Pay Gap

“To build future economies that are both dynamic and inclusive, we must ensure that everyone has equal opportunity. When women and girls are not integrated(,)…the global community loses out on skills, ideas, and perspectives that are critical for addressing global challenges and harnessing new opportunities.”


World Economic Forum (2017), “The Global Gender Gap Report 2018”, December 2017.

According to the World Economic Forum’s 2020 Global Gender Gap Report, Australia is ranked 70th out of 149 countries on the metric of “wage equality for similar work”. This ranking is well in countries such as New Zealand (38th), the United States (47th), Indonesia (51st) and Singapore (54th).


The gender pay gap is greatest in the “financial and insurance services” sector – also one of the most highly female-dominated sectors in Australia. According to statistics published by the Australian Workplace Gender Equality Agency (WGEA), as of May 2019, the sector’s mean pay gap was at a nation-wide high of 24.4%.


Gen Advisory’s view is that ADIs have both the ability and the responsibility to reduce this gap. 

Latest WGEA Statistics

At a Glance

WEF Global Gender Gap Report 2020

Our Analysis

Gender Pay Gap

What Is It

The gender pay gap (GPG) is calculated the difference between women’s and men’s average weekly full-time equivalent earnings, expressed as a percentage of men’s earnings.

The Future

ADIs have both the potential and the responsibility to reduce this gap.

Key Issues

Contributors to the gender pay gap include:

  • discrimination and bias

  • female-dominated industries and jobs attracting lower wages

  • women’s disproportionate share of unpaid caring and domestic work

  • lack of workplace flexibility 

  • women’s greater time out of the workforce impacting career progression and opportunities.


Research shows that organisations which achieve gender pay equality enjoy greater staff retention and engagement..


Conversely, research shows that organisations with gender pay inequalities suffer from lower returns and employee retention. 

How ADIs can close the gender pay gap

  • Review the ADI’s payroll data and conduct a “like for like” pay gap analysis.

  • Analyse the extent of – and underlying reasons for – any identified pay gaps.

  • Report results to the ADI’s Board and executives.

  • Take concrete action to close the identified gaps.

  • Make people accountable for actions and outcomes.

  • Set targets for the number of women in the ADI’s leadership positions

  • Provide greater transparency on the ADI’s remuneration and promotion processes.

  • Provide and normalise flexible working arrangements for the ADI’s female and male employees.

  • Provide shared care parental leave policies.

  • Pay superannuation on parental leave.

“Gender equality doesn't mean being gender blind. There are positive actions that need to be taken to support people to be successful.”.

       - Michael Catterall – Partner, Grant Thornton Australia,

January 2020.

How we can help ADIs close the gender pay gap

  • Provide strategic advice to ADI Boards on gender pay gap issues, including recommendations on how to rectify them.

  • Deliver bespoke research on a specific gender/financial equality-related area of interest.

  • Deliver bespoke training on gender and financial equality issues, tailored to the ADI's needs.

  • Manage and execute, on the ADI's behalf, a project to close the gender pay gap within their organisation.
  • Conduct an independent review of the ADI's existing pay arrangements.

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Sydney, NSW 2000


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