  read more
  • What is Pay Equity - Pay Equity is equal pay for work of equal or comparable value, regardless of gender - read more
Calculating the Gender Pay Gap (GPG) – data sources 
Average Weekly Earnings and Employee Earnings and Hours 
There are two main data sources that can be used to calculate the national GPG: AWE (average weekly earnings) and EEH (employee earnings and hours).

Both of these are produced by the Australian Bureau of Statistics (ABS).

The WGEA currently calculates the national GPG using AWE data. However, calculating the GPG using AWE data is sometimes criticised because other data sources produce different GPG statistics that some perceive to more accurately reflect the GPG than AWE data.

The GPG, calculated from AWE ordinary time earnings (trend) data, has been based on full-time employees (excluding part-time workers) because a GPG based on weekly earnings for all employees would be influenced by the overrepresentation of women in part-time work.
According to the ABS, the EEH calculation includes all employees, regardless of employment status, and reflects ordinary time cash earnings.
  • The EEH survey allows calculation of hourly earnings and can be used to produce a GPG measure inclusive or exclusive of part-time employees.
  • The EEH data can also be configured in a variety of other ways that are useful to GPG estimates (e.g. managerial versus non-managerial employees).
  • The main drawback of the EEH data is its two-year cycle. Irrespective of which data source is used to calculate the GPG, both can produce valid and useful GPG calculations, albeit with results that can be widely divergent. 

Alternative data sources to calculate the GPG

Other data are available through the ABS that could be also used to estimate the GPG, including household survey data.

Other sources are also available outside the ABS, such as the Household Income and Labour Dynamics Australia (HILDA) survey data.

These datasets will produce different GPG estimates again from the AWE and EEH data, and each has its own idiosyncrasies. For example, household survey data from the ABS is useful and includes unpaid hours (which chould be an essential component of GPG estimates; other data that are available tend to be working hours as directly reported by employers - which creates interpretational challenges.

DEEWR noted that it calculates an hourly rate using AWE and labour force data which usually produces a figure that is slightly lower than the WGEA’s calculation, highlighting how the different data sources can generate varying GPG estimates.

Problems calculating a GPG based on AWE when all levels of earnings and working hours are grouped together:

There can be big differences in earnings, for example, between a public servant who routinely works a 38 hour week and a doctor who routinely works 60. If the public servant was female and the doctor was male, calculating a pay gap based on average weekly earnings may not be very useful.

At the same time, using the ‘effective hourly rate’ (weekly earnings divided by standard hours) would also not be a valid measure because it would not accurately reflect the hourly rate based on actual hours worked.

Other wage-related factors that can also affect the GPG include salary sacrificing and non-cash benefits. Although data are not yet readily available on these, it is reasonable to expect that salary sacrificing would generally favour men over women, and that overall, women are likely to do less well on non-cash benefits than men. If salary sacrificing and non-cash benefits were included in GPG data, they would have the net effect of increasing the gap. 

Gender Indicators, Australia Alert

A reminder that the seventh issue of  Gender Indicators, Australia (cat. no. 4125.0) will be released on Tuesday 26 August 2014. It presents a summary of gender disaggregated data in six domains. They are, Economic security, Education, Health, Work and family balance, Safety and justice, and Democracy, governance and citizenship. Gender Indicators, Australia, has been developed to provide a central access point  for gender specific data to explore differences in the situation for women and men in Australia, and also to provide a broad basis for social analysis and research in the field of gender. 
economic Security4Women (eS4W) is one of the National Women’s Alliances. It is an alliance of women’s organisations united in the belief that economic wellbeing and financial security are essential for women and will enable women of all ages to have an equal place in society.

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