The gender pay gap remains a persistent issue in Australian workplaces. According to the Workplace Gender Equality Agency (WGEA), women earn, on average, 21.8% less than men. While structural and systemic issues play a role, everyday bias significantly exacerbates this disparity. These biases are rooted in stereotypes about gender roles, caregiving, and maternal duties, creating barriers to fair pay and career advancement. Understanding the gender pay gap is an important step in driving gender equality.
What Is Everyday Bias?
Everyday bias refers to unconscious attitudes and stereotypes that shape perceptions and interactions in the workplace. These biases, although often unintentional, disproportionately disadvantage women. They influence key decisions in hiring, task allocation, performance reviews, promotions, and pay.
Examples of Bias That Widen the Gender Pay Gap
Gendered Career Pathways and Role Segregation
Societal beliefs about “suitable” careers for men and women push individuals into specific professions. Women are encouraged to pursue caregiving roles, such as teaching or nursing, while men dominate higher-paying fields like IT and engineering.
Impact:
- Occupational Segregation: Jobs dominated by women tend to pay less, even when skills and qualifications are similar.
- Leadership Gaps: Fewer women in leadership positions mean fewer opportunities for higher pay and influence.
Maternal Bias and Assumptions About Career Dedication
Many employers assume mothers are less committed to their jobs. This bias often results in managers offering fewer leadership roles or challenging assignments to women with children.
Impact:
- Motherhood Penalty: Mothers are often denied promotions or pay rises, while fathers may benefit from a “fatherhood bonus.”
- Career Stagnation: Women in caregiving roles frequently find themselves in positions with little upward mobility.
Caregiving Norms and the Part-Time Penalty
Traditional caregiving expectations place more responsibility on women for raising children or caring for elderly relatives. This often leads them to take part-time jobs or career breaks.
Impact:
- Lower Earnings: Part-time roles typically offer less pay and fewer growth opportunities.
- Superannuation Gap: Career interruptions and reduced hours result in lower superannuation contributions, increasing financial insecurity in retirement.
Bias in Task Allocation
In many workplaces, women are assigned tasks that are less visible, such as organising meetings or taking notes, while men are trusted with high-profile projects that showcase leadership potential.
Impact:
- Missed Opportunities: Women lose chances to build the skills and experience needed for advancement.
- Unequal Pay Progression: High-visibility tasks often lead to promotions and higher pay, perpetuating disparities.
Unequal Parental Leave Policies
Parental leave policies frequently offer more support to mothers than fathers. This reinforces caregiving stereotypes and discourages men from taking on equal caregiving responsibilities.
Impact:
- Reinforced Stereotypes: Women are seen as the default caregivers, affecting their career progression.
- Workplace Stigma: Men who take parental leave often face judgement, limiting efforts to balance caregiving roles.
Performance Review and Negotiation Bias
Bias often affects how managers evaluate women’s performance. Women are more likely to receive feedback on interpersonal skills instead of tangible achievements. When negotiating for pay, they are sometimes perceived as overly assertive.
Impact:
- Promotion Gaps: Women are passed over for leadership roles due to biased evaluations.
- Salary Stagnation: Resistance from managers or hesitation to negotiate contributes to unequal pay.
Addressing Everyday Bias to Close the Gender Pay Gap
Promote Gender-Neutral Career Pathways
Encourage women to enter traditionally male-dominated fields and support men in pursuing caregiving roles. Recruitment campaigns, mentorship programs, and training initiatives can help achieve this.
Normalise Shared Caregiving
Introduce equal parental leave for all genders. This change supports shared caregiving responsibilities and reduces stigma for men who take leave.
Support Flexible Work Without Penalty
Ensure flexible or part-time roles provide equal opportunities for pay increases and career progression. Make these arrangements standard for all employees, regardless of gender.
Conduct Blind Recruitment and Pay Audits
Eliminate identifying information from CVs during hiring to reduce unconscious bias. Regularly audit pay structures to identify and resolve inequalities.
Standardise Performance Reviews
Use objective criteria to evaluate performance. Train managers to focus on achievements rather than subjective perceptions.
Provide Bias Awareness Training
Educate managers and staff about unconscious bias. This training should focus on recognising and counteracting stereotypes, particularly those related to gender and caregiving.
Conclusion
Understanding the gender pay gap requires recognising how everyday bias reinforces workplace inequalities. Biases, such as those linked to caregiving norms, task allocation, and parental leave, contribute to persistent disparities. By adopting proactive strategies and creating inclusive policies, organisations can address these challenges. Achieving gender pay equity not only benefits women but also fosters fairer, more productive workplaces.
Originally published on LinkedIn
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