❓ A WA parliamentary question seeks details on the Pay Equity Unit's staffing, expenditure, and initiatives in 2006-08. The Minister provides a detailed response outlining the unit's activities and budget allocation.
AnsweredQoN 66Legislative Council
QuestionView source ↗
DEPARTMENT OF CONSUMER AND EMPLOYMENT PROTECTION — PAY EQUITY UNIT
(1) Please outline the position, level and salary of each person working in the Pay Equity Unit. (2) What is the total recurrent expenditure for the unit in 2007-08? (3) Please outline the specific initiatives undertaken by the unit in 2006-07, and those completed or planned for 2007-08. (4) What did each initiative cost in 2006-07? (5) What budget has been allocated to each initiative in 2007-08? Hon JON FORD
(1) Please outline the position, level and salary of each person working in the Pay Equity Unit. (2) What is the total recurrent expenditure for the unit in 2007-08? (3) Please outline the specific initiatives undertaken by the unit in 2006-07, and those completed or planned for 2007-08. (4) What did each initiative cost in 2006-07? (5) What budget has been allocated to each initiative in 2007-08? Hon JON FORD
AnswerView source ↗
I thank Hon Helen Morton for some notice of the question. The answer is quite lengthy—three pages—so I table the answer and seek leave to have it incorporated into Hansard . Leave granted. [See paper 3699.] The following material was incorporated — 1. A Level 8 manager (salary $101,155) a level 7 Principal Pay Equity Adviser position (salary $85,053) which is job shared between two people, and a Level 4 Pay Equity Adviser (salary $54,510). 2. The total recurrent expenditure for the Unit for 2007/2008 is $405,152. 3. Major specific initiatives undertaken in 2006/07 were: · A review of the recommendations of the 2004 Todd/Eveline report on the Gender Pay gap in Western Australia in relation to the federal Work Choices legislation. · Met with all relevant stakeholders in WA, employers, unions, key public sector agencies and academics, to assess support and understanding of pay equity in WA; · Completed a detailed analysis of data to understand the status of pay equity in public sector agencies. · Conducted information sessions on pay equity with public sector agencies and trade unions; · Analysed the gender pay gap in WA by industry; · Commenced development of pay equity case studies in target industries — mining, finance, public sector; · Conducted a pilot pay equity audit in Dental Health Services; · Developed pay equity information resources and launched the pay equity website www.payequity.wa.gov.au; · Developed the Pay Equity Employer Toolkit , a resource packaged for organisations that outlines how to turn data from a pay equity audit into achievable pay equity strategies. The Pay Equity Unit’s key projects for 2007 and 2008 are: · A pay equity seminar with an international guest speaker; held in July 2007 attended by 150 people at which the Pay Equity Employer Toolkit was launched; · Distribution of over 500 copies of the Pay Equity Employer Toolkit to public and private sector organisations; · Commissioning of research currently being undertaken on the interaction between women’s wages and their labour market participation; · Provision of pay equity reports to each of the 26 largest state government agencies, providing an overview of key gender equity statistics for each agency. · Working with four public sector agencies and one large private sector organisation that are undertaking comprehensive pay equity audits; · Ongoing consultation with the mining industry on strategies to attract more women to the industry. 4. No specific information on the cost of each initiative is available. In 2006/2007 the Unit’s budget was allocated as follows: Remuneration $237,398 Staff costs including recruitment, training, superannuation, travel; and vehicles $51,652 Operating costs including research and promotional activities and printing $107,771 In 2007/2008 the Unit’s budget was allocated as follows: Remuneration $246 895
(2) What is the total recurrent expenditure for the unit in 2007-08? (3) Please outline the specific initiatives undertaken by the unit in 2006-07, and those completed or planned for 2007-08. (4) What did each initiative cost in 2006-07? (5) What budget has been allocated to each initiative in 2007-08? Hon JON FORD replied: I thank Hon Helen Morton for some notice of the question. The answer is quite lengthy—three pages—so I table the answer and seek leave to have it incorporated into Hansard . Leave granted. [See paper 3699.] The following material was incorporated — 1. A Level 8 manager (salary $101,155) a level 7 Principal Pay Equity Adviser position (salary $85,053) which is job shared between two people, and a Level 4 Pay Equity Adviser (salary $54,510). 2. The total recurrent expenditure for the Unit for 2007/2008 is $405,152. 3. Major specific initiatives undertaken in 2006/07 were: · A review of the recommendations of the 2004 Todd/Eveline report on the Gender Pay gap in Western Australia in relation to the federal Work Choices legislation. · Met with all relevant stakeholders in WA, employers, unions, key public sector agencies and academics, to assess support and understanding of pay equity in WA; · Completed a detailed analysis of data to understand the status of pay equity in public sector agencies. · Conducted information sessions on pay equity with public sector agencies and trade unions; · Analysed the gender pay gap in WA by industry; · Commenced development of pay equity case studies in target industries — mining, finance, public sector; · Conducted a pilot pay equity audit in Dental Health Services; · Developed pay equity information resources and launched the pay equity website www.payequity.wa.gov.au; · Developed the Pay Equity Employer Toolkit , a resource packaged for organisations that outlines how to turn data from a pay equity audit into achievable pay equity strategies. The Pay Equity Unit’s key projects for 2007 and 2008 are: · A pay equity seminar with an international guest speaker; held in July 2007 attended by 150 people at which the Pay Equity Employer Toolkit was launched; · Distribution of over 500 copies of the Pay Equity Employer Toolkit to public and private sector organisations; · Commissioning of research currently being undertaken on the interaction between women’s wages and their labour market participation; · Provision of pay equity reports to each of the 26 largest state government agencies, providing an overview of key gender equity statistics for each agency. · Working with four public sector agencies and one large private sector organisation that are undertaking comprehensive pay equity audits; · Ongoing consultation with the mining industry on strategies to attract more women to the industry. 4. No specific information on the cost of each initiative is available. In 2006/2007 the Unit’s budget was allocated as follows: Remuneration $237,398 Staff costs including recruitment, training, superannuation, travel; and vehicles $51,652 Operating costs including research and promotional activities and printing $107,771 In 2007/2008 the Unit’s budget was allocated as follows: Remuneration $246 895
(3) Please outline the specific initiatives undertaken by the unit in 2006-07, and those completed or planned for 2007-08. (4) What did each initiative cost in 2006-07? (5) What budget has been allocated to each initiative in 2007-08? Hon JON FORD replied: I thank Hon Helen Morton for some notice of the question. The answer is quite lengthy—three pages—so I table the answer and seek leave to have it incorporated into Hansard . Leave granted. [See paper 3699.] The following material was incorporated — 1. A Level 8 manager (salary $101,155) a level 7 Principal Pay Equity Adviser position (salary $85,053) which is job shared between two people, and a Level 4 Pay Equity Adviser (salary $54,510). 2. The total recurrent expenditure for the Unit for 2007/2008 is $405,152. 3. Major specific initiatives undertaken in 2006/07 were: · A review of the recommendations of the 2004 Todd/Eveline report on the Gender Pay gap in Western Australia in relation to the federal Work Choices legislation. · Met with all relevant stakeholders in WA, employers, unions, key public sector agencies and academics, to assess support and understanding of pay equity in WA; · Completed a detailed analysis of data to understand the status of pay equity in public sector agencies. · Conducted information sessions on pay equity with public sector agencies and trade unions; · Analysed the gender pay gap in WA by industry; · Commenced development of pay equity case studies in target industries — mining, finance, public sector; · Conducted a pilot pay equity audit in Dental Health Services; · Developed pay equity information resources and launched the pay equity website www.payequity.wa.gov.au; · Developed the Pay Equity Employer Toolkit , a resource packaged for organisations that outlines how to turn data from a pay equity audit into achievable pay equity strategies. The Pay Equity Unit’s key projects for 2007 and 2008 are: · A pay equity seminar with an international guest speaker; held in July 2007 attended by 150 people at which the Pay Equity Employer Toolkit was launched; · Distribution of over 500 copies of the Pay Equity Employer Toolkit to public and private sector organisations; · Commissioning of research currently being undertaken on the interaction between women’s wages and their labour market participation; · Provision of pay equity reports to each of the 26 largest state government agencies, providing an overview of key gender equity statistics for each agency. · Working with four public sector agencies and one large private sector organisation that are undertaking comprehensive pay equity audits; · Ongoing consultation with the mining industry on strategies to attract more women to the industry. 4. No specific information on the cost of each initiative is available. In 2006/2007 the Unit’s budget was allocated as follows: Remuneration $237,398 Staff costs including recruitment, training, superannuation, travel; and vehicles $51,652 Operating costs including research and promotional activities and printing $107,771 In 2007/2008 the Unit’s budget was allocated as follows: Remuneration $246 895
(4) What did each initiative cost in 2006-07? (5) What budget has been allocated to each initiative in 2007-08? Hon JON FORD replied: I thank Hon Helen Morton for some notice of the question. The answer is quite lengthy—three pages—so I table the answer and seek leave to have it incorporated into Hansard . Leave granted. [See paper 3699.] The following material was incorporated — 1. A Level 8 manager (salary $101,155) a level 7 Principal Pay Equity Adviser position (salary $85,053) which is job shared between two people, and a Level 4 Pay Equity Adviser (salary $54,510). 2. The total recurrent expenditure for the Unit for 2007/2008 is $405,152. 3. Major specific initiatives undertaken in 2006/07 were: · A review of the recommendations of the 2004 Todd/Eveline report on the Gender Pay gap in Western Australia in relation to the federal Work Choices legislation. · Met with all relevant stakeholders in WA, employers, unions, key public sector agencies and academics, to assess support and understanding of pay equity in WA; · Completed a detailed analysis of data to understand the status of pay equity in public sector agencies. · Conducted information sessions on pay equity with public sector agencies and trade unions; · Analysed the gender pay gap in WA by industry; · Commenced development of pay equity case studies in target industries — mining, finance, public sector; · Conducted a pilot pay equity audit in Dental Health Services; · Developed pay equity information resources and launched the pay equity website www.payequity.wa.gov.au; · Developed the Pay Equity Employer Toolkit , a resource packaged for organisations that outlines how to turn data from a pay equity audit into achievable pay equity strategies. The Pay Equity Unit’s key projects for 2007 and 2008 are: · A pay equity seminar with an international guest speaker; held in July 2007 attended by 150 people at which the Pay Equity Employer Toolkit was launched; · Distribution of over 500 copies of the Pay Equity Employer Toolkit to public and private sector organisations; · Commissioning of research currently being undertaken on the interaction between women’s wages and their labour market participation; · Provision of pay equity reports to each of the 26 largest state government agencies, providing an overview of key gender equity statistics for each agency. · Working with four public sector agencies and one large private sector organisation that are undertaking comprehensive pay equity audits; · Ongoing consultation with the mining industry on strategies to attract more women to the industry. 4. No specific information on the cost of each initiative is available. In 2006/2007 the Unit’s budget was allocated as follows: Remuneration $237,398 Staff costs including recruitment, training, superannuation, travel; and vehicles $51,652 Operating costs including research and promotional activities and printing $107,771 In 2007/2008 the Unit’s budget was allocated as follows: Remuneration $246 895
(5) What budget has been allocated to each initiative in 2007-08? Hon JON FORD replied: I thank Hon Helen Morton for some notice of the question. The answer is quite lengthy—three pages—so I table the answer and seek leave to have it incorporated into Hansard . Leave granted. [See paper 3699.] The following material was incorporated — 1. A Level 8 manager (salary $101,155) a level 7 Principal Pay Equity Adviser position (salary $85,053) which is job shared between two people, and a Level 4 Pay Equity Adviser (salary $54,510). 2. The total recurrent expenditure for the Unit for 2007/2008 is $405,152. 3. Major specific initiatives undertaken in 2006/07 were: · A review of the recommendations of the 2004 Todd/Eveline report on the Gender Pay gap in Western Australia in relation to the federal Work Choices legislation. · Met with all relevant stakeholders in WA, employers, unions, key public sector agencies and academics, to assess support and understanding of pay equity in WA; · Completed a detailed analysis of data to understand the status of pay equity in public sector agencies. · Conducted information sessions on pay equity with public sector agencies and trade unions; · Analysed the gender pay gap in WA by industry; · Commenced development of pay equity case studies in target industries — mining, finance, public sector; · Conducted a pilot pay equity audit in Dental Health Services; · Developed pay equity information resources and launched the pay equity website www.payequity.wa.gov.au; · Developed the Pay Equity Employer Toolkit , a resource packaged for organisations that outlines how to turn data from a pay equity audit into achievable pay equity strategies. The Pay Equity Unit’s key projects for 2007 and 2008 are: · A pay equity seminar with an international guest speaker; held in July 2007 attended by 150 people at which the Pay Equity Employer Toolkit was launched; · Distribution of over 500 copies of the Pay Equity Employer Toolkit to public and private sector organisations; · Commissioning of research currently being undertaken on the interaction between women’s wages and their labour market participation; · Provision of pay equity reports to each of the 26 largest state government agencies, providing an overview of key gender equity statistics for each agency. · Working with four public sector agencies and one large private sector organisation that are undertaking comprehensive pay equity audits; · Ongoing consultation with the mining industry on strategies to attract more women to the industry. 4. No specific information on the cost of each initiative is available. In 2006/2007 the Unit’s budget was allocated as follows: Remuneration $237,398 Staff costs including recruitment, training, superannuation, travel; and vehicles $51,652 Operating costs including research and promotional activities and printing $107,771 In 2007/2008 the Unit’s budget was allocated as follows: Remuneration $246 895
Hon JON FORD replied: I thank Hon Helen Morton for some notice of the question. The answer is quite lengthy—three pages—so I table the answer and seek leave to have it incorporated into Hansard . Leave granted. [See paper 3699.] The following material was incorporated — 1. A Level 8 manager (salary $101,155) a level 7 Principal Pay Equity Adviser position (salary $85,053) which is job shared between two people, and a Level 4 Pay Equity Adviser (salary $54,510). 2. The total recurrent expenditure for the Unit for 2007/2008 is $405,152. 3. Major specific initiatives undertaken in 2006/07 were: · A review of the recommendations of the 2004 Todd/Eveline report on the Gender Pay gap in Western Australia in relation to the federal Work Choices legislation. · Met with all relevant stakeholders in WA, employers, unions, key public sector agencies and academics, to assess support and understanding of pay equity in WA; · Completed a detailed analysis of data to understand the status of pay equity in public sector agencies. · Conducted information sessions on pay equity with public sector agencies and trade unions; · Analysed the gender pay gap in WA by industry; · Commenced development of pay equity case studies in target industries — mining, finance, public sector; · Conducted a pilot pay equity audit in Dental Health Services; · Developed pay equity information resources and launched the pay equity website www.payequity.wa.gov.au; · Developed the Pay Equity Employer Toolkit , a resource packaged for organisations that outlines how to turn data from a pay equity audit into achievable pay equity strategies. The Pay Equity Unit’s key projects for 2007 and 2008 are: · A pay equity seminar with an international guest speaker; held in July 2007 attended by 150 people at which the Pay Equity Employer Toolkit was launched; · Distribution of over 500 copies of the Pay Equity Employer Toolkit to public and private sector organisations; · Commissioning of research currently being undertaken on the interaction between women’s wages and their labour market participation; · Provision of pay equity reports to each of the 26 largest state government agencies, providing an overview of key gender equity statistics for each agency. · Working with four public sector agencies and one large private sector organisation that are undertaking comprehensive pay equity audits; · Ongoing consultation with the mining industry on strategies to attract more women to the industry. 4. No specific information on the cost of each initiative is available. In 2006/2007 the Unit’s budget was allocated as follows: Remuneration $237,398 Staff costs including recruitment, training, superannuation, travel; and vehicles $51,652 Operating costs including research and promotional activities and printing $107,771 In 2007/2008 the Unit’s budget was allocated as follows: Remuneration $246 895
I thank Hon Helen Morton for some notice of the question. The answer is quite lengthy—three pages—so I table the answer and seek leave to have it incorporated into Hansard . Leave granted. [See paper 3699.] The following material was incorporated — 1. A Level 8 manager (salary $101,155) a level 7 Principal Pay Equity Adviser position (salary $85,053) which is job shared between two people, and a Level 4 Pay Equity Adviser (salary $54,510). 2. The total recurrent expenditure for the Unit for 2007/2008 is $405,152. 3. Major specific initiatives undertaken in 2006/07 were: · A review of the recommendations of the 2004 Todd/Eveline report on the Gender Pay gap in Western Australia in relation to the federal Work Choices legislation. · Met with all relevant stakeholders in WA, employers, unions, key public sector agencies and academics, to assess support and understanding of pay equity in WA; · Completed a detailed analysis of data to understand the status of pay equity in public sector agencies. · Conducted information sessions on pay equity with public sector agencies and trade unions; · Analysed the gender pay gap in WA by industry; · Commenced development of pay equity case studies in target industries — mining, finance, public sector; · Conducted a pilot pay equity audit in Dental Health Services; · Developed pay equity information resources and launched the pay equity website www.payequity.wa.gov.au; · Developed the Pay Equity Employer Toolkit , a resource packaged for organisations that outlines how to turn data from a pay equity audit into achievable pay equity strategies. The Pay Equity Unit’s key projects for 2007 and 2008 are: · A pay equity seminar with an international guest speaker; held in July 2007 attended by 150 people at which the Pay Equity Employer Toolkit was launched; · Distribution of over 500 copies of the Pay Equity Employer Toolkit to public and private sector organisations; · Commissioning of research currently being undertaken on the interaction between women’s wages and their labour market participation; · Provision of pay equity reports to each of the 26 largest state government agencies, providing an overview of key gender equity statistics for each agency. · Working with four public sector agencies and one large private sector organisation that are undertaking comprehensive pay equity audits; · Ongoing consultation with the mining industry on strategies to attract more women to the industry. 4. No specific information on the cost of each initiative is available. In 2006/2007 the Unit’s budget was allocated as follows: Remuneration $237,398 Staff costs including recruitment, training, superannuation, travel; and vehicles $51,652 Operating costs including research and promotional activities and printing $107,771 In 2007/2008 the Unit’s budget was allocated as follows: Remuneration $246 895
Leave granted. [See paper 3699.] The following material was incorporated — 1. A Level 8 manager (salary $101,155) a level 7 Principal Pay Equity Adviser position (salary $85,053) which is job shared between two people, and a Level 4 Pay Equity Adviser (salary $54,510). 2. The total recurrent expenditure for the Unit for 2007/2008 is $405,152. 3. Major specific initiatives undertaken in 2006/07 were: · A review of the recommendations of the 2004 Todd/Eveline report on the Gender Pay gap in Western Australia in relation to the federal Work Choices legislation. · Met with all relevant stakeholders in WA, employers, unions, key public sector agencies and academics, to assess support and understanding of pay equity in WA; · Completed a detailed analysis of data to understand the status of pay equity in public sector agencies. · Conducted information sessions on pay equity with public sector agencies and trade unions; · Analysed the gender pay gap in WA by industry; · Commenced development of pay equity case studies in target industries — mining, finance, public sector; · Conducted a pilot pay equity audit in Dental Health Services; · Developed pay equity information resources and launched the pay equity website www.payequity.wa.gov.au; · Developed the Pay Equity Employer Toolkit , a resource packaged for organisations that outlines how to turn data from a pay equity audit into achievable pay equity strategies. The Pay Equity Unit’s key projects for 2007 and 2008 are: · A pay equity seminar with an international guest speaker; held in July 2007 attended by 150 people at which the Pay Equity Employer Toolkit was launched; · Distribution of over 500 copies of the Pay Equity Employer Toolkit to public and private sector organisations; · Commissioning of research currently being undertaken on the interaction between women’s wages and their labour market participation; · Provision of pay equity reports to each of the 26 largest state government agencies, providing an overview of key gender equity statistics for each agency. · Working with four public sector agencies and one large private sector organisation that are undertaking comprehensive pay equity audits; · Ongoing consultation with the mining industry on strategies to attract more women to the industry. 4. No specific information on the cost of each initiative is available. In 2006/2007 the Unit’s budget was allocated as follows: Remuneration $237,398 Staff costs including recruitment, training, superannuation, travel; and vehicles $51,652 Operating costs including research and promotional activities and printing $107,771 In 2007/2008 the Unit’s budget was allocated as follows: Remuneration $246 895
[See paper 3699.] The following material was incorporated — 1. A Level 8 manager (salary $101,155) a level 7 Principal Pay Equity Adviser position (salary $85,053) which is job shared between two people, and a Level 4 Pay Equity Adviser (salary $54,510). 2. The total recurrent expenditure for the Unit for 2007/2008 is $405,152. 3. Major specific initiatives undertaken in 2006/07 were: · A review of the recommendations of the 2004 Todd/Eveline report on the Gender Pay gap in Western Australia in relation to the federal Work Choices legislation. · Met with all relevant stakeholders in WA, employers, unions, key public sector agencies and academics, to assess support and understanding of pay equity in WA; · Completed a detailed analysis of data to understand the status of pay equity in public sector agencies. · Conducted information sessions on pay equity with public sector agencies and trade unions; · Analysed the gender pay gap in WA by industry; · Commenced development of pay equity case studies in target industries — mining, finance, public sector; · Conducted a pilot pay equity audit in Dental Health Services; · Developed pay equity information resources and launched the pay equity website www.payequity.wa.gov.au; · Developed the Pay Equity Employer Toolkit , a resource packaged for organisations that outlines how to turn data from a pay equity audit into achievable pay equity strategies. The Pay Equity Unit’s key projects for 2007 and 2008 are: · A pay equity seminar with an international guest speaker; held in July 2007 attended by 150 people at which the Pay Equity Employer Toolkit was launched; · Distribution of over 500 copies of the Pay Equity Employer Toolkit to public and private sector organisations; · Commissioning of research currently being undertaken on the interaction between women’s wages and their labour market participation; · Provision of pay equity reports to each of the 26 largest state government agencies, providing an overview of key gender equity statistics for each agency. · Working with four public sector agencies and one large private sector organisation that are undertaking comprehensive pay equity audits; · Ongoing consultation with the mining industry on strategies to attract more women to the industry. 4. No specific information on the cost of each initiative is available. In 2006/2007 the Unit’s budget was allocated as follows: Remuneration $237,398 Staff costs including recruitment, training, superannuation, travel; and vehicles $51,652 Operating costs including research and promotional activities and printing $107,771 In 2007/2008 the Unit’s budget was allocated as follows: Remuneration $246 895
The following material was incorporated — 1. A Level 8 manager (salary $101,155) a level 7 Principal Pay Equity Adviser position (salary $85,053) which is job shared between two people, and a Level 4 Pay Equity Adviser (salary $54,510). 2. The total recurrent expenditure for the Unit for 2007/2008 is $405,152. 3. Major specific initiatives undertaken in 2006/07 were: · A review of the recommendations of the 2004 Todd/Eveline report on the Gender Pay gap in Western Australia in relation to the federal Work Choices legislation. · Met with all relevant stakeholders in WA, employers, unions, key public sector agencies and academics, to assess support and understanding of pay equity in WA; · Completed a detailed analysis of data to understand the status of pay equity in public sector agencies. · Conducted information sessions on pay equity with public sector agencies and trade unions; · Analysed the gender pay gap in WA by industry; · Commenced development of pay equity case studies in target industries — mining, finance, public sector; · Conducted a pilot pay equity audit in Dental Health Services; · Developed pay equity information resources and launched the pay equity website www.payequity.wa.gov.au; · Developed the Pay Equity Employer Toolkit , a resource packaged for organisations that outlines how to turn data from a pay equity audit into achievable pay equity strategies. The Pay Equity Unit’s key projects for 2007 and 2008 are: · A pay equity seminar with an international guest speaker; held in July 2007 attended by 150 people at which the Pay Equity Employer Toolkit was launched; · Distribution of over 500 copies of the Pay Equity Employer Toolkit to public and private sector organisations; · Commissioning of research currently being undertaken on the interaction between women’s wages and their labour market participation; · Provision of pay equity reports to each of the 26 largest state government agencies, providing an overview of key gender equity statistics for each agency. · Working with four public sector agencies and one large private sector organisation that are undertaking comprehensive pay equity audits; · Ongoing consultation with the mining industry on strategies to attract more women to the industry. 4. No specific information on the cost of each initiative is available. In 2006/2007 the Unit’s budget was allocated as follows: Remuneration $237,398 Staff costs including recruitment, training, superannuation, travel; and vehicles $51,652 Operating costs including research and promotional activities and printing $107,771 In 2007/2008 the Unit’s budget was allocated as follows: Remuneration $246 895
1. A Level 8 manager (salary $101,155) a level 7 Principal Pay Equity Adviser position (salary $85,053) which is job shared between two people, and a Level 4 Pay Equity Adviser (salary $54,510). 2. The total recurrent expenditure for the Unit for 2007/2008 is $405,152. 3. Major specific initiatives undertaken in 2006/07 were: · A review of the recommendations of the 2004 Todd/Eveline report on the Gender Pay gap in Western Australia in relation to the federal Work Choices legislation. · Met with all relevant stakeholders in WA, employers, unions, key public sector agencies and academics, to assess support and understanding of pay equity in WA; · Completed a detailed analysis of data to understand the status of pay equity in public sector agencies. · Conducted information sessions on pay equity with public sector agencies and trade unions; · Analysed the gender pay gap in WA by industry; · Commenced development of pay equity case studies in target industries — mining, finance, public sector; · Conducted a pilot pay equity audit in Dental Health Services; · Developed pay equity information resources and launched the pay equity website www.payequity.wa.gov.au; · Developed the Pay Equity Employer Toolkit , a resource packaged for organisations that outlines how to turn data from a pay equity audit into achievable pay equity strategies. The Pay Equity Unit’s key projects for 2007 and 2008 are: · A pay equity seminar with an international guest speaker; held in July 2007 attended by 150 people at which the Pay Equity Employer Toolkit was launched; · Distribution of over 500 copies of the Pay Equity Employer Toolkit to public and private sector organisations; · Commissioning of research currently being undertaken on the interaction between women’s wages and their labour market participation; · Provision of pay equity reports to each of the 26 largest state government agencies, providing an overview of key gender equity statistics for each agency. · Working with four public sector agencies and one large private sector organisation that are undertaking comprehensive pay equity audits; · Ongoing consultation with the mining industry on strategies to attract more women to the industry. 4. No specific information on the cost of each initiative is available. In 2006/2007 the Unit’s budget was allocated as follows: Remuneration $237,398 Staff costs including recruitment, training, superannuation, travel; and vehicles $51,652 Operating costs including research and promotional activities and printing $107,771 In 2007/2008 the Unit’s budget was allocated as follows: Remuneration $246 895
1. A Level 8 manager (salary $101,155) a level 7 Principal Pay Equity Adviser position (salary $85,053) which is job shared between two people, and a Level 4 Pay Equity Adviser (salary $54,510). 2. The total recurrent expenditure for the Unit for 2007/2008 is $405,152. 3. Major specific initiatives undertaken in 2006/07 were: · A review of the recommendations of the 2004 Todd/Eveline report on the Gender Pay gap in Western Australia in relation to the federal Work Choices legislation. · Met with all relevant stakeholders in WA, employers, unions, key public sector agencies and academics, to assess support and understanding of pay equity in WA; · Completed a detailed analysis of data to understand the status of pay equity in public sector agencies. · Conducted information sessions on pay equity with public sector agencies and trade unions; · Analysed the gender pay gap in WA by industry; · Commenced development of pay equity case studies in target industries — mining, finance, public sector; · Conducted a pilot pay equity audit in Dental Health Services; · Developed pay equity information resources and launched the pay equity website www.payequity.wa.gov.au; · Developed the Pay Equity Employer Toolkit , a resource packaged for organisations that outlines how to turn data from a pay equity audit into achievable pay equity strategies. The Pay Equity Unit’s key projects for 2007 and 2008 are: · A pay equity seminar with an international guest speaker; held in July 2007 attended by 150 people at which the Pay Equity Employer Toolkit was launched; · Distribution of over 500 copies of the Pay Equity Employer Toolkit to public and private sector organisations; · Commissioning of research currently being undertaken on the interaction between women’s wages and their labour market participation; · Provision of pay equity reports to each of the 26 largest state government agencies, providing an overview of key gender equity statistics for each agency. · Working with four public sector agencies and one large private sector organisation that are undertaking comprehensive pay equity audits; · Ongoing consultation with the mining industry on strategies to attract more women to the industry. 4. No specific information on the cost of each initiative is available. In 2006/2007 the Unit’s budget was allocated as follows: Remuneration $237,398 Staff costs including recruitment, training, superannuation, travel; and vehicles $51,652 Operating costs including research and promotional activities and printing $107,771 In 2007/2008 the Unit’s budget was allocated as follows: Remuneration $246 895
2. The total recurrent expenditure for the Unit for 2007/2008 is $405,152. 3. Major specific initiatives undertaken in 2006/07 were: · A review of the recommendations of the 2004 Todd/Eveline report on the Gender Pay gap in Western Australia in relation to the federal Work Choices legislation. · Met with all relevant stakeholders in WA, employers, unions, key public sector agencies and academics, to assess support and understanding of pay equity in WA; · Completed a detailed analysis of data to understand the status of pay equity in public sector agencies. · Conducted information sessions on pay equity with public sector agencies and trade unions; · Analysed the gender pay gap in WA by industry; · Commenced development of pay equity case studies in target industries — mining, finance, public sector; · Conducted a pilot pay equity audit in Dental Health Services; · Developed pay equity information resources and launched the pay equity website www.payequity.wa.gov.au; · Developed the Pay Equity Employer Toolkit , a resource packaged for organisations that outlines how to turn data from a pay equity audit into achievable pay equity strategies. The Pay Equity Unit’s key projects for 2007 and 2008 are: · A pay equity seminar with an international guest speaker; held in July 2007 attended by 150 people at which the Pay Equity Employer Toolkit was launched; · Distribution of over 500 copies of the Pay Equity Employer Toolkit to public and private sector organisations; · Commissioning of research currently being undertaken on the interaction between women’s wages and their labour market participation; · Provision of pay equity reports to each of the 26 largest state government agencies, providing an overview of key gender equity statistics for each agency. · Working with four public sector agencies and one large private sector organisation that are undertaking comprehensive pay equity audits; · Ongoing consultation with the mining industry on strategies to attract more women to the industry. 4. No specific information on the cost of each initiative is available. In 2006/2007 the Unit’s budget was allocated as follows: Remuneration $237,398 Staff costs including recruitment, training, superannuation, travel; and vehicles $51,652 Operating costs including research and promotional activities and printing $107,771 In 2007/2008 the Unit’s budget was allocated as follows: Remuneration $246 895
3. Major specific initiatives undertaken in 2006/07 were: · A review of the recommendations of the 2004 Todd/Eveline report on the Gender Pay gap in Western Australia in relation to the federal Work Choices legislation. · Met with all relevant stakeholders in WA, employers, unions, key public sector agencies and academics, to assess support and understanding of pay equity in WA; · Completed a detailed analysis of data to understand the status of pay equity in public sector agencies. · Conducted information sessions on pay equity with public sector agencies and trade unions; · Analysed the gender pay gap in WA by industry; · Commenced development of pay equity case studies in target industries — mining, finance, public sector; · Conducted a pilot pay equity audit in Dental Health Services; · Developed pay equity information resources and launched the pay equity website www.payequity.wa.gov.au; · Developed the Pay Equity Employer Toolkit , a resource packaged for organisations that outlines how to turn data from a pay equity audit into achievable pay equity strategies. The Pay Equity Unit’s key projects for 2007 and 2008 are: · A pay equity seminar with an international guest speaker; held in July 2007 attended by 150 people at which the Pay Equity Employer Toolkit was launched; · Distribution of over 500 copies of the Pay Equity Employer Toolkit to public and private sector organisations; · Commissioning of research currently being undertaken on the interaction between women’s wages and their labour market participation; · Provision of pay equity reports to each of the 26 largest state government agencies, providing an overview of key gender equity statistics for each agency. · Working with four public sector agencies and one large private sector organisation that are undertaking comprehensive pay equity audits; · Ongoing consultation with the mining industry on strategies to attract more women to the industry. 4. No specific information on the cost of each initiative is available. In 2006/2007 the Unit’s budget was allocated as follows: Remuneration $237,398 Staff costs including recruitment, training, superannuation, travel; and vehicles $51,652 Operating costs including research and promotional activities and printing $107,771 In 2007/2008 the Unit’s budget was allocated as follows: Remuneration $246 895
· Met with all relevant stakeholders in WA, employers, unions, key public sector agencies and academics, to assess support and understanding of pay equity in WA; · Completed a detailed analysis of data to understand the status of pay equity in public sector agencies. · Conducted information sessions on pay equity with public sector agencies and trade unions; · Analysed the gender pay gap in WA by industry; · Commenced development of pay equity case studies in target industries — mining, finance, public sector; · Conducted a pilot pay equity audit in Dental Health Services; · Developed pay equity information resources and launched the pay equity website www.payequity.wa.gov.au; · Developed the Pay Equity Employer Toolkit , a resource packaged for organisations that outlines how to turn data from a pay equity audit into achievable pay equity strategies.
· Completed a detailed analysis of data to understand the status of pay equity in public sector agencies. · Conducted information sessions on pay equity with public sector agencies and trade unions; · Analysed the gender pay gap in WA by industry; · Commenced development of pay equity case studies in target industries — mining, finance, public sector; · Conducted a pilot pay equity audit in Dental Health Services; · Developed pay equity information resources and launched the pay equity website www.payequity.wa.gov.au; · Developed the Pay Equity Employer Toolkit , a resource packaged for organisations that outlines how to turn data from a pay equity audit into achievable pay equity strategies.
· Conducted information sessions on pay equity with public sector agencies and trade unions; · Analysed the gender pay gap in WA by industry; · Commenced development of pay equity case studies in target industries — mining, finance, public sector; · Conducted a pilot pay equity audit in Dental Health Services; · Developed pay equity information resources and launched the pay equity website www.payequity.wa.gov.au; · Developed the Pay Equity Employer Toolkit , a resource packaged for organisations that outlines how to turn data from a pay equity audit into achievable pay equity strategies.
· Analysed the gender pay gap in WA by industry; · Commenced development of pay equity case studies in target industries — mining, finance, public sector; · Conducted a pilot pay equity audit in Dental Health Services; · Developed pay equity information resources and launched the pay equity website www.payequity.wa.gov.au; · Developed the Pay Equity Employer Toolkit , a resource packaged for organisations that outlines how to turn data from a pay equity audit into achievable pay equity strategies.
· Commenced development of pay equity case studies in target industries — mining, finance, public sector; · Conducted a pilot pay equity audit in Dental Health Services; · Developed pay equity information resources and launched the pay equity website www.payequity.wa.gov.au; · Developed the Pay Equity Employer Toolkit , a resource packaged for organisations that outlines how to turn data from a pay equity audit into achievable pay equity strategies.
· Conducted a pilot pay equity audit in Dental Health Services; · Developed pay equity information resources and launched the pay equity website www.payequity.wa.gov.au; · Developed the Pay Equity Employer Toolkit , a resource packaged for organisations that outlines how to turn data from a pay equity audit into achievable pay equity strategies.
· Developed pay equity information resources and launched the pay equity website www.payequity.wa.gov.au; · Developed the Pay Equity Employer Toolkit , a resource packaged for organisations that outlines how to turn data from a pay equity audit into achievable pay equity strategies.
· Developed the Pay Equity Employer Toolkit , a resource packaged for organisations that outlines how to turn data from a pay equity audit into achievable pay equity strategies.
· Distribution of over 500 copies of the Pay Equity Employer Toolkit to public and private sector organisations; · Commissioning of research currently being undertaken on the interaction between women’s wages and their labour market participation; · Provision of pay equity reports to each of the 26 largest state government agencies, providing an overview of key gender equity statistics for each agency. · Working with four public sector agencies and one large private sector organisation that are undertaking comprehensive pay equity audits; · Ongoing consultation with the mining industry on strategies to attract more women to the industry.
· Commissioning of research currently being undertaken on the interaction between women’s wages and their labour market participation; · Provision of pay equity reports to each of the 26 largest state government agencies, providing an overview of key gender equity statistics for each agency. · Working with four public sector agencies and one large private sector organisation that are undertaking comprehensive pay equity audits; · Ongoing consultation with the mining industry on strategies to attract more women to the industry.
· Provision of pay equity reports to each of the 26 largest state government agencies, providing an overview of key gender equity statistics for each agency. · Working with four public sector agencies and one large private sector organisation that are undertaking comprehensive pay equity audits; · Ongoing consultation with the mining industry on strategies to attract more women to the industry.
· Working with four public sector agencies and one large private sector organisation that are undertaking comprehensive pay equity audits; · Ongoing consultation with the mining industry on strategies to attract more women to the industry.
· Ongoing consultation with the mining industry on strategies to attract more women to the industry.
In 2006/2007 the Unit’s budget was allocated as follows: Remuneration $237,398 Staff costs including recruitment, training, superannuation, travel; and vehicles $51,652 Operating costs including research and promotional activities and printing $107,771 In 2007/2008 the Unit’s budget was allocated as follows: Remuneration $246 895
Staff costs including recruitment, training, superannuation, travel; and vehicles $51,652 Operating costs including research and promotional activities and printing $107,771 In 2007/2008 the Unit’s budget was allocated as follows: Remuneration $246 895
Operating costs including research and promotional activities and printing $107,771 In 2007/2008 the Unit’s budget was allocated as follows: Remuneration $246 895
In 2007/2008 the Unit’s budget was allocated as follows: Remuneration $246 895
Remuneration $246 895
(2) What is the total recurrent expenditure for the unit in 2007-08? (3) Please outline the specific initiatives undertaken by the unit in 2006-07, and those completed or planned for 2007-08. (4) What did each initiative cost in 2006-07? (5) What budget has been allocated to each initiative in 2007-08? Hon JON FORD replied: I thank Hon Helen Morton for some notice of the question. The answer is quite lengthy—three pages—so I table the answer and seek leave to have it incorporated into Hansard . Leave granted. [See paper 3699.] The following material was incorporated — 1. A Level 8 manager (salary $101,155) a level 7 Principal Pay Equity Adviser position (salary $85,053) which is job shared between two people, and a Level 4 Pay Equity Adviser (salary $54,510). 2. The total recurrent expenditure for the Unit for 2007/2008 is $405,152. 3. Major specific initiatives undertaken in 2006/07 were: · A review of the recommendations of the 2004 Todd/Eveline report on the Gender Pay gap in Western Australia in relation to the federal Work Choices legislation. · Met with all relevant stakeholders in WA, employers, unions, key public sector agencies and academics, to assess support and understanding of pay equity in WA; · Completed a detailed analysis of data to understand the status of pay equity in public sector agencies. · Conducted information sessions on pay equity with public sector agencies and trade unions; · Analysed the gender pay gap in WA by industry; · Commenced development of pay equity case studies in target industries — mining, finance, public sector; · Conducted a pilot pay equity audit in Dental Health Services; · Developed pay equity information resources and launched the pay equity website www.payequity.wa.gov.au; · Developed the Pay Equity Employer Toolkit , a resource packaged for organisations that outlines how to turn data from a pay equity audit into achievable pay equity strategies. The Pay Equity Unit’s key projects for 2007 and 2008 are: · A pay equity seminar with an international guest speaker; held in July 2007 attended by 150 people at which the Pay Equity Employer Toolkit was launched; · Distribution of over 500 copies of the Pay Equity Employer Toolkit to public and private sector organisations; · Commissioning of research currently being undertaken on the interaction between women’s wages and their labour market participation; · Provision of pay equity reports to each of the 26 largest state government agencies, providing an overview of key gender equity statistics for each agency. · Working with four public sector agencies and one large private sector organisation that are undertaking comprehensive pay equity audits; · Ongoing consultation with the mining industry on strategies to attract more women to the industry. 4. No specific information on the cost of each initiative is available. In 2006/2007 the Unit’s budget was allocated as follows: Remuneration $237,398 Staff costs including recruitment, training, superannuation, travel; and vehicles $51,652 Operating costs including research and promotional activities and printing $107,771 In 2007/2008 the Unit’s budget was allocated as follows: Remuneration $246 895
(3) Please outline the specific initiatives undertaken by the unit in 2006-07, and those completed or planned for 2007-08. (4) What did each initiative cost in 2006-07? (5) What budget has been allocated to each initiative in 2007-08? Hon JON FORD replied: I thank Hon Helen Morton for some notice of the question. The answer is quite lengthy—three pages—so I table the answer and seek leave to have it incorporated into Hansard . Leave granted. [See paper 3699.] The following material was incorporated — 1. A Level 8 manager (salary $101,155) a level 7 Principal Pay Equity Adviser position (salary $85,053) which is job shared between two people, and a Level 4 Pay Equity Adviser (salary $54,510). 2. The total recurrent expenditure for the Unit for 2007/2008 is $405,152. 3. Major specific initiatives undertaken in 2006/07 were: · A review of the recommendations of the 2004 Todd/Eveline report on the Gender Pay gap in Western Australia in relation to the federal Work Choices legislation. · Met with all relevant stakeholders in WA, employers, unions, key public sector agencies and academics, to assess support and understanding of pay equity in WA; · Completed a detailed analysis of data to understand the status of pay equity in public sector agencies. · Conducted information sessions on pay equity with public sector agencies and trade unions; · Analysed the gender pay gap in WA by industry; · Commenced development of pay equity case studies in target industries — mining, finance, public sector; · Conducted a pilot pay equity audit in Dental Health Services; · Developed pay equity information resources and launched the pay equity website www.payequity.wa.gov.au; · Developed the Pay Equity Employer Toolkit , a resource packaged for organisations that outlines how to turn data from a pay equity audit into achievable pay equity strategies. The Pay Equity Unit’s key projects for 2007 and 2008 are: · A pay equity seminar with an international guest speaker; held in July 2007 attended by 150 people at which the Pay Equity Employer Toolkit was launched; · Distribution of over 500 copies of the Pay Equity Employer Toolkit to public and private sector organisations; · Commissioning of research currently being undertaken on the interaction between women’s wages and their labour market participation; · Provision of pay equity reports to each of the 26 largest state government agencies, providing an overview of key gender equity statistics for each agency. · Working with four public sector agencies and one large private sector organisation that are undertaking comprehensive pay equity audits; · Ongoing consultation with the mining industry on strategies to attract more women to the industry. 4. No specific information on the cost of each initiative is available. In 2006/2007 the Unit’s budget was allocated as follows: Remuneration $237,398 Staff costs including recruitment, training, superannuation, travel; and vehicles $51,652 Operating costs including research and promotional activities and printing $107,771 In 2007/2008 the Unit’s budget was allocated as follows: Remuneration $246 895
(4) What did each initiative cost in 2006-07? (5) What budget has been allocated to each initiative in 2007-08? Hon JON FORD replied: I thank Hon Helen Morton for some notice of the question. The answer is quite lengthy—three pages—so I table the answer and seek leave to have it incorporated into Hansard . Leave granted. [See paper 3699.] The following material was incorporated — 1. A Level 8 manager (salary $101,155) a level 7 Principal Pay Equity Adviser position (salary $85,053) which is job shared between two people, and a Level 4 Pay Equity Adviser (salary $54,510). 2. The total recurrent expenditure for the Unit for 2007/2008 is $405,152. 3. Major specific initiatives undertaken in 2006/07 were: · A review of the recommendations of the 2004 Todd/Eveline report on the Gender Pay gap in Western Australia in relation to the federal Work Choices legislation. · Met with all relevant stakeholders in WA, employers, unions, key public sector agencies and academics, to assess support and understanding of pay equity in WA; · Completed a detailed analysis of data to understand the status of pay equity in public sector agencies. · Conducted information sessions on pay equity with public sector agencies and trade unions; · Analysed the gender pay gap in WA by industry; · Commenced development of pay equity case studies in target industries — mining, finance, public sector; · Conducted a pilot pay equity audit in Dental Health Services; · Developed pay equity information resources and launched the pay equity website www.payequity.wa.gov.au; · Developed the Pay Equity Employer Toolkit , a resource packaged for organisations that outlines how to turn data from a pay equity audit into achievable pay equity strategies. The Pay Equity Unit’s key projects for 2007 and 2008 are: · A pay equity seminar with an international guest speaker; held in July 2007 attended by 150 people at which the Pay Equity Employer Toolkit was launched; · Distribution of over 500 copies of the Pay Equity Employer Toolkit to public and private sector organisations; · Commissioning of research currently being undertaken on the interaction between women’s wages and their labour market participation; · Provision of pay equity reports to each of the 26 largest state government agencies, providing an overview of key gender equity statistics for each agency. · Working with four public sector agencies and one large private sector organisation that are undertaking comprehensive pay equity audits; · Ongoing consultation with the mining industry on strategies to attract more women to the industry. 4. No specific information on the cost of each initiative is available. In 2006/2007 the Unit’s budget was allocated as follows: Remuneration $237,398 Staff costs including recruitment, training, superannuation, travel; and vehicles $51,652 Operating costs including research and promotional activities and printing $107,771 In 2007/2008 the Unit’s budget was allocated as follows: Remuneration $246 895
(5) What budget has been allocated to each initiative in 2007-08? Hon JON FORD replied: I thank Hon Helen Morton for some notice of the question. The answer is quite lengthy—three pages—so I table the answer and seek leave to have it incorporated into Hansard . Leave granted. [See paper 3699.] The following material was incorporated — 1. A Level 8 manager (salary $101,155) a level 7 Principal Pay Equity Adviser position (salary $85,053) which is job shared between two people, and a Level 4 Pay Equity Adviser (salary $54,510). 2. The total recurrent expenditure for the Unit for 2007/2008 is $405,152. 3. Major specific initiatives undertaken in 2006/07 were: · A review of the recommendations of the 2004 Todd/Eveline report on the Gender Pay gap in Western Australia in relation to the federal Work Choices legislation. · Met with all relevant stakeholders in WA, employers, unions, key public sector agencies and academics, to assess support and understanding of pay equity in WA; · Completed a detailed analysis of data to understand the status of pay equity in public sector agencies. · Conducted information sessions on pay equity with public sector agencies and trade unions; · Analysed the gender pay gap in WA by industry; · Commenced development of pay equity case studies in target industries — mining, finance, public sector; · Conducted a pilot pay equity audit in Dental Health Services; · Developed pay equity information resources and launched the pay equity website www.payequity.wa.gov.au; · Developed the Pay Equity Employer Toolkit , a resource packaged for organisations that outlines how to turn data from a pay equity audit into achievable pay equity strategies. The Pay Equity Unit’s key projects for 2007 and 2008 are: · A pay equity seminar with an international guest speaker; held in July 2007 attended by 150 people at which the Pay Equity Employer Toolkit was launched; · Distribution of over 500 copies of the Pay Equity Employer Toolkit to public and private sector organisations; · Commissioning of research currently being undertaken on the interaction between women’s wages and their labour market participation; · Provision of pay equity reports to each of the 26 largest state government agencies, providing an overview of key gender equity statistics for each agency. · Working with four public sector agencies and one large private sector organisation that are undertaking comprehensive pay equity audits; · Ongoing consultation with the mining industry on strategies to attract more women to the industry. 4. No specific information on the cost of each initiative is available. In 2006/2007 the Unit’s budget was allocated as follows: Remuneration $237,398 Staff costs including recruitment, training, superannuation, travel; and vehicles $51,652 Operating costs including research and promotional activities and printing $107,771 In 2007/2008 the Unit’s budget was allocated as follows: Remuneration $246 895
Hon JON FORD replied: I thank Hon Helen Morton for some notice of the question. The answer is quite lengthy—three pages—so I table the answer and seek leave to have it incorporated into Hansard . Leave granted. [See paper 3699.] The following material was incorporated — 1. A Level 8 manager (salary $101,155) a level 7 Principal Pay Equity Adviser position (salary $85,053) which is job shared between two people, and a Level 4 Pay Equity Adviser (salary $54,510). 2. The total recurrent expenditure for the Unit for 2007/2008 is $405,152. 3. Major specific initiatives undertaken in 2006/07 were: · A review of the recommendations of the 2004 Todd/Eveline report on the Gender Pay gap in Western Australia in relation to the federal Work Choices legislation. · Met with all relevant stakeholders in WA, employers, unions, key public sector agencies and academics, to assess support and understanding of pay equity in WA; · Completed a detailed analysis of data to understand the status of pay equity in public sector agencies. · Conducted information sessions on pay equity with public sector agencies and trade unions; · Analysed the gender pay gap in WA by industry; · Commenced development of pay equity case studies in target industries — mining, finance, public sector; · Conducted a pilot pay equity audit in Dental Health Services; · Developed pay equity information resources and launched the pay equity website www.payequity.wa.gov.au; · Developed the Pay Equity Employer Toolkit , a resource packaged for organisations that outlines how to turn data from a pay equity audit into achievable pay equity strategies. The Pay Equity Unit’s key projects for 2007 and 2008 are: · A pay equity seminar with an international guest speaker; held in July 2007 attended by 150 people at which the Pay Equity Employer Toolkit was launched; · Distribution of over 500 copies of the Pay Equity Employer Toolkit to public and private sector organisations; · Commissioning of research currently being undertaken on the interaction between women’s wages and their labour market participation; · Provision of pay equity reports to each of the 26 largest state government agencies, providing an overview of key gender equity statistics for each agency. · Working with four public sector agencies and one large private sector organisation that are undertaking comprehensive pay equity audits; · Ongoing consultation with the mining industry on strategies to attract more women to the industry. 4. No specific information on the cost of each initiative is available. In 2006/2007 the Unit’s budget was allocated as follows: Remuneration $237,398 Staff costs including recruitment, training, superannuation, travel; and vehicles $51,652 Operating costs including research and promotional activities and printing $107,771 In 2007/2008 the Unit’s budget was allocated as follows: Remuneration $246 895
I thank Hon Helen Morton for some notice of the question. The answer is quite lengthy—three pages—so I table the answer and seek leave to have it incorporated into Hansard . Leave granted. [See paper 3699.] The following material was incorporated — 1. A Level 8 manager (salary $101,155) a level 7 Principal Pay Equity Adviser position (salary $85,053) which is job shared between two people, and a Level 4 Pay Equity Adviser (salary $54,510). 2. The total recurrent expenditure for the Unit for 2007/2008 is $405,152. 3. Major specific initiatives undertaken in 2006/07 were: · A review of the recommendations of the 2004 Todd/Eveline report on the Gender Pay gap in Western Australia in relation to the federal Work Choices legislation. · Met with all relevant stakeholders in WA, employers, unions, key public sector agencies and academics, to assess support and understanding of pay equity in WA; · Completed a detailed analysis of data to understand the status of pay equity in public sector agencies. · Conducted information sessions on pay equity with public sector agencies and trade unions; · Analysed the gender pay gap in WA by industry; · Commenced development of pay equity case studies in target industries — mining, finance, public sector; · Conducted a pilot pay equity audit in Dental Health Services; · Developed pay equity information resources and launched the pay equity website www.payequity.wa.gov.au; · Developed the Pay Equity Employer Toolkit , a resource packaged for organisations that outlines how to turn data from a pay equity audit into achievable pay equity strategies. The Pay Equity Unit’s key projects for 2007 and 2008 are: · A pay equity seminar with an international guest speaker; held in July 2007 attended by 150 people at which the Pay Equity Employer Toolkit was launched; · Distribution of over 500 copies of the Pay Equity Employer Toolkit to public and private sector organisations; · Commissioning of research currently being undertaken on the interaction between women’s wages and their labour market participation; · Provision of pay equity reports to each of the 26 largest state government agencies, providing an overview of key gender equity statistics for each agency. · Working with four public sector agencies and one large private sector organisation that are undertaking comprehensive pay equity audits; · Ongoing consultation with the mining industry on strategies to attract more women to the industry. 4. No specific information on the cost of each initiative is available. In 2006/2007 the Unit’s budget was allocated as follows: Remuneration $237,398 Staff costs including recruitment, training, superannuation, travel; and vehicles $51,652 Operating costs including research and promotional activities and printing $107,771 In 2007/2008 the Unit’s budget was allocated as follows: Remuneration $246 895
Leave granted. [See paper 3699.] The following material was incorporated — 1. A Level 8 manager (salary $101,155) a level 7 Principal Pay Equity Adviser position (salary $85,053) which is job shared between two people, and a Level 4 Pay Equity Adviser (salary $54,510). 2. The total recurrent expenditure for the Unit for 2007/2008 is $405,152. 3. Major specific initiatives undertaken in 2006/07 were: · A review of the recommendations of the 2004 Todd/Eveline report on the Gender Pay gap in Western Australia in relation to the federal Work Choices legislation. · Met with all relevant stakeholders in WA, employers, unions, key public sector agencies and academics, to assess support and understanding of pay equity in WA; · Completed a detailed analysis of data to understand the status of pay equity in public sector agencies. · Conducted information sessions on pay equity with public sector agencies and trade unions; · Analysed the gender pay gap in WA by industry; · Commenced development of pay equity case studies in target industries — mining, finance, public sector; · Conducted a pilot pay equity audit in Dental Health Services; · Developed pay equity information resources and launched the pay equity website www.payequity.wa.gov.au; · Developed the Pay Equity Employer Toolkit , a resource packaged for organisations that outlines how to turn data from a pay equity audit into achievable pay equity strategies. The Pay Equity Unit’s key projects for 2007 and 2008 are: · A pay equity seminar with an international guest speaker; held in July 2007 attended by 150 people at which the Pay Equity Employer Toolkit was launched; · Distribution of over 500 copies of the Pay Equity Employer Toolkit to public and private sector organisations; · Commissioning of research currently being undertaken on the interaction between women’s wages and their labour market participation; · Provision of pay equity reports to each of the 26 largest state government agencies, providing an overview of key gender equity statistics for each agency. · Working with four public sector agencies and one large private sector organisation that are undertaking comprehensive pay equity audits; · Ongoing consultation with the mining industry on strategies to attract more women to the industry. 4. No specific information on the cost of each initiative is available. In 2006/2007 the Unit’s budget was allocated as follows: Remuneration $237,398 Staff costs including recruitment, training, superannuation, travel; and vehicles $51,652 Operating costs including research and promotional activities and printing $107,771 In 2007/2008 the Unit’s budget was allocated as follows: Remuneration $246 895
[See paper 3699.] The following material was incorporated — 1. A Level 8 manager (salary $101,155) a level 7 Principal Pay Equity Adviser position (salary $85,053) which is job shared between two people, and a Level 4 Pay Equity Adviser (salary $54,510). 2. The total recurrent expenditure for the Unit for 2007/2008 is $405,152. 3. Major specific initiatives undertaken in 2006/07 were: · A review of the recommendations of the 2004 Todd/Eveline report on the Gender Pay gap in Western Australia in relation to the federal Work Choices legislation. · Met with all relevant stakeholders in WA, employers, unions, key public sector agencies and academics, to assess support and understanding of pay equity in WA; · Completed a detailed analysis of data to understand the status of pay equity in public sector agencies. · Conducted information sessions on pay equity with public sector agencies and trade unions; · Analysed the gender pay gap in WA by industry; · Commenced development of pay equity case studies in target industries — mining, finance, public sector; · Conducted a pilot pay equity audit in Dental Health Services; · Developed pay equity information resources and launched the pay equity website www.payequity.wa.gov.au; · Developed the Pay Equity Employer Toolkit , a resource packaged for organisations that outlines how to turn data from a pay equity audit into achievable pay equity strategies. The Pay Equity Unit’s key projects for 2007 and 2008 are: · A pay equity seminar with an international guest speaker; held in July 2007 attended by 150 people at which the Pay Equity Employer Toolkit was launched; · Distribution of over 500 copies of the Pay Equity Employer Toolkit to public and private sector organisations; · Commissioning of research currently being undertaken on the interaction between women’s wages and their labour market participation; · Provision of pay equity reports to each of the 26 largest state government agencies, providing an overview of key gender equity statistics for each agency. · Working with four public sector agencies and one large private sector organisation that are undertaking comprehensive pay equity audits; · Ongoing consultation with the mining industry on strategies to attract more women to the industry. 4. No specific information on the cost of each initiative is available. In 2006/2007 the Unit’s budget was allocated as follows: Remuneration $237,398 Staff costs including recruitment, training, superannuation, travel; and vehicles $51,652 Operating costs including research and promotional activities and printing $107,771 In 2007/2008 the Unit’s budget was allocated as follows: Remuneration $246 895
The following material was incorporated — 1. A Level 8 manager (salary $101,155) a level 7 Principal Pay Equity Adviser position (salary $85,053) which is job shared between two people, and a Level 4 Pay Equity Adviser (salary $54,510). 2. The total recurrent expenditure for the Unit for 2007/2008 is $405,152. 3. Major specific initiatives undertaken in 2006/07 were: · A review of the recommendations of the 2004 Todd/Eveline report on the Gender Pay gap in Western Australia in relation to the federal Work Choices legislation. · Met with all relevant stakeholders in WA, employers, unions, key public sector agencies and academics, to assess support and understanding of pay equity in WA; · Completed a detailed analysis of data to understand the status of pay equity in public sector agencies. · Conducted information sessions on pay equity with public sector agencies and trade unions; · Analysed the gender pay gap in WA by industry; · Commenced development of pay equity case studies in target industries — mining, finance, public sector; · Conducted a pilot pay equity audit in Dental Health Services; · Developed pay equity information resources and launched the pay equity website www.payequity.wa.gov.au; · Developed the Pay Equity Employer Toolkit , a resource packaged for organisations that outlines how to turn data from a pay equity audit into achievable pay equity strategies. The Pay Equity Unit’s key projects for 2007 and 2008 are: · A pay equity seminar with an international guest speaker; held in July 2007 attended by 150 people at which the Pay Equity Employer Toolkit was launched; · Distribution of over 500 copies of the Pay Equity Employer Toolkit to public and private sector organisations; · Commissioning of research currently being undertaken on the interaction between women’s wages and their labour market participation; · Provision of pay equity reports to each of the 26 largest state government agencies, providing an overview of key gender equity statistics for each agency. · Working with four public sector agencies and one large private sector organisation that are undertaking comprehensive pay equity audits; · Ongoing consultation with the mining industry on strategies to attract more women to the industry. 4. No specific information on the cost of each initiative is available. In 2006/2007 the Unit’s budget was allocated as follows: Remuneration $237,398 Staff costs including recruitment, training, superannuation, travel; and vehicles $51,652 Operating costs including research and promotional activities and printing $107,771 In 2007/2008 the Unit’s budget was allocated as follows: Remuneration $246 895
1. A Level 8 manager (salary $101,155) a level 7 Principal Pay Equity Adviser position (salary $85,053) which is job shared between two people, and a Level 4 Pay Equity Adviser (salary $54,510). 2. The total recurrent expenditure for the Unit for 2007/2008 is $405,152. 3. Major specific initiatives undertaken in 2006/07 were: · A review of the recommendations of the 2004 Todd/Eveline report on the Gender Pay gap in Western Australia in relation to the federal Work Choices legislation. · Met with all relevant stakeholders in WA, employers, unions, key public sector agencies and academics, to assess support and understanding of pay equity in WA; · Completed a detailed analysis of data to understand the status of pay equity in public sector agencies. · Conducted information sessions on pay equity with public sector agencies and trade unions; · Analysed the gender pay gap in WA by industry; · Commenced development of pay equity case studies in target industries — mining, finance, public sector; · Conducted a pilot pay equity audit in Dental Health Services; · Developed pay equity information resources and launched the pay equity website www.payequity.wa.gov.au; · Developed the Pay Equity Employer Toolkit , a resource packaged for organisations that outlines how to turn data from a pay equity audit into achievable pay equity strategies. The Pay Equity Unit’s key projects for 2007 and 2008 are: · A pay equity seminar with an international guest speaker; held in July 2007 attended by 150 people at which the Pay Equity Employer Toolkit was launched; · Distribution of over 500 copies of the Pay Equity Employer Toolkit to public and private sector organisations; · Commissioning of research currently being undertaken on the interaction between women’s wages and their labour market participation; · Provision of pay equity reports to each of the 26 largest state government agencies, providing an overview of key gender equity statistics for each agency. · Working with four public sector agencies and one large private sector organisation that are undertaking comprehensive pay equity audits; · Ongoing consultation with the mining industry on strategies to attract more women to the industry. 4. No specific information on the cost of each initiative is available. In 2006/2007 the Unit’s budget was allocated as follows: Remuneration $237,398 Staff costs including recruitment, training, superannuation, travel; and vehicles $51,652 Operating costs including research and promotional activities and printing $107,771 In 2007/2008 the Unit’s budget was allocated as follows: Remuneration $246 895
1. A Level 8 manager (salary $101,155) a level 7 Principal Pay Equity Adviser position (salary $85,053) which is job shared between two people, and a Level 4 Pay Equity Adviser (salary $54,510). 2. The total recurrent expenditure for the Unit for 2007/2008 is $405,152. 3. Major specific initiatives undertaken in 2006/07 were: · A review of the recommendations of the 2004 Todd/Eveline report on the Gender Pay gap in Western Australia in relation to the federal Work Choices legislation. · Met with all relevant stakeholders in WA, employers, unions, key public sector agencies and academics, to assess support and understanding of pay equity in WA; · Completed a detailed analysis of data to understand the status of pay equity in public sector agencies. · Conducted information sessions on pay equity with public sector agencies and trade unions; · Analysed the gender pay gap in WA by industry; · Commenced development of pay equity case studies in target industries — mining, finance, public sector; · Conducted a pilot pay equity audit in Dental Health Services; · Developed pay equity information resources and launched the pay equity website www.payequity.wa.gov.au; · Developed the Pay Equity Employer Toolkit , a resource packaged for organisations that outlines how to turn data from a pay equity audit into achievable pay equity strategies. The Pay Equity Unit’s key projects for 2007 and 2008 are: · A pay equity seminar with an international guest speaker; held in July 2007 attended by 150 people at which the Pay Equity Employer Toolkit was launched; · Distribution of over 500 copies of the Pay Equity Employer Toolkit to public and private sector organisations; · Commissioning of research currently being undertaken on the interaction between women’s wages and their labour market participation; · Provision of pay equity reports to each of the 26 largest state government agencies, providing an overview of key gender equity statistics for each agency. · Working with four public sector agencies and one large private sector organisation that are undertaking comprehensive pay equity audits; · Ongoing consultation with the mining industry on strategies to attract more women to the industry. 4. No specific information on the cost of each initiative is available. In 2006/2007 the Unit’s budget was allocated as follows: Remuneration $237,398 Staff costs including recruitment, training, superannuation, travel; and vehicles $51,652 Operating costs including research and promotional activities and printing $107,771 In 2007/2008 the Unit’s budget was allocated as follows: Remuneration $246 895
2. The total recurrent expenditure for the Unit for 2007/2008 is $405,152. 3. Major specific initiatives undertaken in 2006/07 were: · A review of the recommendations of the 2004 Todd/Eveline report on the Gender Pay gap in Western Australia in relation to the federal Work Choices legislation. · Met with all relevant stakeholders in WA, employers, unions, key public sector agencies and academics, to assess support and understanding of pay equity in WA; · Completed a detailed analysis of data to understand the status of pay equity in public sector agencies. · Conducted information sessions on pay equity with public sector agencies and trade unions; · Analysed the gender pay gap in WA by industry; · Commenced development of pay equity case studies in target industries — mining, finance, public sector; · Conducted a pilot pay equity audit in Dental Health Services; · Developed pay equity information resources and launched the pay equity website www.payequity.wa.gov.au; · Developed the Pay Equity Employer Toolkit , a resource packaged for organisations that outlines how to turn data from a pay equity audit into achievable pay equity strategies. The Pay Equity Unit’s key projects for 2007 and 2008 are: · A pay equity seminar with an international guest speaker; held in July 2007 attended by 150 people at which the Pay Equity Employer Toolkit was launched; · Distribution of over 500 copies of the Pay Equity Employer Toolkit to public and private sector organisations; · Commissioning of research currently being undertaken on the interaction between women’s wages and their labour market participation; · Provision of pay equity reports to each of the 26 largest state government agencies, providing an overview of key gender equity statistics for each agency. · Working with four public sector agencies and one large private sector organisation that are undertaking comprehensive pay equity audits; · Ongoing consultation with the mining industry on strategies to attract more women to the industry. 4. No specific information on the cost of each initiative is available. In 2006/2007 the Unit’s budget was allocated as follows: Remuneration $237,398 Staff costs including recruitment, training, superannuation, travel; and vehicles $51,652 Operating costs including research and promotional activities and printing $107,771 In 2007/2008 the Unit’s budget was allocated as follows: Remuneration $246 895
3. Major specific initiatives undertaken in 2006/07 were: · A review of the recommendations of the 2004 Todd/Eveline report on the Gender Pay gap in Western Australia in relation to the federal Work Choices legislation. · Met with all relevant stakeholders in WA, employers, unions, key public sector agencies and academics, to assess support and understanding of pay equity in WA; · Completed a detailed analysis of data to understand the status of pay equity in public sector agencies. · Conducted information sessions on pay equity with public sector agencies and trade unions; · Analysed the gender pay gap in WA by industry; · Commenced development of pay equity case studies in target industries — mining, finance, public sector; · Conducted a pilot pay equity audit in Dental Health Services; · Developed pay equity information resources and launched the pay equity website www.payequity.wa.gov.au; · Developed the Pay Equity Employer Toolkit , a resource packaged for organisations that outlines how to turn data from a pay equity audit into achievable pay equity strategies. The Pay Equity Unit’s key projects for 2007 and 2008 are: · A pay equity seminar with an international guest speaker; held in July 2007 attended by 150 people at which the Pay Equity Employer Toolkit was launched; · Distribution of over 500 copies of the Pay Equity Employer Toolkit to public and private sector organisations; · Commissioning of research currently being undertaken on the interaction between women’s wages and their labour market participation; · Provision of pay equity reports to each of the 26 largest state government agencies, providing an overview of key gender equity statistics for each agency. · Working with four public sector agencies and one large private sector organisation that are undertaking comprehensive pay equity audits; · Ongoing consultation with the mining industry on strategies to attract more women to the industry. 4. No specific information on the cost of each initiative is available. In 2006/2007 the Unit’s budget was allocated as follows: Remuneration $237,398 Staff costs including recruitment, training, superannuation, travel; and vehicles $51,652 Operating costs including research and promotional activities and printing $107,771 In 2007/2008 the Unit’s budget was allocated as follows: Remuneration $246 895
· Met with all relevant stakeholders in WA, employers, unions, key public sector agencies and academics, to assess support and understanding of pay equity in WA; · Completed a detailed analysis of data to understand the status of pay equity in public sector agencies. · Conducted information sessions on pay equity with public sector agencies and trade unions; · Analysed the gender pay gap in WA by industry; · Commenced development of pay equity case studies in target industries — mining, finance, public sector; · Conducted a pilot pay equity audit in Dental Health Services; · Developed pay equity information resources and launched the pay equity website www.payequity.wa.gov.au; · Developed the Pay Equity Employer Toolkit , a resource packaged for organisations that outlines how to turn data from a pay equity audit into achievable pay equity strategies.
· Completed a detailed analysis of data to understand the status of pay equity in public sector agencies. · Conducted information sessions on pay equity with public sector agencies and trade unions; · Analysed the gender pay gap in WA by industry; · Commenced development of pay equity case studies in target industries — mining, finance, public sector; · Conducted a pilot pay equity audit in Dental Health Services; · Developed pay equity information resources and launched the pay equity website www.payequity.wa.gov.au; · Developed the Pay Equity Employer Toolkit , a resource packaged for organisations that outlines how to turn data from a pay equity audit into achievable pay equity strategies.
· Conducted information sessions on pay equity with public sector agencies and trade unions; · Analysed the gender pay gap in WA by industry; · Commenced development of pay equity case studies in target industries — mining, finance, public sector; · Conducted a pilot pay equity audit in Dental Health Services; · Developed pay equity information resources and launched the pay equity website www.payequity.wa.gov.au; · Developed the Pay Equity Employer Toolkit , a resource packaged for organisations that outlines how to turn data from a pay equity audit into achievable pay equity strategies.
· Analysed the gender pay gap in WA by industry; · Commenced development of pay equity case studies in target industries — mining, finance, public sector; · Conducted a pilot pay equity audit in Dental Health Services; · Developed pay equity information resources and launched the pay equity website www.payequity.wa.gov.au; · Developed the Pay Equity Employer Toolkit , a resource packaged for organisations that outlines how to turn data from a pay equity audit into achievable pay equity strategies.
· Commenced development of pay equity case studies in target industries — mining, finance, public sector; · Conducted a pilot pay equity audit in Dental Health Services; · Developed pay equity information resources and launched the pay equity website www.payequity.wa.gov.au; · Developed the Pay Equity Employer Toolkit , a resource packaged for organisations that outlines how to turn data from a pay equity audit into achievable pay equity strategies.
· Conducted a pilot pay equity audit in Dental Health Services; · Developed pay equity information resources and launched the pay equity website www.payequity.wa.gov.au; · Developed the Pay Equity Employer Toolkit , a resource packaged for organisations that outlines how to turn data from a pay equity audit into achievable pay equity strategies.
· Developed pay equity information resources and launched the pay equity website www.payequity.wa.gov.au; · Developed the Pay Equity Employer Toolkit , a resource packaged for organisations that outlines how to turn data from a pay equity audit into achievable pay equity strategies.
· Developed the Pay Equity Employer Toolkit , a resource packaged for organisations that outlines how to turn data from a pay equity audit into achievable pay equity strategies.
· Distribution of over 500 copies of the Pay Equity Employer Toolkit to public and private sector organisations; · Commissioning of research currently being undertaken on the interaction between women’s wages and their labour market participation; · Provision of pay equity reports to each of the 26 largest state government agencies, providing an overview of key gender equity statistics for each agency. · Working with four public sector agencies and one large private sector organisation that are undertaking comprehensive pay equity audits; · Ongoing consultation with the mining industry on strategies to attract more women to the industry.
· Commissioning of research currently being undertaken on the interaction between women’s wages and their labour market participation; · Provision of pay equity reports to each of the 26 largest state government agencies, providing an overview of key gender equity statistics for each agency. · Working with four public sector agencies and one large private sector organisation that are undertaking comprehensive pay equity audits; · Ongoing consultation with the mining industry on strategies to attract more women to the industry.
· Provision of pay equity reports to each of the 26 largest state government agencies, providing an overview of key gender equity statistics for each agency. · Working with four public sector agencies and one large private sector organisation that are undertaking comprehensive pay equity audits; · Ongoing consultation with the mining industry on strategies to attract more women to the industry.
· Working with four public sector agencies and one large private sector organisation that are undertaking comprehensive pay equity audits; · Ongoing consultation with the mining industry on strategies to attract more women to the industry.
· Ongoing consultation with the mining industry on strategies to attract more women to the industry.
In 2006/2007 the Unit’s budget was allocated as follows: Remuneration $237,398 Staff costs including recruitment, training, superannuation, travel; and vehicles $51,652 Operating costs including research and promotional activities and printing $107,771 In 2007/2008 the Unit’s budget was allocated as follows: Remuneration $246 895
Staff costs including recruitment, training, superannuation, travel; and vehicles $51,652 Operating costs including research and promotional activities and printing $107,771 In 2007/2008 the Unit’s budget was allocated as follows: Remuneration $246 895
Operating costs including research and promotional activities and printing $107,771 In 2007/2008 the Unit’s budget was allocated as follows: Remuneration $246 895
In 2007/2008 the Unit’s budget was allocated as follows: Remuneration $246 895
Remuneration $246 895
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