The Briefing Hillary Clinton’s outburst + Why women earn so much less
Mar 3, 2026
Elizabeth Shaw, a PwC diversity and inclusion consultant who advises on workplace gender equality. She defines the gender pay gap versus equal pay laws. She explores how occupational segregation, bonuses and role clustering in high‑pay sectors widen the gap. She explains underrepresentation in leadership and argues targeted policies, quotas and sustained organisational action are needed.
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Gender Pay Gap Is About Structure Not Pay Laws
- The gender pay gap measures structural workforce patterns, not equal-pay-for-equal-work violations.
- Elizabeth Shaw explains it's driven by where women work and the roles they hold, not by absence of equal-pay laws since 1969.
Segregation In Jobs Drives Most Of The Gap
- Occupational and industry segregation is the largest driver of Australia's 11.2% gender pay gap.
- Shaw highlights high-paying sectors like mining, construction and financial services where men cluster in top roles while women occupy lower-paid positions.
Bonuses And Overtime Make Gaps Bigger
- Discretionary pay such as bonuses and overtime amplifies pay differences between men and women.
- Sectors with big bonuses or overtime—financial services and mining—show larger gender pay gaps according to Shaw.