• Are women paid on the same base rate as men?

• Are women appointed at the same point on the pay scale as men?

• Where there are qualification requirements for determining starting pay, can you demonstrate that these requirements are relevant to the demands of the job?

• Are there criteria to determine progress through the pay levels?

• Can you demonstrate that they don’t disadvantage women?

• Are women in female-dominated unskilled jobs paid the same as the lowest male-dominated unskilled job?

• Are these jobs of equal value?

• Are women paid the same as men who have equivalent entry qualifications and length of service?

• Where workers are covered by different awards or agreements do those covering mainly women receive the same pay as those covering mainly men?

• Can you demonstrate that similar jobs performed by men and women have the same gradings and titles, and similar pay?

• Do part-time or temporary staff have the same earnings (pro rata) as full-time or permanent staff in the same job or level?

• Do men and women have equal access to work which is paid at a higher rate such as overtime or night shifts?

• Do jobs performed predominantly by women receive the same rates for weekend work and non-standard hours as jobs done predominantly by men?

• Are part-timers eligible for overtime?

• Are men and women equally represented in occupations which receive discretionary payments?

• Are the amounts received by men and women similar?

• If not, do you know why not?

• Do you keep statistics on which occupations receive allowances?

• Can you demonstrate that there is no gender bias operating?

• Are the amounts paid similar for men and women?

• Do you keep statistics on the occupations which receive few or no allowances?

• Can you demonstrate that there is no gender bias operating?

• Do you keep statistics on the jobs and classifications that are eligible for performance payments?

• Can you demonstrate that there is no gender bias operating?

• Do you keep statistics on the jobs and classifications that are excluded from the scheme?

• Can you demonstrate that there is no gender bias operating?

• Do women receive a share of payments proportional to their numbers in the workforce?

• Is performance pay allocated to men and women in proportion to the performance ratings achieved?

• Are part-time and casual staff eligible for performance payments?

• Do part-time staff receive pro-rate benefits on the same basis as full-time staff?

• If access to superannuation is restricted to workers on a certain number of hours, does this impact equally on both genders?

• Do women and men performing jobs of equal value receive the same benefits, such as cheap loans, cars, computers, mobile phones, private telephone reimbursement, etc?

• Do part-timers receive all the benefits and entitlements paid to full-time staff on a pro rata basis?

• Are part-timers classified similarly to full-timers who do the same or similar work?

• Are part-timers eligible for performance payments, training and development?

• Have you investigated pay gaps between men and women at the same level which have been justified because of the greater experience in the job of the men?

• Are you sure there is no gender inequity?

• Is there a justifiable basis for the requirement for a qualification for some occupations?

• Have you investigated whether the lack of a qualification is a barrier to woman in certain occupations, when they might otherwise meet the criteria?

Source : HREOC Equal Pay Handbook