1 00:00:00,680 --> 00:00:01,000 Speaker 1: Hello. 2 00:00:01,560 --> 00:00:05,040 Speaker 2: My name's Santasha Nabananga Bamblet. I'm a proud Yr the 3 00:00:05,160 --> 00:00:08,760 Speaker 2: Order Kerney Whalbury and a waddery woman. And before we 4 00:00:08,800 --> 00:00:11,440 Speaker 2: get started on She's on the Money podcast, I would 5 00:00:11,520 --> 00:00:14,520 Speaker 2: like to acknowledge the traditional custodians of the land of 6 00:00:14,560 --> 00:00:18,680 Speaker 2: which this podcast is recorded on a wondery country, acknowledging 7 00:00:18,680 --> 00:00:22,560 Speaker 2: the elders, the ancestors and the next generation coming through 8 00:00:23,079 --> 00:00:27,159 Speaker 2: as this podcast is about connecting, empowering, knowledge sharing and 9 00:00:27,240 --> 00:00:30,600 Speaker 2: the storytelling of you to make a difference for today 10 00:00:31,040 --> 00:00:32,640 Speaker 2: and lasting impact for tomorrow. 11 00:00:33,320 --> 00:00:34,120 Speaker 3: Let's get into it. 12 00:00:34,800 --> 00:00:38,960 Speaker 4: She's on the Money, She's on the Money. 13 00:00:57,680 --> 00:01:00,200 Speaker 5: Hello, and welcome to She's on the Money. The podcasts 14 00:01:00,280 --> 00:01:03,800 Speaker 5: millennials who want financial freedom. My name is Becksied and 15 00:01:03,840 --> 00:01:05,720 Speaker 5: with me is Victoria Divine. 16 00:01:05,880 --> 00:01:08,679 Speaker 3: Hello. Beck, Are you excited for this episode? 17 00:01:08,760 --> 00:01:09,600 Speaker 1: I'm so excited. 18 00:01:09,640 --> 00:01:11,480 Speaker 3: We're going to talk about why women are overworked and 19 00:01:11,600 --> 00:01:14,920 Speaker 3: underpage So it's a little bit of a spicy episode. 20 00:01:15,360 --> 00:01:17,880 Speaker 3: Did you know that Australia's national gender pay gap is 21 00:01:17,959 --> 00:01:22,040 Speaker 3: currently sitting at twenty two point eight percent. No, no, 22 00:01:22,120 --> 00:01:25,319 Speaker 3: the insane right. Men are twice as likely to be 23 00:01:25,360 --> 00:01:28,280 Speaker 3: in the top earning bracket and women are one point 24 00:01:28,319 --> 00:01:31,080 Speaker 3: five times more likely to be in the lowest. 25 00:01:31,280 --> 00:01:31,720 Speaker 1: Wow. 26 00:01:31,920 --> 00:01:34,640 Speaker 3: In fact, every single industry in Australia has a gender 27 00:01:34,680 --> 00:01:38,200 Speaker 3: pay gap that favors men, and the gender pay gap 28 00:01:38,280 --> 00:01:43,319 Speaker 3: increased in eight industries in twenty twenty two. Oh my disgusting. 29 00:01:43,560 --> 00:01:47,480 Speaker 3: That is really wild, so frustrating. So today we're going 30 00:01:47,520 --> 00:01:50,360 Speaker 3: to be talking about why women are overworked and underpaid. 31 00:01:50,480 --> 00:01:52,880 Speaker 3: We're going to be looking at the mats, the stereotypes, 32 00:01:53,000 --> 00:01:56,000 Speaker 3: the quiet and the overt forces in society that contribute 33 00:01:56,040 --> 00:01:58,360 Speaker 3: to this situation and what we can do about it. 34 00:01:58,800 --> 00:02:01,640 Speaker 3: Before we go there, though, I think I really want 35 00:02:01,680 --> 00:02:04,880 Speaker 3: to acknowledge that the Australian Bureau of Statistics, while it 36 00:02:04,960 --> 00:02:08,560 Speaker 3: is a fantastic data source one of my favorites. In fact, Beck, 37 00:02:08,800 --> 00:02:11,560 Speaker 3: you're probably not as keen on them as I am, 38 00:02:11,600 --> 00:02:14,440 Speaker 3: because like I'm just a stats nerd, Like I literally 39 00:02:14,480 --> 00:02:18,160 Speaker 3: have a minor in statistics at university. But I really 40 00:02:18,240 --> 00:02:20,680 Speaker 3: enjoy following the abs on Instagram. 41 00:02:20,960 --> 00:02:22,760 Speaker 1: Oh they have an Instagram. They have an. 42 00:02:22,639 --> 00:02:27,120 Speaker 3: Instagram and their content is elite, very funny, like very funny, 43 00:02:27,360 --> 00:02:29,960 Speaker 3: very funny content. I will show you later. Oh they 44 00:02:30,000 --> 00:02:33,000 Speaker 3: have away with their numbers and if you don't follow 45 00:02:33,040 --> 00:02:36,360 Speaker 3: the abs on Instagram, you're honestly missing out. Also the 46 00:02:36,400 --> 00:02:38,280 Speaker 3: social media manager who runs that, if you want to 47 00:02:38,280 --> 00:02:39,959 Speaker 3: talk to me, I would let you run cheese on 48 00:02:40,000 --> 00:02:43,320 Speaker 3: the money. Yeah yeah, so slide into my DMS. But 49 00:02:43,440 --> 00:02:45,440 Speaker 3: the thing I wanted to mention about the Australian Bureau 50 00:02:45,440 --> 00:02:49,000 Speaker 3: of Statistics. While they are really good at data and 51 00:02:49,120 --> 00:02:52,400 Speaker 3: obviously social media, they are not so good at inclusivity. 52 00:02:52,800 --> 00:02:57,240 Speaker 3: So we only have various stereotyped topics to talk about 53 00:02:57,240 --> 00:03:00,320 Speaker 3: today because that data doesn't exist for our indigenous friends, 54 00:03:00,320 --> 00:03:03,280 Speaker 3: it doesn't exist for our transgender friends, it doesn't exist 55 00:03:03,440 --> 00:03:07,200 Speaker 3: for anybody in the LGBTQIA plus community. And I think 56 00:03:07,240 --> 00:03:10,000 Speaker 3: that that's worth talking about here because as much as 57 00:03:10,040 --> 00:03:12,440 Speaker 3: we can look at the national gender pay gap that's 58 00:03:12,480 --> 00:03:15,920 Speaker 3: going to be calculated off these statistics, it's going to 59 00:03:15,960 --> 00:03:19,560 Speaker 3: be even bigger for our friends facing those diversities. So 60 00:03:19,639 --> 00:03:22,359 Speaker 3: I wanted to highlight that first that you guys are 61 00:03:22,400 --> 00:03:24,960 Speaker 3: always front of mind, and it's not just men versus 62 00:03:25,040 --> 00:03:28,080 Speaker 3: women from our perspective, but this is the data that 63 00:03:28,160 --> 00:03:30,320 Speaker 3: we have, and I think any step in the right 64 00:03:30,360 --> 00:03:33,360 Speaker 3: direction is a step towards equality in general, and I 65 00:03:33,440 --> 00:03:35,560 Speaker 3: just wanted that to be upfront, Beck, because I feel 66 00:03:35,560 --> 00:03:39,000 Speaker 3: like it's really unfair that I can't talk more comprehensively 67 00:03:39,080 --> 00:03:42,040 Speaker 3: to even more information that would benefit our community, because 68 00:03:42,120 --> 00:03:44,160 Speaker 3: unfortunately it does not exist. 69 00:03:44,560 --> 00:03:46,760 Speaker 5: Thank you very much for acknowledging that. V. That's definitely 70 00:03:46,760 --> 00:03:48,560 Speaker 5: a very good point to make. So those numbers that 71 00:03:48,600 --> 00:03:51,840 Speaker 5: you just mentioned reported by the Workplace Gender Equality Agency, 72 00:03:51,880 --> 00:03:53,200 Speaker 5: how exactly are they calculated? 73 00:03:53,360 --> 00:03:53,440 Speaker 2: So? 74 00:03:53,520 --> 00:03:57,400 Speaker 3: The national gender pay gap is calculated by the WGEA 75 00:03:58,000 --> 00:04:00,840 Speaker 3: using data that comes from the ABS, the Australian Bureau 76 00:04:00,800 --> 00:04:04,320 Speaker 3: of Statistics, my one true Instagram love and I actually 77 00:04:04,400 --> 00:04:06,160 Speaker 3: have some more stats for you, and I don't think 78 00:04:06,160 --> 00:04:09,040 Speaker 3: you're gonna like them. The WEGA data for the twenty 79 00:04:09,080 --> 00:04:11,800 Speaker 3: twenty one SLASH twenty twenty two reporting period showed that 80 00:04:11,880 --> 00:04:15,360 Speaker 3: women received an average remuneration of ninety three hundred and 81 00:04:15,440 --> 00:04:18,880 Speaker 3: nine dollars per annum, which I thought was high. Did 82 00:04:18,880 --> 00:04:20,880 Speaker 3: you think that was high? That feels very high. Yeah, 83 00:04:20,960 --> 00:04:24,080 Speaker 3: knowing the community, knowing what our average income is, I 84 00:04:24,120 --> 00:04:26,360 Speaker 3: was like, oh, this is all working women though, so 85 00:04:26,400 --> 00:04:29,760 Speaker 3: we're talking all lens of the spectrum. This includes women 86 00:04:29,800 --> 00:04:32,400 Speaker 3: who are stay at home mums, and it also includes 87 00:04:32,440 --> 00:04:35,880 Speaker 3: women who were judges and you know, really fancy, big 88 00:04:35,920 --> 00:04:38,320 Speaker 3: dog doctors and own their own businesses. So this is 89 00:04:38,480 --> 00:04:41,599 Speaker 3: every single woman that is working in Australia. Just to 90 00:04:41,640 --> 00:04:43,640 Speaker 3: contextualize that a little bit, because I looked at it 91 00:04:43,680 --> 00:04:46,080 Speaker 3: and I was like, that's not the average income of 92 00:04:46,120 --> 00:04:49,080 Speaker 3: my community members. Yeah, some of you it will be, 93 00:04:49,120 --> 00:04:51,400 Speaker 3: and you'll be like, oh, that makes sense. But the 94 00:04:51,440 --> 00:04:54,640 Speaker 3: thing that annoys me men in the same position one 95 00:04:54,680 --> 00:04:58,760 Speaker 3: hundred and sixteen and ninety seven dollars. That is a 96 00:04:58,839 --> 00:05:02,520 Speaker 3: difference of twenty five, seven hundred and eighty eight dollars 97 00:05:02,560 --> 00:05:03,000 Speaker 3: a year. 98 00:05:03,040 --> 00:05:03,360 Speaker 2: Beck. 99 00:05:03,680 --> 00:05:05,720 Speaker 1: That is so wild. 100 00:05:05,800 --> 00:05:07,960 Speaker 3: Do you know what twenty five seven hundred and eighty 101 00:05:08,000 --> 00:05:12,039 Speaker 3: eight dollars per year? Could be? Mortgage repayments? Yes, it 102 00:05:12,080 --> 00:05:14,320 Speaker 3: could be an entire house. 103 00:05:14,200 --> 00:05:16,480 Speaker 1: It could be financial freedom. 104 00:05:16,080 --> 00:05:19,760 Speaker 3: It could be literally so many things. So before we 105 00:05:19,800 --> 00:05:22,120 Speaker 3: get even further into it, actually wanted to find what 106 00:05:22,200 --> 00:05:24,599 Speaker 3: the gender pay gap is because there are obviously so 107 00:05:24,720 --> 00:05:28,440 Speaker 3: many other gaps that exist, but the national gender pay 108 00:05:28,480 --> 00:05:31,239 Speaker 3: gap that we are referencing here today measures the difference 109 00:05:31,279 --> 00:05:34,560 Speaker 3: between the average weekly full time base salary earnings of 110 00:05:34,640 --> 00:05:38,280 Speaker 3: men and women, expressed as a percentage of men's earnings. 111 00:05:38,560 --> 00:05:38,800 Speaker 2: BECK. 112 00:05:38,880 --> 00:05:41,600 Speaker 3: It is a measure of women's overall position in the 113 00:05:41,640 --> 00:05:45,200 Speaker 3: paid workforce, and we're not comparing roles. So when we're 114 00:05:45,200 --> 00:05:47,640 Speaker 3: not going, oh, a male doctor gets paid this and 115 00:05:47,680 --> 00:05:50,760 Speaker 3: a female doctor gets paid this, we're actually just talking 116 00:05:50,760 --> 00:05:55,280 Speaker 3: about the overarching gap between on average, what women earn 117 00:05:55,480 --> 00:05:59,599 Speaker 3: versus what men earn. And obviously that takes into consideration 118 00:05:59,720 --> 00:06:02,520 Speaker 3: a whole host of other things like decisions to stay 119 00:06:02,560 --> 00:06:05,240 Speaker 3: out of the workforce, and all of that makes sense. 120 00:06:05,520 --> 00:06:08,080 Speaker 3: But I don't want people thinking, oh, they're comparing like 121 00:06:08,160 --> 00:06:10,920 Speaker 3: for like, it's illegal to pay men and women different 122 00:06:10,960 --> 00:06:13,680 Speaker 3: amounts for the same job. Like, we know that exists, 123 00:06:13,960 --> 00:06:15,880 Speaker 3: and we also know that while it is illegal to 124 00:06:15,920 --> 00:06:19,240 Speaker 3: pay people different amounts for the same job, it still happens. Yes, 125 00:06:19,320 --> 00:06:21,359 Speaker 3: So I'm not going to go on and on about it, 126 00:06:21,400 --> 00:06:23,520 Speaker 3: but I do think it's really important to define that. 127 00:06:23,560 --> 00:06:26,160 Speaker 3: We're just talking about the average difference between men and 128 00:06:26,200 --> 00:06:29,440 Speaker 3: women and the factors that come into that. So that's 129 00:06:29,440 --> 00:06:31,719 Speaker 3: where we're at. Okay, So how is. 130 00:06:31,720 --> 00:06:33,880 Speaker 5: It the people often regard the gender pay gap as 131 00:06:33,880 --> 00:06:37,160 Speaker 5: a myth? Still, yeah, makes myths. 132 00:06:37,040 --> 00:06:41,359 Speaker 3: Or frustrate, But in Australia's industrial relation system, as I 133 00:06:41,360 --> 00:06:44,080 Speaker 3: said before, it's actually illegal to pay a woman less 134 00:06:44,120 --> 00:06:46,719 Speaker 3: than a man when they're employed to do identical jobs. 135 00:06:46,960 --> 00:06:50,440 Speaker 3: That doesn't stop it from happening, certainly not, but the 136 00:06:50,520 --> 00:06:52,520 Speaker 3: numbers don't lie. And today we are going to be 137 00:06:52,560 --> 00:06:55,279 Speaker 3: spotlighting the myriad of reasons that there is a twenty 138 00:06:55,320 --> 00:06:58,360 Speaker 3: two point eight percent gap and why it exists. 139 00:06:58,600 --> 00:06:59,600 Speaker 1: Yes, please, So. 140 00:06:59,680 --> 00:07:03,240 Speaker 3: The reason, well, women obviously earn the less because they 141 00:07:03,279 --> 00:07:06,000 Speaker 3: are obviously more likely and I say obviously because I 142 00:07:06,000 --> 00:07:09,960 Speaker 3: think it's stereotypical. I find it interesting that it's, you know, 143 00:07:10,080 --> 00:07:12,040 Speaker 3: obviously women are going to take that on. I think 144 00:07:12,080 --> 00:07:15,760 Speaker 3: that's very you know Australian dream or American dream that 145 00:07:15,760 --> 00:07:19,520 Speaker 3: that happens. But women are earning less because they are 146 00:07:19,560 --> 00:07:23,680 Speaker 3: more likely to juggle paid work alongside family and caring responsibilities. 147 00:07:23,720 --> 00:07:26,800 Speaker 3: Because women just take up the caring responsibility they have to. 148 00:07:26,840 --> 00:07:29,760 Speaker 3: Sometimes it doesn't make it right. It doesn't mean that 149 00:07:29,800 --> 00:07:33,480 Speaker 3: we support that, but it just happens. So forty two 150 00:07:33,600 --> 00:07:37,080 Speaker 3: percent of women work full time while sixty seven percent 151 00:07:37,120 --> 00:07:40,640 Speaker 3: of men work full time, and this reflects the reality 152 00:07:40,680 --> 00:07:43,440 Speaker 3: that many women are juggling paid work alongside many other 153 00:07:43,520 --> 00:07:46,080 Speaker 3: responsibilities that aren't once that you can earn money for. 154 00:07:46,120 --> 00:07:48,360 Speaker 5: Beck coming off the back of that, this is very 155 00:07:48,360 --> 00:07:50,800 Speaker 5: obvious that it's a little bit stereotypes. 156 00:07:50,880 --> 00:07:53,640 Speaker 3: It's a little bit stereotypical. Not that women stay at 157 00:07:53,640 --> 00:07:56,280 Speaker 3: home exactly to get work and they bring home the 158 00:07:56,320 --> 00:07:59,160 Speaker 3: baking kind of vibes exactly gives me the ick. 159 00:07:59,280 --> 00:07:59,840 Speaker 1: Yeah, a little bit. 160 00:08:00,480 --> 00:08:02,680 Speaker 5: Three twenty twenty three. I know that, you know, there 161 00:08:02,720 --> 00:08:05,280 Speaker 5: are women out there who just do not want children, 162 00:08:05,320 --> 00:08:08,080 Speaker 5: who will never have children, who you know, whatever else, 163 00:08:08,160 --> 00:08:11,000 Speaker 5: and there are women out there who are in not 164 00:08:11,240 --> 00:08:14,520 Speaker 5: heteronormative relationships. So there are so many different people that 165 00:08:14,560 --> 00:08:17,120 Speaker 5: this does not relate to. But it is worth mentioning 166 00:08:17,160 --> 00:08:20,040 Speaker 5: that this is you know, this is not one brush 167 00:08:20,120 --> 00:08:20,520 Speaker 5: for all. 168 00:08:20,640 --> 00:08:23,360 Speaker 3: So absolutely not. We just this is us breaking down 169 00:08:23,520 --> 00:08:27,400 Speaker 3: data unfortunately, not us breaking down stereotyped. Yes, I feel 170 00:08:27,400 --> 00:08:29,560 Speaker 3: like we have to caveat this episode so many times 171 00:08:29,600 --> 00:08:31,680 Speaker 3: because I'm like, this isn't including all of my friends, 172 00:08:31,760 --> 00:08:34,040 Speaker 3: This isn't including the people that I love, This isn't 173 00:08:34,080 --> 00:08:36,800 Speaker 3: including this. But I think it's a really good place 174 00:08:36,840 --> 00:08:39,440 Speaker 3: to start because, as I said before, our gender pay 175 00:08:39,440 --> 00:08:41,520 Speaker 3: gap for what we can measure is twenty two point 176 00:08:41,559 --> 00:08:44,679 Speaker 3: eight percent. I guarantee it's more for our indigenous friends. 177 00:08:44,679 --> 00:08:47,960 Speaker 3: I guarantee it's more for our LGBTQIA plus community. I 178 00:08:48,120 --> 00:08:50,560 Speaker 3: just there's so much more to talk about there. And 179 00:08:50,679 --> 00:08:53,559 Speaker 3: I think that you know, we're being a bit stereotypical 180 00:08:54,120 --> 00:08:57,560 Speaker 3: because we're not stereotypical. And I find it relatively novel 181 00:08:57,840 --> 00:09:00,160 Speaker 3: that you know, men have to work and were and 182 00:09:00,280 --> 00:09:02,360 Speaker 3: have to stay home, like that's clearly not going to 183 00:09:02,400 --> 00:09:05,160 Speaker 3: happen in my relationship, though I think that we should 184 00:09:05,160 --> 00:09:08,000 Speaker 3: be caveating it. But also, we're not here to break 185 00:09:08,000 --> 00:09:10,360 Speaker 3: down stereotypes in this episode. We're just here to talk 186 00:09:10,360 --> 00:09:13,120 Speaker 3: about the data and what we can do to facilitate change. 187 00:09:13,240 --> 00:09:15,560 Speaker 5: Yes, absolutely, and hopefully there will be a day where 188 00:09:15,600 --> 00:09:18,440 Speaker 5: we are all part of this data one hundred percent. 189 00:09:18,800 --> 00:09:21,840 Speaker 5: But I did want to ask the drinking COVID offered 190 00:09:21,880 --> 00:09:24,120 Speaker 5: a bit of an opportunity for workplaces to be more 191 00:09:24,160 --> 00:09:25,360 Speaker 5: flexible with their workers. 192 00:09:25,520 --> 00:09:27,800 Speaker 3: I don't think it offered. I think it forced people 193 00:09:27,840 --> 00:09:30,800 Speaker 3: to go into more flexible working arrangements and people now 194 00:09:30,880 --> 00:09:33,560 Speaker 3: expect it, which I kind of love as somebody, Yeah, 195 00:09:33,600 --> 00:09:37,040 Speaker 3: I love having flexible work arrangements, but I also know 196 00:09:37,280 --> 00:09:39,560 Speaker 3: of a few businesses who were really miffed that that 197 00:09:39,720 --> 00:09:42,120 Speaker 3: was the case, and now their employees are expecting more 198 00:09:42,160 --> 00:09:45,560 Speaker 3: flexibility because they proved that they were just as productive 199 00:09:45,640 --> 00:09:49,440 Speaker 3: outside of the workplace. But the WEGA also did an 200 00:09:49,440 --> 00:09:53,480 Speaker 3: employer's census and found that flexibility has become increasingly important 201 00:09:53,480 --> 00:09:57,199 Speaker 3: to employees, with most employers sitting at eighty two percent 202 00:09:57,679 --> 00:10:02,280 Speaker 3: now installing a formal policy on flexibility and remote working 203 00:10:02,320 --> 00:10:05,120 Speaker 3: and flexible work hours were the most popular options, with 204 00:10:05,200 --> 00:10:08,200 Speaker 3: employers less likely to offer a compressed work week or 205 00:10:08,280 --> 00:10:12,760 Speaker 3: job sharing for example. Right, I find it so interesting 206 00:10:12,880 --> 00:10:15,199 Speaker 3: and when it comes to gender equality in the workplace, 207 00:10:15,679 --> 00:10:20,440 Speaker 3: wega's twenty twenty two employer census contained a voluntary question 208 00:10:20,520 --> 00:10:23,840 Speaker 3: because I didn't make everybody answer it. They asked businesses 209 00:10:23,880 --> 00:10:27,560 Speaker 3: whether they set targets to improve workplace gender equality, and 210 00:10:27,760 --> 00:10:30,280 Speaker 3: a little more than half so fifty three percent beck 211 00:10:30,320 --> 00:10:34,600 Speaker 3: of employers filing reports said they had set targets. The 212 00:10:34,640 --> 00:10:37,160 Speaker 3: most popular goal was to increase the number of women 213 00:10:37,240 --> 00:10:40,280 Speaker 3: in leadership. Employers were less likely to set targets to 214 00:10:40,280 --> 00:10:42,720 Speaker 3: increase the number of men taking parental leave or to 215 00:10:42,840 --> 00:10:46,040 Speaker 3: increase the number of men in female dominated roles, and 216 00:10:46,200 --> 00:10:49,400 Speaker 3: just over half so fifty four percent of employers conducted 217 00:10:49,400 --> 00:10:52,800 Speaker 3: a gender pay gap analysis. This year, and of those, 218 00:10:52,920 --> 00:10:55,480 Speaker 3: forty percent took no action as a result. 219 00:10:55,679 --> 00:10:56,079 Speaker 1: Wow. 220 00:10:56,160 --> 00:10:58,520 Speaker 3: I also want to point out there, Beck, if you 221 00:10:58,559 --> 00:11:01,280 Speaker 3: were an employer and you were doing this survey and 222 00:11:01,360 --> 00:11:03,880 Speaker 3: they asked you whether or not you were setting targets 223 00:11:03,880 --> 00:11:08,160 Speaker 3: to improve workplace gender equality and you actually weren't doing it, 224 00:11:08,600 --> 00:11:11,600 Speaker 3: You're like, weren't doing anything to set targets or improve 225 00:11:11,679 --> 00:11:15,439 Speaker 3: workplace gender equality? Would you tick the box and say no, 226 00:11:15,520 --> 00:11:17,920 Speaker 3: I'm doing nothing? Would just skip that question because it 227 00:11:17,920 --> 00:11:20,600 Speaker 3: was voluntary. I would say no, but you would say 228 00:11:20,679 --> 00:11:23,600 Speaker 3: it because you're an open, honest person. I think everybody 229 00:11:23,640 --> 00:11:25,839 Speaker 3: else would just skip the question because it was voluntary. 230 00:11:26,000 --> 00:11:28,400 Speaker 3: So I think we need to probably go all right, Well, 231 00:11:28,400 --> 00:11:30,240 Speaker 3: a little more than half, like fifty three percent of 232 00:11:30,320 --> 00:11:32,600 Speaker 3: employers said that they had set targets, but I actually 233 00:11:32,640 --> 00:11:34,400 Speaker 3: think that might be a little bit lower because some 234 00:11:34,440 --> 00:11:36,920 Speaker 3: people have actually skipped the question because it was voluntary. 235 00:11:37,320 --> 00:11:39,400 Speaker 3: Does that make sense because completely makes sense. I wouldn't 236 00:11:39,400 --> 00:11:40,480 Speaker 3: own up to not doing it. 237 00:11:40,880 --> 00:11:41,679 Speaker 1: Yeah, I know what you mean. 238 00:11:41,760 --> 00:11:43,280 Speaker 3: I just feel like other people wouldn't either. 239 00:11:43,440 --> 00:11:45,840 Speaker 5: I would say yes because I actually want things to change, 240 00:11:45,880 --> 00:11:47,760 Speaker 5: but a lot of people would say no or just. 241 00:11:47,720 --> 00:11:50,240 Speaker 3: Give it because you're a hot girl. That's exactly why. 242 00:11:50,440 --> 00:11:52,119 Speaker 1: Yes, yeah, thank you. 243 00:11:51,840 --> 00:11:52,400 Speaker 3: You're welcome. 244 00:11:53,160 --> 00:11:56,000 Speaker 5: This is a little bit of a controversial question. Okay, 245 00:11:56,800 --> 00:11:59,400 Speaker 5: do you think women earn less because they work in 246 00:11:59,400 --> 00:12:00,679 Speaker 5: industries payless? 247 00:12:01,040 --> 00:12:01,439 Speaker 1: Aha? 248 00:12:02,200 --> 00:12:05,679 Speaker 3: This kills me, The question kills me. I had a 249 00:12:05,720 --> 00:12:08,080 Speaker 3: full blown argument with somebody on TikTok because I can't 250 00:12:08,120 --> 00:12:10,640 Speaker 3: hold myself back, and a lot of my friends are like, Victoria, 251 00:12:10,720 --> 00:12:12,280 Speaker 3: just don't reply to the comments. I'm like, I can't. 252 00:12:12,280 --> 00:12:15,040 Speaker 3: I don't have that level of self control. I posted 253 00:12:15,040 --> 00:12:17,120 Speaker 3: something about the pay gap and then somebody was like, yeah, 254 00:12:17,120 --> 00:12:20,840 Speaker 3: but women earnless because they choose industries the polless. But 255 00:12:21,440 --> 00:12:26,560 Speaker 3: unfortunately that's not it. But yes, women represent strongly in 256 00:12:26,640 --> 00:12:30,720 Speaker 3: lower paid industries like education, healthcare, and social assistance, while 257 00:12:30,800 --> 00:12:34,120 Speaker 3: men are concentrated in higher paying industries such as construction 258 00:12:34,200 --> 00:12:37,280 Speaker 3: and mining and utilities. And some people argue that if 259 00:12:37,320 --> 00:12:39,400 Speaker 3: women wanted to earn more, they should move out of 260 00:12:39,440 --> 00:12:42,880 Speaker 3: traditional female led fields and switch into jobs like engineering 261 00:12:42,920 --> 00:12:45,280 Speaker 3: or mining or building or the trades and stuff like 262 00:12:45,320 --> 00:12:48,440 Speaker 3: that instead. But we really need to reassess how much 263 00:12:48,520 --> 00:12:51,560 Speaker 3: value the jobs that are essentially fostering a healthy and 264 00:12:51,720 --> 00:12:54,959 Speaker 3: educated society are adding. And I think that we learned 265 00:12:54,960 --> 00:12:58,680 Speaker 3: a lot about that during COVID, where Hoo debriw rely 266 00:12:58,840 --> 00:13:03,000 Speaker 3: on the most. During OH we relied on education, healthcare, 267 00:13:03,040 --> 00:13:06,040 Speaker 3: and social assistance the most. Tell me where the lack 268 00:13:06,080 --> 00:13:08,640 Speaker 3: of value is there, because we needed those people. They 269 00:13:08,679 --> 00:13:12,160 Speaker 3: were absolutely essential while a lot of industries were locked 270 00:13:12,200 --> 00:13:14,400 Speaker 3: down and at home. I think it was a really 271 00:13:14,400 --> 00:13:18,360 Speaker 3: good reframe for us to understand where the value in 272 00:13:18,400 --> 00:13:21,280 Speaker 3: our society exists and where we should actually be funneling 273 00:13:21,320 --> 00:13:23,720 Speaker 3: a lot more money. But the problem is that the 274 00:13:23,880 --> 00:13:26,959 Speaker 3: true value of many of these, like human services jobs, 275 00:13:26,960 --> 00:13:29,840 Speaker 3: are dispersed widely throughout society, and the benefits are not 276 00:13:30,040 --> 00:13:34,400 Speaker 3: immediately visible and not fully reflective of their unfortunately low wages. 277 00:13:34,880 --> 00:13:39,120 Speaker 1: A men that fee is really so angry. 278 00:13:39,200 --> 00:13:41,280 Speaker 3: This whole episode is making me mad. 279 00:13:41,520 --> 00:13:44,080 Speaker 5: I know, it's really such a shame. And it's also 280 00:13:44,200 --> 00:13:46,400 Speaker 5: kind of like, well, if women wanted to get paid more, 281 00:13:46,960 --> 00:13:53,040 Speaker 5: get into jobs that don't really have availability for women, mining, construction, 282 00:13:53,200 --> 00:13:54,600 Speaker 5: no one, you know, it's just. 283 00:13:54,679 --> 00:13:57,199 Speaker 3: A lot not as accessible. I think the other thing 284 00:13:57,320 --> 00:13:59,840 Speaker 3: is like, yeah, we are completely confident and capable and 285 00:13:59,840 --> 00:14:02,760 Speaker 3: we can do that. But yes, having spoken to a 286 00:14:02,800 --> 00:14:05,160 Speaker 3: couple of girlfriends who used to work in construction who 287 00:14:05,200 --> 00:14:07,920 Speaker 3: now don't work in construction. They're like, I left because 288 00:14:07,920 --> 00:14:10,080 Speaker 3: it was boys club. I didn't like being there, I 289 00:14:10,080 --> 00:14:12,800 Speaker 3: didn't feel advocated for, I didn't feel safe, I didn't 290 00:14:12,920 --> 00:14:16,559 Speaker 3: enjoy working there because the culture is so cooked. Yes, 291 00:14:16,600 --> 00:14:19,600 Speaker 3: so I think it's there's a lot that plays into 292 00:14:19,600 --> 00:14:21,600 Speaker 3: the extent about accessibility for women. 293 00:14:21,840 --> 00:14:22,200 Speaker 1: Yeah. 294 00:14:22,240 --> 00:14:25,960 Speaker 5: Absolutely, and I guess it's kind of worth mentioning. Do 295 00:14:26,000 --> 00:14:28,520 Speaker 5: you feel like the levels of physical danger at work 296 00:14:29,040 --> 00:14:34,480 Speaker 5: maybe contribute to the higher pay in male dominated industries? 297 00:14:34,720 --> 00:14:37,440 Speaker 3: Of course they do. The higher rates of workplace fatalities 298 00:14:37,560 --> 00:14:43,320 Speaker 3: are reported in more male dominated industries like transport, warehousing, agriculture, construction, 299 00:14:43,600 --> 00:14:46,600 Speaker 3: and this is largely reflective of the physical element of 300 00:14:46,640 --> 00:14:49,120 Speaker 3: those jobs, right, And that just makes sense. The science 301 00:14:49,200 --> 00:14:53,440 Speaker 3: is checking out. Fatalities are an absolute and undeniable tragedy, 302 00:14:53,440 --> 00:14:55,600 Speaker 3: and no one would ever disagree with this. But I 303 00:14:55,680 --> 00:14:58,840 Speaker 3: must say too that mental stress is certainly something that 304 00:14:58,880 --> 00:15:01,320 Speaker 3: should be way more of our as well. Like look 305 00:15:01,360 --> 00:15:03,560 Speaker 3: at the top ten jobs with the highest number of 306 00:15:03,560 --> 00:15:06,320 Speaker 3: claims for workplace related mental stress, and we find that 307 00:15:06,440 --> 00:15:10,160 Speaker 3: female dominated professions like health and welfare support workers and 308 00:15:10,280 --> 00:15:13,560 Speaker 3: nurses and personal cares and school teachers alongside paramedics and 309 00:15:13,600 --> 00:15:16,960 Speaker 3: defense personnel and police officers and bus and rail drivers 310 00:15:17,040 --> 00:15:21,480 Speaker 3: are really really high. So when it comes to injury, 311 00:15:22,000 --> 00:15:25,480 Speaker 3: physical and mental to me should be lumped into the 312 00:15:25,600 --> 00:15:29,880 Speaker 3: same basket. And stress in these occupations honestly often comes 313 00:15:29,920 --> 00:15:33,640 Speaker 3: from exposure to violence or a traumatic event to salt, harassment, bullying, 314 00:15:33,720 --> 00:15:36,720 Speaker 3: and really should be valued in remuneration as well. 315 00:15:37,080 --> 00:15:40,560 Speaker 1: One hundred percent V. I guess we'll absorble of that. 316 00:15:40,680 --> 00:15:42,880 Speaker 5: We'll go to a quick break and be back in 317 00:15:42,560 --> 00:15:43,080 Speaker 5: the ad. 318 00:15:43,240 --> 00:15:49,360 Speaker 3: Stress see you on the flip sign. OKAV. 319 00:15:49,520 --> 00:15:52,520 Speaker 5: We are back and we're talking about the gender pay gap. 320 00:15:52,680 --> 00:15:56,080 Speaker 5: Ill now I want to know how about women in 321 00:15:56,280 --> 00:15:59,680 Speaker 5: senior roles in companies and how this affects earning? 322 00:16:00,680 --> 00:16:05,360 Speaker 3: Oh, good question. Wega's twenty twenty two Employer report shows 323 00:16:05,400 --> 00:16:08,640 Speaker 3: that women are still underrepresented in leadership and men are 324 00:16:08,680 --> 00:16:12,600 Speaker 3: one point five times more likely to hold managerial positions. 325 00:16:13,200 --> 00:16:15,680 Speaker 3: Here are some statis that I have collected from that report. 326 00:16:15,720 --> 00:16:18,880 Speaker 3: Twenty two point three percent of CEOs of women. I 327 00:16:18,920 --> 00:16:22,920 Speaker 3: should have said only twenty two points of a women. 328 00:16:23,120 --> 00:16:27,520 Speaker 3: But only twenty percent of boards have gender ellents wow, 329 00:16:27,720 --> 00:16:31,520 Speaker 3: And twenty two point three percent of boards are constructed 330 00:16:31,880 --> 00:16:34,800 Speaker 3: entirely of men. Wow, no women at all. 331 00:16:36,240 --> 00:16:38,320 Speaker 1: Those are so outrageous. 332 00:16:38,480 --> 00:16:40,120 Speaker 3: It's so gross, isn't it It is? 333 00:16:40,320 --> 00:16:42,240 Speaker 5: This isn't like a men verus women to be But 334 00:16:42,280 --> 00:16:46,400 Speaker 5: I must say, every single female boss I've had has 335 00:16:46,440 --> 00:16:48,760 Speaker 5: been absolutely delightful. Men too, But I just want to 336 00:16:48,760 --> 00:16:49,520 Speaker 5: you know, I want to say I. 337 00:16:49,520 --> 00:16:50,240 Speaker 1: Can't share that. 338 00:16:50,600 --> 00:16:53,280 Speaker 3: So I have had a few bosses that absolutely take 339 00:16:53,280 --> 00:16:55,120 Speaker 3: the mickey, But I really don't think it comes down 340 00:16:55,120 --> 00:16:58,280 Speaker 3: to their gender from my perspective. But statistics tell us 341 00:16:58,320 --> 00:17:01,560 Speaker 3: that gender diverse workplaces are more productive and better places 342 00:17:01,600 --> 00:17:04,639 Speaker 3: to be and more profitable and six million other better things. 343 00:17:04,720 --> 00:17:07,080 Speaker 3: And I just I find it super interesting to dive 344 00:17:07,080 --> 00:17:07,760 Speaker 3: into the stats. 345 00:17:07,840 --> 00:17:09,160 Speaker 1: Yeah, absolutely checks out. 346 00:17:09,760 --> 00:17:12,400 Speaker 5: Why is it that men tend to climb the career 347 00:17:12,480 --> 00:17:13,840 Speaker 5: ladder more rapidly than women. 348 00:17:14,160 --> 00:17:19,159 Speaker 3: There's so many reasons. Obviously, the most stereotypical one that 349 00:17:19,320 --> 00:17:21,560 Speaker 3: comes up is taking time out of the workforce to 350 00:17:21,600 --> 00:17:23,679 Speaker 3: raise children. And I feel like that's one of the 351 00:17:23,680 --> 00:17:27,440 Speaker 3: most obvious factors that interrupts women's career progression, and remaining 352 00:17:27,480 --> 00:17:29,959 Speaker 3: out of the workforce after having children is not always 353 00:17:30,000 --> 00:17:32,680 Speaker 3: by choice. If a partner can't share the caring load 354 00:17:32,760 --> 00:17:36,160 Speaker 3: or the childcare costs preclude the financial gains of returning 355 00:17:36,200 --> 00:17:39,199 Speaker 3: full time. And as somebody who now has a lot 356 00:17:39,240 --> 00:17:42,919 Speaker 3: of friends who have babies, I find it so genuinely 357 00:17:43,000 --> 00:17:46,760 Speaker 3: interesting because you know, you hear stats like, oh, my gosh, Beck, 358 00:17:46,800 --> 00:17:49,000 Speaker 3: did you know that you know childcare can be like 359 00:17:49,000 --> 00:17:51,200 Speaker 3: one hundred and ten one hundred and thirty dollars per 360 00:17:51,320 --> 00:17:54,600 Speaker 3: child per day, And you go, all right, well, if 361 00:17:54,640 --> 00:17:58,280 Speaker 3: that's the statistic, and obviously there are definitely rebates available, 362 00:17:58,440 --> 00:18:00,280 Speaker 3: but at one hundred and ten dollars a day day 363 00:18:00,320 --> 00:18:02,880 Speaker 3: if they're doing that every day of the week, because 364 00:18:02,960 --> 00:18:05,720 Speaker 3: if you're a full time worker, that's still five hundred 365 00:18:05,720 --> 00:18:08,560 Speaker 3: and fifty dollars. What we need to remember is that's 366 00:18:08,800 --> 00:18:12,800 Speaker 3: post tax. You've got two kids, that's now eleven hundred 367 00:18:12,840 --> 00:18:16,160 Speaker 3: dollars a week that you're paying in childcare. And let's 368 00:18:16,200 --> 00:18:19,040 Speaker 3: say that, you know, forty eight weeks of the year, 369 00:18:19,080 --> 00:18:21,159 Speaker 3: because we all get four weeks off, right, If we 370 00:18:21,320 --> 00:18:25,119 Speaker 3: times that by forty eight, that's fifty two, eight hundred 371 00:18:25,200 --> 00:18:29,480 Speaker 3: dollars if you have two children in full time childcare. Wow, 372 00:18:29,520 --> 00:18:32,359 Speaker 3: And a lot of women aren't earning that. And the 373 00:18:32,440 --> 00:18:36,400 Speaker 3: fact that that is post tax, as well, if you're 374 00:18:36,440 --> 00:18:39,560 Speaker 3: on a seventy thousand dollars income, it's not worth going 375 00:18:39,640 --> 00:18:42,639 Speaker 3: back to work. If you're eighty thousand dollars, not worth 376 00:18:42,680 --> 00:18:46,160 Speaker 3: going back to work. And those are good incomes. Beck 377 00:18:46,160 --> 00:18:49,159 Speaker 3: And this frustrates me because in Australia, two kids is 378 00:18:49,200 --> 00:18:52,560 Speaker 3: pretty standard, right, So to have two kids in childcare 379 00:18:52,720 --> 00:18:55,280 Speaker 3: for that amount of money, right, I've done some stats. 380 00:18:55,280 --> 00:18:58,240 Speaker 3: We've gone back to the WEGA data I mentioned earlier 381 00:18:58,280 --> 00:19:01,639 Speaker 3: that said that women receive an average remuneration of ninety thousand, 382 00:19:01,720 --> 00:19:06,680 Speaker 3: three hundred and nine dollars. I've assumed not including superannuations. 383 00:19:06,760 --> 00:19:09,600 Speaker 3: So we're pretending that this is the best possible scenario. 384 00:19:09,760 --> 00:19:13,560 Speaker 3: We're pretending that you've got ninety thousand dollars plus super 385 00:19:13,600 --> 00:19:16,040 Speaker 3: each year. Right, So that's good. That means that you 386 00:19:16,200 --> 00:19:19,720 Speaker 3: have an annual take home pay of sixty eight thousand, 387 00:19:19,840 --> 00:19:23,320 Speaker 3: six hundred and eighty five dollars after tax, because you'd 388 00:19:23,320 --> 00:19:26,120 Speaker 3: be paying about twenty one thousand, six hundred ish dollars 389 00:19:26,119 --> 00:19:28,600 Speaker 3: in tax. And do you know what that means? That 390 00:19:28,720 --> 00:19:32,240 Speaker 3: means if your two children are in full time childcare 391 00:19:32,280 --> 00:19:36,040 Speaker 3: and you're going to work every single week, you're only 392 00:19:36,080 --> 00:19:38,600 Speaker 3: earning fifteen thousand, eight hundred and eighty five dollars a year. 393 00:19:38,920 --> 00:19:41,080 Speaker 1: That is so outrageous. 394 00:19:41,200 --> 00:19:43,320 Speaker 3: And you divide that by twelve months of the year, 395 00:19:43,359 --> 00:19:46,040 Speaker 3: you're earning about thirteen hundred dollars a month for being 396 00:19:46,080 --> 00:19:48,919 Speaker 3: away from your kids for the entire time. And I 397 00:19:48,960 --> 00:19:51,280 Speaker 3: think that makes a lot of sense when people say 398 00:19:51,320 --> 00:19:53,800 Speaker 3: it's not worth returning to work, because we're not talking 399 00:19:53,840 --> 00:19:56,560 Speaker 3: about returning to work part time. We're not talking about 400 00:19:56,560 --> 00:19:59,240 Speaker 3: returning to a job that you get paid fifty grand. 401 00:20:00,000 --> 00:20:02,959 Speaker 3: We are talking about that average salary of women of 402 00:20:03,040 --> 00:20:06,280 Speaker 3: ninety three hundred and nine dollars. You are literally, if 403 00:20:06,359 --> 00:20:07,919 Speaker 3: you put both of your kids in care and go 404 00:20:07,960 --> 00:20:10,360 Speaker 3: to work, you're just fifteen thousand, eight hundred and eighty 405 00:20:10,359 --> 00:20:13,160 Speaker 3: five dollars better. Gosh, imagine if you're a single mom 406 00:20:13,240 --> 00:20:14,760 Speaker 3: and you don't have anyone to walk to your children 407 00:20:14,800 --> 00:20:17,520 Speaker 3: during the week, that's fifteen thousand dollars. Like, if you 408 00:20:17,560 --> 00:20:19,960 Speaker 3: are a single mom, how much are you going to 409 00:20:20,000 --> 00:20:22,280 Speaker 3: pay on rent? How much you're going to pay on gross? 410 00:20:22,359 --> 00:20:24,959 Speaker 3: That's not enough to survive, enough to spy. And then 411 00:20:25,080 --> 00:20:27,760 Speaker 3: if you've got a duel income household and you're in 412 00:20:27,800 --> 00:20:31,280 Speaker 3: that fortunate position, then that's fantastic, But what about the 413 00:20:31,280 --> 00:20:34,520 Speaker 3: additional stress of being a full time parent, or having 414 00:20:34,600 --> 00:20:38,159 Speaker 3: two full time parents, managing daycare, managing not seeing your 415 00:20:38,240 --> 00:20:40,280 Speaker 3: kids that often because you have to drop them off 416 00:20:40,480 --> 00:20:42,480 Speaker 3: at six point thirty in the morning, because you need 417 00:20:42,520 --> 00:20:44,080 Speaker 3: to drive an hour and a half to get to 418 00:20:44,160 --> 00:20:46,520 Speaker 3: work because you live a bit further out. Like to me, 419 00:20:46,680 --> 00:20:50,160 Speaker 3: it is absolutely cooked. And you can tell I could 420 00:20:50,200 --> 00:20:53,080 Speaker 3: go on and on and on about this, but yes, 421 00:20:53,160 --> 00:20:55,359 Speaker 3: taking time out of the workforce to raise children is 422 00:20:55,400 --> 00:20:57,959 Speaker 3: a women's issue, but often it's not a choice. And 423 00:20:58,000 --> 00:21:00,199 Speaker 3: that's where I was getting at. I just feel like 424 00:21:00,359 --> 00:21:03,800 Speaker 3: so many times like women take on the caring load 425 00:21:04,040 --> 00:21:07,560 Speaker 3: or the childcare load because the costs really do keep 426 00:21:07,600 --> 00:21:10,680 Speaker 3: you out of full time gainful employment, and it's not 427 00:21:10,720 --> 00:21:13,520 Speaker 3: because you don't want to be there, like so many times, 428 00:21:13,560 --> 00:21:15,480 Speaker 3: and it's a beautiful choice to make. If you choose 429 00:21:15,520 --> 00:21:17,080 Speaker 3: to be a stay at home mump, you do you. 430 00:21:17,280 --> 00:21:20,240 Speaker 3: I'm so proud that you get that opportunity to choose. 431 00:21:20,840 --> 00:21:24,359 Speaker 3: But if you are someone like take my personality, I 432 00:21:24,400 --> 00:21:27,399 Speaker 3: can't imagine not working when I have kids. I'm gonna 433 00:21:27,480 --> 00:21:30,320 Speaker 3: love the hell out of them, but I also know 434 00:21:30,480 --> 00:21:33,040 Speaker 3: that to be the best version of me. I also 435 00:21:33,200 --> 00:21:35,320 Speaker 3: need to have that outlet. It's just who I am, 436 00:21:35,800 --> 00:21:39,240 Speaker 3: so that would make it not financially viable. So it's 437 00:21:39,280 --> 00:21:41,359 Speaker 3: not a choice that we all make. It's sometimes a 438 00:21:41,440 --> 00:21:45,000 Speaker 3: choice we have to make. But even women without children, right, 439 00:21:45,080 --> 00:21:48,120 Speaker 3: they don't necessarily reach senior ranks as quickly as men either, 440 00:21:48,240 --> 00:21:52,240 Speaker 3: which is really gross. And even when women reach management levels, 441 00:21:52,240 --> 00:21:55,000 Speaker 3: they still learn less than their male counterparts, which again 442 00:21:55,160 --> 00:21:56,560 Speaker 3: gives me the ik. 443 00:21:56,880 --> 00:21:58,920 Speaker 1: That gives me the ick too. That's wild. 444 00:21:59,240 --> 00:22:03,040 Speaker 3: It's so so rude because underlyingly, men are seen as 445 00:22:03,119 --> 00:22:05,359 Speaker 3: more confident, capable human beings. 446 00:22:05,359 --> 00:22:09,280 Speaker 5: Oh my gosh, it's twenty twenty three in the most 447 00:22:09,320 --> 00:22:13,440 Speaker 5: stereotypical terms. What about this idea that there's a difference 448 00:22:13,520 --> 00:22:16,160 Speaker 5: in ambition and confidence between men and women. 449 00:22:16,280 --> 00:22:18,480 Speaker 3: Where do you get that idea? Because there's literally no 450 00:22:18,680 --> 00:22:22,679 Speaker 3: evidence that women lack in terms of career ambition Like 451 00:22:22,720 --> 00:22:25,920 Speaker 3: that doesn't exist. That is something that people just say, 452 00:22:26,000 --> 00:22:28,439 Speaker 3: maybe to make themselves feel better. I don't know who's 453 00:22:28,480 --> 00:22:31,480 Speaker 3: feeling better about that quote fact that they throw around. 454 00:22:31,880 --> 00:22:32,120 Speaker 2: Beck. 455 00:22:32,160 --> 00:22:35,119 Speaker 3: A recent study of Australian school students found no major 456 00:22:35,160 --> 00:22:40,200 Speaker 3: differences between males and females in factors motivating their career aspirations, 457 00:22:40,280 --> 00:22:43,520 Speaker 3: and women are now surpassing men in terms of post 458 00:22:43,640 --> 00:22:47,679 Speaker 3: school education achievements. And when it comes to confidence, it 459 00:22:47,880 --> 00:22:50,760 Speaker 3: is true that men generally report strong confidence in their 460 00:22:50,800 --> 00:22:54,880 Speaker 3: capabilities compared to women, and higher levels of confidence are 461 00:22:54,920 --> 00:22:58,760 Speaker 3: linked to higher pay, which I'm not surprised about, but 462 00:22:58,880 --> 00:23:00,560 Speaker 3: it does give me the ick. And that's why we 463 00:23:00,560 --> 00:23:02,320 Speaker 3: always talk about and we've talked about it on this 464 00:23:02,359 --> 00:23:05,600 Speaker 3: show before. I've told you a million times that men 465 00:23:05,760 --> 00:23:07,479 Speaker 3: are likely to just go for a job if they 466 00:23:07,480 --> 00:23:09,720 Speaker 3: meet like sixty percent of the criteria and they're like, yeah, 467 00:23:09,720 --> 00:23:11,200 Speaker 3: I give it a crack. And women are like, no, 468 00:23:11,280 --> 00:23:13,080 Speaker 3: if I don't meet one hundred percent of the criteria, 469 00:23:13,280 --> 00:23:17,040 Speaker 3: couldn't possibly apply. And it just get out there, put 470 00:23:17,119 --> 00:23:19,480 Speaker 3: your foot out there and say I'll give it a crack, 471 00:23:19,640 --> 00:23:23,200 Speaker 3: no worries. But there is no economic evidence whatsoever beck 472 00:23:23,280 --> 00:23:26,760 Speaker 3: that higher confidence actually makes a worker a more productive 473 00:23:26,800 --> 00:23:32,640 Speaker 3: and valuable member to that company. It's actually quite the opposite, really, 474 00:23:32,880 --> 00:23:35,879 Speaker 3: because an over confident person can be a little bit 475 00:23:35,920 --> 00:23:39,160 Speaker 3: more of a liability for a company through reckless decision 476 00:23:39,160 --> 00:23:41,960 Speaker 3: making and maybe not listening as much as they could 477 00:23:42,000 --> 00:23:45,320 Speaker 3: because they think that they're so smart and often too 478 00:23:45,400 --> 00:23:48,919 Speaker 3: there's greater risk that women who show assertiveness and ambition 479 00:23:49,080 --> 00:23:53,280 Speaker 3: will be perceived disfavorably. I guess think of how women 480 00:23:53,400 --> 00:23:56,719 Speaker 3: managers are often stereotypically viewed as too pushy and too bossy. 481 00:23:56,920 --> 00:23:58,200 Speaker 1: Yeah, that makes me sad. 482 00:23:58,320 --> 00:24:02,119 Speaker 3: I have grown up beings like being told I was 483 00:24:02,160 --> 00:24:05,480 Speaker 3: bossy or pushy, too forward, or to this or to that, 484 00:24:06,160 --> 00:24:10,480 Speaker 3: and you're not to anything, thank you, honey. But it's 485 00:24:10,600 --> 00:24:15,760 Speaker 3: really disheartening because I know, just on reflection, that little 486 00:24:15,800 --> 00:24:18,760 Speaker 3: boys who had the same behavioral traits as me would 487 00:24:18,760 --> 00:24:20,239 Speaker 3: be you know, oh, he's going to be a good 488 00:24:20,320 --> 00:24:23,240 Speaker 3: leader one today. And it's just it's so ick because 489 00:24:23,240 --> 00:24:26,000 Speaker 3: I never got those conversations. I just got the conversation 490 00:24:26,080 --> 00:24:28,360 Speaker 3: of always being told I was too much of something, 491 00:24:28,720 --> 00:24:31,560 Speaker 3: and it's like too much of what? Because that, to 492 00:24:31,600 --> 00:24:32,520 Speaker 3: me is ridiculous. 493 00:24:32,600 --> 00:24:33,400 Speaker 1: That is ridiculous. 494 00:24:33,440 --> 00:24:35,879 Speaker 5: If you were you know, we were speculating here, But 495 00:24:35,920 --> 00:24:38,439 Speaker 5: if you were a little boy, I can imagine that 496 00:24:38,560 --> 00:24:40,879 Speaker 5: everyone would have been like, what a confident and bright 497 00:24:41,000 --> 00:24:41,440 Speaker 5: young man. 498 00:24:41,640 --> 00:24:44,840 Speaker 3: I can't believe he goes and does this. It's insane 499 00:24:44,920 --> 00:24:47,959 Speaker 3: how much gender stereotypes play into it. Saying that that 500 00:24:48,000 --> 00:24:50,000 Speaker 3: was never my parents. They never told me that that 501 00:24:50,119 --> 00:24:53,280 Speaker 3: was my school experience, which is why I'm here now. 502 00:24:53,840 --> 00:24:57,480 Speaker 5: Amazing, thanks mum. So I probably know the answer to this, 503 00:24:57,600 --> 00:25:00,920 Speaker 5: But how about just asking for a Oh what. 504 00:25:00,840 --> 00:25:03,200 Speaker 3: A good idea, Beck, Just march into your boss's office 505 00:25:03,200 --> 00:25:04,560 Speaker 3: and be like, do you know what it's? Talking to 506 00:25:04,600 --> 00:25:06,600 Speaker 3: my mate? She earns way more than me. Could I 507 00:25:06,680 --> 00:25:10,160 Speaker 3: have a pay rius? It's gonna work? Okay, no, it's 508 00:25:10,200 --> 00:25:13,240 Speaker 3: actually not. But it's now been shown that Australian women 509 00:25:13,359 --> 00:25:16,000 Speaker 3: ask for a pay rise just as often as men, 510 00:25:16,640 --> 00:25:20,840 Speaker 3: which we love. That's amazing, But you know what's really trashy. 511 00:25:21,160 --> 00:25:24,240 Speaker 3: Oh no, they're less likely to get it. Oh so gross. 512 00:25:24,359 --> 00:25:29,000 Speaker 3: Adding bonuses and allowances, which are often negotiable components, the 513 00:25:29,119 --> 00:25:32,960 Speaker 3: gender gap in total remuneration then widens further because don't 514 00:25:33,000 --> 00:25:35,600 Speaker 3: forget those statistics that we were throwing around before of 515 00:25:35,640 --> 00:25:39,199 Speaker 3: the ninety three hundred and nine and the sixteen thousand 516 00:25:39,240 --> 00:25:41,760 Speaker 3: and eighty seven dollars are just base salary. They're not 517 00:25:41,880 --> 00:25:45,480 Speaker 3: the car and the negotiated kind of benefits that come 518 00:25:45,520 --> 00:25:48,400 Speaker 3: with that. Often, in addition to all of that, it's 519 00:25:48,640 --> 00:25:52,520 Speaker 3: the subtle influence of unconscious bias that makes businesses lean 520 00:25:52,560 --> 00:25:55,639 Speaker 3: towards men for senior roles and then reward them with 521 00:25:55,760 --> 00:25:56,359 Speaker 3: higher pay. 522 00:25:56,920 --> 00:25:58,720 Speaker 1: Ah, how good, Just so good. 523 00:25:58,760 --> 00:26:01,440 Speaker 3: This has just been a really lifting episode. I feel 524 00:26:01,720 --> 00:26:05,760 Speaker 3: really empowered as a woman in a leadership space. Yeah, 525 00:26:05,800 --> 00:26:08,080 Speaker 3: but it's also really important to talk about, right, Like, 526 00:26:08,119 --> 00:26:10,320 Speaker 3: if we're not talking about this and we're not getting 527 00:26:10,400 --> 00:26:13,520 Speaker 3: upset about this, nothing is going to change. And after 528 00:26:13,880 --> 00:26:16,760 Speaker 3: going through COVID, so pre COVID, we did an episode 529 00:26:16,800 --> 00:26:19,159 Speaker 3: and we were talking about, you know something similar. I 530 00:26:19,160 --> 00:26:21,200 Speaker 3: think we did a whole episode on the gender pay gap, 531 00:26:21,200 --> 00:26:24,200 Speaker 3: because these statistics come out every single year like clockwork, 532 00:26:24,200 --> 00:26:27,160 Speaker 3: and we need to keep talking about them. But pre COVID, 533 00:26:27,760 --> 00:26:30,040 Speaker 3: the amount of time it would take to reach gender 534 00:26:30,240 --> 00:26:32,960 Speaker 3: pay equality was going to be one hundred and fifty years. 535 00:26:32,960 --> 00:26:35,480 Speaker 3: And at the time I was horrified because I was like, 536 00:26:35,480 --> 00:26:37,040 Speaker 3: that's one hundred and fifty years. It's not even going 537 00:26:37,080 --> 00:26:39,880 Speaker 3: to happen in my lifetime, let alone my future children's lifetime. 538 00:26:40,119 --> 00:26:43,280 Speaker 3: Like this is cooked. And then COVID happened and pegged 539 00:26:43,320 --> 00:26:46,200 Speaker 3: us back, and it's now two hundred years back. Oh no, 540 00:26:46,520 --> 00:26:49,000 Speaker 3: it's literally the worst I thought it was going to 541 00:26:49,000 --> 00:26:52,720 Speaker 3: be last year. It's even worse because think about what 542 00:26:52,880 --> 00:26:58,879 Speaker 3: happened during COVID childcare centers. Yes, I see schools closed, 543 00:26:59,000 --> 00:27:02,040 Speaker 3: and the responsive ability of that actually ended up falling 544 00:27:02,080 --> 00:27:06,560 Speaker 3: on usually the women in the relationships, because men were like, no, sorry, 545 00:27:06,720 --> 00:27:10,639 Speaker 3: got to do my job, and yeah, oh, don't start me. 546 00:27:10,840 --> 00:27:13,560 Speaker 3: Do not start me on that concept of babysitting your 547 00:27:13,560 --> 00:27:16,280 Speaker 3: own children. You do not babysit your own children. So 548 00:27:16,680 --> 00:27:19,800 Speaker 3: you are actually parenting because you're a parent, you're their father. 549 00:27:19,880 --> 00:27:23,840 Speaker 3: Their father doesn't babysit. Their father actually parents when the 550 00:27:23,920 --> 00:27:27,720 Speaker 3: other parent is unable to be there. Oh, don't start me. 551 00:27:27,800 --> 00:27:28,000 Speaker 2: I know. 552 00:27:28,080 --> 00:27:29,919 Speaker 1: I actually could go on and on and on about that. 553 00:27:30,160 --> 00:27:32,159 Speaker 3: I hate it. I remember I used to work with 554 00:27:32,200 --> 00:27:33,800 Speaker 3: someone who I would go, oh, what are you up 555 00:27:33,840 --> 00:27:36,080 Speaker 3: to this weekend? Xyzed and they'd be like, I've got 556 00:27:36,080 --> 00:27:38,080 Speaker 3: a babysit the kids, and I would bite his head off. 557 00:27:38,119 --> 00:27:40,280 Speaker 3: In your book, boys gresive on this, I'd be like, 558 00:27:40,480 --> 00:27:43,720 Speaker 3: because they're your kids, Yes, you made them, You made them, 559 00:27:43,760 --> 00:27:48,040 Speaker 3: that is your responsibility. Babysitting implies that you shouldn't really 560 00:27:48,080 --> 00:27:51,199 Speaker 3: have to do it, or you should be remunerated for it. Yes, no, 561 00:27:51,359 --> 00:27:55,840 Speaker 3: you hire a babysitter when you and your partner go out. Oh, 562 00:27:55,920 --> 00:27:58,640 Speaker 3: don't even don't even wait until I have kids. Everyone's 563 00:27:58,640 --> 00:27:59,040 Speaker 3: in trouble. 564 00:27:59,200 --> 00:28:00,359 Speaker 1: Oh I'm very excited for that. 565 00:28:01,560 --> 00:28:04,440 Speaker 5: So what can employers do to make a workplace for 566 00:28:04,720 --> 00:28:06,800 Speaker 5: gender equal A heap of things. 567 00:28:06,840 --> 00:28:10,080 Speaker 3: So organizations need to be, from my perspective, way more 568 00:28:10,160 --> 00:28:13,640 Speaker 3: transparent about current rates of pay, salary bands, and what 569 00:28:13,720 --> 00:28:16,800 Speaker 3: items can actually be negotiated for. So, for example, you 570 00:28:16,840 --> 00:28:21,320 Speaker 3: could negotiate more paid parentally, flexible hours, remote working, you 571 00:28:21,359 --> 00:28:24,320 Speaker 3: could actually set different targets. I think it's worth mentioning 572 00:28:24,320 --> 00:28:27,359 Speaker 3: here as well that pay secrecy last year became illegal 573 00:28:27,400 --> 00:28:31,080 Speaker 3: in Australia and that makes my heart sing love. So 574 00:28:31,400 --> 00:28:34,760 Speaker 3: if you're looking at your contract and anywhere in your 575 00:28:34,760 --> 00:28:36,960 Speaker 3: contract it says you're not allowed to discuss that with 576 00:28:37,040 --> 00:28:41,160 Speaker 3: your coworkers, that clause is now void. That doesn't exist, 577 00:28:41,200 --> 00:28:43,719 Speaker 3: and it doesn't matter if your employer told you you 578 00:28:43,800 --> 00:28:46,200 Speaker 3: can't do it. It is illegal for them to tell 579 00:28:46,240 --> 00:28:48,440 Speaker 3: you you can't do that, and you can talk about 580 00:28:48,440 --> 00:28:51,400 Speaker 3: your salary as much as you like. In saying that, 581 00:28:51,600 --> 00:28:55,920 Speaker 3: I would from my perspective proceed with caution because obviously, 582 00:28:55,960 --> 00:28:58,520 Speaker 3: as much as it is illegal, you don't really want 583 00:28:58,560 --> 00:29:01,520 Speaker 3: to get your business off side and then compromise your 584 00:29:01,680 --> 00:29:05,080 Speaker 3: role unless you are really passionate about it or want 585 00:29:05,080 --> 00:29:06,440 Speaker 3: to do it. So I'm not saying go and just 586 00:29:06,480 --> 00:29:10,320 Speaker 3: start talking about it, like obviously we need to slowly 587 00:29:10,360 --> 00:29:13,040 Speaker 3: go into that conversation and maybe work towards having those 588 00:29:13,040 --> 00:29:15,920 Speaker 3: clauses removed from the contracts and then maybe having more open, 589 00:29:15,960 --> 00:29:19,200 Speaker 3: honest conversations in general. But yeah, I just don't want 590 00:29:19,200 --> 00:29:21,120 Speaker 3: anyone in our community to be like, oh my gosh, 591 00:29:21,200 --> 00:29:23,240 Speaker 3: Victoria said I could do it now because it's not illegal, 592 00:29:23,280 --> 00:29:25,560 Speaker 3: and then you know, my boss fired me for something 593 00:29:25,560 --> 00:29:27,200 Speaker 3: else and I think it was do you know what 594 00:29:27,240 --> 00:29:28,960 Speaker 3: I mean? Like, I just don't want anyone to get 595 00:29:28,960 --> 00:29:31,080 Speaker 3: in trouble with it, because as much as it is illegal, 596 00:29:31,080 --> 00:29:34,280 Speaker 3: it doesn't mean it's not happening. Yeah, another thing that 597 00:29:34,400 --> 00:29:37,120 Speaker 3: companies can do is do a pay gap analysis and 598 00:29:37,160 --> 00:29:40,000 Speaker 3: then take action on the findings. I feel like there 599 00:29:40,040 --> 00:29:42,960 Speaker 3: are a lot of businesses that bury their heads in 600 00:29:42,960 --> 00:29:44,680 Speaker 3: the sand about this because they know that they're not 601 00:29:44,760 --> 00:29:47,200 Speaker 3: doing the right things. And I've heard it a million times, 602 00:29:47,240 --> 00:29:49,440 Speaker 3: Like in the position that I have in the She's 603 00:29:49,480 --> 00:29:52,120 Speaker 3: on the Money community, I'm so grateful for the conversations 604 00:29:52,120 --> 00:29:55,200 Speaker 3: I have, but I'm often so heartbroken when someone comes 605 00:29:55,200 --> 00:29:57,480 Speaker 3: in and they're like, oh, I do this job, Victoria, 606 00:29:57,520 --> 00:29:59,360 Speaker 3: and I don't know how to approach it. But I 607 00:29:59,400 --> 00:30:01,160 Speaker 3: was talking to my a male colleague the other day 608 00:30:01,160 --> 00:30:02,960 Speaker 3: and they're on thirty thousand dollars more than me and 609 00:30:03,000 --> 00:30:06,479 Speaker 3: I trained them, and I'm like, oh, that is honestly awful, 610 00:30:06,480 --> 00:30:10,040 Speaker 3: and I cannot believe that management lets that happen. Like, 611 00:30:10,120 --> 00:30:12,680 Speaker 3: if you're somebody that lets that stuff happen, the buck 612 00:30:12,800 --> 00:30:15,760 Speaker 3: stops with you, And it's actually not on that other 613 00:30:15,840 --> 00:30:19,160 Speaker 3: person to advocate more for their own salary. It's actually 614 00:30:19,200 --> 00:30:22,120 Speaker 3: on you to make sure that equality exists in your workplace. 615 00:30:22,800 --> 00:30:25,120 Speaker 3: And then another thing I think businesses should be taking 616 00:30:25,160 --> 00:30:28,480 Speaker 3: into consideration is paid family and domestic violence leave. So 617 00:30:28,720 --> 00:30:32,600 Speaker 3: in recent developments, employees of non small business employers can 618 00:30:32,600 --> 00:30:36,040 Speaker 3: now access ten days of paid family and domestic violence 619 00:30:36,120 --> 00:30:38,800 Speaker 3: leave in a twelve month period, and employees of small 620 00:30:38,840 --> 00:30:41,840 Speaker 3: businesses can access that leave from the first of August 621 00:30:41,840 --> 00:30:44,600 Speaker 3: twenty twenty three. It's amazing, which is really awesome, Like 622 00:30:44,640 --> 00:30:46,640 Speaker 3: that is a really good step in the right direction, 623 00:30:46,960 --> 00:30:49,640 Speaker 3: And what can we do as individuals. We can do 624 00:30:49,880 --> 00:30:52,680 Speaker 3: more than you think we can do. And from my perspective, 625 00:30:52,720 --> 00:30:54,960 Speaker 3: the most important step we can take is to recognize 626 00:30:54,960 --> 00:30:57,400 Speaker 3: that the gender pay gap does actually exist in the 627 00:30:57,440 --> 00:31:00,120 Speaker 3: first place. And then, as we were saying before, and 628 00:31:00,160 --> 00:31:02,720 Speaker 3: I got a little bit heated before about the babysitting comment, 629 00:31:02,760 --> 00:31:04,520 Speaker 3: but I think we need to look at language comments 630 00:31:04,560 --> 00:31:07,920 Speaker 3: like my husband's babysitting how amazing? Like no, no, we 631 00:31:08,000 --> 00:31:11,360 Speaker 3: don't celebrate minimum chips, do we like? No? 632 00:31:11,360 --> 00:31:11,920 Speaker 1: No, no no. 633 00:31:12,240 --> 00:31:15,200 Speaker 5: And it's also important, I guess, to think about how 634 00:31:15,360 --> 00:31:19,160 Speaker 5: we see women as really good mothers spending and devoting 635 00:31:19,240 --> 00:31:21,760 Speaker 5: and all this time to their children and staying home 636 00:31:21,760 --> 00:31:24,640 Speaker 5: instead of working, et cetera. But when we see men 637 00:31:24,720 --> 00:31:26,880 Speaker 5: do that generally we kind of say, oh, what an 638 00:31:26,920 --> 00:31:31,600 Speaker 5: amazing so wow, but it really should just be the norm. 639 00:31:31,720 --> 00:31:34,280 Speaker 5: And that way, you know, men can stay home as 640 00:31:34,280 --> 00:31:36,080 Speaker 5: a stay at home father, and those kind of things 641 00:31:36,160 --> 00:31:37,640 Speaker 5: can kind of open up a little bit more. 642 00:31:37,760 --> 00:31:40,120 Speaker 3: Yeah, one hundred percent. I was actually talking about this 643 00:31:40,200 --> 00:31:42,080 Speaker 3: with a friend the other day, and we were talking 644 00:31:42,080 --> 00:31:44,600 Speaker 3: about the division of labor between the parent who is 645 00:31:44,640 --> 00:31:46,840 Speaker 3: the breadwinner and the parent who stays at home to 646 00:31:46,880 --> 00:31:51,120 Speaker 3: do the childcare, and the interesting fact that often it 647 00:31:51,160 --> 00:31:54,720 Speaker 3: falls on the parent that is the childcare to actually 648 00:31:54,760 --> 00:31:57,680 Speaker 3: do things twenty four to seven. So one parent goes 649 00:31:57,720 --> 00:32:00,440 Speaker 3: and does a forty hour work week, and the parent 650 00:32:00,440 --> 00:32:02,560 Speaker 3: does the forty hour work week, but then also is 651 00:32:02,600 --> 00:32:05,840 Speaker 3: in charge of appointments and making lunches and doing absolutely 652 00:32:05,920 --> 00:32:07,880 Speaker 3: everything and making sure that the laundry is done and 653 00:32:07,880 --> 00:32:09,960 Speaker 3: making sure that dinner's on the table when their partner 654 00:32:09,960 --> 00:32:12,600 Speaker 3: gets home and all of this other stuff above and beyond. 655 00:32:12,720 --> 00:32:16,520 Speaker 3: So the paid parent that brings home money is actually 656 00:32:16,560 --> 00:32:18,520 Speaker 3: in a position where they only work forty hours a week, 657 00:32:18,520 --> 00:32:20,600 Speaker 3: and then they think that the time outside of that 658 00:32:20,680 --> 00:32:23,440 Speaker 3: forty hours is their time because their partner stays home 659 00:32:23,480 --> 00:32:26,040 Speaker 3: to look after childcare. But the fact is when you 660 00:32:26,120 --> 00:32:30,520 Speaker 3: come home from work, the childcare actually becomes a shared 661 00:32:30,560 --> 00:32:33,560 Speaker 3: task and those appointments need to be made by one 662 00:32:33,560 --> 00:32:36,880 Speaker 3: of the parents. In the laundry is actually both parents responsibility, 663 00:32:36,920 --> 00:32:39,600 Speaker 3: and dinner could be both parents responsibility. And I think 664 00:32:39,640 --> 00:32:42,760 Speaker 3: this division of labor of assuming that if women are 665 00:32:42,840 --> 00:32:44,720 Speaker 3: in the home, in the home twenty four to seven, 666 00:32:44,760 --> 00:32:47,320 Speaker 3: and they need to always be switched on, no, no, no, 667 00:32:47,480 --> 00:32:49,600 Speaker 3: Like if you're going to work for forty hours a week, 668 00:32:49,880 --> 00:32:52,320 Speaker 3: there is a childcare job that is happening in your 669 00:32:52,320 --> 00:32:54,040 Speaker 3: home for forty hours a week. The rest of it 670 00:32:54,080 --> 00:32:57,040 Speaker 3: is shared. And I think that it's really interesting because 671 00:32:57,080 --> 00:32:59,080 Speaker 3: that's not how you know. I didn't grow up with 672 00:32:59,120 --> 00:33:02,200 Speaker 3: a stay at home parent, but that's stereotypically how you 673 00:33:02,280 --> 00:33:05,440 Speaker 3: assume the stay home parent works. Right, they're just twenty 674 00:33:05,440 --> 00:33:08,840 Speaker 3: four to seven mum taxi right, Absolutely disgusting. That is 675 00:33:08,920 --> 00:33:09,520 Speaker 3: not the case. 676 00:33:09,600 --> 00:33:11,880 Speaker 1: They're not meant to switch off for giving them entire live. 677 00:33:12,080 --> 00:33:14,960 Speaker 3: Absolutely no. So, as we were saying before, we don't 678 00:33:14,960 --> 00:33:18,120 Speaker 3: celebrate minimum chips. But also the other thing we can 679 00:33:18,160 --> 00:33:20,880 Speaker 3: do is keep an eye out. We're obviously very very early, 680 00:33:20,920 --> 00:33:23,880 Speaker 3: but Equal Payday is the twenty ninth of August. Talk 681 00:33:23,880 --> 00:33:26,480 Speaker 3: about it with your friends, your family, your coworkers. Get 682 00:33:26,480 --> 00:33:29,440 Speaker 3: into your HR's diary early to make sure that we're 683 00:33:29,440 --> 00:33:31,640 Speaker 3: talking about it on that day. Because I feel like 684 00:33:31,720 --> 00:33:34,480 Speaker 3: Equal Payday sneaks up on us each and every single year, 685 00:33:34,520 --> 00:33:36,320 Speaker 3: and so many people say, I wish I'd known about 686 00:33:36,320 --> 00:33:38,080 Speaker 3: this sooner so I could have done something with work. 687 00:33:38,360 --> 00:33:40,480 Speaker 3: Now's the time to peg it in HR's diary so 688 00:33:40,520 --> 00:33:41,240 Speaker 3: they don't forget. 689 00:33:41,600 --> 00:33:44,320 Speaker 5: I love that I didn't actually know that existed. 690 00:33:44,480 --> 00:33:47,520 Speaker 3: But Equal Payday, Yes, celebrate we're going to get it 691 00:33:47,560 --> 00:33:49,959 Speaker 3: one day, hopefully not in two hundred years, hopefully much 692 00:33:50,040 --> 00:33:50,560 Speaker 3: sooner than that. 693 00:33:50,640 --> 00:33:51,520 Speaker 1: Hopefully we'll see it. 694 00:33:51,720 --> 00:33:54,120 Speaker 3: Unfortunately, Becka, I think that's all we have time for today. 695 00:33:54,520 --> 00:33:56,200 Speaker 1: Well, I'm going to go put that in my calendar. 696 00:33:56,600 --> 00:33:58,760 Speaker 5: Let's go talk to our friends and family about this 697 00:33:59,320 --> 00:34:00,800 Speaker 5: bloody end of paygap. 698 00:34:00,880 --> 00:34:02,920 Speaker 3: Don't even I end up in arguments, so I'm not 699 00:34:02,960 --> 00:34:04,760 Speaker 3: going to do that. But you're more than welcome to 700 00:34:04,960 --> 00:34:05,400 Speaker 3: am I good? 701 00:34:05,400 --> 00:34:05,640 Speaker 1: Cry? 702 00:34:05,760 --> 00:34:05,960 Speaker 4: Yeah? 703 00:34:06,000 --> 00:34:08,719 Speaker 3: Okay? Well, as always, if you're not crying, we would 704 00:34:08,719 --> 00:34:10,440 Speaker 3: love it if you joined our Facebook group, where our 705 00:34:10,440 --> 00:34:13,439 Speaker 3: community shares money tips and tricks every single day, free 706 00:34:13,440 --> 00:34:15,960 Speaker 3: of judgment. So She's on the Money on Facebook and 707 00:34:16,080 --> 00:34:18,239 Speaker 3: join us. If Facebook's not your thing, you can also 708 00:34:18,280 --> 00:34:20,520 Speaker 3: find us on Instagram, where it She's on the Money 709 00:34:20,560 --> 00:34:23,280 Speaker 3: aus We're on TikTok as well as She's on the Money. 710 00:34:23,320 --> 00:34:26,480 Speaker 3: And don't forget to rate, review, or subscribe on whatever 711 00:34:26,640 --> 00:34:30,240 Speaker 3: platform you are using. We will see you guys on Friday. 712 00:34:30,360 --> 00:34:33,040 Speaker 1: Bye. 713 00:34:36,920 --> 00:34:39,480 Speaker 4: The advice shared on She's on the Money is general 714 00:34:39,520 --> 00:34:43,400 Speaker 4: in nature and does not consider your individual circumstances. She's 715 00:34:43,440 --> 00:34:46,880 Speaker 4: on the Money exists purely for educational purposes and should 716 00:34:46,920 --> 00:34:50,080 Speaker 4: not be relied upon to make an investment or financial decision. 717 00:34:50,480 --> 00:34:52,920 Speaker 4: If you do choose to buy a financial product, read 718 00:34:52,960 --> 00:34:56,280 Speaker 4: the PDS TMD and obtain appropriate financial. 719 00:34:55,880 --> 00:34:57,680 Speaker 3: Advice tailored towards your needs. 720 00:34:58,000 --> 00:35:01,000 Speaker 4: Victoria Divine and She's on the Line mony are authorized 721 00:35:01,040 --> 00:35:04,040 Speaker 4: representatives of money sirper P T y L t D 722 00:35:04,280 --> 00:35:07,080 Speaker 4: A b N three two one six four nine two 723 00:35:07,120 --> 00:35:10,080 Speaker 4: seven seven zero eight a F s L four five 724 00:35:10,160 --> 00:35:13,600 Speaker 4: one two eight nine