In 2015 men were paid an estimated 17.2% more than women according to the Australian Bureau of Statistics. There is currently no proposed equal pay legislation in the Australian parliament. Opponents of equal pay laws argue that pay gap statistics don’t take into account women who take jobs that are more family-friendly in terms of benefits rather than wages and that women are more likely to take breaks in employment to care for children or parents. Proponents argue that laws should be passed to even the playing field for women in all parts of the country including Western Australia where the pay gap is 26%.
85% Yes |
15% No |
82% Yes |
5% No |
3% Yes, and businesses should be required to publish their salary ranges for each position |
5% No, there are too many other variables such as education, experience, and tenure that determine a fair salary |
3% No, this is irrelevant because the gender wage gap is a myth |
|
1% No, the government should never determine what a private business should pay employees |
|
1% No, the current requirements in the Equal Pay Act of 1963 are already sufficient |
See how support for each position on “Equal Pay” has changed over time for 85.2k Australia voters.
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See how importance of “Equal Pay” has changed over time for 85.2k Australia voters.
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Unique answers from Australia users whose views extended beyond the provided choices.
@92Y5CXL2yrs2Y
If they can do the job the same as each other then yes
@9L53BVX4wks4W
No, eventually social movements and unions should be able to advocate for the victims of discrimination
@92SZ42J2yrs2Y
The government should not dictate what a private business pays its employees. Wages should depend on education, experience and positive attitude. Gender should never come into the equation.
@92SY22L2yrs2Y
Yes, if they can provide the same quality and quantity.
@92SY4FR2yrs2Y
Yes but everyone’s wage should be accessed based on competency and worth to the company regardless of gender/sex.
@92R654B2yrs2Y
Yes, so long as their education, experience, etc, are similar.
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