The Workplace Gender and Equality Agency has revealed the gender pay gaps across all private companies that have at least 100 employees for the first time ever.
In the retail fashion space, City Chic Collective recorded the largest median total remuneration gender pay gap of 57.4 per cent.
This is well-above the total remuneration gender pay gap across all industries of 21.7 per cent, which means that for every $1 on average a man makes, women earn 78 cents. The fashion sector employs more than 376,000 women, representing 77 per cent of the workforce, according to a 2022 report by the Australian Fashion Council.
Also hitting above 50 per cent were The PAS Group - now trading as Brand Collective, jewellery brand Pandora, Fast Future Brands - which manages Valleygirl and TEMT, and Forever New.
Meanwhile, Australian brands Seafolly and Lorna Jane hit gender pay gaps of 44.5 per cent and 37.1 per cent respectively.
Michael Hill Jewellers’s gender pay gap is also at 37.1 per cent, Wittner at 30.5 per cent, Lovisa at 26.4 per cent, Honey Birdette at 20.1 per cent, and Oroton Group at 18.3 per cent.
On the flip side, those recording a negative gender pay gap - or those where women are paid more than men - include Thrills at 6.1 per cent, local licensee Signal Brands, which manages Guess, Nine West and Steve Madden at 7.9 per cent, and Carla Zampatti at 19.8 per cent.
Across all employers in all industries, half have a gender pay gap of over 9.1 per cent. However, less than a third (30%) of employers have a median gender pay gap between the target range of -5% and +5%.
In fashion, the latter includes R.M.Williams, Rip Curl, Spendless Shoes, Camilla and Marc, David Jones, Fendi, Louis Vuitton, Myer, KMD Brands, and Cotton On.
“It is encouraging to see that gender pay gaps for almost one-third of employers are close to gender parity within their workforce,” WGEA CEO Mary Wooldridge said.
“All employers should be aiming for a gender pay gap within +/-5%. This range allows for normal business fluctuations and employee movements, while signifying that an employer has a focus on identifying and addressing inequalities and is taking action to ensure there is gender equality throughout an organisation.
“Particularly for those employers whose gender pay gaps are higher than their Industry peers, publication of the results today is a catalyst for action and change.”
Wooldridge said the gender pay gap is a widely used, internationally recognised measure for gender equality.
“Publishing employer’s gender pay gaps brings transparency to those employers who have low median gender pays gaps and those that don’t,” she said.
“The time for talk and excuses is over. Change takes action and employers need to double down on ensuring all employees are fairly represented and equally valued and rewarded in their workplace.”
Within the overall data, 62 per cent of median employer gender pay gaps are over 5 per cent and in favour of men. Just 8 per cent are less than negative 5 per cent and in favour of women.
“The gender pay gap is a persistent and complex problem that costs the Australian economy $51.8 billion every year,” Minister for Women, Senator Katy Gallagher said.
“Transparency and accountability are critical for driving change. By shining a light on gender pay gaps at an employer level, we are arming individuals and organisations with the evidence they need to take meaningful action to accelerate closing the gender pay gap in Australian workplaces.”