Editorial: Pay gap data exposes those who profit off women

You’ve gotta spend money to make money.

That’s certainly true for women trying to forge professional careers.

Before a woman even sets foot in an office, she has already spent more than her male colleagues (who are likely to out-earn her anyway). The “pink tax” — the tendency for companies to charge more for products marketed towards women simply because they can — means she has likely spent 29 per cent more on razors, 16 per cent more for body wash and 12 per cent more for underwear according to research from AMP.

Her clothes are also more expensive, and she is under greater pressure to buy more of them.

There’s no shortage of companies willing to profit off women. But as data released on Tuesday by the Workplace Gender Equality Agency shows, many of those businesses aren’t sharing the spoils with their female workforces.

Forever New, which turns over hundreds of millions each year by hawking blazers and pencil skirts to aspirational young women starting out their professional careers, recorded a 51 per cent gap.

Lorna Jane, an activewear brand that markets itself as seeking to “inspire women around the world” has a pay disparity of 37 per cent.

At glamorous swimwear brand Seafolly, where you can spend $140 on a single pair of bikini bottoms, the gap was 45 per cent.

Plus-sized fashion chain City Chic recorded a 57 per cent difference in median wages paid to its male and female employees.

The data dump will leave many Aussie businesses feeling uncomfortably exposed. Until now, most employers have kept this information a closely guarded secret.

Now, there’s nowhere to hide — not behind International Women’s Day breakfasts or vague motherhood statements about equality.

The softly-softly approach isn’t closing the gender pay gap fast enough. Maybe the sledgehammer approach — and a hefty dose of shame — will get things moving.

Of course, the reasons for the persistent gender pay gap are complex. Women still take on the bulk of unpaid caring responsibilities, meaning their ability to earn more through overtime or bonuses is limited.

And then there are the long-established norms determining how society values what we think of as men’s and women’s work.

But there’s plenty businesses can do to dismantle the structural barriers which impede women’s career progression, including by normalising flexible work arrangements, improving gender-neutral parental leave policies and conducting inclusive recruitment and promotion practices.

Anything less will now be seen for what it is — empty promises.

As Deputy Opposition Leader Sussan Ley said this week, if your workplace hasn’t demonstrated real action on the gender pay gap, then keep the cupcakes in the fridge.

Responsibility for the Editorial comment is taken by Editor-in-Chief Anthony De Ceglie.