The Gender Pay Gap Practitioners' Collective - Round Table (now HYBRID with link sent 48 hours before forum)

In preparation for the publication of WGEA gender pay gaps (GPG) in February 2025, many employers are starting to analyse their data so their Explanatory Statement can include information on their strategy and action plans to improve gender equality outcomes and reduce their GPGs going forward.

To this end, it is critical that your gender equality strategy and actions plans are based on thorough and accurate analysis of your data. This ensures that efforts and resources are targeted to where they are needed the most and not where they will be less effective (at best) at driving meaningful change.

Join experienced workplace gender equality specialists Vanessa Paterson, Roman Ruzbacky and Carol Corzo for a robust, practical and guided conversation on effective analysis of your data (beyond what's required), what additional analysis needs to be undertaken (including intersectional), and how clearer insights and better outcomes can be achieved with inclusive data sets.

If you are a CEO, Executive, P&C or Diversity, Equity and Inclusion leader, who is committed to making meaningful and effective change join us for a robust discussion to learn and share best practice actions and interventions critical to driving successful organisational and gender equality outcomes.

Build your practice excellence.

Key discussion points

Building trust and confidence in the accuracy of your GPG and actions
Robust methodology for intersectional GPG analysis
Data integrity (accuracy and reliability) and avoiding misinterpreting data
Dealing with backlash or resistance from a belief that the GPG misrepresents your organisation
Leadership buy-in and men as champions
Developing practical, realistic, achievable and sustainable action plans
Recruitment, remuneration and reward strategies as a key driver of decreasing GPG
GPG by career level and by job family framework, where are we at?

Vanessa Paterson

Vanessa is a highly experienced gender equality specialist having previously worked for more than 20 years in executive roles with the Federal Government’s Workplace Gender Equality Agency (WGEA). During her time at WGEA she was responsible for administering and reviewing WGEA legislation, managing compliance reporting, and developing and managing leading practice programs such as the evidence-based WGEA Employer of Choice for Gender Equality citation (EOCGE) and the Pay Equity Ambassador program.

Vanessa has assisted hundreds of large and small employers across all industries to develop and implement strategies and targeted action plans to drive improved gender and diversity outcomes.

Carol Corzo

Carol is the Director, Culture, Capability and Talent at Victoria University. She is an experienced leader in gender equity and intersectionality. Carol brings lived and learned experience in her diversity, equity and inclusion work. She has also implemented effective gender pay gap strategies at VU, translating insights to action. Among her experiences are RMIT, Bupa and Penguin and Pearson publishing.

Roman Ruzbacky

A Diversity, Equity and Inclusion leader, practitioner and author with over 20 years of knowledge, skills and experience in developing DEI strategy and programs of work. Roman specializes in intersectional diversity data analysis and is experienced in conducting comprehensive gender pay gap analyses. He has helped to create equitable, inclusive and happy workplaces.