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Australia’s gender pay gap has hit a record low – but we still have work to do

<div class="theconversation-article-body"><a href="https://theconversation.com/profiles/leonora-risse-405312">Leonora Risse</a>, <a href="https://theconversation.com/institutions/university-of-canberra-865">University of Canberra</a> Australia’s gender pay gap – a key measure of economic inequality between men and women – has fallen to a record low of 11.5%. That’s down from 13% this time last year, the steepest annual fall since 2016. Ten years ago, it was almost 19%. The latest figures are great news for our economy and our society – evidence we’re getting better at recognising and fairly valuing women’s capabilities and contributions. More opportunities are now open to women in the workforce, helping them gain and retire with greater financial independence than in previous decades. But national averages don’t tell the whole story. While gender pay gaps have fallen in some industries, they’ve also been rising in others. Today, August 19, is <a href="https://www.wgea.gov.au/pay-and-gender/equal-pay-day-2024">equal pay day</a>. This marks the 50 extra days past the end of the last financial year that Australian women would need to work for their earnings to match those of their male colleagues. This offers us a timely opportunity to reflect on what exactly has driven this year’s improvement – and where we still have work to do. <h2>Women’s earnings picking up pace</h2> We calculate the gender pay gap by comparing the average weekly ordinary-time, full-time <a href="https://www.abs.gov.au/statistics/labour/earnings-and-working-conditions/average-weekly-earnings-australia">earnings</a> for men and women. In dollar terms, women are now earning $231.50, or 11.5%, less than men, on average, in their weekly full-time pay packet. <hr /> <iframe id="HwwJ5" class="tc-infographic-datawrapper" style="border: 0;" src="https://datawrapper.dwcdn.net/HwwJ5/1/" width="100%" height="400px" frameborder="0" scrolling="no"></iframe> <hr /> The recent narrowing is being driven by women’s average earnings growth picking up pace. This contrasts with <a href="https://www.abc.net.au/news/2018-10-02/fact-check-gender-pay-gap/10302358">earlier periods</a> in which the narrowing of the gap tended to be due to a slowdown in the growth of men’s earnings. <hr /> <iframe id="R7uFE" class="tc-infographic-datawrapper" style="border: 0;" src="https://datawrapper.dwcdn.net/R7uFE/1/" width="100%" height="400px" frameborder="0" scrolling="no"></iframe> <hr /> <h2>What’s behind the improvement?</h2> While changes in the gender pay gap reflect a range of economy-wide factors, the Albanese government has been quick to attribute the recent fall to the various <a href="https://www.linkedin.com/feed/update/urn:li:activity:7229747376511447040/">targeted actions</a> it has taken since coming to office. Let’s look at whether and how these actions have played a role. First, the government sought to make wage information more transparent. It <a href="https://theconversation.com/pay-secrecy-clauses-are-now-banned-in-australia-heres-how-that-could-benefit-you-195814">banned pay secrecy clauses</a> and now requires the gender pay gaps of all large companies in Australia to be <a href="https://theconversation.com/qantas-pays-women-37-less-telstra-and-bhp-20-fifty-years-after-equal-pay-laws-we-still-have-a-long-way-to-go-223870">publicly reported</a>. These reforms took effect from 2023, targeting private companies. The gender pay gap in the private sector, though higher to begin with, has fallen more swiftly than that of the public sector, suggesting these actions have had an effect. <hr /> <iframe id="ZKMdm" class="tc-infographic-datawrapper" style="border: 0;" src="https://datawrapper.dwcdn.net/ZKMdm/1/" width="100%" height="400px" frameborder="0" scrolling="no"></iframe> <hr /> Second, the government targeted gender-patterned biases in industrial relations – including the <a href="https://theconversation.com/50-years-after-equal-pay-the-legacy-of-womens-work-remains-118761">legacy effects</a> of past decisions – and instilled gender equity as a new objective of Australia’s Fair Work Act. The Fair Work Commission is now required to take gender equity into account in its wage deliberations, including its <a href="https://www.fwc.gov.au/documents/resources/2024fwcfb3500.pdf">minimum wage decision</a>. The government also introduced multi-employer bargaining in an attempt to strengthen workers’ bargaining capacity in female-concentrated sectors. The effects of these changes will continue to flow across the workforce as the Fair Work Commission undertakes its review of modern awards, prioritising those affecting <a href="https://www.fwc.gov.au/hearings-decisions/major-cases/gender-undervaluation-priority-awards-review">female-concentrated industries</a>. <figure class="align-right zoomable"><figcaption></figcaption></figure> And third, further addressing the historical undervaluation of “women’s work”, the government directly addressed low pay in female-concentrated sectors by supporting a pay rise for <a href="https://www.fairwork.gov.au/newsroom/news/15-per-cent-wage-increase-aged-care-sector">aged care workers</a>. Targeting the low pay and under-valuation of an industry that is about 87% female helped fuel the downward momentum in the overall gender pay gap. The government’s recently announced pay rise for <a href="https://ministers.education.gov.au/anthony-albanese/pay-rise-early-educators-while-keeping-fees-down-families">early childhood education and care workers</a> – a workforce that is around 95% female – will also target gender patterns in low pay once they come into effect. These government actions have been essential for undoing the gender biases embedded in existing systems. And they have complemented other initiatives that have taken effect in the past year, such as the <a href="https://www.respectatwork.gov.au/new-positive-duty-employers-prevent-workplace-sexual-harassment-sex-discrimination-and-victimisation">Respect At Work Act</a>, requiring employers to proactively stamp out sexual harassment. But there is still a way to go to keep closing the gender gaps across all parts of the workforce. <h2>Falling in some industries, rising in others</h2> Breaking down the gender pay gap in earnings by sector paints a more varied picture. In industries like construction, public administration and safety, and retail trade, it has fallen notably over the past two years. <hr /> <iframe id="poLND" class="tc-infographic-datawrapper" style="border: 0;" src="https://datawrapper.dwcdn.net/poLND/1/" width="100%" height="400px" frameborder="0" scrolling="no"></iframe> <hr /> But it remains high in industries like healthcare and social assistance, at over 20%, and finance and insurance at 18%. <hr /> <iframe id="6cLnT" class="tc-infographic-datawrapper" style="border: 0;" src="https://datawrapper.dwcdn.net/6cLnT/2/" width="100%" height="400px" frameborder="0" scrolling="no"></iframe> <hr /> In some industries, the gap has actually increased over the past two years. In arts and recreation services, as well as electricity, gas, waste and water services, it’s been continually rising. <hr /> <iframe id="M8fve" class="tc-infographic-datawrapper" style="border: 0;" src="https://datawrapper.dwcdn.net/M8fve/1/" width="100%" height="400px" frameborder="0" scrolling="no"></iframe> <hr /> <h2>That could reflect a bigger shift</h2> It’s important to interpret these figures carefully. In some instances, a widening of the gender pay gap can reflect a positive shift in an industry’s makeup, if it reflects more women joining a male-dominated sector at entry level, and growing a pipeline of senior women for the future. That’s why the Workplace Gender Equality Agency (WGEA) gives organisations a chance to explain these dynamics in their <a href="https://www.wgea.gov.au/about/our-legislation/publishing-employer-gender-pay-gaps">employer statements</a>, which are published on the WGEA website alongside organisations’ gender pay gaps. Over time, the entry of more women at the junior level can flow through to more gender balance as these women progress to senior and decision-making roles. The real test will be to ensure – by fostering more gender equitable, inclusive and respectful work cultures and systems – that they do.<img style="border: none !important; box-shadow: none !important; margin: 0 !important; max-height: 1px !important; max-width: 1px !important; min-height: 1px !important; min-width: 1px !important; opacity: 0 !important; outline: none !important; padding: 0 !important;" src="https://counter.theconversation.com/content/236894/count.gif?distributor=republish-lightbox-basic" alt="The Conversation" width="1" height="1" /> <a href="https://theconversation.com/profiles/leonora-risse-405312">Leonora Risse</a>, Associate Professor in Economics, <a href="https://theconversation.com/institutions/university-of-canberra-865">University of Canberra</a> Image credits: Shutterstock This article is republished from <a href="https://theconversation.com">The Conversation</a> under a Creative Commons license. Read the <a href="https://theconversation.com/australias-gender-pay-gap-has-hit-a-record-low-but-we-still-have-work-to-do-236894">original article</a>. </div>

Money & Banking

Millions of Aussies set for pay rise

Millions of Aussies are in line for a boost on July 1, with the Fair Work Commission set to hand down their decision on minimum pay rates on Monday morning. The workplace umpire's annual wage review, which affects minimum and award wage earners, is expected to hand down an increase of between 3.5 per cent and 4 per cent on the pay rate of $23.23 an hour. These wage increases factor in economic conditions and broader goals such as closing the gender pay gap. A substantial boost was handed out last year - 5.75 per cent for awards and 8.6 per cent for the national minimum - with the commission basing their decision on factors like low unemployment, falling wages and high inflation. The Albanese government has submitted that it would prefer the “real wages of Australia’s low-paid workers do not go backwards." “We want to see strong and sustainable wages growth because we see this as part of the solution to the cost-of-living challenge, not part of the problem,” Treasurer Jim Chalmers said ahead of the decision. No number was specified but they are advocating to an increase which keeps up with inflation, which was at 4.1 per cent annually in the March quarter. In their submission, the government also said that tax relief due to kick in mid-year should not be viewed as a replacement to a wage boost. Meanwhile, peak employee representative the ACTU, has advocated for an increase of 5 per cent, arguing that workers affected by the cost-of-living pressures deserve a hike to their pay. Australian Industry Group has proposed a wage increase of 2.8 per cent, warning that an excessive pay boost could increase the risk of job losses, as the economy is slowing and labour market is weakening. Economists have also warned that an increase of over 4 per cent could further complicate the Reserve Bank’s efforts in fighting inflation, which have already slugged borrowers with 13 rate hikes in the last two years. But AMP chief economist Shane Oliver said that an increase of at or just below 4 per cent, could help the RBA return inflation back to its target band of two to three per cent. “A rise around 4 per cent would give workers a real wage rise, it’s not so high as to add to the risk of a wage price spiral, … and in line with the rough assessment that 4 per cent wages growth is consistent with 2 per cent to 3 per cent inflation.” Image: Shutterstock

Money & Banking

Longer appointments are just the start of tackling the gender pain gap. Here are 4 more things we can do

<div class="theconversation-article-body"> <a href="https://theconversation.com/profiles/michelle-oshea-457947">Michelle O'Shea</a>, <a href="https://theconversation.com/institutions/western-sydney-university-1092">Western Sydney University</a>; <a href="https://theconversation.com/profiles/hannah-adler-1533549">Hannah Adler</a>, <a href="https://theconversation.com/institutions/griffith-university-828">Griffith University</a>; <a href="https://theconversation.com/profiles/marilla-l-druitt-1533572">Marilla L. Druitt</a>, <a href="https://theconversation.com/institutions/deakin-university-757">Deakin University</a>, and <a href="https://theconversation.com/profiles/mike-armour-391382">Mike Armour</a>, <a href="https://theconversation.com/institutions/western-sydney-university-1092">Western Sydney University</a> Ahead of the federal budget, health minister Mark Butler <a href="https://www.abc.net.au/news/2024-05-10/endometriosis-australia-welcomes-govt-funding-for-endometriosis/103830392">last week announced</a> an investment of A$49.1 million to help women with endometriosis and complex gynaecological conditions such as chronic pelvic pain and polycystic ovary syndrome (PCOS). From July 1 2025 <a href="https://www.health.gov.au/ministers/the-hon-mark-butler-mp/media/historic-medicare-changes-for-women-battling-endometriosis">two new items</a> will be added to the Medicare Benefits Schedule providing extended consultation times and higher rebates for specialist gynaecological care. The Medicare changes <a href="https://www1.racgp.org.au/newsgp/clinical/longer-consults-for-endometriosis-sufferers-on-the">will subsidise</a> $168.60 for a minimum of 45 minutes during a longer initial gynaecologist consultation, compared to the standard rate of $95.60. For follow-up consultations, Medicare will cover $84.35 for a minimum of 45 minutes, compared to the standard rate of $48.05. Currently, there’s <a href="https://www9.health.gov.au/mbs/fullDisplay.cfm?type=item&q=104&qt=item&criteria=104">no specified time</a> for these initial or subsequent consultations. But while reductions to out-of-pocket medical expenses and extended specialist consultation times are welcome news, they’re only a first step in closing the gender pain gap. <h2>Chronic pain affects more women</h2> Globally, research has shown chronic pain (generally defined as pain that persists for <a href="https://www.healthdirect.gov.au/chronic-pain">more than three months</a>) disproportionately affects <a href="https://academic.oup.com/bja/article/111/1/52/331232?login=false">women</a>. Multiple biological and psychosocial processes likely contribute to this disparity, often called the gender pain gap. For example, chronic pain is frequently associated with conditions influenced by <a href="https://www.sciencedirect.com/science/article/abs/pii/S0304395914003868">hormones</a>, among other factors, such as endometriosis and <a href="https://theconversation.com/adenomyosis-causes-pain-heavy-periods-and-infertility-but-youve-probably-never-heard-of-it-104412">adenomyosis</a>. Chronic pelvic pain in women, regardless of the cause, can be debilitating and <a href="https://www.nature.com/articles/s41598-020-73389-2">negatively affect</a> every facet of life from social activities, to work and finances, to mental health and relationships. The gender pain gap is both rooted in and compounded by gender bias in medical research, treatment and social norms. The science that informs medicine – including the prevention, diagnosis, and treatment of disease – has traditionally focused on men, thereby <a href="https://www.theguardian.com/lifeandstyle/2015/apr/30/fda-clinical-trials-gender-gap-epa-nih-institute-of-medicine-cardiovascular-disease">failing to consider</a> the crucial impact of sex (biological) and gender (social) factors. When medical research adopts a “male as default” approach, this limits our understanding of pain conditions that predominantly affect women or how certain conditions affect men and women <a href="https://www.ncbi.nlm.nih.gov/pmc/articles/PMC10921746/">differently</a>. It also means intersex, trans and gender-diverse people are <a href="https://www.deakin.edu.au/about-deakin/news-and-media-releases/articles/world-class-centre-tackles-sex-and-gender-inequities-in-health-and-medicine">commonly excluded</a> from medical research and health care. Minimisation or dismissal of pain along with the <a href="https://www.hindawi.com/journals/ecam/2016/3467067/">normalisation of menstrual pain</a> as just “part of being a woman” contribute to significant delays and misdiagnosis of women’s gynaecological and other health issues. Feeling dismissed, along with perceptions of stigma, can make women less likely <a href="https://link.springer.com/article/10.1186/s12905-024-03063-6">to seek help</a> in the future. <h2>Inadequate medical care</h2> Unfortunately, even when women with endometriosis do seek care, many <a href="https://onlinelibrary.wiley.com/doi/epdf/10.1111/imj.15494?saml_referrer">aren’t satisfied</a>. This is understandable when medical advice includes being told to become pregnant to treat their <a href="https://bmcwomenshealth.biomedcentral.com/articles/10.1186/s12905-023-02794-2">endometriosis</a>, despite <a href="https://academic.oup.com/humupd/article/24/3/290/4859612?login=false">no evidence</a> pregnancy reduces symptoms. Pregnancy should be an autonomous choice, not a treatment option. It’s unsurprising people look for information from other, often <a href="https://www.mdpi.com/2227-9032/12/1/121">uncredentialed</a>, sources. While online platforms including patient-led groups have provided women with new avenues of support, these forums should complement, rather than replace, <a href="https://journals.sagepub.com/doi/full/10.1177/1460458215602939">information from a doctor</a>. Longer Medicare-subsidised appointments are an important acknowledgement of women and their individual health needs. At present, many women feel their consultations with a gynaecologist are <a href="https://www1.racgp.org.au/newsgp/clinical/longer-consults-for-endometriosis-sufferers-on-the">rushed</a>. These conversations, which often include coming to terms with a diagnosis and management plan, <a href="https://www.ncbi.nlm.nih.gov/pmc/articles/PMC1496869/">take time</a>. <h2>A path toward less pain</h2> While extended consultation time and reduced out-of-pocket costs are a step in the right direction, they are only one part of a complex pain puzzle. If women are not listened to, their symptoms not recognised, and effective treatment options not adequately discussed and provided, longer gynaecological consultations may not help patients. So what else do we need to do? 1. Physician knowledge Doctors’ knowledge of women’s pain requires development through both practitioner <a href="https://health-policy-systems.biomedcentral.com/articles/10.1186/s12961-022-00815-4/tables/2">education and guidelines</a>. This knowledge should also include dedicated efforts toward understanding the <a href="https://www.newyorker.com/magazine/2018/07/02/the-neuroscience-of-pain">neuroscience of pain</a>. Diagnostic processes should be tailored to consider gender-specific symptoms and responses to <a href="https://www.thelancet.com/journals/eclinm/article/PIIS2589-5370(24)00137-8/fulltext">pain</a>. 2. Research and collaboration Medical decisions should be based on the best and most inclusive evidence. Understanding the complexities of pain in women is essential for managing their pain. Collaboration between health-care experts from different disciplines can facilitate comprehensive and holistic pain research and management strategies. 3. Further care and service improvements Women’s health requires multidisciplinary treatment and care which extends beyond their GP or specialist. For example, conditions like endometriosis often see people presenting to emergency departments in <a href="https://www.aihw.gov.au/reports/chronic-disease/endometriosis-in-australia/contents/treatment-management/ed-presentations">acute pain</a>, so practitioners in these settings need to have the right knowledge and be able to provide support. Meanwhile, pelvic ultrasounds, especially the kind that have the potential to visualise endometriosis, take longer to perform and require a <a href="https://www.sciencedirect.com/science/article/abs/pii/S0015028223020757/">specialist sonographer</a>. Current rebates do not reflect the time and expertise needed for these imaging procedures. 4. Adjusting the parameters of ‘women’s pain’ Conditions like PCOS and endometriosis don’t just affect women – they also impact people who are gender-diverse. Improving how people in this group are treated is just as salient as addressing how we treat women. Similarly, the gynaecological health-care needs of culturally and linguistically diverse and Aboriginal and Torres Strait islander women may be even <a href="https://www.mdpi.com/1660-4601/20/13/6321">less likely to be met</a> than those of women in the general population. <h2>Challenging gender norms</h2> Research suggests one of the keys to reducing the gender pain gap is challenging deeply embedded <a href="https://pubmed.ncbi.nlm.nih.gov/29682130/">gendered norms</a> in clinical practice and research. We are hearing women’s suffering. Let’s make sure we are also listening and responding in ways that close the gender pain gap.<img style="border: none !important; box-shadow: none !important; margin: 0 !important; max-height: 1px !important; max-width: 1px !important; min-height: 1px !important; min-width: 1px !important; opacity: 0 !important; outline: none !important; padding: 0 !important;" src="https://counter.theconversation.com/content/229802/count.gif?distributor=republish-lightbox-basic" alt="The Conversation" width="1" height="1" /> <a href="https://theconversation.com/profiles/michelle-oshea-457947">Michelle O'Shea</a>, Senior Lecturer, School of Business, <a href="https://theconversation.com/institutions/western-sydney-university-1092">Western Sydney University</a>; <a href="https://theconversation.com/profiles/hannah-adler-1533549">Hannah Adler</a>, PhD candidate, health communication and health sociology, <a href="https://theconversation.com/institutions/griffith-university-828">Griffith University</a>; <a href="https://theconversation.com/profiles/marilla-l-druitt-1533572">Marilla L. Druitt</a>, Affiliate Senior Lecturer, Faculty of Health, <a href="https://theconversation.com/institutions/deakin-university-757">Deakin University</a>, and <a href="https://theconversation.com/profiles/mike-armour-391382">Mike Armour</a>, Associate Professor at NICM Health Research Institute, <a href="https://theconversation.com/institutions/western-sydney-university-1092">Western Sydney University</a> Image credits: Shutterstock This article is republished from <a href="https://theconversation.com">The Conversation</a> under a Creative Commons license. Read the <a href="https://theconversation.com/longer-appointments-are-just-the-start-of-tackling-the-gender-pain-gap-here-are-4-more-things-we-can-do-229802">original article</a>. </div>

Body

Two men charged over felling of iconic Sycamore Gap tree

Two men have been charged with cutting down the iconic Sycamore Gap tree in northern England. Daniel Graham, 38, and Adam Carruthers, 31, were charged with causing criminal damage to the tree and damaging Hadrian’s Wall, which was built by Emperor Hadrian in AD 122 to guard the north-west frontier of the Roman Empire. The Crown Prosecution Service (CPS) added that they will appear in the Newcastle Magistrates Court on May 15. “There has been an ongoing investigation since the Sycamore Gap tree was cut down," said Detective Chief Inspector Rebecca Fenney, the Senior Investigation Officer on the case. “As a result of those inquiries, two men have now been charged. “We recognise the strength of feeling in the local community and further afield the felling has caused, however we would remind people to avoid speculation, including online, which could impact the ongoing case.” According to The Sun, the two men were arrested back in October and released on bail. The iconic tree became internationally famous when it was used for a scene in Kevin Costner's 1991 blockbuster film Robin Hood: Prince of Thieves. The felling caused widespread <a href="https://www.oversixty.com.au/finance/legal/you-can-t-forgive-that-teen-arrested-after-felling-of-iconic-200-year-old-tree" target="_blank" rel="noopener">outrage</a> at the time, as police tried to find the culprit behind the "deliberate" act of vandalism. Efforts are currently underway to see if the tree can be regrown from the sycamore's stump, with The National Trust hoping that a third of the seeds and cuttings it collected from the tree could be planted later on. Image: Getty

Travel Trouble

"We've all gone": Why Jackie O stormed off set

Jackie O Henderson has marched out of KIIS FM in the middle of The Kyle and Jackie O show, after finding out that the station has the highest gender pay gap disparity across Australian radio. “Southern Cross Austereo has a disgraceful 5.9% pay gap. At Nova and Smooth FM it is even worse, six per cent." Kyle Sandilands told listeners on Tuesday. "But unfortunately, the number one spot is at KIIS FM, – at the top of the tree with a 12% pay gap disparity.” Sandilands, who famously fought for Henderson to secure equal pay on their radio program, then brought on one of the show’s producers Pete Deppeler and another female KIIS FM producer, who revealed she was only being paid half of what Deppeler was. “Are you freaking joking? Why is Peter getting that much money? I’m so angry about that, it makes my blood boil,” Henderson replied. She then left the studios with all her female colleagues. “We’ve all gone,” she said. "We are just here with the fellas. I don’t know whether I am enjoying this, bring the girls back!” Sandilands told listeners. On Tuesday, the Workplace Gender Equality Agency published the gender pay gap for more than 5,000 Australian companies. This was done after Prime Minister Anthony Albanese ordered the information to be made public for the first time ever, so the data can be compared within and across industries. The new data revealed that the national gap for total remuneration sits at 19 per cent and the median Australian female worker is taking home $18,461 less than their male counterpart. Despite a few criticisms on Albanese's decision to publicise this data, Workplace Minister Tony Burke has said that releasing this data is effective. “People on this side know that releasing that sort of data is effective and you will only find in the other side of politics anyone arguing that it is useless,‘’ he said. “The days of secretly paying women less than men are now over.” Images: Kyle and Jacki O Show

Money & Banking

From this week, you’ll be able to look up individual companies’ gender pay gaps

<a href="https://theconversation.com/profiles/natasha-bradshaw-1358801">Natasha Bradshaw</a>, <a href="https://theconversation.com/institutions/grattan-institute-1168">Grattan Institute</a> There will be nervous executives all over Australia this week. Come Tuesday, large private sector organisations will have their company’s gender pay gaps published for the first time for all to see, name, and shame. As they brace for the fallout, let’s look at how what we will be told is changing, and what it will mean for you. <h2>What is changing?</h2> Every year, the Workplace Gender Equality Agency (<a href="https://www.wgea.gov.au/">WGEA</a>) collects information from every employer with more than 100 employees. Until now it has published only a summary of the findings on its website, including Australia’s overall gender pay gap, and the gap by industry and employment arrangement. But for the first time legislation enacted last year also allows WGEA to publish the gender pay gaps of individual employers. <figure class="align-right zoomable"><figcaption></figcaption></figure> Tuesday’s release will include each large company’s median gender pay gap, and the share of women it employs in lower- and higher-paid jobs. Employers will have the chance to publish a <a href="https://www.wgea.gov.au/data-statistics/data-explorer">statement</a> alongside their results to provide context. That means from Tuesday you will be able to look on the <a href="https://www.wgea.gov.au/">WGEA website</a> and find the median gender pay gap of your large private sector organisation, or of an organisation you are thinking of joining, and how it stacks up against its competitors. <h2>Why the change?</h2> Australian women, like women elsewhere, have made astounding progress in the workforce in recent decades. Women are both working and earning more than ever before. But progress has stalled, and the gender pay gap remains stubbornly persistent. The Albanese government has shown its commitment to gender equity by increasing the <a href="https://www.servicesaustralia.gov.au/child-care-subsidy">childcare subsidy</a> and extending <a href="https://www.servicesaustralia.gov.au/parental-leave-pay">paid parental leave</a>. But beyond this, the options for governments are limited. Most of the barriers to women getting better-paid jobs can only be broken by employers. The public naming and shaming that will begin on Tuesday will push accountability onto employers, holding them responsible for the conditions in their workplaces. Workers and bosses are going to take notice: when employer gender pay gaps were released in the UK in 2018 it was the <a href="https://www.genderpay.co.uk/wp-downloads/moving-forward-may-2018/presentations/Gender_Pay_Gap_Moving_Forward_May_2018_Studio_2_5_Nick_Bishop.pdf">biggest business news story of the year</a>, with coverage rivalling the wedding of Prince Harry and Meghan Markle. At a time when companies are fighting for top talent, it is going to make it more difficult for employers with large pay gaps to hire talented women. Research shows that on average women are willing to accept a <a href="https://papers.ssrn.com/sol3/papers.cfm?abstract_id=3584259">5% lower salary</a> in order to avoid working for the employers with the biggest gender pay gaps. <figure><iframe src="https://www.youtube.com/embed/vAr1Lhaw0Ao?wmode=transparent&start=0" width="440" height="260" frameborder="0" allowfullscreen="allowfullscreen"></iframe><figcaption>Workplace Gender Equality Agency.</figcaption></figure> <h2>Let’s not rush to judge</h2> While <a href="https://www.wgea.gov.au/about/our-legislation/publishing-employer-gender-pay-gaps">naming and shaming</a> will help make this policy effective, we should be careful about rushing to judgement. It is possible for an employer to be making serious efforts to improve while its gap remains large. And some actions aimed at improving things, such as implementing a gender quota on entry-level positions, can worsen a company’s apparent gender pay gap in the short term by temporarily increasing the number of lowly-paid women. Also, there will be firms that have a low gender pay gap because they pay both men and women poorly. On Tuesday, we should instead look closely at whether the organisation has outlined clear steps it will take to improve, and how it compares to its competitors. In future years, we will be able to see how things have changed. <h2>What will matter is what employers do next</h2> Since the UK reforms were introduced in 2018, the gender pay gap has narrowed by <a href="https://papers.ssrn.com/sol3/papers.cfm?abstract_id=3584259">one-fifth</a>, with the biggest improvements coming from the worst offenders. UK companies have also become more likely to include wage information in their job ads, equalising the starting point of wage negotiations for all applicants. But for existing employees, the narrowing of the gap has been caused more by slower growth in men’s wages than faster growth in women’s wages, which isn’t good news for anyone looking for a pay rise. The full effects of the Australian reforms won’t be seen for some time. It is likely that making high-paid jobs more accessible to women will allow employers to tap into a new talent pool and encourage more highly credentialed women into the workforce, adding to productivity growth. What is clear now is that if we want to narrow the gender pay gap, we need to know what’s happening. The avalanche of data due on Tuesday will be a start.<img style="border: none !important; box-shadow: none !important; margin: 0 !important; max-height: 1px !important; max-width: 1px !important; min-height: 1px !important; min-width: 1px !important; opacity: 0 !important; outline: none !important; padding: 0 !important;" src="https://counter.theconversation.com/content/224167/count.gif?distributor=republish-lightbox-basic" alt="The Conversation" width="1" height="1" /> <a href="https://theconversation.com/profiles/natasha-bradshaw-1358801">Natasha Bradshaw</a>, Senior Associate, <a href="https://theconversation.com/institutions/grattan-institute-1168">Grattan Institute</a> Image credits: Getty Images This article is republished from <a href="https://theconversation.com">The Conversation</a> under a Creative Commons license. Read the <a href="https://theconversation.com/from-this-week-youll-be-able-to-look-up-individual-companies-gender-pay-gaps-224167">original article</a>.

Money & Banking

Lilie James' grieving family breaks silence as body is found in manhunt for suspect

Lilie James' devastated family have spoken out for the first time, following her <a href="https://www.oversixty.com.au/news/news/slain-st-andrew-s-staffer-identified" target="_blank" rel="noopener">tragic death</a>. The 21-year-old water polo coach was found dead with serious head injuries at the gymnasium bathroom of St Andrew’s Cathedral School on Wednesday night. Her male colleague and ex-boyfriend Paul Thijssen is believed to be involved in her <a href="https://www.oversixty.com.au/news/news/tragic-new-details-emerge-in-alleged-murder-of-lilie-james" target="_blank" rel="noopener">alleged murder</a>, when he went missing at The Gap in Vaucluse, after reportedly calling the police informing them of a body on school grounds. A body has reportedly been found at the base of the cliffs in Diamond Bay Reserve, however police are currently unable to confirm whether the body was that of 24-year-old Thijssen. “A police operation is currently underway to retrieve a body in Vaucluse,” NSW Police said in an earlier statement. “No further information is available at this time.” Detectives are currently investigating the possibility that Thijssen had taken his own life, as The Gap is a notorious suicide spot, and Thijssen's backpack and an item linked to the alleged homicide was found there. On Friday morning, her family have broken their silence following the grim discovery. “We are devastated and heartbroken by the loss of our beautiful Lilie James,” the family said in a statement released by the police. “She was vibrant, outgoing, and very much loved by her family and friends. We are tremendously grateful for the support of our community at this difficult time. “As a police investigation is underway, we will not be providing further comments. “We ask that you please respect our privacy.” Students have been paying tribute to the fallen water polo coach with a growing flower memorial at the school's entrance. A few of the students she coached also told 7NEWS.com.au that she was an “amazing” and “encouraging” coach. "She always had a smile on her face,” one student said. “You will be in all of our prayers and hearts. Thank you for making PE so much fun, thank you for being an amazing and strong coach, and thank you for being there. We love you,” another student said. Images: 7NEWS/Facebook

News

It wasn’t just a tree: why it feels so bad to lose the iconic Sycamore Gap tree and others like it

<a href="https://theconversation.com/profiles/rebecca-banham-830381">Rebecca Banham</a>, <a href="https://theconversation.com/institutions/university-of-tasmania-888">University of Tasmania</a> The famous <a href="https://oversixty.com.au/finance/legal/you-can-t-forgive-that-teen-arrested-after-felling-of-iconic-200-year-old-tree" target="_blank" rel="noopener">Sycamore Gap tree</a> was felled last week, prompting global expressions of sorrow, anger and horror. For some, the reaction was puzzling. Wasn’t it just a single tree in northern England? But for many, the tree felt profoundly important. Its loss felt like a form of grief. Trees tell us something important about ourselves and who we are in the world. That is, they contribute to <a href="https://www.tandfonline.com/doi/full/10.1080/23251042.2020.1717098">ontological security</a> – our sense of trust that the world and our selves are stable and predictable. Trees – especially those celebrated like England’s sycamore or Tasmania’s 350-year-old El Grande mountain ash – feel like they are stable and unchanging in a world where change is constant. Their loss can destabilise us. <h2>What makes a tree iconic?</h2> Individual trees can become important to us for many reasons. When the wandering ascetic Siddhartha Gautama sat at the foot of a sacred fig around 500 BCE, he achieved the enlightenment which would, a few centuries later, lead to his fame as the Buddha. This sacred fig would become known as the Bodhi Tree. One of its descendants <a href="https://www.britannica.com/plant/Bo-tree">attracts millions</a> of pilgrims every year. Sometimes a tree becomes iconic because of its association with pop culture. U2’s hit 1987 album The Joshua Tree has inspired fans to seek out the tree on the cover in the United States’ arid southwest – <a href="https://www.rollingstone.com/feature/u2s-the-joshua-tree-10-things-you-didnt-know-106885/">a potentially dangerous trip</a>. Other trees become famous because they’re exceptional in some way. The location of the world’s tallest tree – a 115-metre high redwood known as Hyperion – is <a href="https://www.smithsonianmag.com/smart-news/the-worlds-tallest-tree-is-officially-off-limits-180980509/">kept secret for its protection</a>. Niger’s Tree of Ténéré was known as the world’s most isolated, eking out an existence in the Sahara before the lonely acacia was accidentally knocked down by a truck driver in 1973. Its site is <a href="https://www.atlasobscura.com/places/last-tree-tenere">marked by a sculpture</a>. In 2003, the mountain ash known as El Grande – then the world’s largest flowering plant – was accidentally killed in a burn conducted by Forestry Tasmania. The death of the enormous tree – 87 metres tall, with a 19 metre girth – drew <a href="https://catalogue.nla.gov.au/catalog/3945157">“national and international”</a> media attention. This year, <a href="https://www.abc.net.au/news/2023-08-14/vandalism-sacred-birthing-tree-buangor-police-investigate/102726014">vandals damaged</a> a birthing tree sacred to the local Djab Wurrung people amidst conflicts about proposed road works in western Victoria. And in 2006, someone poisoned Queensland’s Tree of Knowledge – a 200-year-old ghost gum <a href="https://www.australiantraveller.com/qld/outback-qld/longreach/tree-of-knowledge-is-dead/">famous for its connection</a> to the birth of trade unionism in Australia. Under its limbs, shearers organised and marched for better conditions. The dead tree has been preserved in a memorial. <h2>What is it to lose a tree?</h2> Sociologist Anthony Giddens defines ontological security as a <a href="https://books.google.com.au/books/about/Modernity_and_Self_Identity.html?id=Jujn_YrD6DsC&redir_esc=y">“sense of continuity and order in events”</a>. To sustain it, we seek out feelings of safety, trust, and reassurance by engaging with comfortable and familiar objects, beings and people around us – especially those important to our self-identity. When there is an abrupt change, it challenges us. If your favourite tree in your street or garden dies, you mourn it – and what it gave you. But we mourn at a distance too – the Sycamore Gap tree was <a href="https://www.theguardian.com/uk-news/gallery/2023/sep/28/hadrians-wall-sycamore-gap-tree-in-pictures">world-famous</a>, even if you never saw it in real life. In <a href="https://figshare.utas.edu.au/articles/thesis/Seeing_the_forest_for_the_trees_ontological_security_and_experiences_of_Tasmanian_forests/23238422">my research</a>, I have explored how Tasmanian forests – including iconic landscapes and individual trees – can give us that sense of security we all seek in ourselves. As one interviewee, Leon, told me: <blockquote> These places should be left alone, because in 10,000 years they could still be there. Obviously I won’t be, we won’t be, but perhaps [the forest will be]. </blockquote> Temporality matters here. That is, we know what to expect by looking to the past and imagining what the future could be. Trees – especially ancient ones – act as a living link between the past, present, and future. As my interviewee Catherine said: <blockquote> You lie under an old myrtle and you just go, ‘wow - so what have you seen in your lifetime?’ Shitloads more than me. </blockquote> That’s why the loss of the Sycamore Gap tree has upset seemingly the entire United Kingdom. The tree was famous for its appearance: a solitary tree in a <a href="https://www.northumberlandnationalpark.org.uk/places-to-visit/hadrians-wall/sycamore-gap/">photogenic dip</a> in the landscape. Its loss means a different future for those who knew it. It’s as if you were reading a book you know – but someone changed the ending. <h2>Loss of connection</h2> We respond very differently when humans do the damage compared to natural processes. In one study, UK homeowners found it <a href="https://www.tandfonline.com/doi/full/10.1080/13698570802381162">harder to accept</a> their house being burgled than for it to be flooded, seeing flooding as more natural and thus less of a blow to their sense of security. This is partly why the sycamore’s death hurt. It didn’t fall in a storm. It was cut down deliberately – something that wasn’t supposed to happen. The sycamore was just a tree. But it was also not just a tree – it was far more, for many of us. It’s more than okay to talk about what this does to us – about how the loss of this thread of connection makes us grieve. Yes, we have lost the Sycamore Gap tree, just as we lost El Grande and many others. It is useful to talk about this - and to remember the many other beautiful and important trees that live on. <img style="border: none !important; box-shadow: none !important; margin: 0 !important; max-height: 1px !important; max-width: 1px !important; min-height: 1px !important; min-width: 1px !important; opacity: 0 !important; outline: none !important; padding: 0 !important;" src="https://counter.theconversation.com/content/214841/count.gif?distributor=republish-lightbox-basic" alt="The Conversation" width="1" height="1" /> <a href="https://theconversation.com/profiles/rebecca-banham-830381">Rebecca Banham</a>, Postdoctoral fellow, <a href="https://theconversation.com/institutions/university-of-tasmania-888">University of Tasmania</a> Image credits: Getty Images This article is republished from <a href="https://theconversation.com">The Conversation</a> under a Creative Commons license. Read the <a href="https://theconversation.com/it-wasnt-just-a-tree-why-it-feels-so-bad-to-lose-the-iconic-sycamore-gap-tree-and-others-like-it-214841">original article</a>.

Travel Trouble

Sapling planted at Sycamore Gap to "restore hope" removed by National Trust

UK resident Kieran Chapman, 27, is "absolutely gutted" after the sapling he planted in memory of the<a href="https://www.oversixty.com.au/finance/legal/you-can-t-forgive-that-teen-arrested-after-felling-of-iconic-200-year-old-tree" target="_blank" rel="noopener"> felled Sycamore Gap tree</a> was heartbreakingly removed by National Trust. The 27-year-old spent hours on Friday planting the sapling just metres away from the stump of the iconic Sycamore Gap tree, but his efforts were in vain, as the sapling had been dug up by the National Trust on Sunday morning. The conservation charity said that they had to remove the sapling because it is a protected UNESCO World Heritage Site. A National Trust spokesperson told the Newcastle Chronicle that while they understand “the strength of feeling following the events at Sycamore Gap” the site “is a scheduled ancient monument and a globally important archaeological setting, with UNESCO world heritage designation”. “Altering or adding to it can damage the archaeology, and is unlawful without prior consent from government.” But Chapman couldn't hide his disappointment: “It’s just devastating, isn’t it? It genuinely brought people a lot of joy and that’s been taken away," he told the publication. “I honestly thought if it got a good response they might end up keeping it.” Chapman planted the sapling because he wanted to “restore people’s faith in humanity, bring a smile back to people’s faces and just give them a bit of hope”. “I planned to go and take the dog for a walk next weekend there," he added. In a follow up post on Facebook, Chapman added that he was told by the National Trust that his tree will be replanted on another piece of land at the Housesteads Visitor Centre on Hadrian’s Wall. “Too many politics around all this for my liking, the top and bottom of it, it’s a tree, planted in soil. I understand the land is protected, but to protect a tree from being planted in the earth, where they’re designed to be, no matter where it’s location, is crazy,” he wrote. Two people were arrested over the incident, a 16-year-old boy and 69-year-old former lumberjack. Both have been released on bail, with the lumberjack insisting that he had no involvement in the felling. “You’ve got the wrong feller,” he told The Sun. “I’m a former lumberjack and I’ve just been kicked off my property so I can see why people have pointed the finger. “My brother came down to make sure I hadn’t been arrested as he had heard a rumour that I had cut it down. I didn’t do it," he added. Images: Getty/ Facebook

Travel Trouble

"You can't forgive that": Teen arrested after felling of iconic 200-year-old tree

A 16-year-old boy has been arrested in northern England after what police describe as the "deliberate" felling of the iconic Sycamore Gap tree. The tree had stood next to the UNESCO World Heritage Site, Hadrian's Wall for nearly 200 years before it was tragically vandalised. Both locals and tourists have frequently stopped to capture a photo and appreciate the stunning tree ever since it gained fame for its appearance in Kevin Costner's 1991 film, Robin Hood: Prince Of Thieves. Now, photographs from the scene on early Thursday showed that the tree had been cut off near the base of its trunk, and the locals are fuming. "The tree is a world-renowned landmark and the vandalism has caused understandable shock and anger throughout the local community and beyond," Northumbria Police said in a statement. "This is an incredibly sad day," they added. "The tree was iconic to the North East and enjoyed by so many who live in or who have visited this region." Alison Hawkins, was the first person to spot the damage while she was walking on the Hadrian's Wall path. "It was a proper shock. It's basically the iconic picture that everyone wants to see," she said. "You can forgive nature doing it but you can't forgive that." The Northumberland National Park authority have asked the public not to visit the iconic tree, which was voted as English Tree of the Year in 2016. Police report that the teen has since been arrested on suspicion of causing criminal damage, and has been assisting officers with their inquiries. Images: Getty

Legal

Mayor chimes in on one town’s 30-year cat ban

When residents of Halls Gap, Victoria, were first handed a cat ownership ban in 1993, they were not immediately onboard with the scheme. However, according to now-Halls Gap Community president David Witham, in the three decades since the rule was imposed, most have come around to the idea. The ban - which would see anyone caught with a feline face a fine of up to $100 - first came into effect as part of the region’s move to protect the sanctuary of the Grampians Ranges, an area also known as Gariwerd. Similar restrictions aren’t anything new in Australia, with a number of other Victorian councils having placed their own 24-hour curfews on cats, but Halls Gap’s ruling is one of only a few to go so far as to ban ownership entirely. Halls Gap is situated in the Grampians National Park, in the heart of a place that is also home to some of Australia’s most known and most threatened species. The ban served as an attempt to protect those species, which included the likes of vulnerable flora and fauna, including bandicoots and gliders. And while the ban was introduced late in 1993, and was incorporated into the Northern Grampians Shire Council’s local laws, no-one can say for certain whether or not it has had any effect. The impact of domestic cats on native wildlife is well documented, with a study previously revealing that over 340 million native animals are killed by them each and every year. And so, many believed that Halls Gap might have seen such figures drop for the area over the course of the three decades, but that was not the case. Since the restriction was introduced in 1993, no formal survey - by either local or state government - has been conducted, so any potential success remains an unknown factor. However, Mayor Kevin Ewert - who joined the council 10 years after the cat ban came into effect - told ABC that it “must be working”, as there weren’t many cats lingering around, and that the locals couldn’t have minded too much. “Because of the myriad of native animals that are living [in] the Grampians, I think most people probably think it’s a good thing,” he added. But as Witham noted, the area’s signage for the ban had come under fire a number of times, with vandals setting their sights on their controversial canvases. There was still hope for the future of their ‘project’, with Witham also mentioning that “the most recent time the shire have put the cat free zone signs back up - they're still up, which is promising.” Images: Getty, Facebook

Family & Pets

Harry opens up about his intrusive Aussie gap year

While opening up to London’s High Court as part of his phone hacking case against British tabloids, Prince Harry detailed his experiences in Australia in 2003 when the royal was in the country on his gap year. The Duke of Sussex referenced two articles that were published at the time, alleging that private investigators had been hired by his family to keep an eye on him. In his witness statement, he noted that a newspaper had run with the headline “Beach Bum Harry” for a story on his trip to a Noosa beach with some of his friends. “It was a public beach, but not busy or popular so I’m unclear how anyone had known we were there, to be in the right place at the right time to take photographs. I wasn’t aware of anyone taking photographs at the time,’’ he explained, before sharing that locating the group would have been of a similar challenge level to “trying to find a needle in a haystack”. But as the lawyer representing Mirror Group Newspapers pointed out, there was “no doubt that many photographers were prepared to look for that needle in a haystack”. Harry had more to reveal from there, sharing his belief that the late Queen had sent “senior” members of Buckingham Palace’s aide team to monitor him while he was in Australia, all because of the “intrusion” of the paparazzi into his life. “I only learnt recently that the Queen had asked one of her Assistant Private Secretaries to fly out to Noosa and take a house down the road from where I was staying,” he explained, “without me knowing.” The second article was also released in 2003, and was one that claimed the young royal was “ready to quit Oz”. As Harry explained, it reported that he was “considering leaving Australia … because of the level of press intrusion I was experiencing.” “The article includes a comment from a Palace spokesman expressing concern and disappointment about the treatment I was experiencing,” he said. “I do recall that the Palace issued a statement, because the situation in Australia was awful for me and there was supposed to be an agreement that once I had done the press call on arrival, I would be left to get on with my gap year in private. “I was a teenager, and this made it clear that there was nowhere in the world - not even the Australian outback - where I wouldn’t be hounded by the press or paparazzi.” Images: Getty

International Travel

Channel Nine addresses rumours of "tension" on Today set

Channel Nine has addressed rumours of tension and anxiety on the set of Today, with the relationship between hosts Karl Stefanovic and Sarah Abo reportedly being strained. According to reports to <a href="https://www.newidea.com.au" target="_blank" rel="noopener">New Idea</a>, Stefanovic and Abo have been at odds over a reported $700,000 pay gap, with Karl reportedly earning $1.5million a year for his hosting duties while Abo brings home $800,000 a year. Despite the rumours of "tension" over the six-figure pay gap, Nine's director of morning television Steven Burling told <a href="https://www.news.com.au/entertainment/tv/morning-shows/channel-9-denies-salary-leak-is-causing-tension-on-today-show/news-story/ecb1489015c2b038fd968652e9e0a6b8" target="_blank" rel="nofollow noreferrer noopener">news.com.au</a> that the rumours are "not even remotely correct". "The salary figures for our network talent published last week in various outlets were not even remotely correct. Anyone who watches Today can confirm there's absolutely no tension on set," Mr Burling said. "We couldn't be happier with our talented line-up of Karl, Sarah, Brooke, Alex and Tim who are working well and having a great time - end of story." The statement comes after New Idea spoke to a source allegedly close to the show, who said the news of the pay gap was "anxiety inducing" for new host Sarah, who took over from Ally Langdon in January. "The news of Karl's big pay cheque is anxiety inducing to say the least... Some are wondering why she isn't being more equally matched with Karl," a source allegedly said. "If you were Sarah would you stay and put on a smile every day knowing full well you're being paid so much less than your male counterpart for doing the same job? I can imagine she's likely disappointed." Image credits: Today

There’s a growing gap between countries advancing LGBTQ+ rights, and those going backwards

Prime Minister Anthony Albanese and Foreign Minister Penny Wong joined 50,000 people to march in support of queer rights across the Sydney Harbour Bridge for World Pride in early March. A week earlier, Albanese became the first sitting prime minister to march in Sydney’s Mardi Gras, something he’s done over several decades. And yet at the same time, in another part of the world, Uganda’s parliament passed <a href="https://theconversation.com/ugandas-new-anti-lgbtq-law-could-lead-to-death-penalty-for-same-sex-offences-202376">a string of draconian measures</a> against homosexuality, including possible death sentences for “aggravated homosexuality”. Any “promotion” of homosexuality is also outlawed. Seven years ago, I co-wrote a book with Jonathan Symons called Queer Wars. Back then, we suggested there was <a href="https://researchers.mq.edu.au/en/publications/queer-wars-the-new-global-polarization-over-gay-rights">a growing gap </a>between countries in which sexual and gender diversity was becoming more acceptable, and those where repression was increasing. Sadly, that analysis seems even more relevant today. <h2>A growing gap</h2> Some countries have been unwinding criminal sanctions around homosexuality, which are often the legacy of colonialism. This includes, in recent years, former British colonies <a href="https://www.hrw.org/news/2022/08/22/singapore-decriminalize-gay-sex">Singapore</a> and <a href="https://www.theguardian.com/world/2018/sep/06/indian-supreme-court-decriminalises-homosexuality">India</a>. But others have been imposing new and more vicious penalties for any deviation from stereotypical assumptions of heterosexual masculine superiority (what Australian sociologist Raewyn Connell <a href="https://journals.sagepub.com/doi/abs/10.1177/0891243205278639">terms</a> “hegemonic masculinity”). Anti-gay legislation is currently pending in Ghana, which led US Vice President Kamala Harris to <a href="https://www.bbc.com/news/world-43822234">express concerns</a> on a recent visit. These moves echo the deep homophobia of Russian President Vladimir Putin, who has <a href="https://www.bostonreview.net/articles/putins-anti-gay-war-on-ukraine/">bizarrely linked</a> intervention in Ukraine to protecting traditional values against LGBTQ+ infiltration. Meanwhile, reports from Afghanistan suggest that anyone identified as “LGBT” is <a href="https://www.hrw.org/news/2022/01/26/afghanistan-taliban-target-lgbt-afghans">in danger of being killed</a>. Indonesia recently passed legislation <a href="https://www.theguardian.com/world/2022/dec/06/indonesia-passes-legislation-banning-sex-outside-marriage">penalising all sex outside marriage</a>. This follows <a href="https://www.tandfonline.com/doi/full/10.1080/13639811.2022.2038871">years of anti-queer rhetoric</a> from Indonesian leaders and crackdowns in regional areas. And while the Biden administration is supportive of queer rights globally, the extraordinary hysteria <a href="https://www.theguardian.com/us-news/2023/mar/07/cpac-anti-trans-rhetoric">around trans issues in the Republican Party</a> reminds us the West has no inherent claim to moral superiority. <h2>Where to next?</h2> Speaking at the World Pride Human Rights Conference, both Wong and Attorney General Mark Dreyfus made it clear Australia would press for recognition of sexuality and gender identity as deserving protection, as part of <a href="https://www.foreignminister.gov.au/minister/penny-wong/speech/sydney-worldpride-human-rights-conference-opening-statement">our commitment to human rights</a>. Wong also announced a <a href="https://www.themandarin.com.au/213443-wong-announces-international-fund-for-lgbt-rights/">new Inclusion and Equality Fund</a> to support queer community organisations within our region. Australian governments have usually been wary of loud assertions of support for queer rights. This is partly due to a reasonable fear this merely reinforces the perception that such language reflects <a href="https://www.cambridge.org/core/journals/african-studies-review/article/abs/locating-neocolonialism-tradition-and-human-rights-in-ugandas-gay-death-penalty/33A06F4F33CF586E20E208BE790E71E0">a sense of Western superiority</a>, unwilling to acknowledge other societies may have very different attitudes towards gender and sexuality. Australia is part of the Equal Rights Coalition, an intergovernmental body of 42 countries dedicated to the protection of the rights of LGBTQ+ people, and has supported sexual and gender rights in the <a href="https://humanrights.gov.au/our-work/rights-and-freedoms/australias-second-universal-periodic-review-human-rights">country reviews</a> undertaken by the United Nations Human Rights Commission. Australia has a minimal presence in Uganda, and direct representations are unlikely to have much effect. Uganda is a member of the Commonwealth, as are Ghana, Kenya and Zambia, where official homophobia appears to be increasing. But there’s little evidence the Australian government sees this as a significant foreign policy forum, or is prepared to push for sexual rights through its institutions. As persecution on the basis of sexuality and gender identity increases, more people will seek to flee their countries. Queer refugees face double jeopardy: they’re not safe at home, but they’re often equally unsafe in their diasporic communities, which have inherited the <a href="https://www.weforum.org/agenda/2018/01/lgbt-refugees-untold-story/">deep prejudices of their homelands</a>. The UN’s refugee agency <a href="https://www.unhcr.org/lgbtiq-persons.html">reports</a> that most people seeking asylum because of their sexuality are unwilling to disclose this, because of discrimination within their own ethnic communities. This makes it impossible to have accurate numbers. But a clear signal from Australia would be a powerful statement of support – that it understands the situation and welcomes people who need flee because of their sexuality or gender expression. An official Canadian government document <a href="https://www.canada.ca/en/immigration-refugees-citizenship/services/refugees/canada-role/2slgbtqi-plus.html">states</a>: "Canada has a proud history of providing protection to and helping to resettle the world’s most vulnerable groups. That includes those in the Two-Spirit, lesbian, gay, bisexual, transgender, queer, intersex, and additional sexually and gender diverse community." Theirs is a model worth following. Image credits: Getty Images This article originally appeared on <a href="https://theconversation.com/theres-a-growing-gap-between-countries-advancing-lgbtq-rights-and-those-going-backwards-203329" target="_blank" rel="noopener">The Conversation</a>.

Caring

Kate Langbroek reveals real reason she parted ways with Hughesy

Kate Langbroek has caused a stir during an appearance on The Project, revealing the truth about why she and Hughesy went their separate ways, with a hefty pay gap hanging between them. The 57-year-old TV presenter was there to discuss gender pay gaps with her fellow panellists when she decided the time had come to share her own experience, admitting that she had earned a staggering 40% less than her co-host David Hughes on their shared radio show. “It’s unusual because in showbiz it’s not a standard situation, but Hughesy and I did a radio show together for 18 years,” she began, referencing their 2001-2019 Hughesy & Kate show. “[We] had never, ever discussed what we got paid,” she explained. “And then the second last job we did together, it turned out he was getting paid 40% more than I was.” Kate went on to note that in show business, if someone has a higher profile they’re likely to be getting more, but that crucially “this was the Hughesy & Kate show that we had made together. “Like, it didn’t exist without Hughesy and Kate.” She spoke next of how the discovery had changed their relationship, and how she had then left him. “So then the show ended?” co-panellist Waleed Aly sought to confirm. “It’s a really hard thing to do,” Kate said, “who’s going to talk about money? “It’s just not the Australian way. And yet it’s true that women - because we are the ‘breeders’ … we do that, and we take time out of our [careers].” Sarah Harris, another of the show’s panellists, spoke up then to expand on that, explaining how “often we are drawn to part-time and casual work because we want to make it work with our families.” She then shared how she’d been doing her taxes the previous night, and how the “deductions for what helped you with your job” brought her thoughts to childcare, and how she “would have loved to [have] put childcare down” but couldn’t, as “you can’t claim it on tax”. “Until we get those sorts of things worked out,” she said, “I don’t think we’re going to get that close in pay.” Kate took over again from there, sharing how she believed it was about “much more than just equal pay”, and how she “thought it was illegal to pay someone differently depending on whether they’re male or female. It’s just so nuanced.” “I think what people don’t understand with the gender pay gap,” Waleed contributed, “is [that] they think it’s people being paid unequally for the same work. And that is part of it, but it’s actually a relatively small part of it, a lot of it has to do with career progression for women being halted because they have babies, things like that.” Kate, agreeing, chimed in again with a final note to say that “because we’re lovers and nurturers … we’re like, kind of punished for that, at the other end of our working lives as well.” Images: The Project / Ten

Money & Banking

“Love doesn’t know math”: Cher defends 40-year age gap

Cher has defended the massive 40-year age gap between her and her new and much younger beau. The 76-year-old singer is currently in a relationship with 36-year-old music producer Alexander Edwards. Despite the 40-year age gap, Cher is not shying away from the “blossoming romance” and answered fans’ questions about the relationship along with a cheeky photo of Alex in his boxers. “He’s 36 and in end he came after me. I’m the skittish one. We love each other …. LADIES NEVER GIVE UP. Must say he was different for me,” she wrote. <blockquote class="twitter-tweet"> A.E.Hanging Ot <a href="https://t.co/TB5XXJqlxk">pic.twitter.com/TB5XXJqlxk</a> — Cher (@cher) <a href="https://twitter.com/cher/status/1595612020325240832?ref_src=twsrc%5Etfw">November 24, 2022</a></blockquote> <blockquote class="twitter-tweet"> On paper This Looks strange (Even 2 ME) A.E Says ♥️Doesn’t Know Math — Cher (@cher) <a href="https://twitter.com/cher/status/1595690505576161281?ref_src=twsrc%5Etfw">November 24, 2022</a></blockquote> <blockquote class="twitter-tweet"> BABE,SOME MARCH 2 A DIFFERENT DRUMMER,I Dance 2 One — Cher (@cher) <a href="https://twitter.com/cher/status/1595695842584731648?ref_src=twsrc%5Etfw">November 24, 2022</a></blockquote> “He’s kind, smart, hilarious … and we (kiss emoji) like teenagers,” she responded to a question asking about her favourite quality about Alex. “On paper this looks strange (even to ME) AE says love ️doesn’t know math,” Cher tweeted shortly after. The pair sparked rumours earlier this month when they were seen holding hands outside the West Hollywood restaurant Craig's where they met with rapper Tyga for dinner. During the night, Alex was seen kissing Cher’s hand as they drove off together. It was only days after the dinner that Cher confirmed the relationship on Twitter. Image: Getty

Relationships

Gender pension gap: why women save less - and why that’s changing dramatically

One issue <a href="https://www.scottishwidows.co.uk/knowledge-centre/gender-pension-gap/">that has</a> attracted <a href="https://prospect.org.uk/article/what-is-the-gender-pension-gap/#:%7E:text=The%20gender%20pension%20gap%20is,gap%20that%20year%20(17.3%25).">growing attention</a> in <a href="https://www.aviva.co.uk/aviva-edit/your-money-articles/women-know-gender-pension-gap/">recent years</a> is the “gender pension gap” – the fact that on average, women have lower private pension wealth and lower income in retirement than men. But before rushing to conclusions about how to “fix” this, it is crucial to understand what lies behind any pension differences between men and women. There are three main potential drivers behind this phenomenon: <ol> <li> Different labour market experiences: the “<a href="https://www.ifs.org.uk/publications/10358">gender pay gap</a>”, and the fact that <a href="https://ec.europa.eu/eurostat/statistics-explained/index.php?title=Duration_of_working_life_-_statistics#:%7E:text=In%202019%2C%20the%20estimated%20expected,aged%2015%20years%20and%20more">men have</a> longer paid working lives than women; </li> <li> Different investment strategies: when it comes to <a href="https://www.gov.uk/pension-types">defined contribution pensions</a>, <a href="https://s-h-w.com/news-articles">men choose</a> to invest in portfolios with a higher expected rate of return. </li> <li> Different saving rates: as <a href="https://www.ifs.org.uk/publications/15425">we investigate</a> below, men and women may also differ in how likely they are to be offered a pension in their job, or tend to work for employers that contribute more or less to a pension, or tend to make different contributions themselves. </li> </ol> Importantly, the role of these potential drivers will have changed over time for various reasons. Mothers <a href="https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/employmentandemployeetypes/articles/familiesandthelabourmarketengland/2019#:%7E:text=In%20April%20to%20June%202019%2C%20three%20in%20four%20mothers%20with,mothers%20in%20employment%20in%202000.">have increasingly participated</a> in the labour market over the years, for example. Final salary pensions have been reformed to career average schemes, which in particular reduced the generosity for long stayers and those with stronger pay growth, <a href="https://www.pensionspolicyinstitute.org.uk/sponsor-research/research-reports/2013/17-05-2013-the-implications-of-the-coalition-governments-public-service-pension-reforms/">affecting men</a> more than women. Also, <a href="https://www.pensionsadvisoryservice.org.uk/about-pensions/pensions-basics/automatic-enrolment">automatic enrolment</a> has been introduced for workplace pensions, which affected everyone’s participation in them. Gaps in pension income today may therefore reflect labour markets and pension arrangements from many years ago, and the gap in pension income for current working-age individuals may be quite different when they reach retirement. In an ongoing programme of work at the Institute for Fiscal Studies, funded by the <a href="https://www.nuffieldfoundation.org/">Nuffield Foundation</a>, we are examining in detail differences in pension saving rates between men and women that will contribute to a future “gender pension gap” for today’s working age individuals. <h2>Making sense of the gap</h2> In a <a href="https://www.ifs.org.uk/publications/15421">first publication</a>, we have documented differences in average pension saving between male and female employees before the introduction of <a href="https://www.pensionsadvisoryservice.org.uk/about-pensions/pensions-basics/automatic-enrolment">automatic enrolment</a> in 2012. We found that on average across all employees (whether saving in a pension or not), women of all ages actually contributed more as a proportion of their earnings each year than men. However, this was driven by the fact that women were more likely to work in the public sector, where contribution rates are typically higher. Examining average pension saving among men and women within each sector reveals a different pattern. The average saving rates of male and female employees were similar until around age 35 but then diverged, with average contributions continuing to increase with age for men but not changing for women. The graphs below unpick what was driving this pattern among private-sector employees in Great Britain (though the pattern was broadly similar for public-sector employees). It was caused by the extent to which men and women participated in a pension. The proportion of men and women saving anything in a private pension was similar until around age 30 but then diverged, with men increasingly likely to be saving in a pension as they get older, while women’s pension participation plateaued. On the other hand, average contribution rates for those saving in a pension were actually slightly higher as a share of earnings among women than men. Pension participation in overall savings <img src="https://oversixtydev.blob.core.windows.net/media/2022/10/graph-1.jpg" alt="" width="1280" height="720" /> Average contribution rates in pension savings <img src="https://oversixtydev.blob.core.windows.net/media/2022/10/graph-2.jpg" alt="" width="1280" height="720" /> What might have been driving differences in pension participation? The timing of the divergence in people’s lives mirrored the evolution of the gender gaps <a href="https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/earningsandworkinghours/bulletins/genderpaygapintheuk/2020">in pay</a>, <a href="https://www.ifs.org.uk/publications/13673">commuting</a> and <a href="https://www.ifs.org.uk/publications/14032">firm productivity</a>, and suggested that the arrival of children and related employment decisions was an important factor. So in our ongoing programme of research we are examining whether the gap in pension participation is associated with the arrival of children, and the extent to which female employees received a different pension offer from their employer, or made different saving decisions when presented with the same offer as male employees. <h2>Effect of automatic enrolment</h2> The introduction of automatic enrolment into workplace pensions has substantially changed pension-saving behaviour – in particular, substantially increasing pension participation among employees targeted by the policy. The graph below shows the proportion of male and female employees of different ages who were saving in a private workplace pension in 2012 and 2019 in Great Britain. The pattern in 2012 is represented by the two sets of dashed lines, with men again in blue and women in purple. It is similar to that estimated in the first graph in this article. But the pattern in 2019 is totally different. Rather than participation diverging at a particular age, women are now slightly less likely to be in a pension at all ages than men (but the level of participation among both is considerably higher). Automatic enrolment will therefore have fundamentally changed the nature of the gender gap in pension-saving rates going forwards. Pension participation 2019 vs 2012 <img src="https://oversixtydev.blob.core.windows.net/media/2022/10/graph-3.jpg" alt="" width="1280" height="720" /> This highlights the importance of examining gender differences in saving rates, rather than just accrued pension wealth or pension income. Focusing on the latter risks developing policies to fix a perceived problem that has already changed. Image credits: Getty Images This article originally appeared on <a href="https://theconversation.com/gender-pension-gap-why-women-save-less-and-why-thats-changing-dramatically-160648" target="_blank" rel="noopener">The Conversation</a>.

Retirement Income

Woman marries ex-boyfriend’s dad

A woman who married her ex-boyfriend’s father in which there is a 24-year age gap has spoken out about how the exciting relationship came to be. Sydney Dean, 27, from Ohio was only in year 6 when she met her childhood boyfriend’s dad, Paul. Unfortunately, the relationship came to an end but Sydney and Paul’s son remained friends until he got another girlfriend in high school. Sydney felt like a third wheel and ended up speaking to Paul who she never “expected to fall in love with”. The pair began dating when Sydney turned 16, the legal age of consent in the state of Ohio before Paul proposed in 2016. It was difficult for the loved up couple to explain to family and friends that their relationship was real. “My mum already knew who Paul was and, from the few times they have talked, they got along just fine,” Sydney told Jam Press. “But when I first told my mum that we were together, she was not happy. “The age gap really got to her and it stayed that way for about a year [until] eventually she came around.” Sydney’s parents eventually grew to love Paul, with her mother visiting “all the time”. But it was rough on Paul’s youngest son who already “knew” Sydney who took the news the hardest. “He didn’t agree with the relationship for a couple of years,” Sydney said. “But now that we are married, he supports us being together. “He comes over with his girlfriend and their three children every other weekend just to hang out.” Sydney is hoping that her love story removes the stigma toward relationships with big age gaps. She said that Paul “is the best husband” and he treats her well. Image: 7News/Jam Press

Relationships

Boss threatens to sue employees over wage talk

An employee has called out her manager after he threatened to fire staff for talking about their wages. The business owner of Planet Fitness gym in Kentucky, US, hung a poster on the wall informing staff not to talk about their wages because it is illegal. However, under the National Labor Relations Act, employees are entitled to speak about their wages freely. “ATTENTION ALL SUBORDINATES,” the letter, which was shared to Reddit began. “Effective immediately, conversing about wages (both on duty and off duty) is strictly forbidden, “This is considered proprietary information and as such, it is protected legally. “If you are overheard speaking (OR LISTENING TO!!) a conversation in which wages are discussed, you will receive disciplinary action up to and including termination.” One of the gym’s employees, Shelly, did not accept her boss's premise and decided to get back at him. Another photo shared to the post shows multiple hammers and sickles drawn on it - representative of the communist party. “Seeing as you’re a manager in the great illustrious word (sic) of Planet Fitness gym franchises, it may behoove (sic) you to become familiar with the laws pertaining to it,” Shelly wrote. “Sprinkling legalese and word-salad across an 8.5x11 paper you printed does not make a legal doc. “Needless to say, you can’t legally tell us not to discuss wages in the good ol’ U.S. of A. We will continue to do so.” She ended the note with “Love, $10.50 an hour Shelly” which then saw her colleagues write their own wages. Viewers commended Shelly for the move which showed a united front against the boss who was very much in the wrong. "I LOVE $10.50 an hour Shelly!" someone wrote. "Long Live Shelly. I hope she is $25.00 an hour Shelly very very soon,” another commented. “I pledge allegiance to the flag of the United States of SHELLY SHELLY!" another joked. Images: Reddit

Money & Banking

Companies scramble after being called out by gender pay gap bot

A Twitter account exposing the gender pay gap at companies tweeting about International Women’s Day has caused a stir, prompting several of those companies to delete their posts. The account, appropriately called the <a href="https://twitter.com/PayGapApp">Gender Pay Gap Bot</a>, has seemed to take the internet by storm after it was first started in March 2021. Using data from the UK government’s gender pay gap service website, the account retweets posts from British companies with the median hourly pay difference between male and female employees. For example, fashion house Missguided tweeted: “Happy International Women’s Day! We’re paying it forward this IWD, and we’re giving away prizes throughout the day, including x2 lots of £1000 CASH. “To win, tweet us using #PayItForwardWithMissguided and share the best piece of advice you’ve received.” <blockquote class="twitter-tweet"> In this organisation, women's median hourly pay is 40% lower than men's. <a href="https://t.co/wm3Nsro6Zq">https://t.co/wm3Nsro6Zq</a> — Gender Pay Gap Bot (@PayGapApp) <a href="https://twitter.com/PayGapApp/status/1501146247964635144?ref_src=twsrc%5Etfw">March 8, 2022</a></blockquote> The Gender Pay Gap Bot replied with, “In this organisation women’s median hourly pay is 40 percent lower than men’s”. For a majority of companies, the bot has actually reported that women’s pay was higher than men’s, including West London NHS Trust, Rowans Hospice and The Landmark Trust, and that St John’s Ambulance employees were paid equally. However, some of the companies where women earn less than men have scrambled to delete their tweets after they were called out by the bot. <blockquote class="twitter-tweet"> In this organisation, women's median hourly pay is 0.9% lower than men's. <a href="https://t.co/s9pLQU4jKf">https://t.co/s9pLQU4jKf</a> — Gender Pay Gap Bot (@PayGapApp) <a href="https://twitter.com/PayGapApp/status/1501346190008352768?ref_src=twsrc%5Etfw">March 8, 2022</a></blockquote> <blockquote class="twitter-tweet"> In this organisation, women's median hourly pay is 81.6% lower than men's. <a href="https://t.co/0v0YFNb1r2">https://t.co/0v0YFNb1r2</a> — Gender Pay Gap Bot (@PayGapApp) <a href="https://twitter.com/PayGapApp/status/1501315689738559493?ref_src=twsrc%5Etfw">March 8, 2022</a></blockquote> The creators of the bot, Manchester-based copywriter Francesca Lawson and software developer Alastair Fensome, told <a href="https://qz.com/work/2139235/the-creators-of-gender-pay-gap-twitter-bot-explain-their-goals/" target="_blank" rel="noopener">Quartz</a> they made it to put the spotlight on companies and ensure their empowering words matched their actions. “[We] built it to put the gender pay gap data in the spotlight and enable the public to hold companies to account over the words of ‘empowerment’, ‘inspiration’ and ‘celebration’ they tweet on International Women’s Day,” Lawson explained via email. “The data shows their supportive posts are rarely backed up by action.” Image: @PayGapApp (Twitter)

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Companies scramble after being called out by gender pay gap bot

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