The gender pay gap is the difference in average earnings between women and men in the workforce, expressed as a proportion of men’s earnings. It is the consequence of a range of societal, industrial, and organisational factors that combine to reduce a person’s earning capacity.
It is not to be confused with equal pay that is being paid the same of the same or comparable job.
Gender-based discrimination and bias in the workforce can be direct or indirect. Often it is the indirect forms of discrimination that limit earning ability or career progression – particularly for women.
Our actions on the gender pay gap
AIMS acknowledges the importance of understanding these drivers and the responsibility we hold in taking meaningful actions to reduce the gender pay gap.
Since 2022, we have reported annually to the Workplace Gender Equality Agency (WGEA) against the six legislated Gender Equality Indicators.
Our annual WGEA reporting provides an important opportunity to assess where we are making progress, where gaps remain, and what actions are required to move toward meaningful and sustained gender equity. It allows us to benchmark against national data, increase transparency, and uphold our commitment to being an inclusive employer.
AIMS Employer Statements outline:
- our commitment to reducing the gender pay gap
- our commitment to creating an inclusive, equitable workplace and
- the actions we are undertaking
The statements reflect AIMS values of respect and collaboration, our transparency, and our proactive approach. They also ensure accountability, not only to WGEA requirements but to our employees, our community, and our broader commitment to equity, diversity, and inclusion.
