Latest news with #equalpay
Bloomberg
15 hours ago
- Business
- Bloomberg
Novo Nordisk's Women Are Now Paid More Than the Men, Finans Says
Women employed at Novo Nordisk A/S are now paid more on average than the men working at the maker of blockbuster drugs Wegovy and Ozempic, according to Danish media Finans. Novo's women are paid 3% more, across job descriptions and different geographical locations, Finans said, citing data compiled by accounting firm Deloitte LLP.
BBC News
5 days ago
- Business
- BBC News
Jersey businessman urges action on gender pay inequality
More needs to be done to make sure men and women are paid the same, a Jersey businessman has said. A government report from March found that the gender pay gap in Jersey stood at 6.3%, with men earning on average about £2 more than women an were invited to "unite" with women at a roundtable discussion on how to tackle the Ian Webb said it was good to have discussions and that action was needed. He said: "It is a problem males and females share, it is not just a woman problem. "There's a lot more that needs to be done and we need to have some more actions come out of these discussions, but it's good to at least share some of the problems and get them vocalised."Mr Webb said it was a shock to realise the pay gap was still an issue."It was a real eye-opener for me to listen and I think that's one of the keys being an ally is you do have to listen and listen to some of the issues that women do have still," he said.
Yahoo
25-05-2025
- Yahoo
Former Mashpee employee files race-based discrimination complaint against the town
MASHPEE — After experiencing what she calls racial discrimination as a town employee, a woman has filed a complaint with the Massachusetts Commission Against Discrimination against the town of Mashpee. Stephanie Coleman, a former administrative secretary for Town Manager Rodney Collins, filed the race, color, and retaliation complaint on March 25. The commission has scheduled an investigative conference with the town and Coleman on Aug. 6. The race specifically identified is African American. Coleman, 39, of Mashpee, identifies as Wampanoag and African American. She alleges she was underpaid compared to a white co-worker and that the town retaliated against her for speaking openly about wages. She resigned from her job Feb. 7. "Mashpee deserves a government that values fairness, integrity, and equal treatment for all employees," Coleman said in an interview with the Times. In an email on April 22 to the Times, Collins said the town strongly denies any discriminatory practices or decisions related to Coleman. The complaint is "filled with factually inaccurate information," he said. The town won't comment any further, while the matter is pending, he said. Coleman has not hired a lawyer related to her complaint against the town, she said. She was not a member of a union, and instead worked under a personnel administration plan, she said. The commission, a state agency, enforces Massachusetts anti-discrimination laws by investigating complaints in employment, housing, public accommodations, and other aspects of everyday life. There is no cost to file a complaint, and no lawyer is needed. The commission first reviews a complaint to see that it falls within its jurisdiction, according to the agency's online guide. An investigator is assigned, and the complaint is then sent to the person filing the complaint and the entity or persons named in the complaint for a response. The complainant can then give an answer to the response. An investigative conference may be held, mediation may lead to a settlement, or an investigation and disposition will be made on whether unlawful discrimination may have occurred. From there, a number of avenues exist to move forward, such as appeal, settlement or a public hearing. In fiscal 2024, the commission recorded 3,553 new complaints, according to the annual report. The top three protected classes in the complaints were retaliation, disability and race. Since 2020, two other complaints were filed with the commission against the town of Mashpee, both against the town school department and school officials, according to information provided by the commission to the Times. One complaint was closed in July 2021, and the second was closed in January 2024. The commission does not confirm or deny the existence of an open complaint filed with the agency, Justine LaVoye, the press secretary for the commission said. Coleman started her work in town hall in 2017 in the town treasurer and tax collector department, and in 2023 she was working in the the four-person town manager and Select Board office with a salary of $60,000, according to the town reports. Coleman's supervisor, the administrative assistant, was making $90,000 in 2023. The four people in the office at that time were Collins, an assistant town manager, an administrative assistant and Coleman. In the 2023 town report, the Select Board describes Coleman and the administrative assistant as "vital intermediaries" with the public. In total, the town paid about 800 people for work in 2023, ranging from $241,168 for a firefighter with overtime to a building department worker for $31, according to the town report. In March 2024, Coleman learned her supervisor — the administrative assistant — was retiring. To prepare for that retirement, Coleman trained for the supervisor's position, according the the complaint. In September 2024, Collins offered another town employee, from the health department, a pay increase to assist with administrative assistant duties for the town manager's office, according to the complaint. Coleman said she learned about the pay increase because in her job she regularly handled salary paperwork. She knew the increase was higher than her pay and that she was working her normal duties and also training to replace her supervisor. She talked to an assistant town manager about it. The town then dropped the other employee's pay increase, according to the complaint. In September 2024 Coleman's supervisor retired, and she was hired in October 2024 to fill the job, at $37 an hour, according to the complaint. In November 2024, the town posted an additional administrative assistant role externally for the town manager's office, and the other town employee, from September, who is white, was hired at $45 per hour, according to the complaint. Because the pay was more than what Coleman was offered she asked Collins to increase her pay so it was comparable. He refused, according to the complaint. In December 2024, Coleman spoke to a town human resource manager about the difference in pay and her claim of discrimination based on race, according to the complaint. At a meeting, then, with Coleman, Collins and the human resource manager, Coleman repeated that she felt the difference in pay was discriminatory. Collins raised his voice at that meeting and said he would not be accused of being a racist, according to the complaint. On Dec. 30, 2024, Coleman formally withdrew any request for an increase in pay, according to the complaint. She became fearful, she said to the Times, that she could lose her job for speaking out. "I felt really alone. I felt no one was listening to me," Coleman said. Throughout January, 2025, Coleman continued working full time. The town gave her back pay for the extra work she performed in September and October, according to the complaint. In or around January, 2025, an anonymous letter was sent to Collins, stating that the town was paying people differently based on race, according to Coleman's complaint filed with the state agency. On Feb. 3, 2025, Collins held a meeting with Coleman and others about the letter, according to the complaint. In that meeting, Coleman denied knowing who wrote the letter. At the meeting, Collins became angry and said the letter was Coleman's fault, for discussing salaries in the office, according to the complaint. In an email Feb. 4, Coleman told an assistant town manger that she was uncomfortable in the office and wouldn't be back to work the next day, according to the complaint. Coleman was placed on paid administrative leave on Feb. 6, and told to attend an administrative hearing on Feb. 11, according to the complaint, due to unprofessional conduct and falsified sick time. Coleman denied these allegations and did not attend the hearing, the complaint stated. "This isn't about me," Coleman said to the Times. "It's about ensuring that no other employee of color faces the same discrimination and retaliation that I have endured." Rachael Devaney writes about community and culture. Reach her at rdevaney@ Follow her on X, formerly Twitter: @RachaelDevaney. Thanks to our subscribers, who help make this coverage possible. If you are not a subscriber, please consider supporting quality local journalism with a Cape Cod Times subscription. Here are our subscription plans. This article originally appeared on Cape Cod Times: A former secretary to Mashpee Town Manager Rodney Collins claims bias
The Australian
21-05-2025
- Business
- The Australian
WGEA: PS women earn $8200 a year less than men
Women in the public sector earn on average $8200 a year less than men, according to landmark analysis of public sector pay gaps by the Workplace Gender Equality Agency. The WGEA's examination of 120 public sector employers and two corporate groups found that more than half had reduced their gender pay gap in the past 12 months. According to the WGEA data, the median total remuneration gender pay gap was 11.3 per cent at the CSIRO; 9.8 per cent at the ABC; 8.6 per cent at Australia Post; and 4.8 per cent at the Australian Taxation Office. The median gap at the Australian Federal Police was 12.2 per cent; 11.5 per cent at the Reserve Bank; 1.9 per cent at SBS; and 1.3 per cent at NBN Co. About 50 per cent of public sector employers have a gender gap below 4.8 per cent, a point known as the employer gender pay gap mid-point. The private sector mid-point is 8.9 per cent. Across all employees in the public sector, the average total remuneration gender pay gap is 6.4 per cent, compared to 21.1 per cent in the private sector. WGEA chief executive Mary Wooldridge said nearly half of the employers in the sector still had a gender pay gap in favour of men, and while they were often smaller than the private sector, as evidenced by the 4.8 per cent mid-point gap, 'this does nevertheless show that work still needs to be done to improve gender balance in both pay and composition'. Ms Wooldridge pointed to payments above base salary, which the report showed was a key contributor to the gender pay gap. The value of payments above base salary including overtime, performance bonuses and superannuation added $5373, or 3.6 per cent, to the gender pay gap, indicating they offered more financial reward to men than women. 'Releasing public sector gender pay gaps for the first time today places a spotlight on these employers, like it has done in the private sector. This enhanced transparency and accountability is a catalyst for further action,' Ms Wooldridge said. She said the results pointed to how progress can be achieved when employers use long-term and deliberate actions that address gender equality. 'The commonwealth public sector has achieved gender balance in the composition of the workforce, at managerial level and in the upper quartile of remuneration,' she said. 'This is a critical driver of the lower gender pay gaps reported today. The results also show that employers are taking action to improve equality in their workplaces.' Nation CCTV of Erin Patterson's 9-second bathroom break a day after hosting the fatal mushroom lunch has been shown to the jury in her triple-murder trial. Nation Premier Chris Minns has issued a scathing statement as hundreds of commuters were left stranded after a power outage brought the city's train network to a grinding halt.
The Guardian
20-05-2025
- Business
- The Guardian
ABC and SBS gender pay gaps revealed as public sector wage data released for the first time
The gender pay gap at more than 100 commonwealth public sector employers including the ABC has been laid bare for the first time, with the national broadcaster paying men nearly 10% more than women when median total remuneration is compared across the organisation. Overall, pay gaps at commonwealth public sector employers were significantly better than those in the private sector revealed in March, where the average total remuneration pay gap of 21.1% was more than triple the average public sector gap of 6.4%. While sectors were compared on average, employers were assessed on median gaps. Nearly half (45%) of all commonwealth public sector employers had pay gaps in the target range (+/-5%), compared with 31% in the private sector. The median pay gap at the ABC – of 9.8% – puts it ahead of the national median pay gap, but behind other news outlets such as the Guardian (-2.5% – a negative pay gap indicates a pay gap in favour of women), News Ltd (5.6%), Australian Associated Press (5.8%), and Network Ten (6.5%). SBS's gender pay gap, released for the first time on Wednesday, is 1.9%. The ABC's pay gap is smaller than Nine's (14.5%) – though so are those at Nine newspaper the Age (7%), Seven West Media (11.5%), Radio 2GB (12.7%) and Win Corporation (14%). Sign up for Guardian Australia's breaking news email A spokesperson for the ABC said: 'The ABC has been conducting a regular gender pay gap analysis since 2019 to ensure we identify, understand and appropriately address any significant pay gaps across our workforce. Meaningful gaps which are found to occur at any pay band are investigated to ensure we understand the cause and can take any action required.' Despite the public sector's generally strong results when compared with the private sector, there were still many public agencies and employers with large pay gaps favouring men. These were concentrated in areas relating to mining, transport, finance and policing – mirroring industry-level disparities in the private sector. The largest pay gap was of 50.4% at the National Offshore Petroleum Safety and Environmental Management Authority, meaning the median salary for a male employee was double the median salary for a woman; followed by the Coal Mining Industry Corporation (31.7%), Civil Aviation Safety Authority (30.9%), and Australian Maritime and Safety Authority (30.4%). The biggest public sector employers to have pay gaps revealed included the Australian federal police (12.2%), the Reserve Bank of Australia (11.5%), CSIRO (11.3%), Australia Post (8.6%), the ATO (4.8%) and the National Disability Insurance Agency (0.7%). Most federal government departments had neutral pay gaps (+/-5%). Exceptions to this were the department of home affairs (9.3%), the attorney general's department (7.4%), and the department of climate change, energy, the environment and water (7%). While equal pay for equal work has been the law in Australia for more than 50 years, but gender pay gap data reflects the fact that men are often employed in higher-paid, more senior roles in a company. 'The public sector is not immune from the broader industry trends that we see, and they need to continue to be vigilant and work hard on addressing the areas where it's not traditional to employ women, for example, in senior management,' said Mary Wooldridge, CEO of the Workplace Gender Equality Agency. 'These results show very clearly that there's still a significant amount of work to be done within individual agencies.' Sign up to Breaking News Australia Get the most important news as it breaks after newsletter promotion Wooldridge said the public sector's generally better results were largely driven by the fact many public service workers are employed under the Public Service Act, which requires employers to have a gender equality strategy and aim for gender balance in management roles. Public sector workers were also far more likely to work full-time than in the private sector – with 82% of public sector employees employed full-time, including 76% of women, compared with 55% in the private sector (43% of women). This was likely the result of the public service's commitments to flexible work, said Wooldridge. 'There does seem to be the opportunity that where people have the capacity to work flexibly, that they're more able to take on full-time roles, knowing they'll be able to do them in a way that enables them to balance other responsibilities, particularly caring responsibilities,' she said. Men in the public sector, however, were less likely to take up parental leave than in the private sector. Men accounted for just 11% of all primary carer's leave taken in the public sector, compared with 17% in the private sector. Wooldridge said changes to the Maternity Leave (Commonwealth Employees) Act introduced in 2024 would hopefully make leave more accessible to men and see more fathers take it up. 'But that environment and even just that language [of the act] … is part of the context for perhaps why we haven't seen such a positive and growing uptake of men [for] primary carers' leave as we would expect.' The government began publishing the pay gaps at private employers last year. The publication of pay gaps at individual employers is part of the federal government's pushto bring down the national gender pay gap, which has remained stubbornly high. Wooldridge said if it continued to fall at the current rate, pay equality would not be achieved for more than a century.
