![]() However, the move for equal pay might be most crucial for young, aspiring female surfers on the World Qualifying Series, where surfers compete in various events to earn points that could lead to a spot on the prestigious (and well-paid) World Championship Tour. Income earned for a majority of the league’s top female athletes comes exclusively from competitions and sponsorship deals. So when Stephanie Gilmore won the 2018 Rip Curl Pro, she earned $65,000 for her victory, while Italo Ferreira got $100,000 for his. The league’s reasoning for these amounts was that the average earnings between male and female surfers were the same-which they were-but the allocation of prize money wasn’t broken down evenly. Prior to the decision, in 2018, the 36 male surfers on WSL’s World Championship Tour were competing for $607,800 in prize money, while the 18 women on tour competed for just $303,900. The top-tier pro-surf tour is now one of the only U.S.-based sports requiring equal pay for men and women. The change came after a September decision by the World Surf League that male and female competitors would be paid equitably in all WSL events. It was a first for pro surfing’s top tour since its inception in 1976. reduced vulnerability to costly and resource intensive legal claims related to compliance with legal obligations.Įnsuring individual workers are remunerated fairly contributes to a fair, respectful, and equal society.When Caroline Marks and Italo Ferreira held up their prize checks for winning the first competition of the 2019 World Surf League’s Championship Tour on April 7, the amount box displaying the money earned was the same.enhanced reputation and brand and not needing to use limited resources for managing reputation and brand risks.improved morale and productivity with each worker enabled to contribute to their best potential.business and consumer base growth with responsible and ethical workplace conduct.minimising costs and disruptions associated with high staff turnovers.With more women paid fairly and with more financial security, businesses would attract more diverse and talented staff and operate more productively, and the Australian economy would be stronger. Small and medium businesses (SMEs) can play an integral role to reduce the gender pay gap and achieve gender pay equality.Įqual pay in business can deliver wide-ranging benefits to your business, your employees, and the broader community. Requires non-public sector organisations with 100 or more employees to report on equal remuneration between men and women. Fair Work Commission must consider equal pay in minimum wage and awards, and it can make ‘equal remuneration orders’ to ensure equal pay. General protections prohibit sex discrimination in employment. ![]() This could include unequal pay if it is for a discriminatory reason. Prohibits sex discrimination in employment. The Commonwealth has three acts that businesses have obligations under: Victoria’s Equal Opportunity Act (2010) prohibits sex discrimination in employment and imposes a positive duty on employers to eliminate discrimination from the workplace, which could include unequal pay on the basis of sex. This is not intended to be an exhaustive list and is intended as general information, not legal advice. The law on equal pay is shaped by Victorian, national and international law.
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