Choose the action that fits your position.

General public

Make the issue impossible to keep private.

• Share the infographic in classrooms, social feeds, and group chats so the issue becomes discussable instead of abstract.
• Start one salary-transparency conversation in a place that usually avoids it.
• Support unions, policies, and workplaces that publish salary bands and measure progress publicly.

Women experiencing underpayment

Turn recognition into bargaining power.

• Compare your role with published salary benchmarks and document responsibilities, outputs, and progression points.
• Use the podcast and infographic as conversation tools before or during negotiation so the issue is framed as structural, not personal.
• Identify one support channel now: manager, HR, union, Fair Work, legal aid, or student services.

Starting points: Fair Work Ombudsman and Australian Human Rights Commission

Employers and institutions

Use institutional power where it actually counts.

• Audit pay bands, promotion pipelines, and discretionary bonuses rather than assuming equal-pay rules solve the gap on their own.
• Publish salary ranges and review care-related penalties in policy design, especially where senior roles are treated as inflexible by default.
• Pair your internal audit with targets, public reporting, and a clear timeline so accountability is visible.

Supporting research: BCEC and WGEA Gender Equity Insights 2025